Upcoming Training Dates

Click a date below for more info & to register

Continuing Education Credits:

• HRCI – 4 HR(General) Credits
• SHRM – 4 PDC’s

Schedule: 10:00 AM – 2:00 PM Eastern Time

This program is essential for HR professionals, managers, and supervisors seeking to enhance employee engagement, satisfaction, and retention within their organizations. Understanding the importance of employee recognition and its impact on company culture is crucial for fostering a motivated and productive workforce. This training offers a comprehensive introduction to various types of recognition programs and their roles in shaping a positive work environment, equipping attendees with the knowledge needed to implement effective recognition strategies.

The program delves into the nuances of designing effective recognition programs, including setting clear objectives and identifying key success metrics. Tailoring these programs to meet the diverse needs of the workforce ensures that all employees feel valued and appreciated. By learning best practices in employee recognition, attendees will be able to create a recognition-friendly environment, making appreciation timely, personalized, and meaningful. This is especially important in maintaining high morale and reducing turnover rates.

Moreover, the training emphasizes the importance of manager and leadership involvement in recognition efforts. Educating managers on effective recognition methods and encouraging leadership by example can significantly enhance the overall impact of recognition programs. By establishing a recognition task force, organizations can ensure continuous and focused efforts in maintaining a culture of appreciation. Addressing the unique recognition needs of different employee groups, such as frontline and remote workers, further ensures inclusivity and fairness.

Finally, the program provides practical tools and platforms for implementing recognition programs, along with strategies for overcoming common challenges. By celebrating milestones and achievements and continuously improving recognition practices based on feedback, organizations can maintain a dynamic and effective recognition program. Real-life case studies offer valuable insights, helping attendees understand what works and what doesn’t. The training concludes with the development of an action plan, enabling participants to immediately apply their new skills and knowledge within their organizations.

Program Features 

• Expert trainer with extensive HR experience and legal expertise
• Comprehensive coverage of essential HR topics and legal compliance requirements
• Interactive and engaging training format with practical examples and case studies
• Pre- and post-test to assess learning outcomes and measure program effectiveness
• Opportunity for Q&A and networking with peers and HR professionals
• Certificate of completion upon successful program completion

Why Attend This Training Program

• Enhanced Employee Engagement and Satisfaction: Learn how to design and implement effective employee recognition programs that significantly boost morale, motivation, and job satisfaction, leading to a more engaged and productive workforce.
• Strategic Alignment and Organizational Goals: Develop the skills to align recognition programs with broader organizational goals and values, ensuring that your efforts support the overall mission and strategic direction of your company.
• Comprehensive Understanding of Recognition Programs: Gain a thorough understanding of various types of recognition programs, including formal, informal, peer-to-peer, and manager-driven, and how to effectively utilize each within your organization.
• Customized Recognition Strategies: Learn to tailor recognition programs to meet the diverse needs of your workforce, ensuring inclusivity and fairness across different roles, departments, and demographics.
• Professional Growth and Certification: Achieve a recognized certification that demonstrates your expertise and commitment to professional development in employee recognition, enhancing your credibility and career advancement prospects.

Topics Covered

• The Importance of Employee Recognition
• Types of Employee Recognition Programs
• The Role of Recognition in Company Culture
• Setting Clear Objectives
• Identifying Key Metrics for Success
• Tailoring Programs to Diverse Workforce Needs
• Timeliness and Frequency of Recognition
• Personalization and Specificity
• Creating a Recognition-Friendly Environment
• Digital Platforms for Employee Recognition
• Utilizing Social Media and Internal Channels
• Integrating Recognition with Existing Systems
• Training Managers to Recognize Effectively
• Leadership by Example
• Creating a Recognition Task Force
• Recognition for Frontline Employees
• Recognition for Remote Employees
• Recognition for High Performers
• Common Pitfalls and How to Avoid Them
• Addressing Bias and Fairness
• Maintaining Consistency Across Departments
• Service Awards and Anniversaries
• Project and Team Accomplishments
• Individual Achievements and Innovations
• Collecting and Analyzing Feedback
• Adjusting Programs Based on Feedback 
• Staying Updated with Industry Trends
• Successful Recognition Programs
• Lessons Learned from Recognition Failures
• Creating an Action Plan

Target Audience

• Current HR Directors: Professionals already holding HR Director positions seeking to update their skills and stay abreast of the latest trends and practices in the field.
• Senior HR Managers: Experienced HR Managers looking to take the next step in their careers and prepare for roles at the director level.
• Aspiring HR Leaders: Individuals aiming to transition into senior HR roles, such as HR Directors or Vice Presidents of HR, and seeking the necessary skills and credentials.
• HR Business Partners: HR professionals who work closely with senior management and need to understand strategic HR management at a higher level.
• Talent Development Managers: Those responsible for employee development and succession planning who are looking to expand their strategic HR capabilities.
• Organizational Development Professionals: Individuals focused on organizational change and development, looking to enhance their understanding of strategic HR’s role in these processes.
• HR Consultants and Advisors: Independent consultants and advisors who provide strategic HR guidance to organizations and need to stay current with industry best practices.
• Small Business Owners/CEOs: Leaders of small to medium-sized businesses who often take on HR responsibilities and need a deeper understanding of strategic HR management.
• HR Professionals in Transition: Individuals between roles or looking to shift their career path within HR, aiming to increase their marketability and job prospects.
• HR Academics and Educators: Educators and researchers in the field of human resources or related fields looking to update their knowledge and incorporate current practices into their teaching and research.
• Non-HR Executives: Executives from other departments who collaborate closely with HR and need to understand the strategic importance and functions of HR within an organization.
• HR Generalists: Professionals handling a broad range of HR functions and seeking to deepen their knowledge and specialize in employee recognition programs.
• Employee Engagement Specialists: Those focused on improving employee engagement and looking for effective recognition strategies to enhance workforce motivation.
• Compensation and Benefits Managers: Individuals responsible for employee compensation and benefits, seeking to integrate recognition programs with overall reward strategies.
• HR Analysts: Professionals analyzing HR data and trends, interested in understanding how recognition impacts organizational metrics.
• Learning and Development Coordinators: Those planning and coordinating employee training programs, aiming to incorporate recognition as part of development initiatives.
• Employee Relations Managers: Individuals managing employee relations, looking to use recognition as a tool to improve workplace harmony and reduce conflicts.
• Performance Management Specialists: Those overseeing employee performance appraisals and reviews, seeking to link performance outcomes with recognition practices.
• Diversity and Inclusion Officers: Professionals dedicated to fostering diversity and inclusion, looking to ensure recognition programs are fair and inclusive.
• HR Technology Specialists: Individuals implementing and managing HR technology solutions, aiming to integrate and optimize digital tools for employee recognition programs.

Agenda

10:00 AM – 10:20 AM: Module 1 – Introduction to Employee Recognition

• The Importance of Employee Recognition
• Types of Employee Recognition Programs
• The Role of Recognition in Company Culture

10:20 AM – 10:40 AM: Module 2 – Designing an Effective Recognition Program

• Setting Clear Objectives
• Identifying Key Metrics for Success
• Tailoring Programs to Diverse Workforce Needs

10:40 AM – 11:00 AM: Module 3 – Best Practices in Employee Recognition

• Timeliness and Frequency of Recognition
• Personalization and Specificity
• Creating a Recognition-Friendly Environment

11:00 AM – 11:20 AM: Module 4 – Tools and Platforms for Recognition

• Digital Platforms for Employee Recognition
• Utilizing Social Media and Internal Channels
• Integrating Recognition with Existing Systems

11:20 AM – 11:40 AM: Module 5 – Manager and Leadership Involvement

• Training Managers to Recognize Effectively
• Leadership by Example
• Creating a Recognition Task Force

11:40 AM – 12:00 PM: Module 6 – Recognition Strategies for Different Levels

• Recognition for Frontline Employees
• Recognition for Remote Employees
• Recognition for High Performers

12:00 PM – 12:15 PM: Break

12:15 PM – 12:35 PM: Module 7 – Overcoming Challenges in Recognition Programs

• Common Pitfalls and How to Avoid Them
• Addressing Bias and Fairness
• Maintaining Consistency Across Departments

12:35 PM – 12:55 PM: Module 8 – Celebrating Milestones and Achievements

• Service Awards and Anniversaries
• Project and Team Accomplishments
• Individual Achievements and Innovations

12:55 PM – 1:15 PM: Module 9 – Continuous Improvement and Feedback

• Collecting and Analyzing Feedback
• Adjusting Programs Based on Feedback
• Staying Updated with Industry Trends

1:15 PM – 1:35 PM: Module 10 – Case Studies and Real-Life Examples

• Successful Recognition Programs
• Lessons Learned from Recognition Failures
• Creating an Action Plan

1:35 PM – 1:50 PM: Recap and Review

• Summarizing Key Takeaways
• Preparing for Implementation

1:50 PM – 2:00 PM: Q&A Session

• Open Floor for Questions and Discussions
• Closing Remarks

Upcoming Training Dates

Click a date below for more info & to register

Continuing Education Credits:

• HRCI – 7 HR(General) Credits
• SHRM – 7 PDC’s

Schedule: 10:00 AM – 6:00 PM Eastern Time

Effective communication is the cornerstone of successful HR practices, management, and leadership. Attending our 1-Day Effective Communication Skills for HR Professionals Certificate Program provides invaluable skills that enhance interpersonal interactions, streamline organizational processes, and improve overall workplace morale.

This comprehensive training covers essential topics, from foundational communication principles to advanced strategies for handling complex conversations, ensuring that participants leave with practical tools they can immediately apply in their roles.

HR professionals will particularly benefit from modules focused on written communication and crisis communication. These sessions delve into best practices for crafting clear emails, reports, and policy documents, as well as strategies for managing communication during organizational crises. By mastering these skills, HR practitioners can ensure transparency, build trust, and effectively manage employee relations during challenging times.

Managers and supervisors will find the training’s focus on interpersonal communication and employee engagement especially relevant. Learning to give and receive feedback constructively, manage conflicts, and build strong team dynamics are crucial skills for any leader. Additionally, the training offers insights into engaging employees, conducting meaningful surveys, and recognizing achievements, all of which are essential for fostering a motivated and productive workforce.

The program’s emphasis on digital communication skills is also timely and critical. With the increasing reliance on virtual meetings, social media, and internal communication platforms, understanding the nuances of digital etiquette and cybersecurity is essential. This knowledge helps ensure that all professional interactions are secure, effective, and professional, regardless of the medium.

Finally, the training provides a framework for measuring communication effectiveness through communication audits and key performance indicators (KPIs). By implementing these strategies, HR professionals and managers can continually assess and improve their communication tactics, ensuring that they remain responsive to the needs of their employees and the organization.

Program Features

• Expert trainer with extensive HR experience and legal expertise
• Comprehensive coverage of essential HR topics and legal compliance requirements
• Interactive and engaging training format with practical examples and case studies
• Pre- and post-test to assess learning outcomes and measure program effectiveness
• Opportunity for Q&A and networking with peers and HR professionals
• Certificate of completion upon successful program completion

Why Attend This Training Program

• Enhanced Communication Skills: Develop advanced communication skills tailored for HR professionals, managers, and supervisors, enabling you to foster better workplace relationships and effectively manage team dynamics.
• Comprehensive Knowledge Base: Gain in-depth insights into various aspects of communication, including verbal and non-verbal communication, written communication, and digital communication, ensuring you can apply a wide range of strategies in your workplace.
• Conflict Resolution and Feedback Mastery: Learn effective techniques for managing conflicts, giving and receiving feedback, and navigating difficult conversations, which are essential for maintaining a positive and productive work environment.
• Employee Engagement and Crisis Management: Understand the importance of engaging employees and managing communication during crises, equipping you with the skills to handle challenging situations and maintain organizational stability.
• Career Advancement and Professional Recognition: Earn a recognized certification that demonstrates your commitment to improving your communication skills, significantly enhancing your credibility and prospects for career advancement within your organization and the HR field.

