HR Seminars Offered
Love ’em or Lose ’em: Proven Strategies for Retention to Become an Employer of Choice
Learn how to become an employer of choice by studying proven practices from many of Fortune’s 100 Best Companies. We’ll discuss factors with the greatest impact on employee morale such as internal hiring, employee referral programs, formal and informal benefits programs and how to give your new employee the “red carpet” treatment.
You will benefit by learning:
- Non-traditional methods to improve recruiting and retention
- Innovative approaches to employee recognition
- Why employees leave companies and why other employees choose to stay while rejecting higher salary offers
- Innovative ways to improve your exit interview process
- How to regularly gauge employee needs and morale as they apply to the four generations currently in today’s workforce
- Whether employees are quitting the company or quitting their managers
You’ll walk away with many new ideas and proven strategies to support your company’s efforts to win the war for talent.
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The Top 10 Ways Employers Get Sued and How to Avoid Them
Express Service’s most popular seminar covers the details of the 10 most common employment-related lawsuits employers face.
You will benefit by learning to:
- Update your policies on discrimination and retaliation
- Stay abreast of how the changing culture affects national origin discrimination, religious discrimination and harassment
- Implement a detailed, company-wide policy on Internet and e-mail usage
- Improve your performance management process
You will leave with in-depth information for each area along with recommendations on avoiding pitfalls. All participants will receive a guide with allegation statistics, recent litigation and sample policies for review.
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Recognizing and Avoiding the Hazards in the Discipline and Termination Process
This seminar is designed to support human resource professionals and office, plant and department managers with the authority and responsibility over human capital assets.
Benefits include:
- Receiving a brief, historical overview of United States employment laws and their evolution into today’s complex workplace
- Learning the truth about assumptions surrounding the employment-at-will doctrine
- Hearing an extensive overview of progressive discipline
- Gaining suggested language to strengthen documentation and employee accountability
- Understanding the termination process in light of both current law and best practice standards
- Discussing potential employee challenges
- Discovering the non-retaliatory provisions of applicable federal and state laws
This popular seminar is ideal for all supervisors and managers charged with ensuring the bias-free treatment of employees.
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Harassment in the Workplace: Managing and Investigating Sexual Harassment and How it Affects Your Bottom Line
Supervisors and managers need training on sexual harassment issues. Harassment allegations lead to reduced retention, recruiting and morale. Ensure your employees know their rights and managers know how to handle harassment claims.
Participants will learn the:
- EEOC’s definition of sexual harassment
- Differences between quid pro quo and hostile work environment cases
- Growing areas of employer liabilities
- Reasonable woman standard
- Need for an affirmative defense
- Inappropriate behaviors for which supervisors and managers must continually be on the lookout
- Eight critical points of a harassment policy
- Step-by-step process for investigating allegations
Each participant will take home a copy of Express Employment Professionals’ manual, which includes various articles, court decisions and EEOC statistics regarding sexual harassment. This training is also designed to meet California employers’ requirements under AB 1825.
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Managing the Performance Appraisal Process
This session will benefit all supervisors and managers with the responsibility of preparing, writing and delivering performance appraisals.
This seminar will:
- Center on the need for and benefits of conducting legal, effective and thorough performance appraisals
- Take you through the entire performance management process from preparation to delivery and follow through
- Discuss the most common mistakes managers make regarding the performance management process
- Emphasize that performance appraisals are the most important document in winning wrongful termination cases
- Feature the five important steps to reduce legal issues
There are numerous types of appraisal processes discussed such as self-appraisals, peer appraisals and the 360-degree appraisal. Each participant will receive a reference book containing these examples as a resource.
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Managing Conflict and Change to Enhance Morale and Team Building
This program is designed to assist supervisors at all management levels. All professional relationships experience some type of conflict. This is normal, natural and sometimes even necessary for growth and development.
This seminar will discuss:
- Myths and truths of conflict
- The need to change your “old thinkers”
- Sources of organizational conflict and successful ways to overcome them
- Seven types to conflict resolution and examples of the successes of each step
- Best team building practices used by today’s most successful companies
- The leader’s role in team management
- Change management
- Management’s role during the communication and implementation process
- Traits of the problem employee
- Successful ways of handling the problem employee
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Three Critical Issues Facing Today’s Human Resource Professional
This seminar extensively covers three of the most challenging issues facing human resource professionals at all levels.
