Pack of THREE : Top HR Courses by Diane L. Dee

Overview: The absence of solid documentation is the single most common mistake employers make when handling employee performance, behavior and discipline issues.Not properly documenting, or not documenting at all, can hurt employers in several ways. Documentation can make or break a manager's ability to discipline, terminate, fairly promote, reward, and recognize employees. Additionally, solid documentation will become an employer's best friend when an employee brings discrimination or other employment-related claims against the organization.

Possessing a solid understanding of the do's and don'ts of documenting employee performance, discipline, and behavior is an essential tool for managers and supervisors because they need to make a serious effort to effectively record all events in the employment history of their employees - both positive and negative.

Why should you Attend:
Attendance at this presentation will enable participants to create effective, bullet-proof documentation, recognize the pitfalls to avoid when documenting, and understand documentation's role in investigations and lawsuits.

Areas Covered in the Session:

• The role documentation plays in investigations & lawsuits
• If it isn't documented, it didn't happen!
• Errors & pitfalls to be aware of when documenting employee performance & behavior
• Steps to follow when analyzing discipline problems
• How to handle employee disagreement with disciplinary and/or performance write-ups
• What, When, How and Why to document
• Analyzing discipline problems
• Types of documentation
• Documentation examples: The good, bad and the ugly!
• Creating bullet-proof documentation
• Best practices & guidelines when documenting employee performance
• Avoid these documentation errors
• Subjective vs. Objective terminology
• Tactics for providing effective feedback
• Handling employee rebuttals to feedback
• Pitfalls to avoid when assessing performance
• Documentation retention
• Documentation's role in investigations & lawsuits

Who Will Benefit:

• Business Owners
• Human Resources Professionals
• Managers & Supervisors
• Project Managers
• Team Leaders
• Compliance Professionals
• Operations Professionals
• Talent Development Professionals

Overview: This webinar will help employers understand how to comply with the Form I-9 process, avoid fines for non-compliance, and understand key requirements to aid in efforts to maintain compliance. Why you should Attend:
Your company has been notified by US Immigration and Customs Enforcement (ICE) that it will be the subject of a random I-9 audit.

• Are you prepared?
• Have you conducted self-audits on a regular basis?
• Do you feel confident you have an I-9 completed for all your employees and that they are completed properly?

Federal immigration law requiring companies to keep a Form I-9 for all employees has become a critical and timely issue as many businesses across the country are finding themselves subject to inspections from the Department of Homeland Security, the Department of Justice, or the Department of Labor. Failure to meet immigration legal obligations can cause your company to be the subject of steep fines and could also result in criminal and civil liability.

The information provided during this webinar will help employers overcome Form I-9-related challenges, learn how to perform self-audits, and understand key requirements to aid in efforts in maintaining compliance.

Areas Covered in the Webinar:

• What is Form I-9?
• Who must comply with Form I-9 requirements?
• Form I-9 versus the e-Verify program
• Proper Form I-9 completion
• Documentation used to verify identity and employment eligibility
• Performing Form I-9 self-audits
• Who should conduct your company’s self-audit?
• How often should you audit your Form I-9s?
• Common and costly errors and omissions
• Correcting Form I-9 errors
• Immigrations and Customs Enforcement (ICE) audits
• I-9 Recordkeeping
• Consequences of non-compliance

Learning Objectives:

• Mastering Form I-9 completion, storage, and retention protocols
• Evaluating documentation, spotting missing or inaccurate information, and legally correcting errors when performing a self-audit
• Preparing your company in the event ICE issues a Notice of Inspection (NOI)
• Understanding the differences between Form I-9 and the e-Verify program
• E-Verify pitfalls to avoid

Who Will Benefit:

• Senior Leadership
• Human Resources Professionals
• Line Managers & Supervisors
• Compliance Professionals
• Operations Professionals

Overview: The best way to find out what your employees want and how to retain them is to ask them. Ask questions to gauge how you're meeting your employees' expectations. Not just "How's it going?", but specific questions to get specific answers. Explore why these people remain with your company. Why did they join the organization? How well are their objectives or dreams being fulfilled? Which aspects of their work do they enjoy the most? Which do they least enjoy? Are they receiving sufficient opportunities for growth and development? What would influence them to look elsewhere? The stay interview is a one-on-one interview between a manager and a valued employee. Its aim, quite simply, is to learn what makes employees want to keep working for you. Likewise, it's designed to elicit what might motivate them to leave.

In an effective 30-minute stay interview, managers ask standard, structured questions in a casual and conversational manner. It's not a performance discussion but rather a "let me get to know you and your goals" discussion.

The stay interview is an opportunity to build trust with employees and a chance to assess the degree of employee satisfaction and engagement that exists in a department or company. Stay interviews are preferable to employee satisfaction surveys because they:

• Provide a two-way conversation and a chance to ask questions
• Get more in-depth understanding of that employee's current motivation
• Offer managers the opportunity to quickly reinforce the positives and deal with the employee's concerns

Why you should Attend: A recent Harvard Business Review article 'How to Keep Your Top Talent' warns that 25% of your top talent plans to jump ship in the next year.The results for engagement and effort are even more alarming, since about a third of employees surveyed admit to phoning it in at work. That's bad news if you believe that staying competitive relies on the passion, drive and creative energy of talented people.

Many organizations use exit interviews to find out why employees are leaving their jobs. Unfortunately, asking an employee on their last day "why are you leaving?" doesn't provide useful information in time to prevent the turnover. A superior approach is a "stay interview." because it occurs before there is any hint that an employee is about to exit the firm. A stay interview helps managers understand why employees stay so that those important factors can be reinforced. They also signal frustrations that can be nipped in the bud before they drive the employee to start looking elsewhere.

The Benefits of Stay Interviews:

• They stimulate the employee: Most employees are excited simply by the fact that the organization is concerned about their future and that their manager took the time to consult with them
• They're personalized: Unlike engagement surveys and many other retention tools that are focused on what excites a large number of employees, this approach is customized to a single identifiable individual and their wants
• They include actions: Unlike exit interviews, which only identify problems, stay interviews also encourage the parties to identify actions that can improve the employee experience and actions that can help eliminate any major turnover triggers
• They are inexpensive: These informal interviews don't require a budget. In most cases, a half to an hour of a manager and an employee's time are the only major cost factors

Adding stay interviews to your engagement and strategies can help your organization retain critical employees. It's the single best tool you can give managers.

Areas Covered in the Session:

• Identify Five key Factors that impact an Employee's desire to Stay or Leave
• Recognize Four Possible "Triggers" that cause the Employee to Consider Leaving
• Learn how to ask Probing Questions and Conduct Effective, Efficient Stay Interviews
• Survey a List of Eight Retention Actions to Increase Employee's Loyalty and Commitment
• Review a sample of Stay Interview Questions and Develop your Own Customized List to ask
• Discover how to Develop Stay plans for your Employees and Manage Accountability
• Develop a Simple "how-to-toolkit" that Includes who to select, How and when to approach; Interview Formant and how to handle Possible Resistance

Who Will Benefit:

• CEO's
• COO's
• VP of Human Resources
• Chief Learning Officer
• Directors
• Project Managers
• Operation Managers and Supervisors
• Team Leaders
• Staff Managers and Supervisors
• Human Resources Professionals