Topics Covered

• Introduction to Effective Communication
• Communication Models and Theories
• Verbal vs. Non-Verbal Communication
• Active Listening Skills
• Barriers to Effective Communication
• Understanding Communication Styles
• Adapting Communication Styles
• Building Rapport and Trust
• Assertiveness in Communication
• Negotiation Skills
• Effective Email Communication
• Report Writing
• Crafting Policy Documents
• Writing Job Descriptions
• Internal Memos and Announcements
• Building Effective Work Relationships
• Influence and Persuasion
• Giving and Receiving Feedback
• Conflict Management
• Cross-Cultural Communication
• Interviewing Techniques
• Pre-Interview Communication
• Communicating Job Offers
• Rejecting Candidates
• Onboarding Communication
• Designing Training Materials
• Delivering Training Sessions
• Communicating Learning Objectives
• Feedback on Training
• Mentorship and Coaching
• Engaging Employees
• Conducting Surveys
• Town Hall Meetings
• Team Building Communication
• Celebrating Success
• Crisis Communication Planning
• Managing Rumors and Misinformation
• Communicating During Change
• Dealing with Difficult Conversations
• Post-Crisis Communication
• Virtual Meetings and Webinars
• Using Social Media
• Internal Communication Platforms
• Digital Etiquette
• Cybersecurity in Communication
• Communication Audits
• Key Performance Indicators (KPIs) for Communication
• Employee Feedback Systems
• Improving Communication Strategies
• Case Studies and Best Practices

Target Audience

• Current HR Directors: Professionals already holding HR Director positions seeking to update their skills and stay abreast of the latest trends and practices in the field.
• Senior HR Managers: Experienced HR Managers looking to take the next step in their careers and prepare for roles at the director level.
• Aspiring HR Leaders: Individuals aiming to transition into senior HR roles, such as HR Directors or Vice Presidents of HR, and seeking the necessary skills and credentials.
• HR Business Partners: HR professionals who work closely with senior management and need to understand strategic HR management at a higher level.
• Talent Development Managers: Those responsible for employee development and succession planning who are looking to expand their strategic HR capabilities.
• Organizational Development Professionals: Individuals focused on organizational change and development, looking to enhance their understanding of strategic HR’s role in these processes.
• HR Consultants and Advisors: Independent consultants and advisors who provide strategic HR guidance to organizations and need to stay current with industry best practices.
• Small Business Owners/CEOs: Leaders of small to medium-sized businesses who often take on HR responsibilities and need a deeper understanding of strategic HR management.
• HR Professionals in Transition: Individuals between roles or looking to shift their career path within HR, aiming to increase their marketability and job prospects.
• HR Academics and Educators: Educators and researchers in the field of human resources or related fields looking to update their knowledge and incorporate current practices into their teaching and research.
• Non-HR Executives: Executives from other departments who collaborate closely with HR and need to understand the strategic importance and functions of HR within an organization.
• Employee Relations Managers: Professionals responsible for managing employee relations and looking to improve their communication and conflict resolution skills.
• Compensation and Benefits Managers: Those overseeing employee compensation and benefits programs who want to enhance their communication strategies for explaining complex benefits packages.
• Diversity and Inclusion Officers: Individuals focused on promoting diversity and inclusion within their organizations, seeking effective communication strategies to support these initiatives.
• HR Generalists: Broad-based HR professionals who handle a variety of HR tasks and wish to deepen their expertise in effective communication.
• Learning and Development Specialists: Professionals responsible for training and development who need to improve their skills in delivering engaging and effective training sessions.
• Recruitment Specialists: Individuals in charge of recruiting and onboarding, aiming to improve their communication with candidates and new hires.
• Workplace Wellness Coordinators: Those managing employee wellness programs, looking to enhance their communication skills to better promote and manage wellness initiatives.
• Labor Relations Specialists: Professionals who interact with unions and manage labor relations, seeking advanced skills in negotiation and conflict resolution.
• Public Relations Officers in HR: Individuals responsible for managing the public image of the HR department and its initiatives, looking to enhance their communication and media relations skills.

Agenda

10:00 AM – 10:15 AM: Welcome and Introduction

• Overview of the day
• Objectives of the program

10:15 AM – 11:00 AM: Module 1: Foundations of Communication

• Introduction to Effective Communication
• Communication Models and Theories
• Verbal vs. Non-Verbal Communication

11:00 AM – 11:45 AM: Module 2: Communication Styles and Strategies

• Understanding Communication Styles
• Adapting Communication Styles
• Building Rapport and Trust

11:45 AM – 12:00 PM: Module 3: Written Communication Skills

• Effective Email Communication
• Report Writing

12:00 PM – 12:15 PM: Break

12:15 PM – 1:00 PM: Module 3: Written Communication Skills (continued)

• Crafting Policy Documents
• Writing Job Descriptions
• Internal Memos and Announcements

1:00 PM – 1:45 PM: Module 4: Interpersonal Communication

• Building Effective Work Relationships
• Influence and Persuasion
• Giving and Receiving Feedback

1:45 PM – 2:00 PM: Module 5: Communication in Recruitment and Selection

• Interviewing Techniques
• Pre-Interview Communication

2:00 PM – 2:30 PM: Lunch Break

2:30 PM – 3:15 PM: Module 5: Communication in Recruitment and Selection (continued)

• Communicating Job Offers
• Rejecting Candidates
• Onboarding Communication

3:15 PM – 4:00 PM: Module 6: Training and Development Communication

• Designing Training Materials
• Delivering Training Sessions
• Communicating Learning Objectives

4:00 PM – 4:15 PM: Break

4:15 PM – 5:00 PM: Module 7: Employee Engagement and Communication

• Engaging Employees
• Conducting Surveys
• Town Hall Meetings

5:00 PM – 5:45 PM: Module 8: Crisis Communication

• Crisis Communication Planning
• Managing Rumors and Misinformation
• Communicating During Change

5:45 PM – 6:00 PM: Q&A Session

• Addressing participant questions
• Summary and closing remarks

 

Upcoming Training Dates

Click a date below for more info & to register

Continuing Education Credits:

• HRCI – 4 HR(General) Credits
• SHRM – 4 PDC’s

Schedule: 10:00 AM – 2:00 PM Eastern Time

In today’s fast-paced business environment, staying ahead of technological advancements is crucial for HR professionals, managers, and supervisors. Our 4-Hour HR Technology and Digital Transformation Certificate Program offers a comprehensive overview of the latest trends, tools, and strategies in HR technology, ensuring that participants are well-equipped to lead their organizations into the future. By understanding the evolution of HR technology and the role of digital transformation, attendees will gain a competitive edge, enabling them to streamline processes, enhance efficiency, and drive organizational success.

The program covers essential topics such as HR Information Systems (HRIS), data analytics, and digital recruitment tools. These modules provide participants with practical knowledge and skills to select and implement the right HRIS, utilize data analytics for talent management, and leverage AI in recruitment. By mastering these areas, HR professionals can improve their decision-making processes, enhance talent acquisition strategies, and ultimately contribute to their organization’s growth and development.

Employee engagement and performance management are critical components of a successful HR strategy. This program delves into the latest technologies for measuring and improving employee engagement, managing performance, and providing continuous feedback and recognition. By adopting these digital solutions, managers and supervisors can create a more motivated and productive workforce, leading to higher employee satisfaction and retention rates.

Moreover, the training addresses the future of HR technology, preparing attendees for upcoming trends and challenges. With sessions on learning and development technologies, compensation and benefits management, and compliance and risk management, participants will gain a holistic understanding of how to navigate the digital transformation landscape. This knowledge will enable them to future-proof their HR strategies, ensuring long-term success for their organizations.

Program Features

• Expert trainer with extensive HR experience and legal expertise
• Comprehensive coverage of essential HR topics and legal compliance requirements
• Interactive and engaging training format with practical examples and case studies
• Pre- and post-test to assess learning outcomes and measure program effectiveness
• Opportunity for Q&A and networking with peers and HR professionals
• Certificate of completion upon successful program completion

Why Attend This Training Program

• Advanced HR Technology Skills: Develop sophisticated skills in using and managing HR technology, enabling you to streamline processes, enhance efficiency, and drive effective change within your organization.
• Cutting-Edge HR Knowledge: Gain up-to-date insights into the latest trends in HR technology and digital transformation, ensuring you stay ahead in a rapidly evolving field and can apply contemporary strategies in your workplace.
• Real-World Case Studies and Practical Workshops: Engage in practical workshops and case studies that provide hands-on experience in applying HR technology solutions to real-world challenges, enhancing your problem-solving skills.
• Networking Opportunities: Connect with other HR professionals and industry leaders, expanding your professional network and opening doors to new perspectives, mentorship, and career advancement opportunities.
• Career Advancement and Recognition: Achieve a recognized certification that demonstrates your commitment to professional growth and expertise in HR technology and digital transformation, significantly enhancing your credibility and prospects for career advancement.

Topics Covered

• Overview of HR Technology
• History and Evolution of HR Technology
• Key HR Technology Trends
• Defining Digital Transformation in HR
• The Role of HR in Digital Transformation
• Challenges and Opportunities
• Introduction to HRIS
• Selecting the Right HRIS
• HRIS Implementation Strategies
• HR Data Analytics
• Using Analytics for Talent Management
• Predictive Analytics in HR
• Digital Recruitment Tools
• AI in Recruitment
• Onboarding Software
• Employee Engagement Platforms
• Performance Management Systems
• Feedback and Recognition Tools
• Learning Management Systems (LMS)
• E-Learning and Mobile Learning
• Virtual and Augmented Reality in Training
• Compensation Management Software
• Benefits Administration Platforms
• Total Rewards Technology
• HR Compliance Software
• Risk Management in HR
• Data Security and Privacy
• Future Trends in HR Technology
• Preparing for the Future
• Case Studies and Best Practices

Target Audience

• Current HR Directors: Professionals already holding HR Director positions seeking to update their skills and stay abreast of the latest trends and practices in HR technology and digital transformation.
• Senior HR Managers: Experienced HR Managers looking to take the next step in their careers and prepare for roles at the director level.
• Aspiring HR Leaders: Individuals aiming to transition into senior HR roles, such as HR Directors or Vice Presidents of HR, and seeking the necessary skills and credentials.
• HR Business Partners: HR professionals who work closely with senior management and need to understand strategic HR management at a higher level.
• Talent Development Managers: Those responsible for employee development and succession planning who are looking to expand their strategic HR capabilities.
• Organizational Development Professionals: Individuals focused on organizational change and development, looking to enhance their understanding of strategic HR’s role in these processes.
• HR Consultants and Advisors: Independent consultants and advisors who provide strategic HR guidance to organizations and need to stay current with industry best practices.
• Small Business Owners/CEOs: Leaders of small to medium-sized businesses who often take on HR responsibilities and need a deeper understanding of strategic HR management.
• HR Professionals in Transition: Individuals between roles or looking to shift their career path within HR, aiming to increase their marketability and job prospects.
• HR Academics and Educators: Educators and researchers in the field of human resources or related fields looking to update their knowledge and incorporate current practices into their teaching and research.
• Non-HR Executives: Executives from other departments who collaborate closely with HR and need to understand the strategic importance and functions of HR within an organization.
• Compensation and Benefits Managers: Professionals managing compensation and benefits programs, seeking to leverage technology for more efficient and effective management.
• Employee Relations Specialists: Individuals responsible for managing employee relations who want to utilize digital tools to enhance communication and conflict resolution.
• Recruitment Managers: Professionals in charge of recruitment processes, looking to implement the latest recruitment technologies and strategies.
• HRIS Analysts: Specialists in HR Information Systems who need to stay updated on the latest developments and best practices in HRIS implementation and management.
• Diversity and Inclusion Officers: HR professionals focused on diversity and inclusion initiatives, seeking to use technology to support their goals.
• HR Generalists: Broad-based HR professionals looking to deepen their knowledge and skills in HR technology and digital transformation.
• Corporate Trainers: Trainers and learning and development professionals aiming to incorporate the latest learning technologies and methodologies into their programs.
• Change Management Professionals: Experts in managing organizational change who want to understand the role of HR technology in facilitating successful transformations.
• HR Coordinators and Assistants: Early-career HR professionals aspiring to expand their knowledge and advance their careers through a better understanding of HR technology and digital transformation.

