Pack of TEN : Best HR Courses by Bob McKenzie

Overview: Communicating performance and behavior standards goes a long way to ensure the success of people in supervisory positions. This webinar will teach participants how to determine standards. By doing so, your employees will know what is expected of them and coaching, counseling and disciplinary discussions are easy. This webinar will also help you ensure such discussions are based on observable events. You will also learn how to strive for continuous improvement in your work setting.

Why you should Attend:
Take Responsibility for Talent Improvement
When you break everything down the primary responsibility of anyone in a supervisory position is to take responsibility for continually improving the talent of his or her subordinates.

By understanding how to better communicate with people about their behaviors and or performance, managers will be better able to motivate their employees to a higher level of performance.

Areas Covered in the Session:

• The Importance of Coaching
• Opportunities for Coaching
• Defining Expectations
• The Coaching Cycle
• Continuous Feedback Systems
• The Coaching Checklist
• Discipline
• Doing Your Homework
• Time and Severity
• Verbal Warning
• The Discussion
• Written Warning
• Action Items

Who Will Benefit:

• Human Resources Professionals
• Business Owners
• Anyone who Manages or Supervises others

Overview: The costs of not complying are high. Compliance is actually easy if you know what to do. Unfortunately, many organizations do not take the time to learn how to properly complete an I-9 form. The forms are also changed every few years. The presenter has conducted hundreds of I-9 audits.
The number of companies that were totally in compliance in 18 years of conducting I-9 Audits is a big fat ZERO.
It is vital that companies get a sense of their compliance picture, asking:

• Are we using the correct Form I-9s?
• Do we and did we fill out the forms correctly?
• Do we copy the documents?
• Can we still hire employees who do not have proper documents?
• What can we communicate to our employees?
• How do we fix it?

Why should you Attend:

• The importance of understanding the requirements for completing I-9 Forms
• The importance of the timeliness of completing I-9 forms
• Determining best practices for Electronic Recordkeeping of I-9 Forms
• Developing a follow-up mechanism for temporary work authorizations
• The differences between E-Verify and I-9 record keeping requirements
• Fines and penalties for non compliance
• Conducting an I-9 Audit

Areas Covered in the Session:

• Using the correct form
• Penalties for not completing I-9's Correctly or in a Timely Manner
• Determining if you want to use the “Smart” electronic I-9 or continue using paper and pen
• Completing I-9's for Remote Employees
• Understanding I-9 Retention Requirements
• Conducting an Internal Audit
• Attaining Peace of Mind
• Next Steps

Who Will Benefit:

• Human Resources Professionals
• Employees required to sign up or the onboarding of new Employees
• Payroll Administrators
• Individuals responsible for maintaining Personnel files

Overview: Most, if not all of us, have been involved in negativity in the workplace. We all know that it often spreads quickly throughout the organization. In a matter of days, the workplace can become toxic. Don't let this happen to you and the work area you are responsible for overseeing. You can read articles about negativity but their suggestions do not delve into the real issue or become so complicated that they cannot be implemented.

In this webinar, you will find good, common sense, and easy-to-implement ways to ensure that negativity is nullified and never noticed again.

Why you should Attend:
You don't need a Ph.D. to figure out that a negative work environment has an adverse effect on productivity, profitability, morale, absenteeism, and turnover.

Imagine how much more could be accomplished if you were able to wipe out rumors, gossip, conflicts, and other factors that affect employee engagement.

Areas Covered in the Session:

• Where Negativity Thrives
• Why Negativity Thrives
• Ways of Stopping Negativity in its Tracks
• Action Item for Participants

Who Will Benefit:

• Human Resources Professionals
• All Managers
• Supervisors

Overview: Being prepared for the inevitable is time and money well spent. As stated above, it's only a matter of time before a Discrimination Charge crosses your desk. The cost of the webinar is the same as 15 minutes of an attorney's time.

Why you should Attend:

• How to read between the lines of a discrimination charge
• How to outline and prepare your case
• What documentation you need
• If it is beneficial to obtain statements from witnesses or managers
• The importance of having work standards
• How to handle requests for additional information

Areas Covered in the Session:

• A review of Discrimination Charges Filed with the EEOC
• A review of a discrimination charge
• How to read between the lines of a discrimination charge
• Should we hire an attorney?
• What is "Non-binding" Mediation and should we accept mediation
• How to outline and prepare your case
• What documentation you need
• Is it beneficial to obtain statements from witnesses or managers
• The importance of having work standards
• How to handle requests for additional information

Who Will Benefit:

• Human Resources Professionals
• Payroll Administrators
• Benefits Professionals
• Business Managers
• Business Owners

Overview: The biggest benefit to retaining talented employees are increased productivity, enhanced morale and a reduction in employee relations issues and turnover. This webinar will review many of the causes of turnover and what managers must do to change some behaviors to keep the stars from leaving.