- The goal of all human resource professionals is not only to sit at the “big” table with the CEO, but to sit next to him or her. HR must be able to establish a financial impact and strategically implement action plans for improvements. HR professionals must continue to excel in human resource management plus increase business and change management skills.
You will learn specific metrics to measure programs such as:
- Recruiting
- Employment process
- Compensation
- Management development
- Human capital (ROI)
- True employers of choice have one thing in common: valuing diversity. They challenge traditional ways of thinking and surround themselves with employees who think differently. They have discovered the secret to measuring diversity’s impact on the bottom line. You will explore their secrets to success and how you can become an employer of choice.
- For the first time, there are four generations working side by side in the workplace. To meet recruiting goals and the needs of a diverse workforce, companies must attract the Traditionalists, Baby Boomers, Gen Xers and Millennials. You will also learn about the need to reach out to all four generations and how to successfully bring each generation together to meet these critical goals.
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Leadership Fundamentals
This session introduces participants to their roles and legal accountabilities when acting on behalf of the organization.
Topic addressed include:
- Protected characteristics
- Complaints
- Sensitivities
- Problem-solving
- Various forms of harassment
- Employer-based retaliation.
This is a popular workshop requested by experienced and beginning organizational leaders.
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The Myths and Magic of Supplemental Staffing: Critical Knowledge for Managing Your Contingent Workforce
As evidenced by the unprecedented growth of the staffing industry, organizations of all types increasingly use contingent workers to augment their core or full-time employees.
You will learn the:
- Various supplemental staffing options available in today’s highly competitive marketplace
- Benefits flowing from each arrangement
- Joint and separate liabilities
- Differences in traditional and non-traditional employment
- Co-employer accountabilities under various federal and state laws
- Tips to minimizing risks and maximizing the benefits of supplemental staffing
This is an excellent workshop for enhancing the supervisory skills of leaders using contingent workers.
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Navigating the Maze of the Fair Labor Standards Act (FLSA)
Willful and repeat violators of the FLSA can be punished with prison terms of six months, so don’t miss this in-depth seminar navigating you through the FLSA. It is designed for business owners, managers, HR professionals and payroll decision makers.
This seminar discusses:
- Travel pay
- Meal and break pay
- Discretionary and non-discretionary bonuses
- Time clock rounding
- Volunteer work for non-exempt employees
- What can be deducted from exempt employees’ pay
- How to successfully survive a DOL audit
- Job descriptions
Most employers today have some employees misclassified as exempt employees who actually qualify for overtime pay.
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Earning Your Place at the Table – HR’s Greatest Opportunity
This seminar focuses on one of the most intimidating yet promising areas of human resource management, the measurement and contribution of human capital. We will briefly address historical markers in the HR field and move through trends to the identification and measurement of HR deliverables which are reflected on an organization’s balance sheet. Fundamental examples will be presented and analyzed.
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Independent Contractor vs. Employee: You Decide
This workshop exposes the myths plaguing employers who attempt to cut costs by replacing employees with independent contractors.
Topics discussed include:
- Factors determining employee status
- Case studies
- Maximizing independent contractor status
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Managing Organizational Change – HR’s Greatest Opportunity in the 21st Century
According to SHRM Workforce Forecast in 2006/07, 45% of HR Professionals believe that demonstrated skills in mergers, acquisitions and change management will have the greatest impact on human resource opportunities in the next decade.
Fifty percent of all organizations are currently going through different phases of organizational change, and up to half are deemed as failures due to lack of leadership, communication and trust of senior management. Human resource professionals are increasingly given the opportunity to take a leadership role in the change process and become the company’s change agent. We will discuss HR’s opportunity to lead all five types of today’s change initiatives. Company executives have now embraced HR’s leadership skills to manage key objectives requiring positive and thorough communication such as:
- Mergers/Acquisitions
- Arrival of new CEOs
- Shaping of Company Culture
- Manage Executive Development and Succession Planning To Provide a Fresh Perspective on Company Politics
We will discuss HR’s nine required competencies to effectively lead organizational change, including effectively managing the ever important trust and communication issues. HR must identify which leaders have the greatest credibility for trust building and which are considered trust busters.