Agenda

10:00 AM – 10:15 AM: Welcome and Introduction

• Overview of the Program
• Importance of HR Technology and Digital Transformation

10:15 AM – 10:35 AM: Module 1: Introduction to HR Technology

• Overview of HR Technology
• History and Evolution of HR Technology
• Key HR Technology Trends

10:35 AM – 10:55 AM: Module 2: Digital Transformation in HR

• Defining Digital Transformation in HR
• The Role of HR in Digital Transformation
• Challenges and Opportunities

10:55 AM – 11:15 AM: Module 3: HR Information Systems (HRIS)

• Introduction to HRIS
• Selecting the Right HRIS
• HRIS Implementation Strategies

11:15 AM – 11:35 AM: Module 4: Data Analytics in HR

• HR Data Analytics
• Using Analytics for Talent Management
• Predictive Analytics in HR

11:35 AM – 12:00 PM: Module 5: Recruitment and Onboarding Technologies

• Digital Recruitment Tools
• AI in Recruitment
• Onboarding Software

12:00 PM – 12:15 PM: Break

12:15 PM – 12:35 PM: Module 6: Employee Engagement and Performance Management

• Employee Engagement Platforms
• Performance Management Systems
• Feedback and Recognition Tools

12:35 PM – 12:55 PM: Module 7: Learning and Development Technologies

• Learning Management Systems (LMS)
• E-Learning and Mobile Learning
• Virtual and Augmented Reality in Training

12:55 PM – 1:15 PM: Module 8: Compensation and Benefits Management

• Compensation Management Software
• Benefits Administration Platforms
• Total Rewards Technology

1:15 PM – 1:35 PM: Module 9: Compliance and Risk Management

• HR Compliance Software
• Risk Management in HR
• Data Security and Privacy

1:35 PM – 1:50 PM: Module 10: Future of HR Technology

• Future Trends in HR Technology
• Preparing for the Future
• Case Studies and Best Practices

1:50 PM – 2:00 PM: Program Q&A

• Open Floor for Questions and Discussions
• Closing Remarks

 

Upcoming Training Dates

Click a date below for more info & to register

Continuing Education Credits:

• HRCI – 4 HR(General) Credits
• SHRM – 4 PDC’s

Schedule: 10:00 AM – 2:00 PM Eastern Time

In today’s dynamic workplace, conflicts are inevitable and can significantly impact team productivity and morale if not managed effectively. HR professionals, managers, and supervisors play a crucial role in addressing and resolving these conflicts. Attending a comprehensive training program on Conflict Resolution and Mediation equips them with the essential skills and knowledge to handle disputes professionally and constructively. This training covers a wide range of topics, from understanding the types and causes of workplace conflict to advanced mediation techniques, ensuring participants are well-prepared to foster a harmonious work environment.

Effective communication is the cornerstone of successful conflict resolution. This training emphasizes critical communication skills such as active listening, emotional intelligence, and cultural sensitivity. HR professionals will learn to identify early signs of conflict and use de-escalation techniques to manage tensions before they escalate. By mastering these skills, they can facilitate difficult conversations and build trust and rapport among employees, which is vital for maintaining a positive workplace culture.

Mediation is a valuable tool for resolving conflicts without resorting to formal disciplinary actions or legal proceedings. This program delves into the principles and process of mediation, the role of a mediator, and how to conduct role-playing exercises to simulate real-life scenarios. Participants will gain insights into negotiation strategies, managing personal biases, and maintaining confidentiality, ensuring they are equipped to handle even the most sensitive disputes. The training also covers legal considerations, documentation, and reporting, which are essential for protecting both the organization and its employees.

Beyond conflict resolution, this training provides HR professionals with the tools to develop and implement effective conflict resolution policies and training programs within their organizations. By measuring the effectiveness of these programs and conducting post-mediation follow-ups, HR can ensure continuous improvement and sustained harmony in the workplace. This training not only enhances the skill set of HR professionals but also contributes to a healthier, more productive work environment for all employees.

Program Features

• Expert trainer with extensive HR experience and legal expertise
• Comprehensive coverage of essential HR topics and legal compliance requirements
• Interactive and engaging training format with practical examples and case studies
• Pre- and post-test to assess learning outcomes and measure program effectiveness
• Opportunity for Q&A and networking with peers and HR professionals
• Certificate of completion upon successful program completion

Why Attend This Training Program

• Enhanced Conflict Resolution Skills: Develop advanced conflict resolution and mediation skills specifically tailored for HR professionals, managers, and supervisors.
• Comprehensive HR Knowledge: Gain in-depth knowledge of essential HR topics, including workplace conflict types and causes, legal compliance, and developing conflict resolution policies.
• Interactive and Engaging Learning Experience: Participate in an interactive training format featuring practical examples, real-world case studies, and role-playing exercises.
• Practical Application and Problem-Solving: Engage in practical workshops that enhance your problem-solving skills in conflict situations.
• Career Advancement and Recognition: Earn a certificate of completion upon successfully finishing the program, demonstrating your commitment to professional growth.

Topics Covered

• Introduction to Conflict Resolution
• Understanding Workplace Conflict: Types and Causes
• The Role of HR in Conflict Management
• Identifying Early Signs of Conflict
• Effective Communication Skills for Conflict Resolution
• Active Listening Techniques
• Emotional Intelligence in Conflict Resolution
• Cultural Sensitivity and Diversity in Conflict Resolution
• Negotiation Strategies for HR Professionals
• Mediation Fundamentals: Principles and Process
• The Role of a Mediator
• Building Trust and Rapport in Mediation
• Facilitating Difficult Conversations
• Managing Personal Bias in Conflict Resolution
• De-escalation Techniques
• Conflict Resolution Styles and When to Use Them
• Legal Considerations in Workplace Conflict
• Documentation and Reporting of Conflict and Mediation Outcomes
• Designing Conflict Resolution Policies
• Training Employees in Conflict Management
• Conflict Resolution in Remote and Hybrid Work Environments
• Case Studies in Conflict Resolution
• Role-Playing Exercises in Mediation
• Utilizing Third-Party Mediators: When and How
• Post-Mediation Follow-Up: Ensuring Compliance and Resolution
• Measuring the Effectiveness of Conflict Resolution Programs
• Handling High-Stakes Conflicts
• Maintaining Confidentiality in Conflict Resolution
• Ethics in Conflict Resolution and Mediation
• Developing a Continuous Improvement Plan for Conflict Resolution Skills

Target Audience

• Current HR Directors: Professionals already holding HR Director positions seeking to update their skills and stay abreast of the latest trends and practices in conflict resolution and mediation.
• Senior HR Managers: Experienced HR Managers looking to take the next step in their careers and prepare for roles at the director level by enhancing their conflict management skills.
• Aspiring HR Leaders: Individuals aiming to transition into senior HR roles, such as HR Directors or Vice Presidents of HR, and seeking the necessary skills and credentials in conflict resolution.
• HR Business Partners: HR professionals who work closely with senior management and need to understand strategic conflict resolution and mediation at a higher level.
• Talent Development Managers: Those responsible for employee development and succession planning who are looking to expand their capabilities in managing and resolving workplace conflicts.
• Organizational Development Professionals: Individuals focused on organizational change and development, looking to enhance their understanding of conflict resolution’s role in these processes.
• HR Consultants and Advisors: Independent consultants and advisors who provide strategic HR guidance to organizations and need to stay current with industry best practices in conflict resolution.
• Small Business Owners/CEOs: Leaders of small to medium-sized businesses who often take on HR responsibilities and need a deeper understanding of managing workplace conflicts.
• HR Professionals in Transition: Individuals between roles or looking to shift their career path within HR, aiming to increase their marketability and job prospects with conflict resolution expertise.
• HR Academics and Educators: Educators and researchers in the field of human resources or related fields looking to update their knowledge and incorporate current practices into their teaching and research.
• Non-HR Executives: Executives from other departments who collaborate closely with HR and need to understand the strategic importance and functions of conflict resolution within an organization.
• Employee Relations Specialists: Professionals focused on maintaining positive employee relations and resolving workplace issues seeking advanced skills in mediation and conflict resolution.
• Labor Relations Managers: Individuals dealing with union relations and labor disputes who require advanced conflict resolution and mediation techniques.
• Compliance Officers: Those responsible for ensuring organizational compliance with labor laws and regulations, aiming to improve their conflict resolution skills.
• Diversity and Inclusion Officers: Professionals tasked with promoting diversity and inclusion who need effective conflict resolution strategies to manage related issues.
• Workplace Investigators: Individuals conducting internal investigations of workplace conflicts and complaints, seeking to enhance their mediation skills.
• Team Leaders and Supervisors: Mid-level managers responsible for small teams, looking to improve their ability to handle and resolve conflicts within their teams.
• Learning and Development Coordinators: Professionals designing and delivering training programs, seeking to incorporate conflict resolution and mediation training into their curriculum.
• Corporate Trainers: Trainers responsible for employee development, aiming to enhance their conflict resolution training programs.
• Employee Assistance Program (EAP) Counselors: Professionals providing support to employees facing personal or work-related issues, looking to enhance their mediation and conflict resolution skills.

Agenda

10:00 AM – 10:15 AM: Introduction to the Program and Objectives

• Welcome and introduction of the expert trainer
• Overview of the program features and goals

10:15 AM – 10:30 AM: Understanding Workplace Conflict: Types and Causes

• Exploration of common workplace conflicts
• Discussion on the root causes of conflicts

10:30 AM – 10:45 AM: The Role of HR in Conflict Management

• The importance of HR in mitigating conflicts
• Best practices for HR involvement

10:45 AM – 11:00 AM: Identifying Early Signs of Conflict

• Techniques for early detection
• Preventative measures

11:00 AM – 11:15 AM: Effective Communication Skills for Conflict Resolution

• Key communication strategies
• Overcoming communication barriers

11:15 AM – 11:30 AM: Active Listening Techniques

• Importance of active listening
• Practical exercises

11:30 AM – 11:45 AM: Emotional Intelligence in Conflict Resolution

• Understanding emotional intelligence
• Application in conflict scenarios

11:45 AM – 12:00 PM: Cultural Sensitivity and Diversity in Conflict Resolution

• Addressing cultural differences
• Promoting inclusive conflict resolution practices

12:00 PM – 12:15 PM: Break

12:15 PM – 12:30 PM: Negotiation Strategies for HR Professionals

• Effective negotiation techniques
• Role-playing negotiation scenarios

12:30 PM – 12:45 PM: Mediation Fundamentals: Principles and Process

• Overview of mediation principles
• Step-by-step mediation process

12:45 PM – 1:00 PM: The Role of a Mediator

• Responsibilities of a mediator
• Building mediator skills

1:00 PM – 1:15 PM: Building Trust and Rapport in Mediation

• Strategies for trust-building
• Creating a supportive mediation environment

1:15 PM – 1:30 PM: Facilitating Difficult Conversations

• Techniques for managing tough conversations
• Handling high-stakes conflicts

1:30 PM – 1:45 PM: Managing Personal Bias in Conflict Resolution

• Identifying and addressing biases
• Ensuring fair conflict resolution

1:45 PM – 2:00 PM: Q&A Session and Wrap-Up

• Open Floor for Questions and Discussions
• Closing Remarks

Upcoming Training Dates

Click a date below for more info & to register

Instructor: Elga Lejarza, aPHR, PHR, SHRM-CP, SPHR, GPHR, SHRM-SCP

Continuing Education Credits:

• HRCI – 4 HR(General) Credits
• SHRM – 4 PDC’s

Schedule: 10:00 AM – 2:00 PM Eastern Time

Stay Ahead of Compliance: Be Prepared for the U.S. Department of Labor’s final overtime rule, effective from July 2024

Our intensive 4-hour certification program delves into the critical nuances of the U.S. Department of Labor’s final overtime rule, effective from July 2024.

