Pack of TEN : Best HR Courses by Bob Verchota

Overview: Regardless of skill, hiring a person who is a bad fit is wrong decision. In fact, traditional interviewing predicts future success by only 10%. With a bad fit, the employee is never going to reach optimum performance, be fully engaged, and they are likely to leave. The company is then left with another expensive recruitment along with the disruption of having talent walk out the door. (Recruiting expenses are typically 50 - 100% of an individual's annual salary).

The minute a new employee walks in the door they begin to evaluate whether they made a good decision (70% of new hires make the decision to stay at or leave an organization within their first six months). If it is a poor fit they never become engaged and typically they turnover quickly leaving you to pick up the pieces.

The solution is to implement strategies that identify the right talent (skills and abilities) and the right fit (personally, culturally, and socially). And there are critical elements that will make it a good match for you and the employee.

Understanding the job requirements and critical skills needed for success - aligning the skills, knowledge and abilities that support success with the organization culture and how work is done.

Behavioral Based Interviewing - to accurately assess the candidate's skills and abilities and goodness of fit. Behavioral interviewing looks at what the candidate actually did vs. what they hypothetically would like to do. We'll show you how to use this style of interviewing to your advantage.

Errors in evaluating candidates - where do they come from and how to minimize or avoid entirely. Developing your process - from start to finish a planned approach to making critical decisions on who to hire.

Why should you Attend: Behavioral based interviewing is a critical part of building a successful team of employees.With this webinar companies will have tools to improve their new-hire processes.

Participants will receive: 43 Behavioral Based Interview Questions. Acceptable and Unacceptable Inquires chart. Competencies for Job Descriptions and Interviewing. Behavior Based Questions (338) organized by Key Performance Areas.

Areas Covered in the Session:

• Learn the "SOAR"method for creating Behavioral Based Interviewing
• Receive 43 Behavioral Based Interview Questions
• Top 10 Tips for Interviewers
• Understand source of interviewer rater errors
• How to link corporate values to employee selection
• How to interview for "best fit"
• What are acceptable and un-acceptable areas of inquiry
• How probing/follow-up questions can make a big difference
• Use Behavior Anchored Rating system to evaluate candidates
• Building your interview process into the performance management system

Who Will Benefit:

• Leaders
• Managers
• Supervisors
• Human Resources Professionals
• Organizational Development Professionals

Overview: Today's leaders recognize the need to maximize productivity in their team and that can only happen when employees are committed and engaged. It's no surprise that actively engaged employees are 20 to 40 percent more productive in the workplace than those that aren't engaged.

In order to have a team of high performing and successful employees, you need to know the best techniques to engage and motivate them. Not only does it make your job easier, coaching greatly improves employee performance when done correctly.

While once considered a "soft" skill, coaching for high performance is now recognized as an effective method that produces better decision-making skills, improved project management, and increased performance while lowering overall turnover.

Why you should Attend: Many of us came to our roles and positions in life/work with great technical training and experience. It is what made us promotable into leadership roles. But many of us are not very good coaches, we think we are because we are good at doing the work, but it turns out we are not very good teachers, instructors, coaches.

Not our fault, just not our innate gift. Like some people are not the best at performing the tasks or even playing the game (think of any physical activity) but are terrific coaches! Why or How does that happen and make them successful in that arena?

Most outstanding coaches have 4 talents: The understanding of the technical requirements, terrific observational skills, communication and relationship building capabilities. And they can link those skills and abilities with the mental and emotional requirements for improving individual and team performance. Do they hold people accountable - Yes!

If you want to improve your team’s performance or that of individuals, even yourself, then perhaps you will find a missing piece in this webinar or an area where as a “Coach” you too can improve. Coaches need Coaches!

Areas Covered in the Session:

• Help you understand how to tap into employee commitment
• Unravel what engages and disengages employees
• Detail the 6 key skills necessary for effective coaching
• Share a useable 5-step model for conducting a coaching session
• Clarify the differences between coaching, mentoring, teaching, and directing
• Provide over 44 questions to drive action and accountability

Who Will Benefit:

• Team leaders
• Managers
• Supervisors
• Directors
• Coaches

Overview: HR's role in mission and strategy Key anti-discrimination laws & protected classes Meaning of disparate treatment and adverse impact Rights employers DO have Recruiting and behavioral-based interviewing Importance of goodness of fit in employee selection Onboarding basics and the 4 C's of onboarding Key considerations in managing employees. Seven steps to employee recognition Basics of Employment at Will Five considerations in determining just cause Progressive discipline and why you might not want it Seven steps to effective corrective action Twelve parts of disciplinary documentation. What to know in disciplining employees. The basics of sexual harassment and how to stay out of trouble. What are a quid pro quo and a hostile working environment?

