Human Resources Training

Datafication of HR: Making The Transition from Metrics To Business Analytics

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HR metrics are an invaluable tool for evaluating the efficiency and effectiveness of a number of core functions in the organization. HR metrics help the organization to assess the value and contribution of the organization’s core, its human capital, in achieving the business objectives, in a measurable manner. It should ideally help turn the organization’s focus on how management and compliance practices eliminate risks and raise productivity from both an individual and collective standpoint.

However, for HR metrics to serve this purpose, it should never be designed in a one-size-fits-all fashion. This is quite understandable, because the dynamics and peculiarities of each organization vary from those of another. HR metrics should not only be tailored to the needs of each organization’s unique needs; they should provide data with which the organization can evaluate human capital outcomes.

Ronald Adler, the president-CEO of Laurdan Associates, Inc., will, at a webinar being organized by TrainHR, a leading provider of professional training for all the areas of human resources, explain what factors to take into consideration when building HR metrics that are strategic, operational, and transactional.

Please log on to TrainHR to register for this session.

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At this valuable ninety minute session, which is being organized on November 22, Ronald will explain the ways of putting in place HR metrics that help identify legal and statutory non-compliance, which may result in fines, penalties, debarment, and lost business opportunities. These HR metrics are also designed to help organizations measure their worth as an employer and the ability to attract and retain top performers.

More importantly, Ronald will help organization how to transition the HR metrics to Business Analytics, which will help it to assess the various risks it is up against. He will explain the role of HR related Key Compliance Indicators (KCIs) for use as an element of a continuous audit process that provides assurance of compliance.

The expert will cover the following areas at this webinar:

  • Gain an understanding of key HR metrics
  • Be able to identify and assess the strategic and operational impact of HR metrics
  • Learn the role of metrics in measuring and communicating value
  • Review the basics of using HR metrics in assessing human capital related risks
  • Learn how HR metrics improve strategic and operational decision making

 

HR Professionals, Internal and External Auditors, Risk Managers, CEO’s, and CFO’s are among the personnel that will benefit from this session.

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About the Expert:

Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran owned, human resource management consulting firm specializing in HR audits, employment practices liability risk management, HR metrics and benchmarking, strategic HR-business issues and unemployment insurance. He is a co-developer of the Employment-Labor Law Audit (the nation’s leading HR auditing and employment practices liability risk assessment tool.

A certified instructor on employment practices for the CPCU Society, Ronald has conducted continuing education courses for the AICPA, the Institute of Internal Auditors, the Institute of Management Consultants, and the Society for Human Resource Management.

HR compliance, Human Resources Training

Workplace Investigations 101: How to Conduct your Investigation Like a Pro

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When we think of workplace investigation, the thought that could usually come to mind is that of beginning investigations when complaints are received. While this is a laudable step, it is far less than satisfactory and falls short of the expectations and requirements from an organization.

An organization’s HR has to understand that workplace investigations are not those that are done only when an employee complains about someone or something. The role of HR should be in using investigations to discover and prevent wrongdoings and violations. These could expand to far more than routine investigations of misbehavior, for instance.

Workplace investigations should cover issues such as such as theft, safety or OSHA issues, retaliation, workplace violence vandalism, alcohol, drug or substance abuse, social media violations, company policy violations, transgressing the company’s policy on the environment, and so on.

It is the duty of the employer to investigate anything that necessitates an investigation. On the other hand, it is the duty of the employee to cooperate fully with the investigation, no matter how unpleasant she may feel about it. When these conditions are met, one does not expect too much trouble.

But what if the employee turns hostile during the investigation and becomes uncooperative and adamant? What if the witness too shows the same behavior? The ways of going ahead with a workplace investigation will be taught at a webinar that TrainHR, a leading provider of professional training for the human resources areas, will be organizing on September 26.

Susan Strauss, a national and international speaker, trainer, consultant and a recognized expert on workplace and school harassment and bullying, will be the speaker at this session. Please visit TrainHR to register for this webinar.

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It is crucial to document the investigation right from the first to the final steps. Understanding how to identify what constitutes a complaint, determining if an investigation is necessary, and getting a grasp of the key components of an investigation are some of the aspects that participants of this webinar will learn.