With the U.S. Department of Labor’s latest final overtime rule coming into effect, staying compliant is not just advisable, it’s imperative for businesses. Attending our training ensures you’re not caught off guard. The ripple effects of non-compliance can range from hefty fines to damaging lawsuits – risks no organization can afford. Our training provides a proactive blueprint for navigating these changes, offering you a thorough understanding of the new salary thresholds and exemption criteria. By equipping yourself with this knowledge, you safeguard your company against potential legal and financial repercussions.

Participants will gain an in-depth understanding of the increased salary thresholds for the Executive, Administrative, and Professional (EAP) exemptions under the Fair Labor Standards Act (FLSA) and explore the specific exemption criteria through detailed analysis of the exempt tests for executive, administrative, learned and creative professionals, computer-related roles, outside sales, and highly compensated employees.

Why Should You Attend?

By focusing on these critical areas, our training offers a holistic approach to understanding and implementing the new FLSA regulations, ensuring attendees are well-prepared to tackle the challenges and opportunities these changes bring.

Strategic Workforce Planning: The adjustments to salary levels for exempt employees will require many organizations to rethink their staffing models. Our program doesn’t just outline the what and when; it delves into the strategic how. Learn how to reassess employee classifications and make informed decisions on whether to increase salaries to maintain exemptions or reclassify employees as non-exempt. Attendees will walk away with practical strategies for workforce restructuring that align with financial objectives and operational needs, ensuring a smooth transition to the new standards without disrupting business continuity.

Competitive Advantage Through Expertise: Understanding the intricacies of FLSA regulations confers a significant advantage in the HR field. Our program not only reviews the changes but also provides attendees with the ability to interpret and apply complex legal information in practical, real-world scenarios. As a result, you enhance your professional value, making you an indispensable asset to your organization. The expertise gained here can also empower you to provide consultancy to other businesses, expanding your career opportunities and positioning you as a subject matter expert.

Protecting Employee Relations and Morale: Changes in overtime rules can cause anxiety and uncertainty among employees. By attending our training, you gain the tools to manage these changes with sensitivity and transparency. You’ll learn how to effectively communicate with your workforce about the new regulations, the reasoning behind any changes in their employment status, and how it benefits the organization and them. Protecting employee morale during these transitions is crucial, and with the knowledge from this program, you can ensure that your employees feel valued and fairly treated.

Anticipating Future Shifts: The FLSA rules aren’t static; they evolve with the changing workforce and economic landscape. Part of our training involves understanding the established procedure for updating earnings thresholds every three years. By understanding the pattern of these changes and the underlying factors that drive them, you can better anticipate and plan for future updates. This forward-thinking approach means that you won’t just be prepared for 2024’s changes but will be ready to adapt to the next wave of modifications, keeping your organization compliant and competitive for years to come.

Navigating the complexities of the FLSA’s new regulations is crucial for maintaining compliance and avoiding costly legal pitfalls. Our program offers a strategic overview of the upcoming changes and practical insights on how to apply the new exempt tests. Attending our certification not only prepares you to adeptly reclassify employees if necessary but also ensures that your organization’s payroll practices remain above board.

Key Benefits:

• Comprehensive Understanding: Gain insight into the intricacies of the latest U.S. Department of Labor regulations, ensuring your organization stays ahead of compliance challenges.
• Legal Compliance and Risk Reduction: Equip yourself with the knowledge needed to navigate changes in the Fair Labor Standards Act (FLSA), reducing the risk of costly fines and lawsuits.
• Strategic Workforce Planning: Learn to adapt staffing models to meet new salary thresholds, ensuring operational efficiency while maintaining compliance.
• Competitive Advantage Through Expertise: Develop expertise in FLSA regulations, enhancing your professional value and positioning yourself as a trusted advisor within your organization and beyond.
• Employee Relations and Morale: Learn effective communication strategies to ease employee concerns and maintain morale during regulatory transitions.
• Anticipating Future Shifts: Understand the patterns and factors driving FLSA updates, preparing your organization for future compliance requirements.

Target Audience:

• HR Managers and Directors
• Payroll Professionals
• Compliance Officers
• Business Owners
• Legal Counsel specializing in labor laws
• Any HR professional responsible for classification and payroll decisions

Topics Covered:

• Overview of the FLSA’s Final Overtime Rule
• Increased Standard Minimum Salary Levels
• New Annual Salary Threshold for Highly Compensated Employees
• Exempt Tests for EAP Employees
• Reclassification Strategies for Current Exempt Employees
• Executive Exempt Test Breakdown
• Administrative Exempt Test Criteria
• Professional (Learned and Creative) Exempt Tests
• Computer Employee Exempt Test Guidelines
• Outside Sales Exempt Test Standards
• Highly Compensated Employee Criteria
• Triennial Updates to Earnings Threshold

What You Get:

• Certificate of Completion
• 4 Recertification Credit Hours for HRCI and SHRM
• Networking with other HR professionals
• The assurance and tranquility that come from knowing your practices are aligned with the latest FLSA mandates

Upcoming Training Dates

Click a date below for more info & to register

Continuing Education Credits:

• 14 HRCI – HR(General) Credits
• 14 SHRM – PDC’s

Schedule: 10:00 AM – 6:00 PM Eastern Time (Detailed Agenda Below)

Unleash the full potential of your team with our dynamic 2-Day Coaching and Mentoring Certificate Program. As the HR landscape evolves, empowering employees through effective coaching and mentoring is the key to success.

Join us for these transformative days where you’ll master coaching fundamentals, explore impactful mentoring relationships, and address biases in performance management. Tailored for both seasoned HR professionals and those starting their journey, this program equips you to be a catalyst for unlocking the untapped potential within your organization.

Don’t miss this strategic opportunity to elevate your HR career and bring out the best in your team.

Enroll now and be a driving force for positive change!

Upcoming Training Dates

Click a date below for more info & to register

• Comprehensive 2-Day Coaching and Mentoring Certificate Program: Unlocking Potential and Developing Talent (Starts Nov 7th 2024)

  November 7 @ 10:00 am - November 8 @ 6:00 pm EST

Program Overview

Attention HR Professionals!

Elevate Your Expertise with Our Cutting-Edge Coaching and Mentoring Certificate Program.

Human Resource Management has evolved, demanding HR professionals to expand their skill set beyond administrative functions. The ability to coach, mentor, and foster talent has become a strategic imperative for organizations navigating today’s dynamic business landscape.

Are you ready to advance your career as a high-impact HR professional? Look no further than our 2-Day Coaching and Mentoring Certificate Program. Participating in this program is a pivotal step for HR professionals aiming to enhance organizational effectiveness and human capital growth. Our program is meticulously designed to equip participants with essential coaching tools and methodologies, enabling them to provide direct, impactful coaching to staff members.

Human Resource Management now extends beyond conventional boundaries. Our Certificate Program is crafted for seasoned professionals seeking fresh insights or those just beginning their HR journey. Uncover the secrets of becoming an effective business partner, supporting your organization’s vision, mission, and goals.

Beyond individual coaching, the program extends its focus to advising and training managers and supervisors on implementing effective coaching strategies within their teams. By embedding coaching into the organizational culture, HR professionals can foster an environment of continuous improvement, enhanced performance, and increased employee engagement.

The dual approach of empowering HR professionals and leadership with coaching skills ensures that the benefits of coaching ripple throughout the organization, leading to sustained growth, higher productivity, and a competitive edge in human capital development.

Over the course of the two days, dive into a journey of comprehensive learning and skill development. Through a blend of engaging coursework, interactive discussions, and real-world case studies, participants will acquire in-depth knowledge of critical HR functions and develop practical skills to navigate the complexities of the modern workplace.

This program isn’t just a learning opportunity; it’s a strategic step toward achieving HR credentials. Our comprehensive curriculum prepares you for HR certification exams, making it an excellent platform for those aspiring to be certified HR professionals and provides credits for those who are already certified and need to maintain credentials.

Join our vibrant community of HR professionals and embark on a transformative journey to become an indispensable asset to your organization. Enroll in our Coaching and Mentoring Certificate Program now to unlock your HR potential and take your expertise to the next level.

Our 2-Day Coaching and Mentoring certificate program is an investment in developing a coaching culture that values feedback, professional development, and mutual success, making it an essential endeavor for any HR professional committed to driving organizational success and employee fulfillment.

Don’t miss out on this opportunity to gain a holistic understanding and enhance your coaching and mentoring capabilities. Enroll today and be a catalyst for positive change in your organization

Key Features

• Comprehensive: Embrace a thorough exploration of coaching and mentoring within the HR domain, covering essential aspects that align with the evolving needs of the field.
• Tailored: Our program tailors its content to address the unique requirements of HR professionals, managers, supervisors, and various industries, ensuring a customized learning experience for every participant.
• Actionable: Gain hands-on experience and practical skills that can be implemented immediately within your professional setting. The program emphasizes actionable insights to drive tangible results in coaching and mentoring practices.
• Engaging: Immerse yourself in interactive sessions, dynamic exercises, and real-world case studies that make learning both enjoyable and applicable to your daily HR challenges.
• Technology-focused: Stay ahead in the digital age with a Certificate Program that integrates relevant technological tools, preparing you for the modern landscape of coaching and mentoring in HR.

Why You Should Attend:

• Emerge as an HR Visionary: Participate in our program to evolve into an HR professional equipped with cutting-edge coaching and mentoring skills. Elevate your role from administrative tasks to a strategic partner, fostering talent and driving organizational success.
• Reduce Stress and Reclaim Equilibrium: Learn effective stress management techniques, ensuring a balanced and resilient approach to HR challenges. Our program provides valuable insights to help you navigate complexities with composure, ensuring a harmonious and productive workplace environment.
• Enhance Your Leadership Acumen: Ignite inspiration within your HR team by honing leadership acumen through coaching and mentoring. Acquire the tools to lead with confidence, motivate teams, and foster a culture of continuous improvement.
• Cultivate Personalized Strategies for Ongoing Enhancement: Discover personalized strategies for continuous enhancement and mastery in HR. Our Certificate Program equips you with the skills to tailor coaching and mentoring approaches, fostering a culture of individual and organizational growth. Join us to unlock your potential and thrive in the dynamic landscape of HR.

