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Webinar Pack
Modules:
Pack of SEVEN : OnDemand Best HR Courses
Product Id: 9001
- HR Metrics: A Critical Measurement of the Impact of Human Resources Management
- 3-Hour Virtual Seminar On ChatGPT And HR A Complete Guide
- Being a Successful HR Department of One
- HR 101 - Bootcamp Basics for New Human Resource Professionals
- Uncomfortable Conversations for HR Professionals
- HR 101
- Transition from Peer to Supervisor
Training Options
Webinar Packs Access recorded version unlimited viewing for 6 months. (For Customize Webinar Packs Please Call Customer Care)
Overview: Effective HR metrics are not developed in a vacuum. The "right or best" metrics require a detailed understanding of your organization: how it generates revenue, its business strategies and objectives, it business imperatives, the risks it faces, the opportunities to be seized, and what it already measures.
Thus, HR metrics should not be developed in a silo or owned exclusively by human resources. To be of value, HR metrics should measure the business factors that are important to the organization not just HR and should be co-owned by HR and the C-suite, other departments, and line managers. The right or best metrics are HR metrics that incorporate the input of stakeholders and contribute to informed decision-making. From this perspective, HR metrics should be predictive and action oriented. HR metrics that do not assist organizational decision making are of little value. The issue is not the number of metrics. As Albert Einstein noted: "Everything that counts can't be measured and everything that can be measured does not count."
As noted, the measurement of business outcomes is a critical component of the HR auditing process. Thus your organization's HR metrics should help you assess the value and contribution of your organization's human capital; should focus your organization's attention on how human capital helps it achieve its business objectives; should help you measure and assess human capital management and employment practices liability related risks; and should help you assess individual and organizational performance.
Since HR metrics can assist your organization identify weaknesses and failures in its human resource management and employment practices compliance activities, your organization's selection and use of specific HR metrics is not only an indicator of what issues it considers important, but is also an indication of your organization's commitment to identify and ferret out ineffective or unlawful practices and processes.
Thus your organization may be scrutinized not only on the issues it chooses to measure, but also the issues it chooses to ignore. Thus your use of HR metrics considers both quantitative and qualitative methods and measurements, should help you assess your organization's performance, and should provide you with data that will allow you to evaluate human capital outcomes.
Why should you Attend: Governmental and regulatory agencies have put employers on notice that they must create, maintain, and demonstrate procedures and activities that they are in compliance with the laws - and these laws are numerous. At the same time, investors, lending institutions, and third party administrators are constantly imposing requirements upon employers that ensure resources are properly used and that results are properly reported. In this environment, organizations must be able to demonstrate compliance through objective measures. The failure to demonstrate compliance with these requirements can impose significant liabilities.
Thus employers need metrics and measurements that are strategic, operational, and transactional. They need metrics that help them identify monetary and non-monetary risks and help them manage revenue generation, productivity, labor costs, and profitability.
Further, they need metrics that help identify non-compliance. These metrics measure the employment brand and organizations' ability to attract and retain top performers. They also measure legal and statutory non-compliance, which may result in fines, penalties, debarment, and lost business opportunities. This webinar discusses the use of HR metrics in helping organizations assess these risks and discusses the use of HR related Key Compliance Indicators (KCIs) that can be used as an element of a continuous audit process that provides assurance of compliance.
Areas Covered in the Session:
Who Will Benefit:
As noted, the measurement of business outcomes is a critical component of the HR auditing process. Thus your organization's HR metrics should help you assess the value and contribution of your organization's human capital; should focus your organization's attention on how human capital helps it achieve its business objectives; should help you measure and assess human capital management and employment practices liability related risks; and should help you assess individual and organizational performance.
Since HR metrics can assist your organization identify weaknesses and failures in its human resource management and employment practices compliance activities, your organization's selection and use of specific HR metrics is not only an indicator of what issues it considers important, but is also an indication of your organization's commitment to identify and ferret out ineffective or unlawful practices and processes.
Thus your organization may be scrutinized not only on the issues it chooses to measure, but also the issues it chooses to ignore. Thus your use of HR metrics considers both quantitative and qualitative methods and measurements, should help you assess your organization's performance, and should provide you with data that will allow you to evaluate human capital outcomes.
Why should you Attend: Governmental and regulatory agencies have put employers on notice that they must create, maintain, and demonstrate procedures and activities that they are in compliance with the laws - and these laws are numerous. At the same time, investors, lending institutions, and third party administrators are constantly imposing requirements upon employers that ensure resources are properly used and that results are properly reported. In this environment, organizations must be able to demonstrate compliance through objective measures. The failure to demonstrate compliance with these requirements can impose significant liabilities.