Essentials of the FMLA - what it is, who is covered, 6 things to remember. Essentials of the Americans with Disabilities Act (ADAAA) Reasonable accommodation and interactive discussion basics. What you need to know about wage and hours Independent contractors, exempt and nonexempt employees. Seven reasons for having employee handbooks and six tips.

Why should you Attend: Participants should attend if they are new to HR, want a high-level refresher on HR compliance, or are new to management and supervision. This program will give basic compliance information that will reduce risk and help participants become more confident in communicating with employees regarding common HR issues.

The advantage to companies is that those individuals who directly communicate with employees will be better informed and less likely to misrepresent the interests of the company.

This is not a legal webinar so contact your employment law attorney for specifics and those laws and regulations that apply in your geography and business as they are changing all the time including interpretations.

Areas Covered in the Session:

• CEUs may be available from webinar host
• Complete presentation slide deck
• EEOC Fact Sheet
• FMLA fact sheet
• ADA Q&A fact sheet
• Exempt/Nonexempt guidelines
• Sexual Harassment by supervisors
• Q&A

Who Will Benefit:

• Business Owners who need to know the Basics
• Managers and Supervisors (especially if they are new to their role)
• HR Generalists and Administrative Assistants new to HR
• Payroll Staff
• Small Business Administrative Assistants

Overview: Managing employee performance is a critical role for all leaders, of any group, even volunteers and family members. Expected outcomes depend on the leader's ability to set clear performance expectations (outcomes) and in some situations help by defining methods or processes that are to be used. Periodically an employee may become disconnected from the outcome (goals), or processes and this situation must be quickly assessed, and action is taken.

To wait, defer, or "hope" it will get better is not an option as both the organization's performance and impact on co-workers start to take hold and can have a compounding negative impact. Addressing both technical ability and behavioral issues must be done expediently and with proper alignment to policy along with regulatory boundaries for such action.

The risk is real for doing it wrong, lawsuits and negative public relations, are two of the areas of concern. Having a leadership team that is well advised and consistently applies best practices and approaches to performance management is critical to long-term success.

Quotes:

• "Terminations expose the employer to a significant risk of wrongful discharge; good preparation is your best defense."
• "Most employers are either too eager to fire or too slow to terminate Our goal is to get it right."
• "Terminations may be a business decision but it never seems that way to the employee being terminated."

Why you should Attend:
In spite of good hiring and inspired leadership, all supervisors ultimately must deal with someone with Toxic Attitude Syndrome. Whether it's a crummy attitude, attendance, or just being unable to do good work; employee performance issues often consume large amounts of time, energy, and emotion.

In fact, 57% of employees have witnessed abusive or intimidating behavior, and probably 100% work with someone who isn't pulling their weight.

Areas Covered in the Session:

• How to start off on the right foot by creating clear expectations
• How poor performance effects organizational performance and work environments
• How progressive discipline policies can hurt you
• Why probationary periods may be a bad idea
• What is employment-at-will and when can you use it?
• The key concepts in just cause
• Steps for conducting disciplinary investigations
• How to hold employees accountable for sustained change
• A simple system for determining how to coach employees
• Dealing with difficult people
• 11 barriers supervisors face in managing behavior
• Methods for objectively documenting Toxic Attitude Syndrome
• How to prepare for termination
• How to prepare for and conduct a disciplinary meeting
• Performance Improvement Plans - receive a sample form
• Setting SMART goals for employee performance
• How to use last chance warnings

Who Will Benefit:

• Managers and supervisors who have responsibility for corrective action
• Human resources professionals
• People who aspire to leadership and supervisory positions

Overview: Reducing turnover and fast-tracking new employees to productivity is a key business imperative. The reality is that about 30% of employees don't make it past their first year and it's expensive. Good recruitment and hiring can be quickly undone by disorganized poorly executed new employee orientation. And as millennials become a driving force in the workplace, they represent special opportunities and challenges.

Every generation has unique needs and Millennials are no different. But good onboarding practices for Millennials are generally good for everyone. This is an opportunity to step up our game. The research is clear; a systematic comprehensive onboarding process is good business. In fact, formal onboarding increases the chance of keeping a new employee for at least 3 years by 69% and one study showed employees were productive two months earlier with an effective program.