Target Audience

• Mid to Senior-Level HR Program Managers: Professionals overseeing HR teams, responsible for strategic leadership and program management within the organization.
• Human Resource Professionals: HR personnel involved in talent management, employee development, and HR strategy implementation.
• Team Leaders and Supervisors: Individuals in leadership roles, cultivating team dynamics and driving performance through effective coaching and mentoring.
• Project Managers: Professionals skilled in coordinating and executing HR projects related to talent acquisition, development, and workplace initiatives.
• Administrative and Executive Assistants: Support staff engaged in HR functions, contributing to the efficiency of administrative processes and employee support.
• Small Business Owners and Entrepreneurs in HR: Individuals steering their businesses, responsible for HR functions such as recruitment, employee engagement, and strategic planning.
• Independent HR Freelancers and Consultants: Self-employed HR professionals striving for efficient and effective coaching and mentoring strategies in diverse organizational contexts.
• Healthcare HR Professionals: Doctors, nurses, and administrators in HR roles within the healthcare sector, focusing on talent management and healthcare-specific HR challenges.
• Educators and Academic HR Administrators: Teachers, professors, and school administrators managing HR initiatives for educational excellence, supporting the growth and development of educational institutions.
• Legal Professionals: Lawyers and paralegals engaged in HR roles, ensuring legal compliance and addressing legal aspects related to HR practices.
• Financial Advisors and Accountants: Finance professionals applying HR program management for strategic financial planning, including aspects of employee compensation and benefits.
• Sales and Marketing Professionals: Individuals in dynamic sales and marketing HR roles, contributing to employee development, motivation, and performance optimization.
• IT Professionals and Developers: Tech-savvy professionals utilizing HR practices for talent acquisition, retention, and employee development within the IT industry.
• Government Officials and Public Service Employees: Individuals in HR roles within government and public service, contributing to effective HR practices for public service excellence.
• Non-Profit Organizers and Activists: Those in HR roles within the non-profit sector, focusing on talent management, employee engagement, and organizational development for mission-driven success.
• Customer Service Managers: Professionals overseeing customer service teams, integrating effective coaching and mentoring strategies to enhance customer satisfaction and team performance.
• Research Scientists and Analysts: Professionals in HR roles focused on research and analysis, contributing to evidence-based HR practices and data-driven decision-making.
• Anyone Seeking Improved Skills: Individuals desiring enhanced skills in HR project management, coaching, and mentoring to excel in their respective roles and contribute to organizational success.

You Receive the Following Certificate Program Resources and Materials

• Colorful Spiral-bound Powerpoint Presentation Book
• Networking with Peers and other HR Professionals
• Certificate of Completion
• HRCI and SHRM Recertification Credit Hours

2-Day Agenda

Day 1

10:00 am – 10:15 am: Welcome and Introduction

• Overview of the day’s agenda
• Reflecting on Pre-Quiz

10:15 am – 11:15 am: Module 1 Coaching Fundamentals

• Definition and principles of coaching
• Coaching vs. mentoring distinctions
• The importance of coaching and mentoring in the workplace
• Identifying the roles and responsibilities of a coach and a mentor
• Establishing clear objectives for coaching and mentoring sessions
• Understanding the benefits of coaching and mentoring for employees and organizations
• Reflection and journaling session on personal growth as a coach or mentor

11:15 am – 11:45 am: Module 2 Building the Coaching and Mentoring Relationship

• Creating trust and rapport in the coach-mentee relationship
• Setting boundaries and confidentiality
• Active listening skills
• Empathetic engagement
• Encouraging openness and honesty
• Providing constructive feedback
• Receiving feedback gracefully
• The art of asking powerful questions
• Goal setting in coaching and mentoring
• Developing action plans

11:45 am – 12:00 pm: Morning Break

12:00 pm – 1:00 pm: Module 3 Coaching Techniques and Tools

• The GROW model (Goal, Reality, Options, Will)
• The CLEAR model (Contracting, Listening, Exploring, Action, Review)
• The OSCAR model (Outcome, Situation, Choices, Actions, Review)
• Strengths-based coaching
• Emotional intelligence in coaching
• Solution-focused coaching
• Cognitive Behavioral Coaching
• Mindfulness and coaching
• Using metaphors and storytelling
• Coaching with NLP (Neuro-Linguistic Programming)
• Workshop on developing a personal coaching philosophy

1:00 pm – 1:45 pm: Module 4 Performance Appraisals with Biases

• Overview of biases in performance appraisals
• Stereotyping, First-impression error, Negative emphasis
• Halo/Horn effect, Nonverbal bias, Contrast effect
• Similar-to-me error, Cultural noise
• Strategies to mitigate biases
• Group activities and case studies

1:45 pm – 2:15 pm: Lunch Break

2:15 pm – 3:15 pm: Module 5 Communication Skills

• Verbal and non-verbal communication techniques
• Emotional intelligence in coaching/mentoring
• Providing effective feedback
• Role-playing and practical exercises

3:15 pm – 4:15 pm: Module 6 Goal Setting, Assessment, and Conflict Resolution

• Goal-setting methodologies
• Assessing coachee/mentee needs
• Creating SMART goals
• 360-degree feedback
• Conflict resolution strategies
• Interactive group activities

4:15 pm – 4:30 pm: Afternoon Break

4:30 pm – 5:00 pm: Module 7 Professional Development and Cultural Competence

• Designing individual development plans
• Addressing biases and promoting inclusivity
• Career planning in coaching/mentoring
• Case studies and group discussions

5:00 pm – 5:30 pm: Module 8 Tools and Resources for Effective Coaching and Mentoring

• Leveraging technology in coaching and mentoring
• Recommended books and articles
• Online platforms and forums for coaches and mentors
• Apps and tools for tracking progress
• Creating engaging and interactive learning materials

5:30 pm – 6:00 pm: Module 9 Progressive Discipline: PIP and Corrective Action Notices

• Understanding Progressive Discipline
• Performance Improvement Plans (PIPs)
• Verbal, Written, Final, and Termination Notices
• Role-playing scenarios and group discussion

Day 2

10:00 am – 11:45 am: Module 10 Strategies and Practices

• Definition and principles of mentoring
• Establishing trust and setting expectations
• Mentorship ethics and boundaries
• Creating a mentoring agreement
• Role-playing exercises
• Long-term career development strategies
• Sharing experiences and insights
• Networking and introduction strategies
• Reverse mentoring
• Cross-cultural mentoring
• Mentoring across different career stages
• Group mentoring sessions
• Virtual mentoring techniques
• Succession planning and mentoring
• Mentoring for diversity and inclusion
• Peer mentoring circles for practice and feedback

11:45 am – 12:00 pm: Morning Break

12:00 pm – 12:45 pm: Module 11 Special Topics in Coaching and Mentoring

• Coaching and mentoring in a remote work environment
• Wellness and life coaching aspects for employees
• Leadership coaching for managers
• Coaching for team performance and dynamics
• Integrating coaching and mentoring into organizational culture
• Comparative analysis of coaching cultures across the globe

12:45 pm – 1:45 pm: Module 12 Common Challenges and Solutions

• Overcoming resistance to coaching and mentoring
• Dealing with difficult emotions
• Handling high-conflict situations
• Addressing performance issues
• Navigating career transitions and changes
• Maintaining motivation and engagement
• Time management for coaches and mentors
• Evaluating progress and outcomes
• Adjusting coaching and mentoring styles
• Ending the coaching or mentoring relationship positively
• Mentoring program design and implementation
• Creating a supportive coaching and mentoring community

1:45 pm – 2:15 pm: Lunch Break

2:15 pm – 3:15 pm: Module 13 Professional Development for Coaches and Mentors

• Continuous learning and development for coaches and mentors
• Supervision and peer support for coaches
• Ethical considerations and professional standards
• Building a personal brand as a coach or mentor
• Networking and professional associations for coaches and mentors

3:15 pm – 4:15 pm: Module 14 Feedback, Assessment, and Improvement

• Designing feedback mechanisms for coaching and mentoring programs
• Conducting effective assessment sessions
• Utilizing 360-degree feedback in coaching
• Continuous improvement strategies for coaching and mentoring skills
• Collecting and acting on feedback from mentees

4:15 pm – 4:30 pm: Afternoon Break

4:30 pm – 5:30 pm: Module 15 Specialized Coaching and Mentoring Areas (Tailored to Specific Needs)

• Sales coaching
• Executive and leadership coaching
• Performance coaching
• Career transition coaching
• Life balance and wellness coaching
• Team dynamics and conflict resolution
• Communication skills enhancement
• Stress management and resilience building
• Innovation and creativity coaching
• Digital literacy and technology adoption

5:30 pm – 6:00 pm: Closing Session

• Completing & Reflecting on Post-Quiz
• Providing resources for continued development
• Closing remarks and feedback collection

Embark on a transformative two-day journey with our Coaching and Mentoring Certificate Program. Engage in interactive exercises, case studies, and dynamic group discussions tailored to apply coaching and mentoring principles to real-world HR scenarios. Network with peers to elevate your proficiency in HR leadership.

This program equips you with the tools and guidance to cultivate confidence, enhancing your efficiency in coaching and mentoring, and contributing to organizational development by:

• Elevating Employee Potential: Harness the power of coaching and mentoring to unlock the full potential of your team members. Foster talent and cultivate a growth mindset, propelling your organization towards unparalleled success.
• Enhancing Communication and Collaboration: Strengthen interpersonal relationships and foster a culture of open communication and collaboration. Through effective feedback and active listening, build trust and cohesion within your team, driving innovation and productivity.

Embark on a transformative journey with our Coaching and Mentoring Certificate Program. Immerse yourself in interactive exercises, case studies, and group discussions specifically tailored to apply HR project management concepts to real-world scenarios. Network with peers, sharing insights to elevate your proficiency in HR program management.

This is more than just a Certificate Program; it’s an investment in your professional growth and the future success of your organization. By mastering coaching and mentoring techniques, you’ll become a catalyst for positive change, creating a workplace culture that thrives on empowerment and innovation.

Invest in Your Professional Development – Enroll in our Coaching and Mentoring Certificate Program today!

Upcoming Training Dates

Click a date below for more info & to register

Continuing Education Credits:

• HRCI – 14 HR(General) Credits
• SHRM – 14 PDC’s

Schedule: 10:00 AM – 6:00 PM Eastern Time on Both Days (Detailed Agenda Below)

Program Overview

Do you want a workplace culture where it is safe to speak up at work? Is transparency, accountability and continuous improvement important in your organization? Are you still learning to navigate the waters of unconscious bias, diversity and equality and want employees to feel like they can be authentic while at work? This 2-Day Compliance and Business Ethics Certificate Program will guide you on creating ethics and compliance policies, ethics training programs and conducting organizational assessments to make sure you have the right resources in place to improve and evolve as an organization. You’ll learn the difference between morals, values, principles, purpose, ethics, business ethics, ethos, conflict of interest, code of ethics, core values and code of conduct. You’ll also learn the laws surrounding ethics and how you can create an ethical organization. A company’s business ethics will determine its reputation and even the most straightforward situations can have hidden traps that impact both the law and ethics. This course will equip you to identify those hidden traps and prevent them in the future. Implementing these strategies will put you well on your way to becoming an Employer of Choice or Best Places to Work!

Upcoming Training Dates

Click a date below for more info & to register

• 2-Day Compliance and Business Ethics Certificate Program (Starts Oct 15th 2024)

  October 15 @ 10:00 am - October 16 @ 6:00 pm EDT

2-Day Business Ethics Certificate Program – Learning Overview by the Numbers:

• 25+ learning objectives
• Review 3 large organizations as it relates to their approach to Business Ethics.
• Identify 5 Top Trends impacting ethics.
• Review 40+ suggestions to include in Ethics and Compliance policies.
• Review 20+ Federal laws.
• Review 10 common ethical dilemmas.
• Outline 9 red flags to potential unethical behavior.
• Understand 5 competitive advantages to being an ethical employer.
• Review 8 common lies told during interviews.
• Learn what 92% of hiring managers are willing to overlook.
• Identify 5 questions to ask during the interview process regarding ethical behavior patterns.
• Discuss 12 common behaviors that someone may be lying during an interview.
• Review 133,000+ claims filed against employers in 2020 alone.
• Understand 2 ways to make an Ethics and Compliance Program more interactive.
• Discuss 6 ethical theories.
• Review 3 behaviors that every organization must routinely demonstrate.
• Learn who 44% of employees are most likely to report workplace misconduct.
• Understand 4 exceptions to Employment-at-Will.
• Review 3 common pitfalls to implementing an effective Ethics and Compliance Program
• Complete 25 knowledge check questions to identify return on investment.

