Human Resources Training
Successful Behavioral Interviewing
- Too many new hires aren’t working out and we have to repeat the interviewing process
- Polished & professional sounding applicants sometimes fool even the best interviewers
- Applicants give too many generalized or hypothetical answers to interview questions
- Too many applicants come to interviews with ‘canned’ or prepared answers that impress
- Inconsistent interviewing leads to bringing on board new hires that become questionable
- Skilled applicants are sometimes more prepared than the people asking the questions
- Because of “Wow” factor, some candidates end up being treated differently than others
- Inconsistent interviewing process leads to hiring mistakes
- Some interviewers ask questions that can ‘step over the line’ in discrimination
Interviewing & Hiring Top Performers
- Inconsistencies in departmental hiring practices increase possible legal exposure
- Managers aren’t sure what questions they can legally ask in interviews
- Poor hiring decision and employee selection has resulted in quick turnover of new employees
- Supervisors and managers aren’t comfortable in behavioral interviewing and hiring
- Interview process needs to be improved to help make a better hiring decision and employee selection
- Behavioral interviewing isn’t being consistently used to identify the best candidates
- New hire decisions have resulted in personality conflicts with current employees
- Managers don’t realize how federal and state laws impact the hiring process
- High quality reference information is not being obtained
- Managers and supervisors resist human resources training
Develop & Deliver High Impact Training
- Your training delivery has caused your audience to have TEGO (The Eyes Glaze Over!)
- Your PPT presentations have also put people to sleep
- Nerves affect the quality of your training presentation
- Training sessions are missing their mark
- Some training programs have too much information & you don’t know what to delete
- Training sessions don’t address what really needs to be changed or corrected
- Training evaluation ratings are declining in score and perceived value of training
- Managers and supervisors don’t send employees to training
- Department managers no longer see the importance of training
- Supervisors don’t support/reinforce the changes when employees return from training
- Training presentation quality needs to be improved
- People are becoming more creative in finding excuses to miss training sessions
Manager’s Guide to Employment Law
- Managers need to apply the safest principles of progressive discipline and termination
- Managers are not correctly documenting verbal and written warnings
- Managers are inconsistent in the hiring process increasing potential legal exposure
- Managers don’t understand the affect of the ADA and “reasonable accommodation”
- Managers need to know what you can and cannot ask in hiring interviews
- Managers aren’t sure how the FMLA applies to them and their employees or their roles
- Managers need to understand how to prevent harassment in the workplace
- Managers can’t be afraid of discrimination to where it keeps them from doing their jobs
- Managers need to understand their role in Worker’s Compensation situations
- Managers need to know the legal ramifications of the performance evaluation process
- Supervision haven’t received management related employment law training
- Human resources training may not include management-based employment law training
Run More Effective Meetings
- Too much time wasted in meetings
- Meetings don’t accomplish what they were supposed to
- Teleconference and virtual meetings are completely ineffective
- People begin looking for reasons & excuses not to come to meetings
- Decision makers don’t come to the meetings they are supposed to
- People don’t keep their commitments that were made in the meetings
- Certain people & personalities dominate conversation in meetings
- Attendees are physically at the meeting, but they’re not really there!
- Attendees are constantly checking their PDA’s & “Crackberries” during the meeting
Improved Communication & Teamwork
- Silos between departments affect communication & coordination
- Politics and in-fighting impact productivity and quality
- Important decisions are delayed due to unnecessary bureaucracy
- Priorities change regularly due to top management disagreement
- Lower levels of management and employees don’t trust senior management
- Employees have developed a cautious cynicism on management decisions
- In some departments the work environment has become almost toxic
- Procrastination has set in because employees know priorities will change daily
- Communication appears to be top-down only
- Senior management appears to be insulated from what is really happening
Assertiveness Skills Training
- You need to be able to say “No” more comfortably
- There are people take advantage of your willingness to help
- Co-workers sometimes take credit for your work
- You difficulty getting your point across and you have to explain yourself
- Co-workers interrupt you mid-sentence or talk right over you
- You’re not comfortable standing up and talking in front of people
- Sometimes you think you are too ‘nice’
- You know you need to stand up for yourself more often
- You know that sometimes you too comfortable being under the radar
- Your peers or upper management comment that you are “too quiet”:
Presentation Skills with Power & Impact
- Your audience has suffered from TEGO (The Eyes Glaze Over)
- You appear and sound too nervous speaking in front of a group of people
- Too much jargon, abbreviations and acronyms creep into your presentation
- You don’t know how to best practice giving a presentation
- You’re not sure how much information is too much to include in presentation
- Your PPT presentation puts people to sleep
- You’ve found yourself reading your presentation verbatim to your audience
- People are coming up with more creative excuses to miss your presentations
Effective Business Writing
- The quality of staff writing just isn’t as professional as it should be
- Employees are good at the job, but not comfortable with business writing
- Full page emails or run-on sentences in letters confuse the readers
- Upper management has complained about the quality of emails and reports
- Customers have said something about the quality of emails they receive
- Emails, letters and reports don’t clearly communicate what they’re intended to
- Simple punctuation and grammar mistakes affect the writer’s credibility
- Written communication is not a strength in our company
- Sales proposals aren’t making an impact with customers
Taking Charge of Your Career
- Employees don’t take the initiative to plan their careers
- Employees don’t take responsibility for their career development
- Management is expected to perform all career development planning for employees
- Employees complain about career advancement but do nothing about it
- We’re not making the best use of our employee’s skills and abilities
- We lose good employees due to better opportunity elsewhere
- Motivation is low because people aren’t happy in their jobs
- Career path planning doesn’t take place
How to Manage & Control Stress
- Deadlines and due dates are being missed on a regular basis
- People confuse effort and results in getting things done
- Unnecessary stress and pressure are affecting employee performance
- Unnecessary stress and pressure are affecting interpersonal relationships
- The wrong priorities and work assignments are viewed as important
- Employees are wasting too much time
- Too much time is lost in unproductive and uninformative meetings
- Procrastination is causing important jobs to become unnecessary crises
- People are trying the best they can, but efforts could be enhanced through time management training
