HRM Essentials Part 2 – Pack of 8 Courses

HRM Essentials Part 2 – Pack of 8 Courses

Number of Courses: 8 Webinars | Total Learning Hours: 10 Hours
 
Price: $ 1992 (70% off)   $ 597       Add to Cart

Human resource management (HRM) is the practice of recruiting, hiring, deploying and managing an organization’s employees. The primary objective of HRM is emphasis on employees as the assets of the business. HRM plays a strategic role in managing people and the workplace culture and environment. They do this by setting up strategies, writing policies, creating systems, standards and procedures. They also help build employee engagement strategies to achieve company goals.

Here is the ultimate training package for all Human Resource Professionals at any stage in their professional careers. Prepare yourself and your workforce to meet the challenges confidently, and fine tune your strategies to ensure that your organization are met.

 

Webinars included in this pack

1. HR Pro Toolkit – Make the Most of LinkedIn

MARY GORMANDY WHITE
Duration: 60 Minutes
Why You Should Attend:

Attend this informative session and learn practical strategies – especially for HR professionals – to make the most of LinkedIn. From tips to developing an appropriate individual profile for an HR professional to ideas for recruiting (many of which are free!), building your company’s brand as an employer of choice, improving employee recognition and engagement, developing a powerful professional network – and more! This session will provide you with practical ideals you can immediately apply to leverage the power of LinkedIn to boost your HR success.

Areas Covered:

  • Guidelines for HR professionals to establish and manage an effective LinkedIn profile
  • Leveraging LinkedIn to build your professional brand as a well-connected expert in your field
  • Keys to boosting your organization’s employer brand/positioning your firm as an employer of choice via LinkedIn
  • Simple (and free!) options for expanding your company’s LinkedIn footprint/presence
  • Strategies for leveraging LinkedIn to build employee connections, recognition and engagement
  • Utilizing LinkedIn Groups to facilitate employee and key stakeholder communication
  • Recruitment overview: Highlights of free and fee-based LinkedIn recruitment strategies
  • Finding the right balance – engaging with LinkedIn enough without spending too much time
2. Stress Free Public Speaking for HR Professionals

TERI MORNING
Duration: 75 Minutes
Why You Should Attend:

This course will teach you to speak in public without any fear to hold back your career or even without damaging your image, All of you can learn to give confident presentations after attending this session.

You can give confident, clear, informative, and interesting presentations. Learn how to prepare for delivering deliberate and interesting messages that keep your listeners’ attention. After time, you may find its second nature. Never fear again speaking in public; giving presentations, or merely just speaking up in meetings.

Areas Covered:

  • 12 tips that spell confidence (and what doesn’t)
  • 12 tips for getting your message across
  • 12 tips for preparing to speak
  • 22 sure fire presentation tips
  • Body language counts – what to do with yours
  • Sure fire ways to quell your “speaking in public” nerves
  • Differences between online (webinars and conference calls) vs in-person training and presentations
  • Change your mindset = change your skills
  • Easy things to do that will improve your speaking skills instantly
3. Workplace Sexual Harassment Investigations – Best Practices

MARY GORMANDY WHITE
Duration: 60 Minutes
Why You Should Attend:

Sexual harassment can take many forms, and handling these types of complaints can be particularly sensitive in many ways. There are many moving parts associated with these kinds of complaints and the subsequent investigation that have to be approached effectively and swiftly, such as including recognizing potential problems that might need to be investigated, taking in complaints and interacting with employees who may have experienced this type of harassment, identifying and interviewing potential witnesses, recommending actions and making decisions that protect the organization and its employees, and communicating with those who have been accused of and/or who have exhibited harassing behaviors, and more.

Areas Covered:

  • Recognizing what constitutes a sexual harassment complaint and triggers the obligation to investigate
  • Key considerations and steps to follow when establishing an investigation strategy before you start talking to potential witnesses with regards to a sexual harassment complaint
  • Best practices for conducting effective interviews with the person bringing forward the complaint, individuals who may have experienced sexual harassment, witnesses who may have seen or heard harassing behaviors, other individuals who may have relevant information, and those who have been accused
  • Special considerations for investigating different kinds of sexual harassment complaints
  • Dealing with “he said, she said” situations
  • Practical considerations for recommendations and actions taken to stop sexual harassment and prevent future problems from occurring
4. Assertive or Aggressive? Assertiveness Skills for HR Professionals

TERI MORNING
Duration: 75 Minutes
Why You Should Attend:

Do you dread asking for what you want in negotiations?
Do you often replay your workday, wondering if you said or did the right thing?
Do you agonize about determining if you are seen as assertive, and what is seen as aggressive?

Do you feel underappreciated, discouraged, powerless, most days at work? Do you feel annoyed that no one ever seems to take you seriously? Or worse, takes advantage of you? Do you feel that when you do try to stand up for yourself that you go overboard? Do you wait until you are totally fed up… and then have a melt down?

If you have trouble in the workplace with speaking and asserting yourself with self-confidence and professionalism, attend this webinar to learn how to value, celebrate and maximize your communication style to be as successful as you deserve to be in any workplace.