Learning Objectives – 25+

1. Define morals, principles, ethics, values, and purpose and how they intersect.
2. Understand the meaning of ethics, ethos, and business ethics.
3. Differentiate between a Code of Ethics, Code of Conduct, Core Values and Conflict of Interest.
4. Discuss why some professions require a commitment to uphold a Code of Ethics/Conduct and some don’t.
5. We’ll review 3 large associations to gain insights into how each association handles business ethics.
6. Dive into unethical behavior and human nature to better understand why unethical behavior happens.
7. Engage in an exercise regarding biased behavior to better understand how ethics impacts the treatment of employees.
8. Review recent survey data capturing the state of ethics and compliance in the workplace.
9. This includes an extensive review of the top 5 trends that influence ethical behaviors in the workplace as of March 2021.
10. Identify how ethics define company culture and employee trust.
11. Define decision-making documents and policies and procedures every organization should have in place to be viewed as an ethical employer by employees.
12. This includes identifying 40+ suggestions on what to include within the policy.
13. Discuss strategies for managing employee attitudes, behaviors, and accountabilities regarding business ethics.
14. Identify common ethical dilemmas in the workplace and “red flags” that unethical behavior might be approaching.
15. Capture the competitive advantage of being an ethical organization.
16. Outline strategies to implement to ensure you’re hiring ethical people.
17. Realize the role ethics plays in authentic diversity, equity, inclusion and belonging.
18. Review business cases and the cost of unethical behavior.
19. Understand the importance and frequency of ethics training as well as how to get started in creating a meaningful and impactful training program.
20. Distinguish between the roles of an Ethics & Compliance Officer, Ombudsman, Human Resources, Ethics Hotline, and Helpline.
21. Highlight common Ethical Theories.
22. Identify how communication can impact ethics and the perception of ethical or unethical behavior displayed by a coworker.
23. Identify how you can enhance performance evaluations and employee engagement surveys to capture ethical gaps and opportunities for improvement.
24. Discuss Emotional Intelligence and what impact it has on displaying ethical behaviors.
25. Understand how ethics can impact employee safety and programs.
26. Review 20+ Federal laws and discuss how many of them, if any, were created specifically with ethics in mind.
27. Review Constructive Discharge meaning and lawsuit landmines.
28. Understand Employment-at-Will across states and organizations as well as advantages to both employees and employers.

2-Day Compliance and Business Ethics Certificate Program

• The knowledge and resources to make the distinction between several terms that are often used interchangeably, and incorrectly, within the workplace.
• Access to certified and knowledgeable instructors on matters of compliance as it relates to people operations.
• Expanded network of both like-minded professionals and resources.
• An official 2-day Business Ethics Certificate for display in your workplace.
• Continuing education units for certified HR professionals.
• A colorful booklet capturing the presentation that allows for a physical resource to review anywhere, anytime and to capture your thoughts and notes.

Target Audience:

• Individuals
• HR Professionals
• Business Owners
• Executives

Day #1

Understanding the definitions of terms surrounding business ethics and begin the discussion on implementing effective Business Ethics in Your Workplace.

Instructor Introduction and Objectives Review

• Certified HR Professional with 20+ years of expertise.
• 25+ objectives have been identified for this program!

Introductions and Course Readiness Exercise

• Opportunity for each participant to make an introduction and to expand their network.
• Permission to lean into training.
• Remove learning distractions.

 Knowledge Check

• Review 25 current knowledge check questions so participants can have a baseline of their knowledge before and then after the program.

Business Ethics Terminology and Timeline

• Ethics/Ethos
• Business Ethics
  • Review a timeline of Business Ethics for the last 6 decades.
• Morals, Values, Principles and Purpose
• Code of Ethics, Code of Conduct, Core Values and Conflict of Interest

Commitment to Uphold

• Discuss why some professions require a commitment to uphold a Code of Ethics or Professional Responsibility.
• Review the Code of Ethics/Professional Responsibility requirements for the National Association of Social Workers (NASW) and the Human Resources Certification Institute (HRCI), 2 very large communities of certified professionals (later review the Society for Human Resources Management).

Unethical Behavior and Human Nature

• Discuss the cause of unethical behavior.
• Identify examples of typical behavior believed to be unethical.
• Define bias.
• Conduct an exercise of biased treatment in the workplace/society.
• Review the difference between motives and consequences.

Recent Survey Data

• Review the Global Business Ethics Survey from March 2021.
  • Outline the Top 5 Trends influencing unethical behavior in the workplace.

 Ethics Defines Company Culture

• Discuss how culture influences moral judgment.
• Identify significant benefits of a strong ethical culture.

Policies and Procedures

• Regardless of title: Code of Ethics, Code of Conduct, Conflict of Interest, Core Values, Preamble, Principles or Ethics and Professional Responsibility (Collectively “code”) – discuss what an effective “Code” is within an organization.
• Outline what a Code should include.
• Discuss how implementation impacts Code effectiveness.
• Review the impact that fear of retaliation and social pressure has on the Code.
• Identify Action Steps for effectiveness.
  • Annual Code of Ethics Assessment
  • Focus Groups

Day #2 –

Conclude the discussion on implementing effective Business Ethics in Your Workplace and review the laws that impact them.

Managing Employee Attitudes

• Understand the importance of meaningful conversations.
• Identify questions to engage in dialogue and active listening.
• Review the meaning of Locus of Control.

Ethical Dilemmas

• Review 10 common ethical dilemmas.
• Gain awareness of 9 red flags that a potential unethical behavior is looming.

 Competitive Advantage

• Discuss how Business Ethics impacts marketing.
• Outline 5 competitive advantages to being an ethical employer.

Hiring Ethical People

• Review survey data about candidate and hiring manager behaviors during the interview process.
• Identify the 8 most common lies told during the interview process.
• Learn what lies 92% of hiring managers are willing to overlook from a candidate.
• Discuss at least 5 questions to ask during the interview to better understand how the candidate understands ethical behavior.
• Discuss 12 common behaviors that may imply someone is not telling the truth during their interview.
• Review best practices to determine if a candidate is ethical.

Diversity, Equity, Inclusion and Belonging (DEI&B)

• Identify the meaning of each word from the perspective of Dr. Shirley Davis.
• Understand how authentic DEI&B impacts the employment lifecycle.

Business Case and Cost

• Outline the impact of having a Code.
• Review the purpose of a Code.
• Review the Fiscal Year 2020 data from the Equal Employment Opportunity Commission listing the 133,000+ claims made against employers.
• Identify the role of the Federal Sentencing Guidelines (FSGO) and the impact it has on employer accountability.
• Learn about Social Responsibility in Business.

 Ethics Training

• Identify who should attend ethics training and the frequency of trainings.
• Review what to include in ethics training.
• Discuss the difference between conducting in-person, web-based and self-paced ethics training.
• Discuss why selecting the right facilitator for your organization matters.
• Identify 2 ways to make ethics training more interactive.

Distinguish Between Roles

• Take a deep dive into the roles of the Ethics and Compliance Officer compared to an Ombudsperson.
• Review the impact of having HR oversee ethics and compliance.
• Discuss the difference between a hotline and a helpline.

Ethics Theories

• Review 6 theories and their impact on ethical beliefs.

Communication

• Identify 3 necessary behaviors that every organization must demonstrate to communicate ethically in the workplace.
• Review survey data showing that 44% of employees report misconduct in the workplace.

Performance Evaluations and Employee Engagement

• Review how to include a demonstration of ethical behaviors in both the performance evaluation and employee surveys.
• Discuss observations regarding employee and manager interactions.
• Review SMART definition as it relates to goal setting.

Emotional Intelligence

• Define emotional intelligence at the most basic level.
• Review the impact emotional intelligence has on human behaviors.

Employee Safety

• Review safety as it relates to psychological safety in the workplace.

Conduct an Overview of How Federal Laws Impact Business Ethics

• FCA: False Claims Act
• FCPA: Foreign Corrupt Practices Act
• SOX: Sarbanes-Oxley Act
• Dodd-Frank Wall Street Reform and Consumer Protection Act
• Lily Ledbetter Fair Pay Act
• EPA: Equal Pay Act
• Whistleblower Protection Act
• Title VII: Title VII of the Civil Rights Act of 1964
• USERRA: Uniformed Services Employment and Reemployment Rights Act
• Executive Order 11246
• FLSA: Fair Labor Standards Act
• OSHA: Occupational Safety and Health Act
• ERISA: Employee Retirement Income Security Act
• FMLA: Family Medical Leave Act
• ADA: Americans with Disabilities Act
• ADAAA: Americans with Disabilities Amendment Act
• ADEA: Age Discrimination in Employment Act
• PDA: Pregnancy Discrimination Act
• NLRA: National Labor Relations Act
• WARN: Workers Adjustment and Retraining Notification Act
• COBRA: Consolidated Omnibus Budget Reconciliation Act
• HIPAA: The Health Insurance Portability and Accountability Act

Constructive Discharge

• Define constructive discharge and the impact on business ethics.
• Review how constructive discharge can lead to lawsuits and be costly to employers.

Employment-at-Will

• Discuss the meaning of Employment-at-Will.
• Distinguish between employer and employee advantages.
• Review 4 exceptions to Employment-at-Will.
• Understand how Employment-at-Will changes across states.
• Outline what rights employees have within at-will organizations.

Common Pitfalls

• Discuss 3 common pitfalls to an effective Ethics and Compliance Program.

Review and Knowledge Check Return on Investment (ROI) Exercise

• Summarize learning objectives.

Conduct a review of knowledge check items from Day 1 to identify participants’ increased knowledge due to course participation.

Upcoming Training Dates

Click a date below for more info & to register

Continuing Education Credits:

• HRCI – 14 HR(General) Credits
• SHRM – 14 PDC’s

Schedule: 10:00 AM – 6:00 PM Eastern Time on Both Days (Detailed Agenda Below)

Program Overview

In our intensive two-day training, carefully crafted for HR professionals and managers, we delve deeply into the crucial role of performance appraisal within an organization. This workshop encompasses more than just the appraisal process; it underscores the necessity for managers to develop a comprehensive understanding of the roles they assess, enhancing the accuracy and relevance of evaluations.

As we journey through the multifaceted world of performance appraisal, participants will acquire the expertise necessary to set consistent performance standards. This enables the identification of areas for growth and the development of strategic plans for both individual advancement and team development.

Furthermore, we’ll illuminate the importance of fostering employee engagement, a key driver of performance. We’ll also cover the techniques for delivering effective feedback, which plays a critical role in promoting continuous improvement. Additionally, we will explore various biases that may potentially impact the evaluation process and provide strategies to mitigate their effects.

Lastly, we will shed light on the use of Performance Improvement Plans (PIPs) and Individual Development Plans (IDPs), powerful tools for managing underperformance and fostering employee growth respectively. With these comprehensive insights, this training equips participants with a rich repertoire of skills to optimize the performance appraisal process and catalyze organizational success.