This is HR’s greatest opportunity to sit at the big table and lead their companies through organizational change. The door is open, but we must take an aggressive approach with senior management to drive these programs to successful outcomes. This seminar qualifies for strategic credits for SPHR certification.
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Monday Morning Leadership
Monday Morning Leadership is a best seller by well know business author David Cottrell.
This three hour session will enhance the leadership skills of anyone in or aspiring to be in a managerial role. Even today’s strongest leaders must refocus on the qualities that helped them earn a spot at the decision table. All leaders will tell you a key to their success was having a great mentor and the lessons learned from him/her. It highlights the eight mentoring sessions to become a better leader or to pass down to the ones you are mentoring.
- Are you a driver or passenger?
- Identify and keeping the “main” thing
- The best leaders must escape from management land
- Keeping focused on the “Do Right” Rule
- Hiring tough to fire easy
- Choosing between Doing Less or Working Faster
- Recognition Buckets and Dippers
- The need to remain in the learning zone
This is an interactive session with each participant sharing examples and best practices of successful leadership qualities.
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Customer Service (Employee)
Due to today’s broad scope of global competition, pricing and constant organizational change, excellent customer service is a must to gain advantage over the vast competition. We cannot control the competition’s pricing, product and service quality and inventory. But we can control how we service our customers and the relationships we maintain. The only way a company can distinguish itself from the competition is by EVERY employee providing EXCELLENT CUSTOMER SERVICE. People will continue to buy from those they trust and with whom they share a positive relationship.
From now through the year 2014 most business analyst predict customer service positions will out pace all other employment demands with a constant emphasis on training.
WOULD YOU LIKE “FRIES” WITH THAT is built around the concept that:
F Friendliness
R Reassurance
I Information
E Extras
S Simplicity
will take companies to the next level of customer satisfaction.
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Managing Customer Service Organizations
Customer Service is a total commitment for every employee for every business. Now, let’s manage it correctly.
Are you a manager or a leader? The need for Customer Service positions will continue to rise through 2014. This session will emphasize a manager/leader role in identifying, attracting and, most of all, retaining those who display the competencies to succeed in the field of customer relations.
The following is a brief overview of the session:
- Demonstrating customer service commitment to employees
- Walking the talk
- Understanding why all jobs involve customer service
- Hiring for the best fit, which may not be the most qualified
- The need for competency based interviewing and peer interviewing
- Identifying those who choose to do it well
- Eight mentoring lessons for leaders of customer service
- Overview of the need for customer service positions through 2014
- Customer Service statistics managers need to know
- Tying customer service to global competition
- Why so much emphasis on customer service training?
- Managing “internal” customer service
- Begin with your own perspective
- Viewing interruptions as opportunities
- Exceeding your internal customers expectations
- Create forums to share information
- Practice pro-active information sharing
- Create an environment to reward your best (Yes, that is called recognition!)
- The generational differences within Customer Service
- Motivating the “what’s in it for me (WIIFM) workforce”
- From Traditionalists and Boomers who want face-to-face relationships to X’ers and Y’s who want quick answers.
- Managing change as it applies to customer service
- Human Resources’ role in customer service
- Focusing on people skills
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How to Deal with the Problem Employee
All organizations have employees that create challenges for supervisors in the areas of discipline and fair treatment. This overview presents the problems caused by behaviorally-challenged individuals and best practice methods that put responsibility for improvement on the offending employee.
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The Leader’s Role in Creating Fulfilling Jobs: The Three Signs of a Miserable Job
This is a three-hour review of Patrick Lencioni’s best selling book, “The Three Signs of a Miserable Job.” According to Lencioni, if you attend any kind of social gathering, anywhere in the country, the topic of work is often a popular conversation piece. The stories told confirm that job misery is overwhelming. This spans all income levels, ages and geography. Some studies cite as many as 77% of people dislike their jobs costing employers up to $350 billion annually in lost productivity.
