Teamwork is important. And in a cutthroat business world, where so many people are out for No. 1, solid teamwork skills are slowly becoming a thing of the past. Just look at the forces drastically affecting how we work:
Your HR Department is your best defense for not only fighting these problems but actually stopping them before they become problems!
Now, there is one place where you can get in-depth answers to your most pressing concerns—the kinds of answers you can take back to the office and use the very first day.
In HR Training Camp, we bring together some of the country’s best HR and legal experts to go over the most pressing topics—topics that not only pose the biggest threats to your company but that may also be holding you back.
If you’ve already had any sort of HR trouble, then you already know how important it is to arm yourself with the right knowledge and the right management techniques to minimize and neutralize the hit to your company.
If you haven’t experienced this kind of trouble yet, come learn from the experiences of others at this seminar, before you’re learning about it the hard way—firsthand in your office.
If you want to keep moving forward, then don’t let yourself get caught in the usual HR pitfalls. This three-day accredited course is the best way to get the essentials you need in a short amount of time—saving you time and money, while giving you crucial information that will ultimately make your company more efficient and productive, less wasteful, less open to risk, and more successful and profitable.
Protect yourself and your organization with a better understanding of important topics, such as:
- How do upper executives view HR? How does their mindset affect your job?
- What obstacles are you creating for yourself? How can you remove them and move forward?
- What do employees really value?
- Is an employee’s first day too early to start thinking about and working on retention and productivity? How Day One sets the tone for your employee’s career.
- What can you do to keep substance abuse issues from creating a toxic workplace?
- How has employment law changed, and what do you specifically need to know? What does the future of employment law hold?
- Draw upon the experiences of your HR colleagues and instructors.
- Do you know the decision making skills that will help you avoid litigation?
- How can you proactively and successfully present your HR issues to management using cutting edge metrics and benchmarking tools?
- What are the best guidelines for interviewing, hiring, coaching, disciplining and discharging employees to reduce your liability risks, minimize costs, and maximize output?
- Take home practical HR information to apply immediately back in your workplace.
Corporate Training budgets are getting the squeeze, and a recent report from Bersin shows that companies scaled their efforts last year increasingly through virtual learning, resulting in cost per training hour to $52 in 2011.
The holidays are here and, along with them, the opportunity for employees to goof off and collectively test the limits of managers and Human Resources professionals everywhere. Don’t let these headaches disrupt your office. Watch out for these top 12 HR Headaches this holiday season:
Before you think about the job you must fill, it’s important to take a step back and consider the type of person who will fit into your organization. Asking yourself the following questions will help you to understand the type of person who can excel in your current organizational culture:
- Do we rely on teamwork and collaboration or independent work to meet our objectives? If your organization requires collaboration and teamwork, hiring a person who can’t stand to work in groups is a big mistake. On the other hand, a person who thrives in a team setting will likely suffer if he or she is forced to always work independently.
- What is our primary communication style? Keep in mind the formats you expect people to use (email, text messaging, video chatting, teleconferencing). If spoken communication and presentation skills are required, ensure that you hire people who are comfortable in public speaking situations.
- How do we make decisions? Do you vote? Or are decisions handed down from management? Some people want to be told exactly what to do; they don’t want to make judgment calls. Others want to have a say in how decisions are made. Don’t force either type into the opposite situation or they’ll be miserable.
- Are we a formal, serious organization? Or do we take a more casual, loose approach? An employee who is extremely serious in nature will not appreciate a culture where joking, fun and socializing are allowed—or even encouraged. A fun-loving, lighthearted spirit will be miserable in a strict, formal environment. Match the personality to your organization.
- How do we reward people? Do you offer monetary bonuses or merit-based raises? Or does your organization offer elaborate perks, such as vacations or company cars? Perhaps, the most your budget will allow is a genuine “Thank you.” You may need to ask new hires how they expect to be rewarded. Someone looking for extravagant rewards for their hard work will be sorely disappointed if all you can offer is a plaque or other inexpensive means of showing your appreciation.
- How many hours do we expect employees to work per week? More and more, people are wanting to balance work and life. If yours is a culture where people consistently exceed the 40-hour mark, it’s important that job candidates know and accept that.
- Do we offer flexible hours or telecommuting? Or do we prefer set hours? Flexible scheduling and work-from-home options are popular with today’s organizations. If you are open to that kind of work arrangement, you broaden your options and expand your talent pool.
- How accessible do we expect employees to be? Should we be able to reach them outside of work hours? Some people aren’t going to be open to that, so it’s critical that you make that expectation clear during the hiring process.
- What is the dress code? Formal, business casual or casual? Upon first glance, you’ll be able to determine if a candidate can fit the formality level of your organization. For example, someone who shows up to the interview wearing a T-shirt and flip flops may not take your dress code seriously once hired. If the candidate is perfect in every other way, you can decide whether coaching the person to dress more professionally is worth it.
- What are our workspaces like? Open format? Separate offices with the doors often closed? An office that promotes frequent interaction, for example, where workspaces aren’t separated by cubicle walls or office doors, is ideal for social employees who love to collaborate. More private, independent employees will be miserable in those types of open-concept workspaces.
- Do we create opportunities for fun and employee interaction? Socializing is a huge factor for many employees, especially young employees and recent graduates. They want opportunities to make friends and build relationships during work.
Hire Exceptional Employees is an invaluable resource that walks you step-by-step through the hiring process. Ensure that you find the right person for the job with this new multimedia training tool. Learn more …
Recruiters are the ones out there on the front lines of the workforce bringing talent into organizations. There are a lot of qualified people out there from a credential standpoint, but fit is where the true challenge lies. Will this person fit our organization? Does the person look and feel to others like they belong here?