Upcoming Training Dates

Click a date below for more info & to register

• 2-Day Performance Appraisals Certificate Program for Managers and HR Professionals (Starts Sep 16th 2024)

  September 16 @ 10:00 am - September 17 @ 6:00 pm EDT

• 2-Day Performance Appraisals Certificate Program for Managers and HR Professionals (Starts Nov 12th 2024)

  November 12 @ 10:00 am - November 13 @ 6:00 pm EST

• 2-Day Performance Appraisals Certificate Program for Managers and HR Professionals (Starts Dec 16th 2024)

  December 16 @ 10:00 am - December 17 @ 6:00 pm EST

Key Features

• A comprehensive two-day masterclass designed for HR professionals and managers heavily involved in the Performance Appraisal process.
• In-depth coverage of key topics including understanding the roles being appraised, performance appraisal methods, fostering a culture of engagement, and setting SMART goals.
• Interactive workshops, hands-on exercises, group discussions, engaging role-plays, and practical case studies including role-playing of completing evaluations.
• Facilitated by industry veterans with years of real-world experience and deep industry knowledge.
• Certificate of completion awarded upon successful completion.

Program Objectives

Upon completion of the program, participants will be able to:

• Understand why performance appraisal is important
• Engage effectively in the performance appraisal process
• Apply various methods to conduct performance appraisals, such as 360-degree, Management by Objectives (MBO), Behaviorally Anchored Rating Scale (BARS), etc.
• Deliver regular, specific, honest, and constructive feedback
• Recognize and counteract common evaluation biases
• Understand and implement different types of performance evaluations
• Adopt the best approach for performance appraisal for their organization
• Evaluate the process and employee satisfaction resulting from the appraisal process

Topics Covered

• Introduction to Performance Management
• Objectives of Performance Management
• Aligning Performance with Organizational Goals
• Key Performance Indicators (KPIs)
• Setting SMART Goals for Performance
• The Performance Management Cycle
• Tools for Performance Assessment
• Designing Performance Appraisal Systems
• 360-Degree Feedback Mechanisms
• Self-Assessment in Performance Appraisals
• Legal Aspects of Performance Management
• Avoiding Bias in Performance Evaluations
• Competency-Based Assessments
• Conducting Effective Performance Reviews
• Behavioral Assessment Scales
• Developing Performance Improvement Plans
• Coaching for Performance Enhancement
• Counseling for Underperforming Employees
• Employee Development and Career Pathing
• Succession Planning and Performance
• Retention Strategies and Performance
• Employee Engagement and Performance
• Performance-Driven Compensation
• Incentives and Rewards Systems
• Non-monetary Rewards and Recognition
• Managing Team Performance
• Cross-Functional Team Performance
• Remote Workforce Performance Management
• Diversity and Inclusion in Performance Management
• Performance Management in Agile Environments
• Feedback Cultures and Open Communication
• Real-Time Feedback and Performance
• Performance Analytics and Data-Driven Decisions
• Technology in Performance Management
• Performance Management Software Solutions
• Performance Management for Different Generations
• Performance Management in Global Teams
• Cultural Competence in Performance Management
• Ethical Considerations in Performance
• Emotional Intelligence and Performance Management
• Conflict Resolution in Performance Issues
• Legal Compliance in Performance Records
• Performance Audits
• Performance and Organizational Change
• Turnaround Strategies for Poor Performance
• Managing High Performers
• Stress Management and Performance
• Work-Life Balance and Performance
• Performance Management and Burnout Prevention
• Time Management and Productivity
• Project Management and Team Performance
• Quality Management and Performance Standards
• Benchmarking Performance against Industry Standards
• Balancing Quantitative and Qualitative Performance Measures
• Performance and Corporate Social Responsibility
• Performance Management and Innovation
• Gamification of Performance Management
• Performance Management in Sales Teams
• Performance Management in Customer Service
• Critical Incident Method in Performance Evaluation
• Graphic Rating Scales
• Forced Ranking and Bell-Curving in Performance
• Management by Objectives (MBO)
• Managing Dismissals and Performance
• Documentation and Record-Keeping
• Training Assessors for Performance Reviews
• Role of Leadership in Performance Management
• Negotiation Skills for Performance Discussions
• The Psychology of Performance Management
• Performance Management and Team Dynamics
• Creating a Performance-Oriented Culture
• The Future of Performance Management
• Peer Review Processes
• Integrating Corporate Vision with Performance
• Performance Management and Corporate Governance
• Risk Management in Performance Evaluations
• Performance and Environmental Factors
• Performance Management and Mental Health
• Resilience Training for Performance Stability
• Building Accountability in Performance Management
• Performance Management for Executive Teams
• Evaluating the Efficacy of Performance Management Systems
• Customizing Performance Management to Industry Needs
• Talent Acquisition and Performance Expectations
• Onboarding and Performance Management
• Exit Interviews and Performance Feedback
• Continuous Learning and Performance Development
• Leveraging Employee Strengths in Performance Management
• Action Planning and Follow-Up in Performance Management

The goal of covering these topics in such detail is to provide participants with a well-rounded, thorough understanding of the performance appraisal process. This comprehensive knowledge will enable HR professionals and managers to conduct more effective, fair, and meaningful performance evaluations, leading to improved employee satisfaction and enhanced organizational performance.

Target Audience

• Human Resources Managers: Who oversee performance management systems and are responsible for their implementation and maintenance.
• Department Heads and Senior Managers: Who need to understand how to align departmental goals with individual performance metrics.
• Team Leaders and Supervisors: Who conduct regular performance reviews and provide ongoing feedback to their team members.
• Talent Development Specialists: Focused on employee growth and career development within the organization.
• Organizational Development Professionals: Interested in improving company culture and organizational effectiveness through performance management.
• Employee Relations Officers: Who address concerns related to employee performance and workplace dynamics.
• Small Business Owners: Who need to manage performance across their organization without a dedicated HR department.
• Project Managers: Who lead teams and need to ensure that project goals are met through effective team performance.
• Training and Development Managers: Who need to identify performance gaps and develop training programs accordingly.
• Change Management Consultants: Who assist organizations in transitioning to new performance management methodologies.
• HR Business Partners: Who work closely with business leaders to align human resources policies with business needs.
• Performance Improvement Coordinators: Who are specifically tasked with tracking and improving the performance of individuals and groups within an organization.
• C-Suite Executives: Especially in smaller companies, who want to establish a performance management framework that drives strategic objectives.
• Labor Relations Specialists: Who require an understanding of performance management for collective bargaining and contract negotiations.
• Quality Assurance Professionals: Who need to ensure that performance standards are met and maintained.

AGENDA

Please note that all times are in Eastern Time (ET).

Day 1:

• 10:00 – 10:15 am: Welcome and Introduction: Orientation and overview of the training program.
• 10:15 – 11:15 am: Understanding Roles and Performance: Discussion on the importance of role clarity in performance appraisal, interactive session to develop skills in defining and understanding roles.
• 11:15 – 11:30 am: Break
• 11:30 – 12:30 pm: Fostering Employee Engagement: Exploration of strategies to enhance employee engagement, group activity to develop an engagement plan.
• 12:30 – 2:00 pm: Setting SMART Goals: In-depth session on SMART goals, hands-on activity to practice setting SMART goals for performance improvement.
• 2:00 – 3:00 pm: Lunch Break
• 3:00 – 4:00 pm: The Art of Feedback: Introduction to feedback strategies, role-play exercise to practice giving and receiving feedback.
• 4:00 – 4:15 pm: Break
• 4:15 – 6:00 pm: Implementing Performance Improvement Plans (PIPs): Detailed overview of PIPs, case study analysis, group activity to create a sample PIP.

Day 2:

• 10:00 – 10:15 am: Recap of Day 1 and Overview of Day 2: Brief recap of previous day’s learning and introduction to the day’s agenda.
• 10:15 – 11:15 am: Unraveling Evaluation Biases: Session on common evaluation biases, interactive activity to identify and mitigate biases in sample scenarios.
• 11:15 – 11:30 am: Break
• 11:30 – 12:30 pm: Different Types of Performance Evaluations: Overview of various performance evaluation methods, discussion on choosing the appropriate method for different scenarios.
• 12:30 – 2:00 pm: Individual Development Plans (IDPs): Session on the role of IDPs in employee development, hands-on exercise to create a sample IDP.
• 2:00 – 3:00 pm: Lunch Break
• 3:00 – 4:00 pm: Developing Effective Appraisal Strategies: Comprehensive session on integrating the various elements of performance appraisal into an effective strategy, group activity to develop a strategic plan for a case study organization.
• 4:00 – 4:15 pm: Break
• 4:15 – 6:00 pm: Wrap-up and Reflection: Open discussion to consolidate learning, reflect on key takeaways, and discuss application in participants’ respective roles. Certificate distribution and closing remarks.

This detailed agenda ensures a well-structured and immersive learning experience that covers the full spectrum of performance appraisal, offering both theoretical knowledge and practical skills. The interactive sessions and hands-on activities provide participants with opportunities to apply their learning in a supportive environment, enhancing their readiness to implement these skills in their professional roles.

Upcoming Training Dates

Click a date below for more info & to register

Continuing Education Credits:

• HRCI – 14 HR(General) Credits
• SHRM – 14 PDC’s

Schedule: 10:00 AM – 6:00 PM Eastern (Detailed Agenda Below)

Summary

Step into two days of enriching learning with our 2-Day New Employee Onboarding Certificate Program for HR Leaders and Managers: Optimizing and Enhancing the Employee Experience. This seminar is designed to equip HR professionals and managers with the tools and strategies needed to cultivate a welcoming environment for both remote and in-person employees.

Throughout the program, participants will explore how to create seamless onboarding experiences tailored to industry needs and leverage innovative technology to enhance the process. Interactive sessions will delve into the fundamentals of mentorship programs and uncover industry-specific best practices for program maintenance.

Attendees will also discover strategies for continuous improvement, learn how to adapt to organizational shifts, and engage in a closing Q&A session to address any lingering questions or concerns.

Effective onboarding and new hire orientation strategies are crucial for integrating employees into an organization successfully. A well-structured program not only helps new hires acclimate to their roles but also reduces employee turnover by fostering a sense of belonging and understanding of the company’s culture and expectations.

Join us for this immersive exploration, where HR professionals, managers, and supervisors will gain strategic insights to optimize workforce engagement and drive organizational success!

Program Overview

Have you ever pondered the profound impact a well-crafted onboarding and orientation process can have on the trajectory of your organization? Join us for a strategic exploration in our 2-Day New Employee Onboarding Certificate Program for HR Leaders and Managers: Optimizing and Enhancing the Employee Experience, meticulously tailored for HR professionals, managers, and supervisors seeking to redefine their leadership in the realm of workforce engagement.

Begin with an exploration of the Employee Lifecycle, understanding the essence of a welcoming environment for both remote and in-person employees. Seamlessly align onboarding with company culture, recognizing its profound impact on employee engagement and retention.

Discover the power of continuous improvement, leveraging tools and technology to enhance the onboarding process. Engage in interactive techniques, delve into the essentials of mentorship programs, and learn to nurture growth and success through effective mentorship.

As the program unfolds, embrace feedback mechanisms, measure success, and adapt programs to evolving organizational needs. Conclude with a dynamic Q&A session, solidifying insights and paving the way for enhanced employee experience.

Join us on this immersive journey and redefine your leadership in the realm of workforce engagement. Uncover the transformative potential of strategic onboarding and mentorship.

