Tips for Delivering Mandatory HR Training

Tips for Delivering Mandatory HR TrainingTips for Delivering Mandatory HR TrainingIn every company, Human Resources (HR) training in many employee-related and legally-related topics is mandatory, especially for managers and supervisors. You need to equip your employees to handle their employee relations responsibilities competently and legally. But, for maximum positive impact and learning by the employees, you need to make the training both motivational and engaging- while still fulfilling its legal and educational purpose. HR Training Example To illustrate these tips, the example of developing and delivering a sexual harassment and general harassment training session is used. This session is a common example of this type of mandatory HR training that is conducted by fruchtwein organizations. To start the process, an HR manager sent an email to all senior executives and managers asking them to save a three-hour block of time for mandatory HR training in how to prevent sexual and other harassment in their workplace. The HR manager found out later that the group was totally freaked out by the thought of spending three hours on harassment training. Fortunately for her, what set the parameters for the training session was the video/DVD purchased for the session Preventing Sexual Harassment, from HR Hero. Fortunately for the HR person selected to administer the training session since she was the one who watched it four times in preparation for the session, the video was great. Working with the HR staff, she took the time, in preparation, to jot down every incident of workplace harassment they had encountered over the years. Real workplace stories are so critical in HR training sessions to make dry material come alive. Make HR Training Come Alive These are five actions you can take to make HR training sessions effective and enjoyable for participants. Lets consider the actions taken by this HR manager to make this sexual harassment and harassment training se ssion become more alive. Preparation for training is crucial. Especially for some of the dryer HR-related training topics such as harassment, FMLA, the ADA, employee handbooks, and writing job descriptions, you need to find and plan ways to engage your audience. Reading the law or policy out loud to the group does not constitute training. Consider a mix of visual and multimedia support, discussion, examples from the real work world, and time for questions. Case studies, if realistic for the specific workplace, are a great learning tool. You need to do more of the mandatory HR-related training- not less. Follow-up reading and discussion about the topic of the mandatory training are recommended. Managers and supervisors are the front lines when it comes to managing employee performance and their needs from work- and they need to be prepared to take appropriate action. In harassment, as well as in other law suit-engaging topics, as an employer, demonstrating that you took appropriate steps is crucial. In fact, demonstrating that you took immediate action and that the consequences for the perpetrator were severe, is also critical. Any form of harassment can create a hostile work environment including sexual harassment and how it is addressed. The courts definition of what constitutes a hostile work environment has recently expanded to coworkers who are caught up in witnessing the situation, too. Confidence is required from the leader investigating. The front line leader is usually the person initiating and following through on those steps, so they have to feel confident about what they are doing. So, follow-up reading and support are crucial to a supervisors effectiveness in handling problems. Stories make training live. Try to utilize trainers with lots of real-world, real-time, workplace experience who have real stories. If you do the mandatory training internally, come prepared with examples youve experienced or researched. Know what training is mandatory in your state or locale. This requirement differs in various jurisdictions nationally and internationally. California, for example, requires two hours of sexual harassment training every two years. Why not get in the habit of providing training before mandatory HR training is required by governmental agencies? Ensure your employee handbook has proper guidelines. Make sure your employee handbook has the appropriate policies and standards of conduct needed to educate your employees and provide roadmaps for their guidance. The appropriate policies also give you the support necessary to enforce their implementation in your workplace. Using sexual harassment as your ongoing example, your policy handbook needs a harassment policy, a policy about how investigations are conducted in your company, and a policy that forbids an employee in a supervisory role from dating a reporting employee. Weigh carefully putting any dating or friendship restrictions on employees beyond managers not dating rep orting staff members in your non-fraternization policy. The workplace is one of the logical locations for people to meet and fall in love, as long as the employees engaged in the relationship follow common sense guidelines. But, supervisors dating reporting staff is never appropriate. In these policies, you need to include a strongly-worded statement that retaliation will not be allowed in your workplace, regardless of the outcome of the investigation of the employees complaint. Sexual harassment investigations have been known to go horribly wrong as well. Take the mandatory HR training you provide seriously because the legal consequences of the incompetent handling of employee relations issues can be consequential- and expensive. Since youre doing the mandatory HR training anyway, why not do it well to serve both your best interests and the best interests of your employees. More About Training and gruppe Building 12 Tips for Team BuildingHow to Build a Teamwork Culture Do the H ard Stuff With TeamsTap the Power of Internal Training DisclaimerPlease note that the information provided, while authoritative, is not guaranteed for accuracy and legality. The site is read by a world-wide audience and ?employment lawsand regulations vary from state to state and country to country. Please seek legal assistance, or assistance from State, Federal, or International governmental resources, to make certain your legal interpretation and decisions are correct for your location. This information is for guidance, ideas, and assistance.