Why should you Attend: You don’t need a PhD to figure out the causes of turnover. A negative work environment has an adverse effect on productivity, profitability, morale, absenteeism and turnover. Who wants to work for an abusive and demeaning boss?

Imagine how much more could be accomplished if employees liked coming to work every day. Imagine how your turnover would be lowered if employees trusted their bosses and coworkers.

You should attend this webinar to gain additional information on how to stop the madness described above.

Areas Covered in the Session:

• Keeping it Simple
• A Manager’s Basic Role
• Traits of a High-Performance Workplace
• Changing Management Behaviors
• Causes of Turnover
• Action Item for Participants

Who Will Benefit:

• Human Resources Professionals
• All Managers
• Supervisors

Overview: The risks of a former employee filing a discrimination charge increase significantly after they are terminated involuntarily. It is hard to find information on how many discrimination charges are as a result of terminating employees (as opposed to hiring, discipline, or other reasons), but in my 42 years of dealing with Human Resources issues, I would say the percentage is more than 95%.

Therefore, it is very important that termination be handled well. There are a number of steps that should be followed when having a termination discussion with an employee. Following the steps in this webinar will greatly minimize your risks of being charged with discrimination when you have to terminate an employee.

Why you should Attend: In this webinar, participants will learn how to document poor performance, conduct disciplinary discussions and terminate employees in a way that will minimize the risks of the employee going to a governmental agency to get back at the employer.

Areas Covered in the Session:

• The importance of work standards and standards of behavior
• Steps to take when considering terminating an employee
• Things to avoid when telling an employee they are no longer employed
• Planning the termination discussion
• Things to have prepared for the terminated employee
• Writing a script for the discussion
• Communications with co-workers after the termination
• The importance of documentation

Who Will Benefit:

• Human Resources Professionals
• HR Managers
• HR Administrator
• HR Staff
• Small Business Owners
• Non-Profit Administrators
• General Managers
• Office Managers
• Payroll Professionals

Overview: We're on a new world now creating new challenges in the way we do our work including how we welcome and engage our new hires virtually. We have new challenges now with the pandemic - how do we onboard a new employee virtually? Onboarding virtually creates new opportunities that we may continue to use even when the pandemic is not as much of a threat. Whether you call it Onboarding, Induction, Enculturation, or New Employee Orientation (NEO), the process used to welcome and train your new employees while capturing their excitement of a new job and reducing their new job jitters is critical to their success. Conducting the process virtually just adds a bit more innovation in providing the same information.

NEO is not a one day event, but rather a process that begins after their acceptance of the job and extends through the first year of their employment. Studies show that the new arrival's primary concerns are three things my job, my boss, and my coworkers.

Dealing with new employee jitters and uncertainties is a high priority in orientation programs. How long this mental mayhem lasts may depend a great deal on employee orientation. Onboarding is a strategy and a process that extends well beyond their first day on the job. It is a critical process to get the new hire off and running in their new environment - their new virtual environment, their new virtual position, and with new virtual colleagues enabling them to enjoy their work and their employer.

Onboarding needs to include fun activities, using “buddies” to streamline the new hire's experience, beginning from the point of the job offer. All of these efforts can be done virtually. It is one of the most important elements an employer should invest in.

Areas Covered in the Session:

• Sample checklists for the manager/supervisor, HR, and the Buddy are provided
• Tips on orienting the virtual employee
• How to evaluate your Onboarding process
• To discuss importance of Checklists for what to accomplish the first day, first week, first month, and the first 90 days
• To list suggested lists and topics for the onboarding portal
• To examine onboarding portal systems
• To Tips on how to select and utilize a Buddy
• Orientation Evaluation forms for the new hire, HR, the buddy, and management
• Tips on the manager-new hire “expectations” discussion

Learning Objectives:

• To describe onboarding tactics for virtual new hires
• To discuss the intricacies of onboarding the new hire including such things as getting them their new computer, technology, and having a virtual lunch, and dealing with I-9s
• To identify HR, the supervisor, and the Buddy's roles in welcoming and training the new employee to a virtual environment
• To discuss the new employee's role in her or his orientation
• To differentiate between the orientation to the organization and the orientation to the department
• To assess, develop, implement and evaluate your Onboarding strategy
• To examine virtual Onboarding best practices
• To assess, design, and develop, implement, and evaluate your department's NEO strategy

Who Will Benefit:

• All industries - Human Resources - Generalists and Managers
• Supervisors and Managers of Departments or Units in any Industry

Overview: In this webinar, participants will learn how to be in compliance with wage and hour laws from a Federal, state and government contracting basis. Penalties for non-compliance include up to three years of back pay to employees who were paid incorrectly.