Areas Covered:

  • What exactly is assertive? How much is enough and how much is too much? Where’s the line and what is the difference?
  • Managing emotional pressure – how to handle your cool at work when everyone else is losing theirs
  • Dealing with people who “push your buttons”
  • Tips for speaking in groups or in public to assure a confident impression
  • Maximizing your natural communication differences to your advantage in solving problems, during conflicts, in negotiations and thorny situations
  • Informational inquiry vs adversarial battle
  • Strong communication skills: Active listening and assertive speaking
  • Overcoming fear of negotiation
  • Staying off the people and staying on the problem
  • Aiming for a win/win outcome without giving up too much
5. Offensive Behavior Investigation

DR. JONI E. JOHNSTON
Duration: 90 Minutes
Why You Should Attend:

This in-depth 90-minute webinar will teach you how to conduct a legally and psychologically effective workplace probe. Our expert will explain how to evaluate the scope of your internal investigation, how to document the steps you’ve taken along the way, and how to insulate your organization from a subsequent lawsuit. From fact finding to writing reports, this webinar will cover the do’s and don’ts of conducting workplace investigations so you can gain the confidence to be an effective investigator.

Areas Covered:

  • How to effectively take a complaint.
  • How to choose the right investigator .
  • How to use the perspectives of the accused and the complainant to your advantage.
  • How to develop a successful road map before you start the investigation .
  • Do’s and don’ts in conducting an effective interview with the complainant, accused and witnesses.
  • How to use psychology to get to the truth, evaluate credibility, and create perceptions of fairness.
  • How to handle the impact on the rest of the department, including rumors, questions, and the aftermath.
  • How to make the right decision, determine corrective actions and write a court-ready report.
  • How to communicate investigation results with sensitivity and fairness
6. Changing Up Performance Reviews

TERI MORNING
Duration: 90 Minutes
Why You Should Attend:

This webinar will help you troubleshoot your existing evaluation process and replace it with a simpler system that will yield results. At the end of this 90-minute webinar, participants will have an understanding of how to review, revise and renew their existing performance system.

Areas Covered:

Part One – Troubleshooting

  • Are you ranking vs reviewing? Two small, simple words yet huge improvement is in the space between those two little words.
  • How pay and rewards fit into your performance system. Because they do.
  • Determine what the right mix of emphasis in evaluations is. Using job descriptions, business goals and attribute improvement.
  • How to make sure you are not rewarding the wrong things, perhaps even more so than you are rewarding the right things.

Part Two – Revamping the process

  • How to spend less time on evaluations while achieving more improvement.
  • Twelve simple changes that generate huge differences in improved communications and accomplishment of business goals.
  • Using performance evaluations as a key catalyst for your succession planning processes.
  • How to build a “project plan” mentality towards improving employee problems.
  • How to write good but simple goals and objectives with a line of sight to business objectives.
  • Having conversations that motivate employees’ vs doing just the opposite.
  • How to have a conversation in which an employee also wants to participate.

Part Three – Training and buy in

  • Creating Supervisor buy in. How to get Supervisors to support, execute and even appreciate performance evaluations.
  • Create documentation that reduces, (instead of increases) your company’s exposure to legal challenges.
  • Understand the importance between feedback that directly links to performance pay and feedback that while still important, does not link to performance pay.
  • Using performance evaluations as a tool to improve employee soft skills and attributes.
  • Rewarding display, growth and movement towards collaboration and teambuilding rather than rewarding dysfunction and political game playing.
7. Coaching for Conflict Management – How HR Can Help Employees Manage Small Conflicts on Their Own

MARY GORMANDY WHITE
Duration: 60 Minutes
Why You Should Attend:

Help Create a Climate Where Employees Know How to ‘Fight Their Own Battles’ When Minor Conflicts Arise

It is imperative to train supervisors on how to encourage employees to manage their own small conflicts without sending a message that management won’t help with anything. This seminar will address steps HR can take to help employees learn how to – and get in the habit of – managing small conflicts on their own.

Areas Covered:

  • Identifying the reasons employees often expect managers or HR representatives to step in and manage small workplace conflicts for them. These reasons may be related to the individuals involved, past experience, organizational culture, departmental factors, and other factors
  • Ways HR professionals can use their knowledge about the factors that keep employees from dealing with their own workplace conflicts to solve problems resulting from small conflicts rising to the level of HR or management involvement without the parties involved first trying to reach an agreement
  • Strategies for teaching effective conflict management skills to employees and managers so they will have the ability to effectively deal with conflict
  • How to coach managers to ‘push back’ constructively in situations where employees want them to get involved with conflicts that they should handle directly
  • Tips HR professionals can apply when coaching employees through efforts to deal with their own conflicts so they’ll learn how to do so independently
  • Suggestions for ‘selling’ employees on why it is in their best interest to sincerely attempt to manage small conflicts first, before escalating problems best handled between individuals up the chain of command
  • Identification of additional types of training that can help create a climate where employees know how to ‘fight their own battles’ when minor conflicts arise
8. Workplace Investigations – Witnesses Interviews

TERI MORNING
Duration: 90 Minutes
Why You Should Attend:

This webinar will help investigators move through what often seems an investigatory maze. Some investigators, unable to gather information, turn to body language to make determinations of credibility. Not only can that approach be fraught with indefensible and challengeable findings, TV shows while entertaining, are not good training for reading body language. This webinar will cover ways to assess body language while combining with the facts as presented.

Areas Covered:

  • When are employees entitled to representation during an investigation?
  • Organizing your interview so you can ask good questions
  • The angry “hothead”. Dangerous or something else?
  • What about tape-recording: Is it a good idea?
  • Considering cultural diversity
  • The note taker and their role
  • Taking notes and pacing the interview
  • Educating all parties about retaliation
  • What about witnesses that are not your employee? Tips for customer complaints and joint employment interviews

 

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