Another important aspect that Dr. Strauss will take up at this webinar is good documentation practices for workplace investigations. Participants will learn how to interview the accused, the accuser, and the witnesses, and understand the ways by which bring about an environment that is conducive to each of these. They will also learn to differentiate between formal and informal investigative procedures.

Dr. Strauss will teach simple but powerful techniques that go on to add tremendous value to a workplace investigation, such as how to detect if someone is lying. She will also highlight the importance of concluding and following up on an investigation and writing a formal report that is objective and comprehensive, and wins the praise of everyone concerned.

The core benefit that the participants will be able to walk away with from this learning is that they will learn how to conduct fair and impartial investigations that support a positive work environment, how to protect their employees, and how to decrease the risk of their organization’s liability.

Dr. Strauss will cover the following areas at this webinar:

  • Identify what constitutes a complaint
  • Determine if an investigation is necessary
  • Discuss the steps of an investigation
  • Explore the intricacies of interviewing the accuser, accused and witnesses
  • Demonstrate good documentation
  • Differentiate between a formal and informal investigative procedures searches
  • Determine credibility
  • Discuss tips on whether someone is lying
  • Help you reach a conclusion following an investigation
  • Follow up with appropriate action based on the outcome of the investigation
  • Help you write a formal report outlining the investigation

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About the expert: Dr. Susan Strauss conducts harassment and bullying investigations and functions as an expert witness in harassment and bullying lawsuits. Her clients are from business, education, healthcare, law, and government organizations from both the public and private sector.

Dr. Strauss has conducted research, written over 30 books, book chapters, and journal articles on harassment, bullying, and related topics. She has been featured on television and radio programs as well as interviewed for newspaper and journal articles.

 

 

Employee Handbook, Human Resources Training

Employee Handbooks: 2019 Updates

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The employee handbook illustrates the nature of employer-employee relationships in an organization. Despite its importance to the organization-it sets out all that the employees can and should expect from their employers and eases employees into their respective roles in the organization-it is still a highly undervalued document in most organizations.

Being the guarantor of the organization’s commitment to the employee; the employee handbook instils a sense of realism in employees about what to expect from their organization. For this reason, the employee handbook should be relevant, precise and rightly worded.

When there is a mismatch between what the organization states in the handbook and what the employees perceive of it, it leads to confusion and worse, legal confrontations between the two sides. An ambiguously worded handbook gives the employee the chance to challenge it legally during times of an unlawful termination.

The importance of having a correctly designed and presented employee handbook is best illustrated in a recent memorandum from the General Counsel of the NLRB, which says such employee handbooks can violate the law and can have a “chilling effect” on employees’ activities.

All the vital aspects of an employee handbook, such as its components, its constituents, the elements that need to be kept in mind while drafting it, the legal safeguards that they need to guarantee, and many more issues concerning employee handbooks will be explained in a lucid manner at a webinar that is being organized by TrainHR, a leading provider of professional training for all the areas of human resources, on September 6.

Ronald Adler, the president-CEO of Laurdan Associates, Inc., will be the expert at this session. Please do enroll for this learning by visiting  https://www.trainhr.com/webinar/employee-handbooks:-2019-updates-702548LIVE?wordpress-seo

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These are some of the functions of employee handbooks:

  • They enhance the employment brand
  • They are vital in recruitment and retention
  • Employee handbooks enhance employee relations, employee morale, and productivity
  • With employee handbooks, there is uniform and consistent application, interpretation, and enforcement of organizational policies and rules
  • They help to protect the organization against claims of improper employee/supervisor conduct
  • Employee handbooks bring down the organization’s exposure to employment related liabilities

In the course of explaining these and other aspects of employee handbooks, including what is new for 2019, Ronald will cover these areas at this webinar:

  • Key employee handbook issues in 2019
  • A review of the NLRB’s recent memorandum on employee handbooks
  • How organizations can reduce the gap between policy issuance and effective implementation
  • Review the basics of employee handbook development
  • Discuss the expanding purposes and scope of employee handbooks
  • Learn the dimensions of critical handbook policies
  • Understand the framework of employee handbook audits activities

Personnel that deal with employee-employer relationships will gain immensely from this webinar. These include HR Professionals, Risk Managers, Internal Auditors, In-house Counsel, CFO’s, CEO’s, Management Consultants, and other individuals who want to learn how to use develop and implement employee handbooks.