Thus employers need metrics and measurements that are strategic, operational, and transactional. They need metrics that help them identify monetary and non-monetary risks and help them manage revenue generation, productivity, labor costs, and profitability.
Further, they need metrics that help identify non-compliance. These metrics measure the employment brand and organizations' ability to attract and retain top performers. They also measure legal and statutory non-compliance, which may result in fines, penalties, debarment, and lost business opportunities. This webinar discusses the use of HR metrics in helping organizations assess these risks and discusses the use of HR related Key Compliance Indicators (KCIs) that can be used as an element of a continuous audit process that provides assurance of compliance.
Areas Covered in the Session:
- 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
Who Will Benefit:
- HR Professional
- Internal and External Auditors
- Risk Managers
- CEOs and CFOs
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 has more than 37 years of HR consulting experience working with U.S. and international firms, small businesses and non-profits, insurance companies and brokers, and employer organizations.
Mr. Adler is a co-developer of the Employment-Labor Law Audit (the nation’s leading HR auditing and employment practices liability risk assessment tool.
Mr. Adler is an adjunct professor at Villanova University’s Graduate Program in Human Resources Development and teaches a course on HR auditing. Mr. Adler is a certified instructor on employment practices for the CPCU Society and 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.
Mr. Adler is a co-developer of the Employment-Labor Law Audit (the nation’s leading HR auditing and employment practices liability risk assessment tool.
Mr. Adler is an adjunct professor at Villanova University’s Graduate Program in Human Resources Development and teaches a course on HR auditing. Mr. Adler is a certified instructor on employment practices for the CPCU Society and 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.
Overview: How is AI evolving to influence our work in HR?
What is the role of ChatGPT as we carry out our everyday role as an HR professional? What are the advantages of integrating ChatGPT into our work in HR? Come laugh, listen and learn as Chris DeVany guides us through the answers to these and other questions about how we apply AI and specifically, ChatGPT to our work as HR professionals.
Why should you Attend: By participating, you will learn and understand how to apply to your work:
What about being more able to apply ChatGPT to our work in Human Resources?
How about understanding the ethical ramifications of using ChatGPT?
Would you like to be able to apply ChatGPT Best Practices today?
If you answered "yes" to any of these questions, then come laugh, listen and learn as Chris DeVany leads us all through those important topics, key questions and answers we all need to be able to address effectively to utilize ChatGPT in our work in HR!
Areas Covered in the Session:
Who Will Benefit:
Why should you Attend: By participating, you will learn and understand how to apply to your work:
- The role of ChatGPT in modern business
- ChatGPT in Human Resources
- Ethical considerations and limitations
- Best practices when integrating ChatGPT in HR
- The future of AI in HR
What about being more able to apply ChatGPT to our work in Human Resources?
How about understanding the ethical ramifications of using ChatGPT?
Would you like to be able to apply ChatGPT Best Practices today?
If you answered "yes" to any of these questions, then come laugh, listen and learn as Chris DeVany leads us all through those important topics, key questions and answers we all need to be able to address effectively to utilize ChatGPT in our work in HR!
Areas Covered in the Session:
- The evolution of AI in HR
- The essentials of ChatGPT
- The role of ChatGPT in HR functions
- The advantages of integrating ChatGPT in HR
- Concerns and challenges
- Best practices for implementing ChatGPT in HR
- The future of ChatGPT and HR
Who Will Benefit:
- CEO
- Senior Vice President
- Vice President
- Executive Director
- Managing Director
- Regional Vice President
- Area Supervisor
- Manager
Chris DeVany is the founder and president of Pinnacle Performance Improvement Worldwide, a firm which focuses on management and organization development. Pinnacle's clients include global organizations such as Visa International, Cadence Design Systems, Coca Cola, Sprint, Microsoft, Aviva Insurance, Schlumberger and over 500 other organizations in 22 countries. He also has consulted to government agencies from the United States, the Royal Government of Saudi Arabia, Canada, Cayman Islands and the United Kingdom.
He has published numerous articles in the fields of surviving mergers and acquisitions, surviving change, project management, management, sales, team-building, leadership, ethics, customer service, diversity and work-life balance, in publications ranging from ASTD/Performance In Practice to Customer Service Management. His book, "90 Days to a High-Performance Team", published by McGraw Hill and often accompanied by in-person, facilitated instruction, has helped and continues to help thousands of executives, managers and team leaders improve performance.
He has appeared hundreds of times on radio and television interview programs to discuss mergers and acquisitions (how to manage and survive them), project management, sales, customer service, effective workplace communication, management, handling rapid personal and organizational change and other topical business issues.
He has served or is currently serving as a board member of the International Association of Facilitators, Sales and Marketing Executives International, American Management Association, American Society of Training and Development, Institute of Management Consultants, American Society of Association Executives, Meeting Professionals International and National Speakers Association. Chris is an award-winning Toastmaster's International Competition speaker. He recently participated in the Fortune 500 Annual Management Forum as a speaker, panelist and seminar leader.