Secure your spot now and embark on the path to a more engaged, empowered, and successful workforce!“One of the most significant ways employees experience an organization is through the process of onboarding.” – Talya Bauer

Upcoming Training Dates

Click a date below for more info & to register

• 2-Day New Employee Onboarding Certificate Program for HR Leaders and Managers: Optimizing and Enhancing the Employee Experience (Starts October 3rd 2024)

  October 3 @ 10:00 am - October 4 @ 6:00 pm EDT

• 2-Day New Employee Onboarding Certificate Program for HR Leaders and Managers: Optimizing and Enhancing the Employee Experience (Starts November 21st 2024)

  November 21 @ 10:00 am - November 22 @ 6:00 pm EST

Program Objectives

• • Understand the Importance of First Impressions: Learn how the initial experiences of new hires impact their perception and long-term commitment to the organization.

• • Identify Key Components of Effective Onboarding: Identify the essential elements that make an onboarding program successful and engaging from day one.

• • Develop a Structured Onboarding Timeline: Create a detailed timeline for the onboarding process that covers the critical first days, weeks, and months in the organization.

• • Foster a Welcoming Company Culture: Understand strategies to embed new hires into the company culture, promoting a sense of belonging and inclusivity.

• • Clarify Role Expectations and Goals: Learn how to set clear role expectations and goals for new hires, aligning them with the company’s objectives.

• • Enhance Social Integration: Develop strategies for integrating new employees into the team, facilitating relationships and collaboration.

• • Implement Effective Training Programs: Design training sessions that are informative, engaging, and tailored to the new hires’ roles.

• • Utilize Technology for Streamlined Onboarding: Explore how digital tools and platforms can enhance the onboarding experience and make processes more efficient.

• • Create a Feedback Loop: Establish mechanisms for ongoing feedback from new hires to continuously improve the onboarding process.

• • Measure Onboarding Success: Identify key metrics and benchmarks to evaluate the effectiveness of the onboarding program.

• • Address Compliance and Policy Education: Ensure new hires are well-informed about company policies, legal requirements, and compliance issues.

• • Promote Mental and Physical Well-being: Integrate wellness programs and resources into the onboarding process to support new hires’ overall well-being.

• • Customize Onboarding for Diverse Roles: Tailor onboarding experiences for different roles within the organization, recognizing the unique needs and challenges of each position.

• • Leverage Mentorship Programs: Implement mentorship or buddy systems to support new hires through their initial period in the company.

• • Engage Leadership in the Onboarding Process: Involve company leaders in the onboarding experience to underscore its importance and foster connections.

• • Prepare for Remote Onboarding Challenges: Develop strategies for effectively onboarding remote employees, considering the nuances of virtual integration.

• • Enhance Communication Skills: Improve communication techniques to clearly and effectively convey information to new hires.

• • Build a Supportive Onboarding Team: Assemble a dedicated team responsible for planning, executing, and refining the onboarding process.

• • Encourage Innovation and Continuous Learning: Cultivate an environment where new hires feel empowered to contribute ideas and pursue professional development.

• • Reduce Employee Turnover: Learn how a comprehensive onboarding experience from day one can lead to increased job satisfaction, performance, and long-term retention.

Why Attend This Training Program

The 2-Day New Employee Onboarding Certificate Program for HR Leaders and Managers: Optimizing and Enhancing the Employee Experience offers more than conventional training; it represents a paradigm shift in HR practices. Seize the opportunity to:

• • Reduce Stress and Reclaim Equilibrium: Learn practical methods and best practices to streamline the onboarding and orientation process, reducing stress levels and restoring equilibrium within your HR team.

• • Enhance Your Leadership Acumen: Elevate your leadership skills and inspire your HR team with newfound knowledge and expertise in onboarding and orientation, fostering a culture of excellence and motivation.

• • Cultivate Personalized Strategies for Ongoing Enhancement: Cultivate personalized strategies tailored to your organization’s unique needs, ensuring ongoing enhancement and mastery in HR practices related to onboarding and orientation.

• • Expand Your Professional Network: Connect with a diverse community of HR leaders spanning various industries.

• • Empower Personal Growth: Acquire insights into your personal strengths and identify areas for further development.

• • Master Effective Communication: Develop effective strategies for assertive and impactful communication.

• • Elevate Strategic Thinking: Enhance your ability to think strategically and make well-informed decisions.

• • Harmonize Work-Life Balance: Explore practical methods to achieve a balanced and harmonious work-life equilibrium.

• • Fuel Career Advancement: Equip yourself with the skills and knowledge necessary to propel your career forward.

• • Strengthen Confidence in Leadership: Boost your self-confidence in leadership roles and decision-making scenarios.

Attend our program and unlock the transformative potential of effective onboarding and orientation practices in shaping a positive and productive employee experience.

Target Audience

• • Mid to Senior-Level HR Program Managers: Professionals overseeing HR teams and initiatives, ensuring efficient workforce planning and management.

• • Human Resource Professionals: HR personnel dedicated to refining their project management expertise, enhancing workforce coordination.

• • Team Leaders and Supervisors: Those in leadership roles requiring HR program management skills for effective team guidance.

• • Project Managers: Professionals skilled in coordinating and executing HR projects to drive organizational success.

• • Administrative and Executive Assistants: Support staff integral to HR functions, aiding in administrative tasks and program management.

• • Small Business Owners and Entrepreneurs in HR: Individuals steering their businesses, seeking effective HR program management for sustained success.

• • Independent HR Freelancers and Consultants: Self-employed HR professionals striving for efficient project management and client success.

• • Healthcare HR Professionals: Doctors, nurses, and administrators in HR roles within the healthcare sector, ensuring seamless workforce coordination.

• • Educators and Academic HR Administrators: Teachers, professors, and school administrators managing HR initiatives for educational excellence.

• • Legal Professionals: Lawyers and paralegals, especially engaged in HR roles, ensuring legal compliance and effective workforce management.

• • Financial Advisors and Accountants: Finance professionals applying HR program management for strategic financial planning.

• • Sales and Marketing Professionals: Individuals in dynamic sales and marketing HR roles, integrating program management for organizational growth.

• • IT Professionals and Developers: Tech-savvy professionals utilizing HR program management to enhance IT team efficiency.

• • Government Officials and Public Service Employees: Individuals in HR roles within government and public service, contributing to effective workforce planning.

• • Non-Profit Organizers and Activists: Those in HR roles within the non-profit sector, balancing fundraising, administration, and program management.

• • Event Planners and Coordinators: Professionals planning and executing HR-related events, applying effective program management.

• • Customer Service Managers: Leaders overseeing HR teams dedicated to customer service, utilizing program management for enhanced service delivery.

• • Research Scientists and Analysts: Professionals in HR roles focused on research and analysis, applying program management for precise project execution.

• • Anyone Seeking Improved Project Management: Individuals desiring enhanced skills in HR project management for personal and professional development.

Topics Covered

Day 1: Foundations of Orientation and Onboarding

Module 1 – Welcome and Introduction

• • 1.1. Overview of the Employee Experience

• • 1.2. Understanding the Employee Lifecycle

• • 1.3. Crafting a Welcoming Environment for both remote and in-person employees

Module 2 – Designing a Seamless Onboarding Experience

• • 2.1. Understanding Industry-Specific Onboarding Needs

• • 2.2. Importance of a Positive Onboarding Process

• • 2.3. Aligning Onboarding with Company Culture

Module 3 – Continuous Improvement in Onboarding

• • 3.1. Reviewing Various Tools, SOPs, and Workflows

• • 3.2. Documenting Onboarding and Orientation Processes

• • 3.3. Utilizing Technology for Seamless Onboarding

Day 2 – Advanced Onboarding Techniques and Overcoming Challenges

Module 4 – Interactive Onboarding Techniques

• • 4.1. Incorporating Technology in Onboarding

• • 4.2. Team Building Activities

• • 4.3. Role-Specific Onboarding Plans

Module 5 – Mentorship Program Essentials

• • 5.1. Benefits of a Mentorship Program

• • 5.2. Identifying and Selecting Mentors

• • 5.3. Mentor Orientation to Their Role

• • 5.4. Matching Mentors with Mentees

• • 5.5. Industry-Specific Considerations in Mentorship

Module 6 – Mentorship Upkeep

• • 6.1. Mentorship Program Guidelines

• • 6.2. Effective Communication in Mentorship

• • 6.3. Addressing Challenges and Concerns Best Practices

• • 6.4. Industry-Relevant Mentorship Best Practices

Module 7 – Continuous Improvement in Onboarding and Mentorship

• • 7.1. Feedback Mechanisms

• • 7.2. Measuring Success and Impact

• • 7.3. Adapting Programs to Evolving Organizational Needs

• • 7.4. Q&A and Closing Remarks

Register yourself in the 2-Day New Employee Onboarding Certificate Program for HR Leaders and Managers: Optimizing and Enhancing the Employee Experience. This two-day workshop blends interactive exercises and discussions to shape an unparalleled employee experience at all organizational levels. This program empowers you to:

• • Crafting Seamless Onboarding: Develop expertise in creating onboarding experiences that boost employee confidence and organizational productivity. Navigate real-world scenarios, ensuring your strategies align with diverse staff needs.

• • Enhance Decision-Making Skills: Swiftly prioritize tasks and make informed decisions within the HR domain. Overcome decision fatigue, ensuring timely and effective choices for successful HR initiatives.

More than a program, this is an investment in your professional growth and organizational success. Hone your capabilities, lead impactful onboarding experiences, and cultivate a workplace culture thriving on innovation.

Invest in your professional development. Join the next session to redefine your approach to employee onboarding and orientation!

Agenda

Day 1

10:00 am – 11:00 am: Module 1 – Welcome and Introduction

• • Welcome Address

• • Program Overview

• • Introduction to Employee Experience

11:00 am – 12:15 pm: Module 1 – Overview of the Employee Experience

• • Understanding the Employee Lifecycle

• • Crafting a Welcoming Environment for Both Remote and In-Person Employees

12:15 pm – 12:30 pm: Break 1

12:30 am – 2:30 pm: Module 2 – Designing a Seamless Onboarding Experience

• • Importance of a Positive Onboarding Process

• • Types of Learning

• • Promoting Diversity in Onboarding Process

• • Aligning Onboarding with Company Culture

• • Industry-Specific Onboarding Needs

2:30 pm – 3:00 pm: Lunch Break

3:00 pm – 4:15 pm: Module 3 – Continuous Improvement in Onboarding

• • Reviewing Various Tools

• • Reviewing Various SOPs

• • Reviewing Various Workflows

4:15 pm – 4:30 pm: Break 2

4:30 pm – 6:00 pm: Module 3 – Continuous Improvement in Onboarding

• • Documenting Onboarding and Orientation Processes

• • Utilizing Technology for Seamless Onboarding

• • Encourage Innovation and Continuous Learning

Day 2

10:00 am – 12:15 pm: Module 4 – Interactive Onboarding Techniques

• • Incorporating Technology in Onboarding

• • Team Building Activities

• • Role-Specific Onboarding Plans

12:15 pm – 12:30 pm: Break 1

12:30 am – 2:30 pm: Module 5 – Mentorship Program Essentials

• • Benefits of a Mentorship Program

• • Identifying and Selecting Mentors

• • Mentor Orientation to Their Role

• • Matching Mentors with Mentees

• • Industry-Specific Considerations in Mentorship

2:30 pm – 3:00 pm: Lunch Break

3:00 pm – 4:15 pm: Module 6 – Mentorship Upkeep

• • Mentorship Program Guidelines

• • Effective Communication in Mentorship

• • Addressing Challenges and Concerns Best Practices

• • Industry-Relevant Mentorship Best Practices

4:15 pm – 4:30 pm: Break 2

4:30 pm – 6:00 pm: Module 7 – Continuous Improvement in Onboarding and Mentorship

• • Feedback Mechanisms

• • Measuring Success and Impact

• • Adapting Programs to Evolving Organizational Needs

Q&A and Closing Remarks

Upcoming Training Dates

Click a date below for more info & to register