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About the Expert:

Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran owned, human resource management consulting firm specializing in HR audits, employment practices liability risk management, HR metrics and benchmarking, strategic HR-business issues and unemployment insurance. He is a co-developer of the Employment-Labor Law Audit (the nation’s leading HR auditing and employment practices liability risk assessment tool.

A certified instructor on employment practices for the CPCU Society, Ronald has conducted continuing education courses for the AICPA, the Institute of Internal Auditors, the Institute of Management Consultants, and the Society for Human Resource Management.

 

 

HR compliance, Human Resources Training

HR Compliance 101 – for Non HR Managers

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Why is HR compliance an absolute must for organizations? One can think of at least three core perspectives when answering this question:

Business: Seen from a business perspective, managers that are trained in the basics of HR compliance carry a proper understanding of the areas related to HR and business, such as employment law, the ways of writing documentation and of how to use the tools of employee development. When one considers the astronomical amounts that noncompliance with HR laws attracts, training non-HR managers can be the least expensive exercise for an employer to offset any unwarranted employment claims.

Managerial: Being compliant with HR practices and law is extremely important from a manager’s perspective. Why? Because being compliant with HR practices is necessary to ensure that the organization increases productivity, stays legally compliant, ensures employee development and engagement, and also safeguards the manager’s own career.

Human Resources: HR training for managers is also important from an HR perspective itself. It is only through proper and professional HR compliance training that can help managers understand how to protect the organization against many unwarranted employment claims, the cause of most of which is miscommunication, misinformation, and mismanagement.

Complete understanding of the elements of HR compliance

TrainHR, a leading provider of professional training for all the areas of human resources, will offer complete understanding of the elements of HR compliance, especially for non-HR managers, at a webinar it is organizing on Aug. 2.

TrainHR brings Teri Morning, founder and President of Hindsight Human Resources, as the speaker at this sixty-minute session. Please visit https://www.trainhr.com/webinar/hr-compliance-101—for-non-hr-managers–702483LIVE to register for this webinar. This course has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM. Credit is awarded based on the actual educational time spent in the program.

The cost of lack of training can be very high for organizations

What happens when an organization fails to train managers about HR compliance? It can be disastrous for the experienced and new manager alike, especially when they have assumed charge of a dysfunctional department and/or are promoted to supervise those with whom they once co-worked. Sometimes, a simple exercise such as not following the right procedures while sanctioning leave can invite legal action against the employer. This is just one instance in which HR compliance training is vital. The organization can face innumerable such occasions that could potentially land them in a legal spot of bother

At this session, the expert will cover the following areas:

  • Basics of the Big Four of employment compliance- Title VII, FLSA, FMLA, ADA
  • Managing from Day One – Using the 4 tools of a manager; coaching, performance reviews, performance improvement plans and discipline
  • The 12 elements of documentation
  • What to do if someone is struggling doing their job for whatever the reason – having a process
  • Inheriting a dysfunctional department – avoiding the pitfalls
  • Preventing harassment, bullying and general dysfunction
  • What to do with employee complaints.

Front line managers, department Managers, new HR persons, anyone promoted into a management position or managers who were promoted from within their companies, are some of the personnel who will derive immense value from this webinar.

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About the speaker: During the over twenty years she has spent in human resource and training, Teri has gained experience in a variety of fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit companies. She loves to consult with employers on their problems and trained managers and employees, and meeting and working with employees from all types of businesses.

Human Resources Policies

Employee Handbooks: 2019 Updates

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The employee handbook is the document that provides clarity about the nature of employer-employee relationships in an organization. Many organizations tend to overlook its importance, often at their own peril. The employee handbook is a very core tool that provides vital information to employees on what they can and should expect from their employers and offers a means for helping employees fit into the organization in their respective roles.