We will discuss how leaders from leads, supervisors, managers and executives impact employee morale and job satisfaction. An employee’s relationship with their direct manager is the most important factor to job fulfillment.
The three critical elements impacting job misery will be discussed
- Anonymity - All employees have a desire and need to be known, understood and appreciated. Leaders must not allow their employees to see themselves as invisible, generic or anonymous.
- Irrelevance - We all need to know that our job matters to someone. Anyone. Our employees must see the connection between their work and their company’s mission.
- Immeasurement - Employees need to be able to gauge their own level of contribution. They must be able to identify their own successes and failures based on objective and quantitative measures.
Especially during difficult and uncertain economic times, we as leaders need to take a genuine interest in our people, remind them of the impact their work has on others and help them establish creative ways to measure and assess their performance. As all studies agree, employees don’t quit companies, they quit bosses. If we have employees who are overwhelmed in job misery, we as leaders must take the responsibility to transition from job misery to job fulfillment.
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The Human Resources Road Trip: Blind Curves, Closed Roads, and Other Hazards of 2009
This seminar covers details of the expected and newly passed legislation impacting employers and their employees beginning in 2009. In this session you will learn more about:
- The Employee Free Choice Act
- FMLA � 2009 changes and updates
- ADAAA � Amending the Americans with Disabilities Act
- Stimulus Package impacts on employers
- I-9 Form revisions
- Lilly Ledbetter Fair Pay Act
- Issues on the Obama administration’s radar
- Issues surrounding a “More Aggressive” Department of Labor
- Overview of recent DOL case law
- Overview of recent EEOC case law
Take a comprehensive look at the new HR legal landscape to help you build a strategic responsive plan for your executive management team and avoid the consequences of non-compliance.
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Leadership in Turbulent Times: Strategies for Surviving in an Economic Downturn
Today’s business environment is perhaps the most mystifying and challenging in the past two generations. Uncertainties abound and the consequences of poor or untimely decisions can be disastrous. The days of traditional scenario planning no longer provide comfort and predictability. While these trying times can be frightening and confusing they can also be times of renewal in the ways organizations restructure and prepare for the eventual turnaround and attendant opportunities that await them. In this responsive and relevant seminar, attendees will become better acquainted with:
- The signs and symptoms of hard times
- Today’s toxic business setting
- Our current legal roles and accountabilities
- The new economics
- Strategies for gaining market share
- Key drivers of high-performance work systems
- Critical leadership concepts and behaviors
- The do’s and don’ts of adjusting work schedules and compensation plans
- Strategic planning for staff reductions
- Creating and sustaining essential organizational change
This brief seminar will serve as a catalyst for further strategic study and planning for more effective ways to withstand the vagaries of an ever-changing global market place. This seminar qualifies for strategic credits for SPHR certification.
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Situational Leadership II
In partnership with the Ken Blanchard Companies, Express Employment Professionals is offering this four-hour customized executive briefing designed to provide leaders with a model and the tools for creating open communication and developing self-reliance in those they manage. Using the model will increase the frequency and quality of conversations about performance and development.
You will learn to:
- Develop leaders in your organization
- Ensure managers can coach and develop competent, motivated employees; set and achieve goals; and productively manage projects, people, and teams
- Diagnose the needs of an individual or a team, and then match the best leadership style
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Situational Self Leadership
In partnership with the Ken Blanchard Companies, Express Employment Professionals is offering a program designed for individuals in all levels of the organization. This session will help your employees move from being reactive to proactive, improve problem-solving skills, and help in learning new skills to increase productivity.
You will learn to:
- Help individuals’ become empowered to handle key responsibilities
- Create a culture where each person can lead themselves and embrace change
- Clarify goals and expectations
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Redefining Union Prevention
This management and supervisory only seminar will ensure you are aware of how union organizations are changing and how that will impact you. Also, learn what your HR department can do now to prevent damage in the future.
You will learn to:
- How the Employee Free Choice Act affects you
- The ramifications to small businesses
- Strategies of union-free companies
- Early warning signs
- Legal do’s and don’ts for managers and supervisors
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