Chris has distinguished himself professionally by serving multiple corporations as manager and trainer of sales, operations, project management, IT, customer service and marketing professionals. Included among those business leaders are Prudential Insurance, Sprint, BayBank (now part of Bank of America), US Health Care and Marriott Corporation.
He has assisted these organizations in mergers and acquisitions, facilitating post-merger and acquisition integration, developing project management, sales, customer service and marketing strategies, organizing inbound and outbound call center programs, training and development of management and new hires, and fostering corporate growth through creative change and innovation initiatives.
Chris holds degrees in management studies and organizational behavior from Boston University. He has traveled to 22 countries and 47 states in the course of his career.
He has published numerous articles in the fields of surviving mergers and acquisitions, surviving change, project management, management, sales, team-building, leadership, ethics, customer service, diversity and work-life balance, in publications ranging from ASTD/Performance In Practice to Customer Service Management. His book, "90 Days to a High-Performance Team", published by McGraw Hill and often accompanied by in-person, facilitated instruction, has helped and continues to help thousands of executives, managers and team leaders improve performance.
He has appeared hundreds of times on radio and television interview programs to discuss mergers and acquisitions (how to manage and survive them), project management, sales, customer service, effective workplace communication, management, handling rapid personal and organizational change and other topical business issues.
He has served or is currently serving as a board member of the International Association of Facilitators, Sales and Marketing Executives International, American Management Association, American Society of Training and Development, Institute of Management Consultants, American Society of Association Executives, Meeting Professionals International and National Speakers Association. Chris is an award-winning Toastmaster's International Competition speaker. He recently participated in the Fortune 500 Annual Management Forum as a speaker, panelist and seminar leader.
Chris has distinguished himself professionally by serving multiple corporations as manager and trainer of sales, operations, project management, IT, customer service and marketing professionals. Included among those business leaders are Prudential Insurance, Sprint, BayBank (now part of Bank of America), US Health Care and Marriott Corporation.
He has assisted these organizations in mergers and acquisitions, facilitating post-merger and acquisition integration, developing project management, sales, customer service and marketing strategies, organizing inbound and outbound call center programs, training and development of management and new hires, and fostering corporate growth through creative change and innovation initiatives.
Chris holds degrees in management studies and organizational behavior from Boston University. He has traveled to 22 countries and 47 states in the course of his career.
Overview: Getting your day-to-day HR work done has never been so difficult. The circumstances surrounding the COVID-19 and most recently the widespread civil unrest are continuing to develop quickly, and with the rapid-fire nature of modern media and social media channels, details vary from broadcast to broadcast, leaving many in the workforce in confusion and fear.
Most employees are confused about the next steps they should take, either paralyzed by fear, worried about their future or in the shock and denial phase of the crisis. Although many HR pros have spent a career training for such a critical mass event, it has been an exhausting 3 months and the vision forward is clouded by a sea of unfinished work.
Our National condition is constantly changing which has employers feeling the pressure and unfortunately due to the overload of news and information (often contradicting itself) leaders are running the risk of being too ambitious in their communication and actions with employees.
Ambiguity leads to confusion and creates more uncertainty and fear. This is something we all need to avoid. Thankfully, there are steps HR pros can take to help their employers support their workforce, encourage certain behaviors and manage the business environment effectively, so employees can continue to remain engaged and reduce the risk of panic and concern – on top of all the regular HR work that needs to be done.
These steps of workforce management are often seen as commonsense, however, in a crisis or unfamiliar situation it is more difficult to remain calm and think or behave in a considered way, it is vital for HR professionals to help establish reasonable practices that are followed. It’s fun and rewarding to make an impact, put plans in place and implement them so they thoroughly understood, investigated, checked and measured in order to avoid longer term damage to the business and relationships companies have with their employees.
Every day the boundaries and goal-posts are moving, so it is vitally important to meet the needs of your competing demands so leaders in industry and business are kept as up to date as possible to avoid generating fear, adding to the confusion or creating workplace dysfunction. We need to know what we can do in order to adapt, innovate and implement new ways of operating as our national environment changes.
This is why knowledge, clear communication, accurate information, considered action are required.
Why you should Attend: If you are an experienced in HR or new to the Human Resources field, are struggling to find ways to identifying what needs to be done and accomplishing your objectives, this presentation will help you to:
A great deal of new information has come forward, requiring more of your attention to be taken away from the regular workload. Because Brenda is monitoring the situation constantly and can apply her years of experience to the scenarios playing out, this presentation is vital for you to stay ahead of the changes and to ensure your workplace is functioning and being productive.