An employee handbook is also a kind of testament to the organization’s commitment to the employee. It will help them be realistic about their expectations from the organization. All these, however, hold good only when the organization crafts an employee handbook that is pertinent, exact and properly stated.

What happens when any of the critical elements are missing? It leads to a situation where the organization could embroiled in legal hassles. In the absence of clarity in the handbook, the organization presents the employee an opportunity to challenge it legally when she has been subjected to what may constitute unlawful termination. A recent memorandum from the General Counsel of the NLRB puts this in the proper context. To use its own words, incorrectly designed employee handbooks can violate the law and can have a “chilling effect” on employees’ activities.

So, what components does an employee handbook need to have? What aspects do employers need to keep in mind when writing them, and what legal safeguards do employee handbooks need to incorporate into them? All these and more will be explored at a very valuable learning session that is being organized by TrainHR, a leading provider of professional training for the human resources industry, on July 1.

Over the ninety minutes of this webinar, the expert at this webinar, Ronald Adler, the president-CEO of Laurdan Associates, Inc., will get down to explaining the finer elements that need to be kept in mind while creating employee handbooks, which should be written in such a manner both that the employer and the employee are absolutely clear about the legal aspects of the document.

Please visit https://www.trainhr.com/webinar/employee-handbooks:-2019-updates-702476LIVE to register for this session. This webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM. Credit is awarded based on the actual educational time spent in the program.

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Employee handbooks have evolved over the years from being staid documents containing a set of dos and don’ts to facilitating these among other functions:

  • Enhancing the employment brand
  • Playing a key role in recruitment and retention
  • Enhancing employee relations, employee morale, and productivity
  • Contributing to uniform and consistent application, interpretation, and enforcement of organizational policies and rules
  • Protecting the organization against claims of improper employee/supervisor conduct
  • Reducing the organization’s exposure to employment related liabilities

The expert will discuss a whole gamut of issues pertaining to employee handbooks, including giving an explanation of what is new for 2019. He will cover the following areas at this session:

  • Key employee handbook issues in 2019
  • A review of the NLRB’s recent memorandum on employee handbooks
  • How organizations can reduce the gap between policy issuance and effective implementation
  • Review the basics of employee handbook development
  • Discuss the expanding purposes and scope of employee handbooks
  • Learn the dimensions of critical handbook policies
  • Understand the framework of employee handbook audits activities

This webinar is of high value to those who deal with employee-employer relationships, such as HR Professionals, Risk Managers, Internal Auditors, In-house Counsel, CFO’s, CEO’s, Management Consultants, and other individuals who want to learn how to use develop and implement employee handbooks.

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About the Expert: Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran owned, human resource management consulting firm specializing in HR audits, employment practices liability risk management, HR metrics and benchmarking, strategic HR-business issues and unemployment insurance. He is a co-developer of the Employment-Labor Law Audit (the nation’s leading HR auditing and employment practices liability risk assessment tool.

A certified instructor on employment practices for the CPCU Society, Ronald has conducted continuing education courses for the AICPA, the Institute of Internal Auditors, the Institute of Management Consultants, and the Society for Human Resource Management.

 

Human Resources Policies

Form I-9 Update

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At its simplest, the Form I-9, as described by the U.S. Citizenship and Immigration Services (USCIS), is a form used to verify the identity and employment authorization of individuals that are hired to work in the US. The USCIS requires all US employers to properly and duly complete Form I-9 for each individual they hire for employment in the US, irrespective of whether the employee is a US citizen or noncitizen.

The importance of the Form I-9 underscores the need for compliance in all areas of this document. Noncompliance carries a very heavy cost to the employer. What are the aspects that need to be kept in mind when filling out the Form I-9? How do employers fill it up in a way that is fully compliant with the requirements set out by the USCIS? How do they insulate themselves from legal complications when filling out the Form I-9 for each of their employees?

All these will be described in a thorough manner at a valuable webinar that is being organized by TrainHR, a leading provider of professional training for all the areas of human resources, on July 3. At this webinar, Dayna Reum, Payroll Tax Manager at PetSmart Inc., will be the expert. Please visit https://www.trainhr.com/webinar/form-i-9-update-702444LIVE to enroll for this session and gain the immense benefits it brings.

