Human Resources

Business succession planning is essentially preparing successors to take on vital leadership roles when the need arises. Whether it is preparing someone to take over as the sole proprietor of a small business or a position of leadership in a corporation, business succession planning is essential to the long-term survival of a company.

At the end of this workshop, participants should be able to:

• Define business succession planning and its role in your company.
• Lay the groundwork to develop a succession plan.
• The importance of mentorship.
• Define and use a SWOT analysis to set goals.
• Create a plan, assign roles, and execute the plan.
• Communicate to develop support and manage change.
• Anticipate obstacles, and evaluate and adapt goals and plans.
• Characterize success.

The working lunch can develop a negative reputation among employees. It often involves being in a roomful of other people with low blood sugar, trying to stay awake while someone drones on about policies, procedures, etc. Lunch and learns, however, should be engaging and enjoyable. Hosting a lunch and learn correctly will improve employee satisfaction and the quality of employee training.

At the end of this workshop, participants should be able to:

• Understand what a lunch and learn is and is not
• Be able to set up and break down
• Create new content
• Address difficult situations and people
• Create useful takeaways
• Use feedback to improve future lunch and learns

When implemented correctly, on boarding will alleviate stress as it improves the culture of an organization. Employees who start well are more likely to stay at the company long-term. This will reduce turnover and save money in hiring and training costs.

At the end of this workshop, participants should be able to:

• Define onboarding.
• Understanding the benefits and purpose of onboarding.
• Recognize how to prepare for an onboarding program.
• Identify ways to engage and follow up with employees.
• Create expectations.
• Discover the importance of resiliency and flexibility.

Your employees are a vital part of determining the success of your business. Finding the best employees for each position requires strong recruitment strategies. Top talent will not always find you. You must seek out people to fill the positions that you have open. Recruiting the most qualified candidates will ensure that your employees keep your company running smoothly.

At the end of this workshop, participants should be able to:

• Defining recruitment.
• Understanding the selection process.
• Recognizing the GROW model and how to set goals.
• Preparing for the interview and question process.
• Identifying and avoiding bias when making offers.
• Discovering ways to retain talent and measure growth.

Both the young and older worker has many ideas to offer, which can help the organization thrive in the marketplace.  Learning how to deal with the generation gap at work will help you become a better manager or co-worker. This workshop will help you understand the various generations present at work and understand what motivates them and how to deal with them on a daily basis.

At the end of this workshop, participants should be able to:

• History behind generation gaps
• What are traditionalists
• What are baby boomers
• What are Generation Xers
• What are Generation Yers
• Differences between each type of generation
• Finding common ground among the generations
• Conflict management
• Leveraging the benefits of generation gaps at work

Health and wellness are important aspects in anyone’s life. Having employees who are happy and healthy is important in a company. Employees who are happy are more productive, and stay employed longer, with the company. Having a health and wellness program to help those employees stay healthy helps you as an employer, and the employee.

At the end of this workshop, participants should be able to:

• Access Health and Wellness Program Needs
• Plan a Health and Wellness Program
• Implement a Health and Wellness Program
• Maintain a Health and Wellness Program

Even the most experienced managers and human resources personnel can still have difficulty finding and hiring the perfect candidate for an open position. It can be difficult to determine if they will be right for the job or work well with the rest of the team. By learning how to utilize the information we have to find the best candidates and reviewing not only the job requirements, but the candidate’s attributes, you can hire the best people for your company.

At the end of this workshop, participants should be able to:

• Know how to present the current open position
• Develop a workable hiring strategy
• Know how to determine which candidates to interview
• Steps and techniques to use in an interview
• Welcome newly hired employees
• Find potential candidates for the position

As companies modify priorities and operations, human resources functions can move from a dedicated HR role, to that of the manager. Whether the majority of those important functions stays within HR at your organization, or is your responsibility as a manager, it is important that managers understand how much of their role is really about their people, as well as aspects of legislation, policy, and procedures that involve human resourcing issues.

By the end of this workshop, participants will be able to:

• Describe the implications of different aspects of Human Resource Management on their daily responsibilities
• Define human resources terms and subject matter
• Recruit, interview, and retain employees more effectively
• Follow up with new employees in a structured manner
• Be an advocate for your employees’ health and safety
• Provide accurate, actionable feedback to employees
• Act appropriately in situations requiring discipline and termination
• Evaluate some of the strengths and opportunities for Human Resources in your own workplace
• Identify three areas for further development within the Human Resources field as part of a personal action plan

Although we all know that training can have many amazing benefits, sometimes it can be hard to prove those benefits and attach a dollar value to training. Some topics, like sales training or time management, might have direct, tangible benefits. Other topics, like communication or leadership, might have benefits that you can’t put a dollar value on. In this course, we will learn about the different ways to evaluate training progress, and how to use those results to demonstrate the results that training brings.