As a result of the training you will be better equipped to make decisions regarding the operation of your business, and be able to lead, or assist leaders in the business, and to prepare the business for ongoing change and still accomplish your list of “to-dos”.
Areas Covered in the Session:
Who Will Benefit:
Our National condition is constantly changing which has employers feeling the pressure and unfortunately due to the overload of news and information (often contradicting itself) leaders are running the risk of being too ambitious in their communication and actions with employees.
Ambiguity leads to confusion and creates more uncertainty and fear. This is something we all need to avoid. Thankfully, there are steps HR pros can take to help their employers support their workforce, encourage certain behaviors and manage the business environment effectively, so employees can continue to remain engaged and reduce the risk of panic and concern – on top of all the regular HR work that needs to be done.
These steps of workforce management are often seen as commonsense, however, in a crisis or unfamiliar situation it is more difficult to remain calm and think or behave in a considered way, it is vital for HR professionals to help establish reasonable practices that are followed. It’s fun and rewarding to make an impact, put plans in place and implement them so they thoroughly understood, investigated, checked and measured in order to avoid longer term damage to the business and relationships companies have with their employees.
Every day the boundaries and goal-posts are moving, so it is vitally important to meet the needs of your competing demands so leaders in industry and business are kept as up to date as possible to avoid generating fear, adding to the confusion or creating workplace dysfunction. We need to know what we can do in order to adapt, innovate and implement new ways of operating as our national environment changes.
This is why knowledge, clear communication, accurate information, considered action are required.
Why you should Attend: If you are an experienced in HR or new to the Human Resources field, are struggling to find ways to identifying what needs to be done and accomplishing your objectives, this presentation will help you to:
- Identify high priority actions and weed out conflicting zero priority distractions
- Stay optimistic and get your work done
- Deal with continuous interruptions and make time for your needs
- Set expectations with co-works and leaders so you can knock-out your growing workload
- Identify a system so you can effectively manage your tasks, because it’s not about time management
A great deal of new information has come forward, requiring more of your attention to be taken away from the regular workload. Because Brenda is monitoring the situation constantly and can apply her years of experience to the scenarios playing out, this presentation is vital for you to stay ahead of the changes and to ensure your workplace is functioning and being productive.
As a result of the training you will be better equipped to make decisions regarding the operation of your business, and be able to lead, or assist leaders in the business, and to prepare the business for ongoing change and still accomplish your list of “to-dos”.
Areas Covered in the Session:
- How to manage tasks and get it all done
- Learn how to present the company HR requirements to your CEO/President/Company Owners so that it resonates and meets their needs to give you more support
- How to get buy-in from managers to meet your deadlines
- How to stay ahead of developing issues and still remain compliant
- Learn what up-to-the-moment issues and concerns are affecting the workplace and how to keep up with HR news
- How to get your tasks done amongst multiple meetings each week
- Learn what support is available to ask questions and help you through difficult situations
Who Will Benefit:
- HR Professionals
- HR Managers
- HR Directors
- HR Coordinators
- HR Administrators
- HR Generalists
- Human Resource Business Partners
- CEOs
- Presidents
- Owners
- Partners
Brenda Neckvatal is a three-time bestselling author, an award-winning Human Results professional, and a serial entrepreneur who has been featured in publications such as Forbes, Entrepreneur, Fast Company, Inc., and US News and World Reports. Perseverance, integrity, and relentless optimism are just a few of the ingredients you experience when meeting and working with Brenda.
Not only does she help business leaders tackle their toughest people challenges, but she is also a recognized expert in crisis management and group dynamics. As a trusted mentor to leaders and managers at all levels, she equips them with the skills to navigate complex interpersonal issues, resolve conflicts, and lead with confidence. By mastering these skills, they can lead their teams into tomorrow’s rapidly evolving business landscape with resilience, clarity, and purpose.
She really enjoys helping people solve their unique problems, and human resources offered her the ability to support her co-workers in a greater capacity. Having the benefit of working for a total of six Fortune 500 companies, she converted her experience into advising her audience to use tried and trusted best practices that help leaders achieve their workforce goals.
In her 30-year career in human resources and business, she has consulted to over 700 small businesses and 1,000 leaders. She has optimized employee effectiveness and helped leaders develop high-performing teams and navigate intense employment-related decisions.
Brenda is a devoted volunteer in the Navy SEAL Community and is constantly finding new ways of supporting veterans of Naval Special Warfare. She dedicates 32 weeks a year to working with The Honor Foundation to support the career transition of Special Forces personnel by providing them with her knowledge, insight, and creativity.
