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HR news articles - Human Resources Information
 
FindaSeminar.com lists hundreds of human resources training seminars, workshops, conferences, and online training classes.  Whether you are looking for training as an HR administrative assistant or if you need to obtain or increase your career skills in HR management, employment law of if you need to attend hr training to meet accreditation and certification goals FindaSeminar.com is the one stop HR training site you need to visit.
Human Resources Management Training
 
If you are looking for a school that offers human resources management training, chances are you will find one that meets your academic needs. With the current rate of economic growth, governmental, private and commercial industries are always seeking well-educated human resources (HR) specialists to fill essential positions.

Relatively speaking, some employers do provide on-the-job training opportunities; however, more and more businesses are seeking those with a comprehensive human resources education to work in departments of office administration, education, communications, human services, technological environments, public administration, and other related areas.

Human resources management schools present instruction in business administration, employee compensation, development and training, management, employee evaluation, leadership, organizational skills, public administration, economics, legal aspects (labor laws, unions, etc.), and many other associated subjects.

Students may participate in certificate or diploma programs at human resources schools. Advanced training from a college or university can result in Associate degrees, Bachelor degrees and Master degrees.

Graduates can anticipate a wide-open field of opportunities in employment. According to the U.S. Department of Labor Statistics, job growth is expected to be faster than many other occupations. For the well-educated professional, earning potential is also quite promising.

If you would like to learn more about Human Resources Management Training, or even Online Resources Management Schools, you can find more in-depth information and resources on our website.

DISCLAIMER: Above is a GENERAL OVERVIEW and may or may not reflect specific practices, courses and/or services associated with ANY ONE particular school(s) that is or is not advertised on SchoolsGalore.com.

Copyright 2007 - All rights reserved by SchoolsGalore.com, in association with Media Positive Communications, Inc.

Notice: Publishers are free to use this article on an ezine or website, provided the article is reprinted in its entirety, including copyright and disclaimer, and ALL links remain intact and active.

Michael Bustamante is a staff writer for Media Positive Communications, Inc. in association with SchoolsGalore.com. Find Human Resources Management Schools, Colleges, Universities, Vocational Schools, and Online Schools at SchoolsGalore.com, your educational resource to locate schools.
Training Design Tips - Choosing Design and Delivery Elements For Your Next Course
 
Your target market has many choices when it comes to workshops, tele-seminars, or home study. How do you make sure yours stands out from the crowd?

One way is having the right design and delivery elements for maximum impact with your audience.

Let's begin with design elements. They are the various ways your content can be used to produce the desired result, also known as your specific and actionable objectives. Some examples of design elements include:

 

  • Participant workbooks
  • Lessons
  • Facilitated activities
  • Pre-work and homework
  • Assessments
  • Video, audio, graphics
  • Discussion (live and message boards)
  • Reflective questioning

 

Notice that the above elements meet a variety of learning styles. Make a list of your potential design elements; as you create your offering, continually review your elements and narrow the list to those that will make the most impact.

Next are the delivery elements - the methods you will use to bring your content (design elements) to your audience. Some examples include:

 

  • Live classroom
  • E-learning
  • Tele-seminars/virtual classroom
  • Online forums and social media
  • Home study
  • Coaching

 

Choose delivery elements that best suit the audience and showcase the content. Also determine if your content can be delivered in multiple ways. For example, can your live workshop also be delivered as a blend of pre-work, tele-seminar, home study, and follow-up coaching? This helps you better leverage your content, meet a wider audience, and increase your revenues and profits. Also make sure to determine your logistical needs such as space, conference lines, a webinar connection, or a way to record your class.

Here's an example to help illustrate design and delivery elements:

 

  • You're creating a course on social media. You have researched and organized your content, and have a list of specific and actionable objectives.
  • Because your audience is widespread, the design elements you've selected include weekly lessons via video/audio, a participant workbook, and home study in between lessons. These elements are balanced and will meet multiple learning styles.
  • Your delivery elements include a private website to deliver the video/audio, plus a group on a social media site for real-world experience and participant interaction. You're also offering small group phone coaching sessions to help learners ask questions, plus retain and apply the information.

 

Each design and delivery element helps the learner to process, apply, and reinforce the content - this is what will help them use your content in their life and come back for more!

I invite you to visit http://www.amyfranko.com and subscribe to my e-course, "5 Essential Strategies for Becoming Booked Solid." I'm the owner and principal learning designer of Amy Franko Consulting. I'm also a certified Book Yourself Solid ™ business coach, serving women who are solo service professionals. I use a simple system of protocols specifically designed to bring more ideal clients into your business, even if marketing and selling isn't something you like to do! If you'd like to include this article on your website or in your e-zine, please make sure it remains intact and include the blurb above.
(c) 2009 Amy Franko Consulting, LLC
The Critical Components of Human Resources Training
There are a few ways human resources training is conducted. For many large companies, a well-trained human resources department is key to running a successful business. Employees of these companies need a place where they can go when a payroll discrepancy occurs, a complaint needs to be filed, or when management needs a report on productivity and or labor management. The human resources department becomes a voice for the employee who is not always heard in a large company. This is why training is so important. Human resources training occurs in all cities in most major companies.