Employees get up to speed quickly and stay on the job longer when their first-year experience is well managed. Best practices onboarding integrates the employee into the company through socialization, acculturation, training, and coaching. The result is employees who clearly understand their role and feel connected to the company. We'll show you how best-of-class programs start onboarding during recruitment and have a systematic program for the first year of work.

This webinar gives you the key components of a cost-effective onboarding plan that will increase retention and productivity.

Why should you Attend: Effective onboarding ensures employees become more productive and effective more quickly, increases engagement, and improves retention. Onboarding best practices are a competitive advantage for companies that want to succeed.

Areas Covered in the Session:

• The purpose and benefits of a great onboarding program
• Understand the 5 key components of the best practices onboarding program
• Understand the four "C's": Compliance, Clarification, Culture, Connection
• 8 Tips for enhancing Millennial onboarding
• Applying gamification to onboarding - why and how
• How to structure a comprehensive onboarding plan
• Nurturing Millennials from the start
• Five metrics to help measure effectiveness
• How to build connections with new hires
• Quickly getting Millennials to their full potential
• How retention interviews support onboarding
• Receive an assessment of your onboarding program
• Receive coaching and mentoring questions to build engagement and loyalty
• How to use technology to modernize your program
• Best practices for effective programs
• Problems and pitfalls to avoid in building your program
• Tips and ideas to make your program more effective
• Handouts and samples
• Coaching questions for retention and engagement
• Onboarding program assessment
• List of 100+ onboarding best practices

Who Will Benefit:

• Human Resources Professionals
• Leaders
• Supervisors
• Organizational Development

Overview: In spite of good hiring and inspired leadership, all supervisors ultimately must deal with someone with Toxic Attitude Syndrome. Whether it's crummy attitude, attendance, or just unable to do good work; employee performance issues often consume large amounts of time, energy, and emotion. In fact, 57% of employees have witnessed abusive or intimidating behavior and probably 100% work with someone who isn't pulling their weight.

This webinar is designed to give managers insight and tools for effectively dealing with performance issues.It is a challenging job but with the right preparation, we can hold employees accountable and improve our organizations. You will receive several handouts that will act as a toolkit to get you started with your own program.

Why should you Attend:

• Copy of the presentation
• A sample corrective action policy
• Sample corrective action documentation form
• A termination checklist
• A sample Performance Improvement Plan (PIP) form
• A sample Investigation Questionnaire Form

Areas Covered in the Session:

• How to start off on the right foot by creating clear expectations
• How poor performance effects organizational performance and work environments
• How progressive discipline policies can hurt you
• Why probationary periods may be a bad idea
• What is employment-at-will and when can you use it?
• The key concepts in just cause
• Steps for conducting disciplinary investigations
• How to hold employees accountable for sustained change
• A simple system for determining how to coach employees
• Dealing with difficult people
• 11 barriers supervisors face in managing behavior
• Methods for objectively documenting Toxic Attitude Syndrome
• How to prepare for termination
• How to prepare for and conduct a disciplinary meeting
• Performance Improvement Plans - receive a sample form
• Setting SMART goals for employee performance

Who Will Benefit:

• Managers and Supervisors who have responsibility for corrective Action
• Human Resources Professionals
• People who aspire to Leadership and Supervisory positions

Overview: Retaining top performers is critical to organizational success. They are talented, innovative, entrepreneurial, creative and can be demanding. They are also highly mobile and prone to job hopping. Retaining top talent is a key business imperative and old strategies are no longer effective.

Just as approximately 60% of Millennials leave their company in less than three years and their turnover is greater than any other generation. Top performers can be from any generation and they turn over with similar frequency, unless you actively continue to re-recruit them. Unfortunately, most companies don’t have a focused retention strategy to retain these important employees.

The good news is that top performers prefer to stay with the same company, and they will if given the right environment and opportunities. There are strategies and tactics that can improve retention rates.

Why you should Attend: During this informative webinar, you will learn why top performers, Millennial and other employees stay or leave and learn practical techniques you can use to retain the best employees.