Not only does she help business leaders tackle their toughest people challenges, but she is also a recognized expert in crisis management and group dynamics. As a trusted mentor to leaders and managers at all levels, she equips them with the skills to navigate complex interpersonal issues, resolve conflicts, and lead with confidence. By mastering these skills, they can lead their teams into tomorrow’s rapidly evolving business landscape with resilience, clarity, and purpose.
She really enjoys helping people solve their unique problems, and human resources offered her the ability to support her co-workers in a greater capacity. Having the benefit of working for a total of six Fortune 500 companies, she converted her experience into advising her audience to use tried and trusted best practices that help leaders achieve their workforce goals.
In her 30-year career in human resources and business, she has consulted to over 700 small businesses and 1,000 leaders. She has optimized employee effectiveness and helped leaders develop high-performing teams and navigate intense employment-related decisions.
Brenda is a devoted volunteer in the Navy SEAL Community and is constantly finding new ways of supporting veterans of Naval Special Warfare. She dedicates 32 weeks a year to working with The Honor Foundation to support the career transition of Special Forces personnel by providing them with her knowledge, insight, and creativity.
Overview: Too many individuals don't know what "human resources" is much less what is involved in their jobs and responsibilities.
How many hats does an HR Professional wear? Whether you are a Specialist, Generalist, or Manager, you likely will be handling a plethora of areas in human resource management. This course provides a general review of different hats.
Why you should Attend: Many times, new human resource professionals feel uncertain about their new expectations, doubt their abilities, and fear the unknown of their new role. This course will help prepare you for what is to come your way and how to navigate the projects.
Areas Covered in the Session:
Who Will Benefit:
Why you should Attend: Many times, new human resource professionals feel uncertain about their new expectations, doubt their abilities, and fear the unknown of their new role. This course will help prepare you for what is to come your way and how to navigate the projects.
Areas Covered in the Session:
- General areas of human resource management
- Narrowing down your interests
- Preparing your path to greater success
Who Will Benefit:
- Managers
- Business Owners
- Human Resource Professionals
- Leadership Teams
- Supervisors
Deborah Jenkins, PHR, SHRM-CP, has over twenty years of experience as an Accounting and Human Resources (HR) Professional. She has served in senior leadership roles as well as supporting businesses as a generalist, payroll specialist, training and development provider, and benefits administrator. The variety of industries she has contributed to span the public, private and non-profit sectors. From this, Deborah has derived a broad understanding of the challenges facing business leaders, HR professionals, and all personnel. After having spent years broadening her skills, knowledge, and experience, Deborah now services her clients as a Human Resources Consultant, Leadership Trainer, Motivational Speaker and Executive Coach through her business, HR Solutions, LLC.
To prepare her for these opportunities, Deborah received a Human Resources Management Bachelor’s Degree from Park University and an Accounting Associate Degree from the University of Great Falls (now the University of Providence). She further is a certified Human Resources Professional from some of the leading associations in the world, including a Professional in Human Resources (PHR) from the Human Resources Certification Institute, a Society for Human Resource Management Certified Professional (SHRM-CP), and a Toastmasters Competent Leader (CL). To offer additional value-added tools to her services, Deborah has completed training and is an Authorized Partner and Trainer with Wiley’s Everything DiSC®.
Deborah understands that learning is a lifelong adventure, and she continually pursues personal and professional development. One way she accomplishes this is by participating in Toastmasters International since 2010. By serving in each role repetitively, she continues to develop her speaking, organizational, and leadership skills. She also believes in giving back to her community and has been a very active board member for several non-profit organizations including local Toastmasters Chapters and both the local Society of Human Resource Management (SHRM) chapter as well as the Montana State Council SHRM.
By sharing knowledge, inspiring others, and continually pursuing personal growth, Deborah aspires to ignite both individual and corporate success, thus enhancing overall well-being and shared fulfillment. Her goal is to assist others to develop more effective communications, supportive collaboration, and harmonious concord to reach superior streamlined, successful, and enjoyable results. Starting her own business in 2013 allows her to allocate her energies to accomplish this mission and focus in the areas she’s most passionate about: Workforce Training, Leadership Development, Success Consulting, and Motivational Speaking.
When Deborah is not working, learning, or volunteering her time, she enjoys hanging out with her high school sweetheart husband, their two amazing daughters, and adorable grandson, spending time outdoors with Mother Nature, and taking in the arts and entertainment offered in her home state of Montana and beyond.
To prepare her for these opportunities, Deborah received a Human Resources Management Bachelor’s Degree from Park University and an Accounting Associate Degree from the University of Great Falls (now the University of Providence). She further is a certified Human Resources Professional from some of the leading associations in the world, including a Professional in Human Resources (PHR) from the Human Resources Certification Institute, a Society for Human Resource Management Certified Professional (SHRM-CP), and a Toastmasters Competent Leader (CL). To offer additional value-added tools to her services, Deborah has completed training and is an Authorized Partner and Trainer with Wiley’s Everything DiSC®.