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM. Credit is awarded based on the actual educational time spent in the program.

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The core objective of this webinar is to help employers understand ways by which to remain compliant with filling up Form I-9. The expert will take up each section of the I-9, review each part, and explain how to properly complete each of these. She will also describe the laws around discrimination. Other core learning concerns what is allowed to be asked for during the I-9 process, the proper way to handle correcting the I-9 when mistakes are made, the timing and method of storage and retention, and how to understand the I-9’s e-verify.

Dayna will take up answering of the important questions relating to how to get set up and what process to take when doing I-9 and the verifying process. In other words, this is going to be a complete session on all aspects of the I-9, and brings the immense benefit of ensuring that the employer stays compliant with its requirements, the direct result of which is avoidance of penalties in money and legal terms.

This session is of immense value to those handling this important tool, such as HR Professionals, Payroll Professionals, and Managers that complete a form I-9 for new hires. Dayna will cover the following areas:

Working in the US and Employment Verification

Discrimination/Requirements

How to properly complete the I-9

Section by Section

Correcting Mistakes

Storage and Retention

E-verify

Questions?

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About the expert: Being experienced in the payroll field for over 15 years, Dayna specializes in payroll basics, global/cultural awareness, immigration basics for the payroll professional, multi-state and local taxation and quality control for payroll, international and Canadian payroll.

 

HR compliance, hr policies, Human Resources Training

Advanced FMLA: Issues and Solutions

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When employers make mistakes in managing Family and Medical Leave Act (FMLA), it can cost a bomb: in the order of an estimated $21 billion in lost productivity, continued health benefits, and labor replacement. The average cost of lawsuits that have resulted from wrongful terminations: $300,000.

The only real way to avoid situations such as this is to be armed to the teeth with the right and proper information about the FMLA’s applications. This is the only genuine antidote to errors in managing FMLA, whose repercussions we have just examined. Information about the law can protect the company and ensure that better and more cost-effective decisions may be made.

Having said this, this is not the easiest of tasks, because, if it were so, companies would not land in this kind of trouble. An indicator of the challenge associated with understanding the law, as well as the interaction of FMLA with other laws, is the fact of studies attesting to the fact that more than half of all employers have granted unverified time off.

A 60-minute learning session from TrainHR, a leading provider of professional training for all the areas of human resources, will set these issues in the proper perspective. Michael Haberman, co-founder of Omega HR Solutions, Inc., will be the expert at this webinar, which is being organized on May 8.

Please visit  http://bit.ly/2Im7a04 to register for this session, which has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

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Among the primary areas of information that a company needs to understand is what constitutes a ‘serious health condition’ under the FMLA. Michael will give an understanding of what constitutes this.

This webinar will also offer clarity on those who may want the company to file an unfair labor practice charge while determining the interplay between the FMLA, the Americans with Disabilities Act (ADA), and the Fair Labor Standards Act (FLSA).

Other areas on which Michael will clear the many doubts that participants may have include what can be done to identify and address potential abuse of FMLA leave, as well as how FMLA interacts with other similar medical and disability-related leave statutes.  He will also offer tips and tricks for suggested best practices and answer any FMLA-related questions that the participants of this webinar could have.

In this session, which is of immense value to those who deal with FMLA, such as HR Managers, CFO’s, Office Managers, and VPs of HR; Michael will cover the following areas:

  • Serious Health Condition
    • Inpatient Care
    • Continuing Treatment
    • Chronic Conditions
  • Abuse
    • Authentication/Clarification
    • Re-Certification
    • Second Opinions
  • Interplay Between FMLA and Related Statutes
    • ADA
    • Title VII
    • FLSA

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About the speaker: A consultant, speaker, writer and teacher; Michael brings several years of experience in dealing with the challenges of human resources in the 21st century. His consulting and services company offers complete human resources solutions.

Mike is the author of the Human Resources blog found at OmegaHRsolutions.com, which has been recognized as a top human resources related blogs. He has also been named a top Digital Influencer in Human Resources. In addition, Mike has presented numerous webinars on various HR related issues including wage and hour compliance, rewards, culture, social media use in HR, practical futurism for HR departments and more.