Training Topics

 

What You Don’t Know Can Hurt You (Supervisors)…and Your Business

Federal Employment Laws All Employers Should Know About and Follow

• Discuss key employment laws enforced by the Department of Labor and EEOC

• Types of Discrimination & Protected Classes

• Common Law Torts

• Potential Liability and Privacy Issues

• Proactive Things to Do to Avoid Being Sued

 

Respect in the Workplace (Harassment Prevention) – It’s Up to You - EMPLOYEE

• Employee Training (about 1 hour)

  • Respect or Discrimination

  • Harassment / Bullying

  • Protected Class Harassment

  • Your Company Policy & Procedures

  • Dealing with Harassment Effectively

 

Respect in the Workplace (Harassment Prevention) Harassment Prevention - MANAGER

• Manager Training (1.5 - 2 hours)

  • Same topics as the employee training (outlined above)

  • Discrimination Employment Laws

  • Roles & Responsibilities for Harassment Prevention

  • Conducting an Investigation

  • How to Document

 

Honest Performance Feedback ---An Oxymoron?

The main role of management is to get work done through people. Performance feedback is one of the manager’s most important functions and a key tool in achieving department and organizational goals.  However, for a variety of reasons, managers may avoid giving feedback or “honest” performance feedback.  Learn fundamental tools to provide specific, behavioral, timely honest feedback as well as to enhance working relationships and improve employee engagement.

 

Six Key Principles to Build Effective Work Teams. 

A team’s effectiveness or ineffectiveness has a direct impact on the performance of a business. Sustaining team effectiveness can help organizations have a long-term competitive advantage and create a corporate environment of employee engagement.

• Select the Right Team Members

• Build Trust and Respect 

• Create a Systematic Process

• Effective Team Meetings

• Encourage Productive Conflict  

• Demonstrate Commitment

• Create a Culture of Accountability

• Focus on Results

 

Leadership is an Action Verb -- Our Actions Speak  Louder Than Words

Leadership is a skill that is developed over time and is the result of many individual choices.  Each choice we make shapes and develops our character -- we become what we repeatedly do.  Leadership is character in action, and our actions speak much more loudly than our words.  Our past choices and actions have defined the leader we are today.  Our future choices and actions will create and shape the leader we can become tomorrow.   Do you know what type of leader behaviors (actions) you are exhibiting?  This highly interactive presentation will help you do a self-assessment of your leadership behaviors to determine how you can be a more effective, influential leader.

 

Leadership:  Gaining & Keeping Credibility

Leadership is personal.  By asking ourselves how we want to be remembered, we plant the seeds for living our lives as if we matter.  By living each day as if we matter, we offer up our own unique legacy. By offering up our own unique legacy, we make the world we inhabit a better place than we found it.  If people don’t believe in the messenger, they won’t believe the message. If people don’t believe in you, they won’t believe in what you say. If it is about you, it’s about your Beliefs; Values; Principles. It’s also about how true you are to your values and beliefs---your integrity. 

 

Leadership Challenge

Using the book “the Leadership Challenge” by Kouzes and Posner to develop leadership skills and abilities to create better teams, productivity and job satisfaction: Inspiring Others, Enabling Others to Act, Modeling the Way, Challenge the Process, Encourage the Heart

 

Love Them or Lose Them - Retention Strategies        

Strategies to help organizations keep valued employees (and customers) after you ‘have’ them.  Why do people stay or leave your organization?  Do you know?  Recent surveys conducted on why employees leave have concluded come pretty interesting things that might surprise you. The expense to find, replace, and retrain new workers is costly.  Since people are your greatest and most costly asset, this presentation will help you identify why people stay with organizations and how to develop some proactive retention strategies to keep your key people or customers. 