Deborah understands that learning is a lifelong adventure, and she continually pursues personal and professional development. One way she accomplishes this is by participating in Toastmasters International since 2010. By serving in each role repetitively, she continues to develop her speaking, organizational, and leadership skills. She also believes in giving back to her community and has been a very active board member for several non-profit organizations including local Toastmasters Chapters and both the local Society of Human Resource Management (SHRM) chapter as well as the Montana State Council SHRM.
By sharing knowledge, inspiring others, and continually pursuing personal growth, Deborah aspires to ignite both individual and corporate success, thus enhancing overall well-being and shared fulfillment. Her goal is to assist others to develop more effective communications, supportive collaboration, and harmonious concord to reach superior streamlined, successful, and enjoyable results. Starting her own business in 2013 allows her to allocate her energies to accomplish this mission and focus in the areas she’s most passionate about: Workforce Training, Leadership Development, Success Consulting, and Motivational Speaking.
When Deborah is not working, learning, or volunteering her time, she enjoys hanging out with her high school sweetheart husband, their two amazing daughters, and adorable grandson, spending time outdoors with Mother Nature, and taking in the arts and entertainment offered in her home state of Montana and beyond.
Overview: Difficult conversations are, well, difficult. Difficult for the person leading the conversation as well as difficult for the person on the receiving end. However, they don’t have to be hurtful, relationship-ending, or embarrassing.
The ability to handle difficult situations and conversations is a skill that can be learned and improved.
As an HR Professional, it is required that you not only are willing to have those difficult conversations with your employees and coworkers but that you are able to ensure that relationships are preserved while having those difficult conversations.
This session with Rhonda will show you how. You'll be given an easy, and fun, framework to keep you ON THE RIGHT TRACK with those conversations that start with "We Need to Talk."
Why you should Attend: HR Professionals are the first line of defense (and complaint) in a company. All issues, problems, and personality clashes end up on your front door, and you are expected to deal with them.
How do you do it? How do you tell an employee that another employee has been complaining about them? How do you get them to be willing to not only go back to their job but not blow up at their coworkers because they are embarrassed and angry?
HR Professionals have the unenviable job of having difficult conversations. It won’t be easy. It won’t be fun. It needs to be done.
Areas Covered in the Session:
Who Will Benefit:
As an HR Professional, it is required that you not only are willing to have those difficult conversations with your employees and coworkers but that you are able to ensure that relationships are preserved while having those difficult conversations.
This session with Rhonda will show you how. You'll be given an easy, and fun, framework to keep you ON THE RIGHT TRACK with those conversations that start with "We Need to Talk."
Why you should Attend: HR Professionals are the first line of defense (and complaint) in a company. All issues, problems, and personality clashes end up on your front door, and you are expected to deal with them.
How do you do it? How do you tell an employee that another employee has been complaining about them? How do you get them to be willing to not only go back to their job but not blow up at their coworkers because they are embarrassed and angry?
HR Professionals have the unenviable job of having difficult conversations. It won’t be easy. It won’t be fun. It needs to be done.
Areas Covered in the Session:
- Improve your communication so that the conversations stay calm and respectful
- How to take a potentially explosive situation and keep it calm for everyone involved
- How to give positive and negative feedback and ensure your partner is receptive to what you are saying
- What to say, how to say it, when to say it, all the while being in complete control of your emotions
- How to frame your conversation so that everyone can maintain their pride
Who Will Benefit:
- HR - Any Title
Rhonda Scharf CSP, HoF Insightful humorous entertaining even contagious words that are often used to describe Rhonda Scharf. A speaker with the uncanny ability to look at the normal and see something quite different.
Rhonda is a Professional Speaker and member of the Canadian Speaking Hall of Fame, Trainer and Author, based in Ottawa. She has spoken to tens of thousands of people in dozens of different countries.
Rhonda will share some things she has learned to help you excel in your work environment, emerging at the end of the day with a smile and a sense of accomplishment. Audiences far and wide sing her praises for her relevant and useful tips on administration, communication and workplace effectiveness! From efficiency to the future of work; Rhonda has the info to help you thrive!
She knows how to make you laugh and she knows how to get you to question why you do what you do. Her natural warmth and sincerity are balanced by a healthy sense of the absurd, a combination that is useful in any situation.
Rhonda has written eight books, with her latest “Alexa is Stealing her Job” and her best-seller “Common Sense is NOT Common Practice” still available.
Rhonda’s professional speaking career began at age two… when her mother would offer her 25 cents to be quiet for five minutes!
Rhonda is a Professional Speaker and member of the Canadian Speaking Hall of Fame, Trainer and Author, based in Ottawa. She has spoken to tens of thousands of people in dozens of different countries.
