Demystifying Human Resources Management

8 Part Series for the Business Professional & Entrepreneur

This is an 8 session educational series for the business professional and entrepreneur seeking to develop a solid foundation of human resource strategies and practices, understand critical risk management practices, and gain practical skills and knowledge to improve the management of your workforce.  Attend the series or select a single workshop for a Demystifying Human Resource Management comprehensive learning experience.

Program Details

Each two-hour online session will include an overview of the session agenda, distribution of materials to be reviewed in the session, including presentation and supporting templates, documents, worksheets, and more.  The session will involve 90 minutes of interactive and engaging instruction and 30 minutes of attendee questions, completion of worksheets, and practical application of subject matter to ensure learning outcomes are achieved. Sessions can be delivered virtually or for additional fees delivered in person.

Program Availability
If you are interested in offering this program to your organization, association, business, etc. please complete the request form below to schedule a call to explore dates and times.


Manager and the Law

Managers and Supervisors are often the greatest compliance risk resulting in employee litigation.  This is because they are often not trained in basic employment laws to protect your business.  This session will unravel the mystery and complexity of workplace compliance, FLSA, FMLA, Leave, Personnel Files, Discrimination, Employee Relations, and other federal and state regulatory expectations for a U.S. based employer.

Learning Outcome: You will understand the fundamental concepts and expectations of various federal and state laws and practices to implement and follow to protect your business and to remain compliant.  You will gain valuable insight and strategies to human resource management practices, including a deep dive into human resource policies.  Attendees will receive templates and guidance on using to protect their business.
TOPICS
Introduction and Series Overview
High Level Overview of Human Resources
Federal Compliance Expectations
State Compliance Expectations
Personnel Files & Record Retention
Managing FLSA / FMLA / ADAAA / Workers Compensation
Employee or Independent Contractor – what’s the difference
Employee Handbook, policies and procedures
Session Closure and Wrap Up

Planning the Workforce

Content will include a review of resource planning, identification of needs, the organizational structure, validate why the position exists, roles and responsibilities, job descriptions, benefits programs, total compensation, and compliance.

Learning Outcome: You will understand the fundamental concepts necessary to determine resource needs, the appropriate path to meet the need, development of new positions, defining the role, building the job description, and remaining compliant in preparation for recruitment.  Attendees will receive templates and guidance on using to protect their business.
TOPICS
Planning for Growth – Identifying the Needs
Organizational Structure
Validation of the position
Roles and Responsibilities / Job Descriptions
Payroll Overview and Strategies
Benefits Overview and Strategies
Compensation
Employment Practices Risk Considerations Review
Session Closure and Wrap Up

Talent Acquisition and Onboarding

Talent Acquisition soup to nuts – job postings, applicant tracking systems, job boards, resume review, interview practices, decision making, offer process, documentation, orientation and onboarding.

Learning Outcome: You will understand full life cycle recruitment and the steps necessary to expand your workforce.  You will gain insight into the advantages and disadvantages of an orientation and onboarding program and increase your knowledge of risk management factors to consider.  The strategic engagement of staffing firms will be explored with practical tips for success.  Attendees will receive templates and guidance on using to protect their business.
TOPICS
What is Full Life Cycle Recruitment
Job Postings / Advertisements
Resume Review and Screening
Interviewing – Type, style, purpose, goals including behavioral interviews
Making the Decision, Offer, Negotiation, and documentation
Orientation and Onboarding
Onsite vs. Hybrid vs. Remote and the impact and requirements
Staffing firms – what to watch out for
Employment Practices Risk Considerations Review
Session Closure and Wrap Up

Deployment and Training

Placing people in the right roles and providing these individuals with the tools, resources and support to be successful.  Development of a training program and plan for each role in the organization.  Recognizing gap in skills and competence and strategies to mitigate.

Learning Outcome: You will understand the value of organizational analysis, understand how to identify competency gaps, and learn the importance of training your greatest asset, your employees while increasing your knowledge of compliance factors to consider. Attendees will receive templates and guidance on using to protect their business.
TOPICS
What is Deployment and Training
Organizational Analysis
Competency Gaps
What type of training and by whom?
The Training Curriculum
Cross training, shadowing, reverse shadowing, and the benefits each
Employment Practices Risk Considerations Review
Session Closure and Wrap Up

Motivate and Engage

Intrinsic and extrinsic motivational factors that impact employee performance.  Engagement of workforce to bridge the gap between management and employees.  Factors that lead to turnover and retention problems.

Learning Outcome: You will understand the value of organizational motivational factors, understand how to engage the workforce, and learn the value of modeling the right behaviors to perpetuate the culture you want while maintaining trust.  Attendees will receive templates and guidance on using to protect their business.
TOPICS
Why motivate and engage the workforce?
Intrinsic and Extrinsic Motivational Factors
What is empowerment and why should you do it?
Incentive Compensation
Recognition Programs
Building your Culture – Mission Vision Values alignment
Engagement Strategies and Tools to be Successful
Compliance Considerations Review
Session Closure and Wrap Up

Development and Training

You have hired and motivated your team, now what?  As the business changes, evolves, and grows you must also help your workforce to develop their capabilities to remain competitive.  Providing the tools, resources, and support for your employee’s success is a continuous process that must become part of your business culture.

Learning Outcome: You will understand the value of employee development, learn about strategies around external training and educational assistance, and learn the value of professional development as a retention tool and competitive advantage.  Attendees will receive templates and guidance on using to protect their business.
TOPICS
What is professional development?
Who do you develop and how?
Succession Planning
Internal development programs
External programs and tuition reimbursement
Retention and Competitive Advantage
Session Closure and Wrap Up

Measure and Manage Performance

Establishing a performance management program.  Determining what to measure, SMART goals, and strategies regarding the development of a pay for performance organization.  How to embed performance management and accountability into the workforce.  Challenges faced by supervisors when performance is unsatisfactory.  People leadership training for new supervisors and experienced, with practical strategies and tips for success.

Learning Outcome: You will gain people leadership skills.  You will understand the concepts of setting goals and performance management, tools you can use to measure success, establishing a culture of accountability, corrective action, crucial conversations and constructive feedback. You will also understand associated compliance concerns with these topics.  Attendees will receive templates and guidance on using to protect their business.
TOPICS
Why measure performance?
Goal Setting and Expectations
Measuring performance
Accountability and Feedback / Corrective Actions
Corrective Actions / Progressive Discipline
Documentation is key!
Retention and Competitive Advantage
Session Closure and Wrap Up

Exit / Separation and Knowledge Transfer

What happens when someone resigns?  Involuntary separations mean you must do what?  What about the intellectual knowledge of the employee, you don’t want to lose that do you?  What are you required to do for the exiting employee?  Unemployment risks and documentation.  Proving the decision was non-discriminatory to avoid litigation.

Learning Outcome: You will understand the practices of exit interviews, accepting resignations, understanding what you owe the departing employee, impact to pay and benefits, COBRA, and how to best approach retaining the intellectual knowledge. You will also understand associated compliance concerns with these topics.  Attendees will receive templates and guidance on using to protect their business.
TOPICS
Forms of Separation (Voluntary/Involuntary)
Steps to take and knowledge transfer
Separation / Termination and Appropriate Documentation
The Exit Interview
Payout practices, benefit transitions, and COBRA rights
Employment Practices Risk Considerations Review
Session Closure and Wrap Up

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