- Identify reasons why employees stay or leave an organization

- Determine what turnover is really ‘costing’ your organization

- 12 Questions to measure the strength of your workplace

- Develop proactive retention strategies to keep good employees

 

Four Generations in the Workplace and Retention

The Matures, Baby Boomers, Gen X, & Gen Y are all in the  workplace right now. Each generation is shaped and marked by key events in American history.   This creates numerous challenges in how each feels about work, how it is done, when it is done, how “off-work” time is spent, etc.  By understanding some key traits unique to each generation, we can communicate and work together better which leads to greater productivity and retention.

 

Customer Service (Relationship Management) – It’s Everyone’s Business

• Defining Customer Service for your organization

  • Internal Customers

  • External Customers

• Importance of Customers and Customer Loyalty

• Customer Satisfaction

• How to Handle Customer Complaints

• Rude Behaviors

  • Defining Rude Behavior

  • Customer’s Perception

  • How to Handle Rudeness or Irate Customers

• Professional Phone Skills

 

Fish! – Love what you do! 

Based on the book by Stephen C. Lundin, Ph.D – a remarkable way to boost morale and improve organizational results.  “Work made fun gets done!”  Based on the world famous Pike Place Fish market in Seattle – When we choose to love the work we do, we can catch our limit of happiness, meaning, and fulfillment every day.  We can find a deep source of energy, creativity, and passion that exists inside each of us by learning to love what we do, even if we may not be doing exactly what we love.

 

Best Practices in Hiring

• Major Laws & Court Cases Impacting Recruitment & Selection

• Job Descriptions to Develop Interview Questions

• Evaluating Applications & Resumes

• Legal Interview Questions

• Conducting Effective Interviews

• Recognizing Bias & Eliminating It

 ​ 

Who Moved My Cheese?

An “a-mazing” way to deal with change in your professional life and your

personal life.  Based on the bestselling business book “Who Moved My Cheese?” by Spencer

Johnson, M.D.  This program will: Help you understand how you currently handle change. Provide

you with a new and positive way of looking at change so it works to your advantage. Give you a fun

language and method of thinking that will accelerate your ability to change. Show you a reliable way

to win by doing what works in changing times.

 

Effective Presentations (Presentation Skills) 

- “Presentation” Strategy - benefits of good presentations and skills needed for a good presentation

- Analyzing Your Audience      

- Identifying Your Intent

– Make Your Message Memorable

- Structuring Your Presentation

- Designing Your Visual Aids

- Refining Your Non-verbal Delivery

- Group Presentation

- Presentation Delivery

  

Managing Generational Differences

The Matures, Baby Boomers, Gen X, & Millenials are all in the workplace right now. Each generation is shaped and marked by key events in American history.   This creates numerous challenges in how each feels about work (how it is done, when it is done, how “off-work” time is spent, etc.).  By understanding some key traits unique to each generation, we can communicate and work together better which leads to greater productivity, less conflict and better retention.

 

“Find Them and Keep Them”

People are changing jobs in record numbers, a fact that is fueling the highest turnover rate in 20 years. The Bureau of Labor Statistics (BLS) reports that the typical American worker holds nearly nine different jobs before age 32. The BLS also forecasts a huge labor shortage---so not only will people be in short supply, but talented people – who are scarce now – will be become increasingly hard to find and will be more costly to hire.  ‘Talent theft’ is also a reality that most companies are facing -- companies ‘stealing’ your best employees!  The expense to find, replace, and retrain new workers is costly.  Keeping good people and retraining them to keep up or stay ahead of technology advances are fast becoming the key focus areas for business survival.  Why do people stay or leave your organization?  Do you know?  Recent surveys conducted on why employees leave have concluded come pretty interesting things that might surprise you. Since people are your greatest and most costly asset, this presentation will help you identify why most people stay with organizations and how to develop some proactive retention strategies to keep your good people.

- Identify reasons why most employees stay or leave an organization.

- Determine what turnover is really ‘costing’ your organization.

- Review your hiring practices.

- 12 Questions to measure your workplace.

- Develop some proactive strategies to keep good employees.