Rhonda will share some things she has learned to help you excel in your work environment, emerging at the end of the day with a smile and a sense of accomplishment. Audiences far and wide sing her praises for her relevant and useful tips on administration, communication and workplace effectiveness! From efficiency to the future of work; Rhonda has the info to help you thrive!
She knows how to make you laugh and she knows how to get you to question why you do what you do. Her natural warmth and sincerity are balanced by a healthy sense of the absurd, a combination that is useful in any situation.
Rhonda has written eight books, with her latest “Alexa is Stealing her Job” and her best-seller “Common Sense is NOT Common Practice” still available.
Rhonda’s professional speaking career began at age two… when her mother would offer her 25 cents to be quiet for five minutes!
Webinar#
HR 101
Overview: HR's role in mission and strategy Key anti-discrimination laws & protected classes Meaning of disparate treatment and adverse impact Rights employers DO have Recruiting and behavioral-based interviewing Importance of goodness of fit in employee selection Onboarding basics and the 4 C's of onboarding Key considerations in managing employees.
Seven steps to employee recognition Basics of Employment at Will Five considerations in determining just cause Progressive discipline and why you might not want it Seven steps to effective corrective action Twelve parts of disciplinary documentation. What to know in disciplining employees. The basics of sexual harassment and how to stay out of trouble. What are a quid pro quo and a hostile working environment?
Essentials of the FMLA - what it is, who is covered, 6 things to remember. Essentials of the Americans with Disabilities Act (ADAAA) Reasonable accommodation and interactive discussion basics. What you need to know about wage and hours Independent contractors, exempt and nonexempt employees. Seven reasons for having employee handbooks and six tips.
Why should you Attend: Participants should attend if they are new to HR, want a high-level refresher on HR compliance, or are new to management and supervision. This program will give basic compliance information that will reduce risk and help participants become more confident in communicating with employees regarding common HR issues.
The advantage to companies is that those individuals who directly communicate with employees will be better informed and less likely to misrepresent the interests of the company.
This is not a legal webinar so contact your employment law attorney for specifics and those laws and regulations that apply in your geography and business as they are changing all the time including interpretations.
Areas Covered in the Session:
Who Will Benefit:
Essentials of the FMLA - what it is, who is covered, 6 things to remember. Essentials of the Americans with Disabilities Act (ADAAA) Reasonable accommodation and interactive discussion basics. What you need to know about wage and hours Independent contractors, exempt and nonexempt employees. Seven reasons for having employee handbooks and six tips.
Why should you Attend: Participants should attend if they are new to HR, want a high-level refresher on HR compliance, or are new to management and supervision. This program will give basic compliance information that will reduce risk and help participants become more confident in communicating with employees regarding common HR issues.
The advantage to companies is that those individuals who directly communicate with employees will be better informed and less likely to misrepresent the interests of the company.
This is not a legal webinar so contact your employment law attorney for specifics and those laws and regulations that apply in your geography and business as they are changing all the time including interpretations.
Areas Covered in the Session:
- CEUs may be available from webinar host
- Complete presentation slide deck
- EEOC Fact Sheet
- FMLA fact sheet
- ADA Q&A fact sheet
- Exempt/Nonexempt guidelines
- Sexual Harassment by supervisors
- Q&A
Who Will Benefit:
- Business Owners who need to know the Basics
- Managers and Supervisors (especially if they are new to their role)
- HR Generalists and Administrative Assistants new to HR
- Payroll Staff
- Small Business Administrative Assistants
Bob Verchota is owner and senior consultant for RPVerchota & Associates, a consulting firm providing services to clients who seek to align their business and employees, creating successful outcomes and excellent work environments. After 30+ years in Human Resources senior leadership roles and teaching both undergraduate and graduate courses in Leadership and Organizational Development, Bob transitioned to using his experience and skills in consulting.
Mr. Verchota provides solutions to companies for a wide variety of HR issues including training and development, compensation, compliance, policy development, performance management, employee relations and managing change from mergers and acquisitions to project specific disruptions of the status quo. Bob has an undergraduate degree in Business Administration, graduate degree in Healthcare Administration, and doctoral work (ABD) in Organizational Development. He is a lifetime Senior Professional in Human Resources.
Mr. Verchota provides solutions to companies for a wide variety of HR issues including training and development, compensation, compliance, policy development, performance management, employee relations and managing change from mergers and acquisitions to project specific disruptions of the status quo. Bob has an undergraduate degree in Business Administration, graduate degree in Healthcare Administration, and doctoral work (ABD) in Organizational Development. He is a lifetime Senior Professional in Human Resources.