By the end of this workshop, participants will:

• Understand Kolb’s learning styles and learning cycle
• Understand Kirkpatrick’s levels of evaluation
• Be familiar with many types of evaluation tools, including goal setting, tests, reactionary sheets, interviews, observations, hip-pocket assessments, skill assessments, and learning journals
• Understand when to use each type of evaluation tool
• Be able to perform a needs assessment
• Know how to write learning objectives and link them to evaluation
• Be able to write an evaluation plan to evaluate learning at each stage of the training and far beyond
• Know how to identify the costs, benefits, and return on investment of training
• Be familiar with the parts of a business case

Taking time to customize the on boarding process for millennial employees helps promote employee retention and ensures that millennials are properly socialized into the workplace. Customizing the on boarding process for millennial employees benefits both the employee and the workplace.

At the end of this workshop, participants should be able to:

• Define onboarding
• Discuss the characteristics of Millennials
• Create an onboarding process for Millennials
• Develop action plans for working with Millennials
• Learn from introspection

Talent management is essential to the success of any organization. Leaders need to recruit, train, and retain qualified employees. Providing incentives and developing individuals is the difference between engaging people and merely employing them. Investing in talent management will provide financial benefits as it improves the company’s culture.

At the end of this workshop, you should be able to:

• Define talent and talent management.
• Understand the benefits of talent management.
• Recognize performance management and ways to review talent.
• Identify employee engagement.
• Create assessments and training programs.
• Learn how to improve employee retention.

Whether you are preparing to be a professional trainer, or you are someone who does a bit of training as a part of their job, you’ll want to be prepared for the training that you do. This workshop will give all types of training tools to help create and deliver engaging, compelling workshops that will encourage trainees to come back for more.

By the end of this workshop, participants will be able to:

• Define training, facilitating, and presenting
• Understand how to identify participants’ training needs
• Create a lesson plan that incorporates the range of learning preferences
• Create an active, engaging learning environment
• Develop visual aids and supporting materials
• Manage difficult participants and tough topics

With the world becoming more mobile and diverse, diversity has taken on a new importance in the workplace. This workshop will help participants understand what diversity is all about, and how they can help create a more diverse world at work and at home.

By the end of this workshop, you should be able to:

• Explain the definition, terms and history of diversity
• Describe the meaning of stereotypes and biases, how they develop, and the reasons for your own perspectives
• List strategies for removing barriers to encouraging diversity for yourself, in the workplace, and in the social community
• Use active listening skills to receive messages in a diverse population, employ effective questioning techniques, and communicate with strength
• Understand the importance of body language, both your own, and that of others, and recognize its importance in interpersonal communications
• Identify ways to encourage diversity in the workplace, and prevent and discourage discrimination
• Understand and respond to personal complaints, and develop a support system to manage the resolution process
• List the steps a manager should take to record a complaint, analyze the situation, and take appropriate resolution action
• Identify the process an organization must follow to receive and respond to a complaint, and then creating mechanisms to prevent or reduce repeat situations.

Workplace Harassment can be based on a variety of factors that differ from one person to another, such as race, sex, and disability. This course will give you the tools necessary to recognize harassment in the workplace as well understand your rights and responsibilities under the law. It will also touch on safety in the workplace, which is in of itself a very important item in any organization.

By the end of this workshop, you should be able to:

• Identify the words and actions that constitute harassment.
• Understand what the law says about harassment.
• Implement anti-harassment policies.
• Educate employees and develop anti-harassment policies.
• Discuss employer and employee’s rights and responsibilities.
• Address accusations of harassment.
• Apply proper mediation procedures.
• Deal with the aftermath of harassment.

It is important to treat everyone in the workplace with respect and dignity. Workplace harassment must be identified, discouraged, and prevented in order to keep a hostile work environment from developing. Left unchecked, harassment can escalate into violence. Workplace harassment training is essential to the welfare of all businesses and their employees. Allowing workplace harassment to continue will cause legal problems while destroying company morale.

At the end of this workshop, participants should be able to:

• Define workplace violence.
• Understand bullies and how to avoid hiring them.
• Create a risk assessment and understand how to handle violence.
• Recognize social and business responsibility.
• Develop relevant policies and procedures.
• Learn how to investigate complaints.