​

Working Better Together by Understanding Personality Social Styles

As the workplace becomes more culturally, behaviorally, educationally, and philosophically diverse, more versatile interaction is essential to the success of your organization. Social Style Series helps participants improve interpersonal relationships with colleagues and associates.  Based on assertiveness and responsiveness, the Social Style model consists of four distinct interactive styles: Driver, Analytical, Amiable, and Expressive. Social Style Series helps participants identify their own style and the styles of others, and how to use this knowledge to develop far more effective and productive working relationships.

Creativity – the Key to Solving Problems – Learn to look at life differently by giving ourselves permission to tap into the creative genius inside each of us and unleash it to help us solve problems in our organizations and in our personal lives.

 

How FULL is Your Bucket? 

Positive Strategies for Work and Life – Using the analogy of the dipper and the bucket, we explore how can keep our buckets full (we feel great when they are) and how we can use our dipper to fill other people’s buckets.  We have the choice every day to fill one another’s buckets, or we can dip (take away) from them.  It’s an important choice – one that profoundly influences or relationships, productivity, health, and happiness.

 

Setting Up a Human Resource Department - Where to begin?? 

Learn how create a HR strategic business plan that fits your organizations mission and culture by identifying federal and state legal compliance requirements your organization must follow based on number of employees and performing an audit (review) of the functional areas of HR (recruitment, compensation,  benefits, payroll, employee relations, training/development, record keeping, employee communications, etc.).

 

Teambuilding – utilizing the Myers-Briggs Type Indicator  (MBTI)

Utilizing the Myers-Briggs Type Indicator, Hume 'n Resources can customize a myriad of topics for your organization, a specific department, or the HR team.  A few of the topics that could be covered are:

• communication

• teambuilding

• valuing differences

• interpersonal skills

• conflict resolution 

• understanding differences 

Using the MBTI, participants receive input from people who know them, work for them, live with them and also do a self-questionnaire.  When you know yourself better, you can work with others better and appreciate their differences.

 

Interpersonal Skills through the Color Code – enhancing the quality of your professional and personal relationships through use of the Color Code.

• Assessment of Color (red, yellow, white, blue)

• Characteristics of each

• Using Color to help with communication and understanding

• Using Color for Teambuilding

 

Dealing with Difficult People

• Identifying Difficult behavior

• Coping Strategies

 

Effective Leadership & Credibility

• Lead by example

• Personal Accountability

• Be able to follow as well as lead

• Managers and supervisors – walking the talk

 

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HR Training

 

Employment Law

• Major laws

• Harassment/Discrimination

• Rights & responsibilities

• Wrongful termination

Hiring Policy & Process

• Paperwork

• internal job postings

• promotions/transfers inside the company

• legal interviewing

• selection process

Employee Handbook

• review contents

• understand all policy contained in it and what the supervisor’s role is regarding it

Policy & Procedure Manual

• review contents

• understand all policy contained in it and what the supervisor’s role is regarding it

Substance Abuse

• Drug-Free Workplace Act

• Company policy on drugs

Safety Issues

• OSHA

• Supervisors responsibility for safety

• Blood-borne pathogens, etc.

Performance Management

• job analysis, job description

• responsibility & accountability

• discipline/corrective action – consistent across company

• performance appraisal system (including training on the form used)

• development of people (long term)

• skills training (short term)

• compensation for skill, performance,  or other behaviors

Compensation structure

• consistency across the company with pay

• creating an organizational pay structure

• pay ranges & grades

• Travel pay for hourly workers (Portal to Portal Act)

Employee Status

• FT, PT, Temp., Independent Contractor

• Legal parameters

Family & Medical Leave Act

• the Federal Law

• how it fits with STD, LTD, Workers Comp

• Paperwork

• What the supervisor needs to know & do

Personnel Records

• what they contain

• what is kept separate

• what the employee’s rights are regarding their personnel file

• who can see the file

• who can check out a file

Violence in the Workplace

• proactive identification

• company policy review

• what to do to prevent