It will also give you an update on the most recent State Regulations on Wage and Hour issues.

Why you should Attend:

• Gain an understanding of the provisions of the Fair Labor Standards Act
• Know the White-Collar Exemptions and how they are determined
• Determining other exemptions and overtime calculations
• Correctly calculating overtime pay for employees who receive commissions, production bonuses and shift differential
• Know the minimum wage in areas in which your organization operates
• When to pay for training, travel time, meal breaks or employees on-call
• Get an update on various State Regulations

Areas Covered in the Session:

• The Primary Provisions of the Federal Labor Standards Act
• Tests to Determine if a Position Qualifies for a White Collar Exemption
• Other Exemptions Your Organization May Want to Consider
• Computing overtime pay for multiple pay rates
• Treatment of Meal Breaks, Travel, Training and Time Spent On-Call
• Minimum Wage Requirements by State and Contract
• Record keeping and Posting Requirements
• What's Going to Get You in Trouble?
• Action Items

Who Will Benefit:

• Human Resources Professionals
• Business Owners
• Anyone who Manages
• Supervises others

Overview: The one and only purpose of a performance appraisal is to "IMPROVE FUTURE PERFORMANCE." The only competitive advantage any organization has is its employees. So while your competitors are either doing away with giving meaningful feedback to their employees or using it to recount history, It is a perfect time for you to energize your employees with meaningful work and gain their commitment to the job and to you, their supervisor.

Performance Management is an ongoing process. Instead of trying to recapture 52 weeks of employee performance in one sitting as most organizations do, a performance review should be just that - A REVIEW of the performance with an emphasis on what improvements for the upcoming review year.

Why you should Attend:
Taking Responsibility for Talent Improvement is the one and only job of supervisors and managers.

Properly communicating goals, objectives, and standards of performance as well as ensuring employees gain the skills necessary to maintain a work culture of continuous improvement will make you a better leader by making you more productive and making your job easier in the long run.

Areas Covered in the Session:

• Setting the groundwork for improving the performance and skill level of all employees
• Determining the types of competencies necessary for success in each position you are supervising
• Defining acceptable levels of execution in completing tasks, fulfilling accomplishments, and implementing necessary changes
• Having a smooth-running workforce in which employees know what has to be done
• Follow-up mechanisms to provide ongoing feedback to your employees
• Developing problem-solving skills in which supervisors and their employees collaborate on how to work through the difficulties they encounter in their day-to-day activities
• Gaining commitment of all people in your organization

Who Will Benefit:

• Top Management
• Executive
• Managers
• Supervisors
• Human Resources Professionals

Overview: This webinar will look at the value HR brings to the organization and ways to transform HR to become a critical part of the business. Participants will come away with many action items to enhance their perception and contribution to the organization.

Join us.

Why you should Attend: The best way to progress in your human resources career is to add value to the organization. Human Resources professionals must know the business. Knowing the goals and objectives of the total organization and those of each function in the organization and assisting in overcoming the barriers mangers have in achieving their goals is a great way to add that value. HR Professionals must understand financial statements, marketing plans, operational objectives and how financial results affect plans. HR professionals must tread a fine line by be approachable and empathetic, yet assertive without being aggressive.

In this webinar, participants will learn ways to becoming a strategic business partner and advance in their human resources career.

Areas Covered in the Session:

• Traditional HR Roles
• HR Administrivia
• Compliance Issues and Your Culture
• Breaking the Reputation of the Department of NO and a Necessary Evil
• Trends Affecting the Workplace in 2022
• HR Competencies
• How is the Success of Human Resources Measured?
• Talent Management
• Keeper of the Culture
• Organizational Development
• Change Management
• Call to Action

Who Will Benefit:

• Human Resources Professionals
• Business Owners
• Anyone who Manages or Supervises others