Areas Covered in the Session: In this Webinar you will learn:

• Why Millennial and other groups of employees stay or leave
• How to measure turnover
• The relationship of compensation to employee satisfaction and motivation
• The relationship of leadership to retention and turnover
• How to create a workplace "community"
• Why recruitment and interviewing are important in managing turnover
• The importance of "Stay interviews"
• 135 ideas for reducing turnover
• 10 steps toward great retention
• Ideas for more effective onboarding
• Importance of realistic job previews
• 7 steps to giving effective recognition
• Linking benefits to retention
• The 5 components of the retention model
• Keys for retention

Who Will Benefit:

• Individuals responsible for employee retention
• Human resources
• Employee development
• Leadership and management

Overview: There may be one thing in organizational life no HR or Payroll department wants to get wrong, that is the paycheck of any employee! This webinar does not address payroll processing. It does address how your workers’ compensation plan is built on a philosophy, designed to achieve specific results from the perspective of recruiting, retaining, and engaging the workforce.

Variation in approaches with different job groupings or classifications is possible and even desirable. And how do you keep up to date on your “Pay” package? We will address these and many other areas of employee compensation and benefits in the webinar.

Why you should Attend: Do you have complaints about the compensation system, from staff, managers, leadership, or HR? Where are the issues coming from and why? Or are you looking for options to make your workers’ compensation plan more aligned with the market, technology, the environment?

This webinar explores the crucial compensation conversations and helps you optimize your system.

Areas Covered in the Session:

• Defining the philosophy/philosophies of your compensation system
• The link to performance management
• Environment scans and adjustments
• Defining market competitive pay
• Total compensation defined
• Variable pay options
• Assessing and auditing your current workers' compensation plan
• Challenges of alignment
• Roles of managers, employees and HR in the compensation system
• COLA vs. P4P
• Forms/Tools/Communications - communicating compensation to employees
• Merit Matrix Models

Who Will Benefit:

• HR Staff
• Compensation Specialists
• Business Owners
• Board Members
• Supervisors/Managers
• Anyone who has responsibility for Compensation

Overview: One study reported that 86% of employees plan to pursue new jobs and employee turnover is on the rise and is expected to continue to worsen over time. In addition, over 60% of companies report having difficulty recruiting key talent. Most companies see retention as a key strategic imperative but less than half have a specific retention plan. Unfortunately most retention efforts are overly general, are expensive, and have little positive impact on turnover.

Stay/retention interviews offer a specific, targeted, and effective solution to the turnover problem. Rather than throwing money at the problem this tactic gets at the source of the retention issues by determining why each employee is likely to stay or leave and then develops an effective plan to retain valuable employees.

This webinar provides specific and useable tools for conducting stay interviews in your company. The core of the toolkit is actual interview questions in ten key areas. This process leads to a plan of action that increases the probability of retaining valuable employees.

The Retention Toolkit gets at the source of the problem and allows managers and employees to work collaboratively to create realistic plan of action.

Why you should Attend: Participants will learn the specific steps and receive the necessary materials to conducting an effective retention interview. Stay interviews are a proven method of decreasing turnover and increasing retention.

Turnover across the country has been increasing and is expected to continue to increase resulting in increased costs and reduced company effectiveness.

CEOs have identified employee retention as a critical business imperative and stay interviews offer a targeted and specific solution to turnover. Stay interviews have the benefit of increasing employee motivation, engagement, development and empowerment.

Retention interviews offer a targeted process for focusing retention efforts on high impact employees.

Stay interviews identify areas of retention risk and a proactive solution for managing that risk.

Areas Covered in the Session:

• Learn a system for tracking retention in relation to risk of leaving and employee performance
• Understand the real cost of turnover
• Understand the factors of why employees stay and why they leave
• Understand the cycle of a retention plan and the important metrics to measure
• Understand the link between employee satisfaction, motivation, and engagement and how it relates to stay interviews
• Learn why retention interviews are vastly superior to exit interviews
• Learn how to hold managers accountable for retention
• Learn the 5 essential communication steps in the interview process
• Understand the process of using the retention interview toolkit
• Learn how to set the stage and actually conduct an effective interview
• Receive questions linked to the 10 essential retention factors
• Receive a toolkit for actually conducting stay interviews

Participants will receive a toolkit for actually conducting stay interviews. The toolkit will contain:

• Supervisor's pre-interview form to set the stage for the interview
• Staff retention interview questionnaire
• Retention Interview Form with specific questions in 10 key areas including an individualized retention plan for each employee
• Retention tracking form

Who Will Benefit:

• HR Leadership
• Staff
• Managers
• Supervisors
• Directors
• VPs
• CEO/President
• Board Members
• Any leader wanting to improve performance and reduce "the wrong turnover."