Annoying Coworkers - Working With Difficult People

Annoying Coworkers - Working With Difficult PeopleAnnoying Coworkers - Working With Difficult PeopleWhenever you bring togetzu sich a bunch of people, there is a jumble of different personalities. Some of them exist together harmoniously, but there are always a few outliers. The workplaceis no exception. In addition to people with whom you can easilyget along,you will also find some annoying coworkers. What sets the workplace apart from many other settings is that everyone- even those who are the most difficult- must cooperate in order to be productive. Here are five types of annoying coworkers and advice that will help you get along with each one. The Chatterbox Lets abflug with your most affable coworker. The chatterbox usually means well. She is friendly and wants to share all her thoughts (every last one of them) with you. She isnt trying cause harm to anyone...her incessant talking is just keeping you from concentrating on your work. Here are some things you can do to quiet down your talkative coworker so you can get your job done. Dont risk insulting your colleague by telling her to be quiet. Instead, put the blame on yourself. Tell her you to have trouble concentrating while you are listening to her very engaging stories but you would love to hear them at some other time. Just not while youre working. Then, if you truly enjoy her company, have lunch with her once a week (less often if thats too much for you). The Gossip The gossip seems to know everything about everyone and he wants to share it. Should you listen to what your busybody colleague has to say? It depends on the nature of the information. If you have the opportunity to hear the useful news that may not make it through more formal information channels in your workplace, then you should pay attention, but do it with a cynical ear. The problem with gossip is that it carries both elements of truth and fiction. However, if the news being shared is of a very personal nature, for example, he starts telling you about another coworkers marital problems, change the subject or say you dont feel right discussing someone behind his back. Avoid conveying any information he shares with you with others because then you run the risk of becoming a gossip too. The Complainer Theres always one person in a group who can never find anything about which to be happy. If shes not complaining about her health or her family, then her job, the company, or your boss are the subjects of her disapproval. Of course, some of her complaints may be legitimate, but the incessant whining is getting on your nerves. Shes in danger of bringing everyone down with her negativity. Change the subject whenever the bellyaching begins or, if the complaints are centered around work, ask her if shed like your help brainstorming some solutions. Who knows? Together you may be able to solve some problems. The Delegator In almost every workplace youll find someone who wants to share his work with his col leagues. These arent people who have a legitimate reason to delegate work to others, for example, managers or team leaders. They are those who either cant do all the work their boss has assigned to them or dont want to do it. If teamwork is encouraged in your office and you have time to help your colleague, you should. However, if managers are the only ones who have the authority to delegate or you already have your hands full with your own work, then you have to turn down the request. Tell your coworker you dont have the time to take on any moretasks. The Credit Grabber The credit grabber does not acknowledge when others have collaborated with her on a project and contributed to its success. She accepts all the praise without mentioning that she didnt do all the work. The first time this happens, you can consider it a mistake. Maybe she just forgot to say she had help. Let your colleague know you are offended and ask her to let others know about your participation. If she refus es to do that, or if this happens again, make koranvers you let others know about the role you played in getting the project done. Then, unless your boss forces you to work with this person, refuse to help out again.

Cities With Top Paying Administrative Assistants Jobs

Cities With Top Paying Administrative Assistants JobsCities With Top Paying Administrative Assistants JobsFor administrative assistants, its a good time to be a job seeker. Candidates for this role are in high demand in multiple cities across the country, with companies competing for - and sometimes offering higher-than-market salaries to attract - the most skilled people.Job descriptions often vary, but employers always have common wants for admins, including prior experience and a strong work ethic. Companies also want professionals who are proficient with industry-specific applications, which can give an applicant a leg up over others and a eignung advantage when it comes to salary negotiation.Of course, salaries are relative to location - a fat paycheck in Memphis might be barely enough to get by in Manhattan. But the following cities, where administrative assistants are in high demand, offer some of the best opportunities for experienced candidates.auf zu neuen taten AngelesT he biggest need in our market is for professionals with three to five years of experience, says Kim Garstein, a branch manager at in Southern California, but available people in this sweet spot are extremely hard to find.She also notes that hiring managers in the Los Angeles area look for a wider variety of skill sets than they used to. An increasing number of employers here want people experienced with accounting and finance software like QuickBooks and Concur, Garstein says. Were also getting requests for people experienced with CRM systems like Salesforce.The midpoint administrative assistant salary in Los Angeles is $47,190, and senior administrative assistants can earn $56,100 at the midpoint. Keep in mind, though, that Los Angeles is known for its high cost of living, coming in last place among the 25 cities ranked in that category in the Career City Index.SEARCH ADMIN JOBS IN LOS ANGELESNew York CityNew York City is a very competitive hiring market, says Daryl Pigat, a divisi on director here. Top job candidates can field multiple offers, he says, and employers need to be ready to act quickly. Before many employers can get to a job seeker, theyve already started a new job.Employers here seek candidates with a support background and familiarity with Microsoft Excel. According to Pigat, many hiring managers also demand social media and marketing knowledge, but struggle to find candidates with the right amount of experience for their roles - the saatkorn three- to five-year sweet spot as in the LA market.Though its a candidate-driven environment, job seekers still compete with one another for the most desirable positions. Pigat says candidates can gain a competitive edge in the New York market by doing their research on potential employers. Learn about the company and the person interviewing you. Come prepared to ask educated questions, he says.Salaries in New York City trend 40.5 percent above the national average, due partly to the high cost of living he re - which ranked 24th in our Career City Index. The midpoint administrative assistant salary here is $50,228. Senior administrative assistants can surpass $59,700.SEARCH ADMIN JOBS IN NEW YORKMemphisWhile demand for administrative assistants ebbs and flows in Memphis, top applicants typically find jobs quickly, according to Chris Compton, a branch manager in the city. When a candidate has really good experience and a great work ethic, I can usually find a position for them quickly, he says.Beyond technical skills, employers also consider attitude and other soft skills more than in the past. Employers are homing in on when a candidates personality fits with the office dynamic, Compton says.The midpoint administrative assistant salary in Memphis is $33,962, with compensation reaching $40,375 for senior administrative assistants. While thats significantly lower than New York and Los Angeles, the cost of living here is also much lower.SEARCH ADMIN JOBS IN MEMPHISSee the administrative assistant salary for your city and download a free copy of our 2019 OfficeTeam Salary Guide for a complete view of the compensation landscape. If youre ready to find a new position, search administrative assistant jobs across the U.S. today