Workplace Harassment
Courseware Includes:
 Student Workbook |
| Instructor Guide |
| Activities |
| Pre-Assignment |
| Course Outline |
| Power Point Slides |
| Suggested Reading |
| Advertorial |
Intellectual Property:
| Unlimited Printing |
| One time Fee |
| Customizable Content |
The United States Merit Protection Board estimated that harassment costs the U.S. government approximately $164,000,000 (that’s 164 million dollars!) a year. No wonder companies are working to be more proactive in preventing harassment.
But how do you prevent harassment from occurring? What sorts of policies should be in place? What should managers do to protect their employees? And if a complaint is filed, what will we do? All of these questions (and more!) will be answered in this course.
How You Will Benefit:
- Understand what behavior is and is not appropriate in the workplace and why
- Help your company create and implement a harassment policy
- Protect yourself and your staff against harassment incidents and complaints
- Understand when mediation is and is not appropriate
- Understand the four-stage complaint resolution process
- Help identify solutions to a harassment complaint
What You Will Cover:
- Reasonable man/woman guidelines
- Benefits of harassment training
- Types of harassment
- Preventing harassment
- Protecting yourself from harassment
- Confronting a harasser
- The effective NO
- The four-stage complaint process
- Mediation
- False complaints
- Keeping the workplace running
Orientation Handbook: Getting Employees Off to a Good Start
Courseware Includes:
| Student Workbook |
| Instructor Guide |
| Activities |
| Pre-Assignment |
| Course Outline |
| Power Point Slides |
| Suggested Reading |
| Advertorial |
Intellectual Property:
| Unlimited Printing |
| One time Fee |
| Customizable Content |
One reason people change jobs is that they never feel truly welcome or a part of the organization they join. If a company spends considerable money recruiting, interviewing, and perhaps even relocating employees, it makes good sense to go one step further and make the new employee feel like they have made a good decision to come to this company.
A thoughtful new employee orientation program, coupled with an employee handbook that communicates workplace policies can reduce turnover and save that organization thousands of dollars. Whether your company has two employees or two thousand employees, do not leave new employee orientation to chance.
How You Will Benefit:
- Understand how important an orientation program is to an organization
- Identify the role of the human resource department in the orientation program
- Recognize how the commitment curve affects both new employees and their managers
- Know what companies can do to deliver their promise to new employees
- Determine the critical elements of effective employee training
- Establish the importance of having an employee handbook for new and long-term employees
What You Will Cover:
- Finding, hiring and keeping good people
- Building employee commitment
- Fast-track orientation
- Designing a successful orientation program
- The commitment curve
- Adult learning principles and how to apply them
- The eight orientation habits of world-class employers
- Learning styles inventory
- Creating an employee manual
- An orientation checklist
Hiring for Success: Behavioral Interviewing Techniques
Courseware Includes:
| Student Workbook |
| Instructor Guide |
| Activities |
| Pre-Assignment |
| Course Outline |
| Power Point Slides |
| Suggested Reading |
| Advertorial |
Intellectual Property:
| Unlimited Printing |
| One time Fee |
| Customizable Content |
This workshop concentrates on the pre-interview preparation; developing questions and their value; the interview techniques that get specific, behavior-based examples of past performance; and the strategies that follow through on this process. This workshop takes the behavioral interview even further with a discussion of communication techniques and the use of other types of interview questions.
How You Will Benefit:
- Recognize the costs incurred by an organization when a wrong hiring decision is made
- Develop a fair and consistent interviewing process for selecting employees
- Prepare better job advertisements and use a variety of markets
- Be able to develop a job analysis and position profile
- Use traditional, behavioral, achievement oriented, holistic and situational interview questions
- Enhance communication skills that are essential for a skilled recruiter
- Effectively interview difficult applicants
- Check references more effectively
- Understand the basic employment and human rights laws that can effect the hiring process
What You Will Cover:
- The cost of hiring errors
- Why use behavioral interview techniques
- How to get the information you need
- Advertising guidelines
- Communication skills
- Writing the interview questions
- Defensible resume screening
- Developing an effective interview format
- Ethical and legal issues
- Interviewing techniques
- Asking questions and listening for answers
- Reference checks
Human Resources Training: HR For the Non HR Manager
Courseware Includes:
| Student Workbook |
| Instructor Guide |
| Activities |
| Pre-Assignment |
| Course Outline |
| Power Point Slides |
| Suggested Reading |
| Advertorial |
Intellectual Property:
| Unlimited Printing |
| One time Fee |
| Customizable Content |
This is an overview of human resource issues facing today's business owners and managers. You do not always have the expertise to deal with the many employee relationship issues you face, and yet you will be expected to make decisions that are both effective and legal. This workshop will walk you through the hiring process, from performing a skills inventory to conducting the interview; discuss orientation; and cover some issues that arise after the hiring process (such as diversity issues, compensation and discipline).
How You Will Benefit:
- The latest trends in the human resource field and the changing role of the human resource professional
- How to write job specifications and identify core competencies
- Methods of finding, selecting and keeping the best people using behavioral description interviewing techniques
- How to get employees off to a good start
- How to deal with compensation and benefits
- How to maintain healthy employee relations
- How to make performance appraisals a cooperative process
What You Will Cover:
- Planning employee orientation
- The interview process
- Using Behavior Description Interviewing
- The importance of job descriptions
- Advertising for resumes
- Absenteeism
- Diversity
- Compensation and benefits
- Discipline & Termination
Generation Gap
Courseware Includes:
| Student Workbook |
| Instructor Guide |
| Activities |
| Pre-Assignment |
| Course Outline |
| Power Point Slides |
| Suggested Reading |
| Advertorial |
Intellectual Property:
| Unlimited Printing |
| One time Fee |
| Customizable Content |
There are currently five generations in the workforce, and employers faced with mass retirements of Baby Boomers are looking for ways to prepare for the changes that will result. This course examines the history and reality of the generation gap.
This course explores whether defining the actual limits of each generation is most important, or whether the merits of people within the context of employment is the bigger issue. Understanding others helps us to understand ourselves and to manage the people that we work with. We will explore problems, solutions and strategies to help overcome issues of the generation gap.
How You Will Benefit:
- Develop our understanding of where the generation gap issue surfaces and the impact it has on the modern workforce
- Understand and apply language that is specific to each generation currently in the workplace
- Explore organization strategies that overcome gap issues
- Evaluate the need and effectiveness of recruiting, retention and succession plans in context of the generation gap
What You Will Cover:
- History in brief
- Finding common ground
- Silents, Boomers, Xers, Ys, and Millennials
- Recruiting that bridges the gap
- Pre-assignment review
- Solutions
- The value of planning
- Holding on for the good times
- Developing targeted retention strategies
- What we really want