Webinar#
Transition from Peer to Supervisor
Overview: Transition from Peer to Supervisor can be very difficult for most newly promoted supervisors. Many are not equipped with the tools to successfully transition. This session will equip newly promoted supervisors with tools and techniques to communicate more effectively, gain trust, set boundaries, provide constructive feedback, and motivate employees for results.
Today's workforce is experiencing high turnover and disengaged employees. It is a known fact that employees quit managers-to avoid turnover it is critical to have the appropriate skills to retain employees.
Why should you Attend: If you are a newly promoted supervisor that has the responsibility of supervising previous coworkers or peers this course is for you. Do you find it difficult setting boundaries, communicating effectively, building trust and respect, and providing feedback to peers and coworkers? These are some of the challenges newly promoted supervisors face with their new position. This session will provide participants with tips on how to overcome the pitfall most newly promoted supervisors face.
It is a known fact supervising others is difficult especially if they are previous coworkers and peers. Participant in this session will learn how to effectively manage coworkers and peers, how to motivate to achieve result and mostly importantly how to respect your new role as a supervisor.
Areas Covered in the Session:
Who Will Benefit:
Why should you Attend: If you are a newly promoted supervisor that has the responsibility of supervising previous coworkers or peers this course is for you. Do you find it difficult setting boundaries, communicating effectively, building trust and respect, and providing feedback to peers and coworkers? These are some of the challenges newly promoted supervisors face with their new position. This session will provide participants with tips on how to overcome the pitfall most newly promoted supervisors face.
It is a known fact supervising others is difficult especially if they are previous coworkers and peers. Participant in this session will learn how to effectively manage coworkers and peers, how to motivate to achieve result and mostly importantly how to respect your new role as a supervisor.
Areas Covered in the Session:
- How to Communicate more Effectively as a Supervisor
- When to be Flexible and when to Stand Firm
- Steps to Build Trust and Gain Respect
- How to Develop your Own Personal Management Style
- How to Set Boundaries with Coworkers/Peers
- How to Deal with Uncomfortable Situations
- How to Motivate Others to Achieve Results
Who Will Benefit:
- Managers
- Supervisors
- Leaders
- Human Resource Professional
- Shift Leaders or Team
Tonia Morris, your Generational Connector, and Founder of Simply HR, LLC a Consultant and Management Firm along with a speaking and training company, Tonia Morris Speaks, provides leaders with training solutions that cultivate a generationally-inclusive work place.
Before starting her business in 2010, Tonia was Executive Director of Human Resources for one of the largest state pension agencies in the Southeast; she has also worked in an HR leadership capacity in other industries, including government, retail, information technology and education.
Tonia's passion for understanding the different dynamics of people led her on a quest to solve generational issues within organizations. Tonia noticed that the workforce was aging and changing, so she provided training solutions on engaging and managing a multi-generational workforce to be productive. With more than 20+ years of progressive HR experience, Tonia provides keynote speeches, lunch-and-learns, and workshops for organizations and associations across the Southeast.
She has partnered with organizations such as Chick-fil-A, Oracle, Spelman and Kennesaw University to name a few, to bring training solutions for engaging Millennials in the workplace, working with leaders to transform their cultures by attracting, developing and retaining a workforce that is generationally inclusive.
Tonia holds a BS in Business Administration from the University of South Florida. She currently serves on the Board of Directors for the Millennial Chamber of Commerce, where she also serves as the organization's HR Director, and volunteers for the Women's Entrepreneurial Opportunity Project.
She resides in Grayson, GA, with her husband of 24 years, and two sons. In her free time, Tonia loves collecting and making jewelry, and is known in the community as "the jewelry lady."
Before starting her business in 2010, Tonia was Executive Director of Human Resources for one of the largest state pension agencies in the Southeast; she has also worked in an HR leadership capacity in other industries, including government, retail, information technology and education.
Tonia's passion for understanding the different dynamics of people led her on a quest to solve generational issues within organizations. Tonia noticed that the workforce was aging and changing, so she provided training solutions on engaging and managing a multi-generational workforce to be productive. With more than 20+ years of progressive HR experience, Tonia provides keynote speeches, lunch-and-learns, and workshops for organizations and associations across the Southeast.
She has partnered with organizations such as Chick-fil-A, Oracle, Spelman and Kennesaw University to name a few, to bring training solutions for engaging Millennials in the workplace, working with leaders to transform their cultures by attracting, developing and retaining a workforce that is generationally inclusive.
Tonia holds a BS in Business Administration from the University of South Florida. She currently serves on the Board of Directors for the Millennial Chamber of Commerce, where she also serves as the organization's HR Director, and volunteers for the Women's Entrepreneurial Opportunity Project.
She resides in Grayson, GA, with her husband of 24 years, and two sons. In her free time, Tonia loves collecting and making jewelry, and is known in the community as "the jewelry lady."