Most colleges offer degree programs in human resources. Usually two year degrees, many schools now offer four-year degrees which also incorporate business management and dispute resolution. These degrees can be taken to any company in search of a trained human resources person.

There are many areas in human resources training one can specialize in from payroll, benefits, workman’s compensation, to running a human resources office. There are many career opportunities for those who want to help those who work in factories, and other large industries.

Online training has become popular in recent years. With schools like the University of Phoenix and others, a person can receive human resources training from the comfort of home. If a person wants to take many classes or just one or two, online programs offer flexible schedules.

Many people who take classes online have jobs and other commitments. They might be looking for additional human resources training or are trying to find a new career path. Either way, these schools offer the same classes as traditional classes at a university.

Sometimes companies will sponsor seminars for their staff. This is another way human resources training is offered. Through these seminars, people learn about conflict resolution, which are ways to handle arguments between two or more people. Conflict can occur at any time during the workday.

It is important how a person handles it. With proper human resources training, a person can diffuse a situation which could have resulted in physical or verbal violence. These seminars, taught by private consulting companies are one or two days. People leave these seminars feeling better about their jobs and able to implement new skills.

Human resources training is on-going. There is something new to learn whether it is a new payroll program, a new labor tracking program, or how to handle employees who are angry and need someone to talk to. It is important to remember that people have concerns and need to have someone who will listen and take the proper measures to ensure their complaint does not go unnoticed.

Visit Human Resources Training and Human Resources Management for more information about these subjects.

 

You can also visit Mary's main Article Directory for other related articles about this subject.

Interview Training For HR Professionals
 

Interview training is not just for candidates, it is also for the human resources staff who are doing the actual interviews. Times are changing and companies must efficiently select those individuals who will be working and representing them. According to the recently published government report on Feb 5, 2009, 'Ontario in the Creative Age', 80% of our population is currently employed in the service industry there is a huge demand for people who are able to make good decisions and have the capability to understand other people and to work in team settings. Without interview training how, as an employer, are you going to be proficient at separating the wheat from the chaff?

Hiring employees is complicated and challenging and probably the most important management function that you perform - you need to get it right. Not getting it right can mean a lost customer base, high employee turnover, increased operating costs, lost opportunities and low employee morale. Most hiring mistakes are either from hiring someone who should not have been hired or not hiring someone who should have been. Interview training programs assist employers to make a quick analysis of a person's suitability for the job roles sought and allow them to make informed choices.

First impressions are important and often they are made within the first 3 minutes of meeting someone. In some cases a person's positive attributes can outweigh the negative ones. With a base in interview training, you will be able to see beyond the initial good impression and learn how to delve more deeply into any negative attributes or lack of skills that may be detrimental to the job on offer. Alternatively, something as simple as a weak handshake can prejudice you against someone who other than their initial contact could be perfect for the job. Interview training teaches an open-minded approach that cuts through the pitfall of first impressions.

Communication is essential to the hiring process. The inability to ask the right questions or to hear what the candidate is really saying often leads to a misinterpretation of the discussion and in some cases the hiring of the wrong person. Using interview training you will learn the correct questions needed to garner information and to test the candidate's knowledge. You will be shown examples of body language and become proficient in seeing the unspoken message through a person's mannerisms and posture. You will be taken through a start-to-finish interview process that will make you comfortable and expedite the search. Interview training will give you an understanding of both sides of the table, the skills to see what isn't visible and the ability to get your job done in a calm, confident and efficient manner.

Hiring an employee is part of the process but sometimes an employee has to be let go. Interview training will prepare you for this unpleasant task by enabling you to understand the services of your organization's outplacement services and be able to successfully communicate the package and services available to a former employee.

Interview training is a practical course that offers the tools and methods to help you prepare to get the results you want. To conduct a better interview training is imperative if you want to learn how to define exactly what you are looking for in a job candidate. Interview training programs for HR professionals will put you at the top of you game and make you an important asset to your company.

The Career Council

The Career Council is the #1 person-to-person answer for Job Interview Expertise. We offer the solutions to your issues, the secrets of successful interviewing and the skills training needed to transform you into a Key Candidate. Check out how we can help you!

Interview training

Human Resource Department - How They Train And Develop Human Resources
 
The corporate world and the educational institutions the world over are rightly recognizing the need for human resource management skills. Many companies are working at developing these skills in managers to effectively manage human resources in the organizations. Human resources comprise the manpower any organization has and the skill to effectively manage these resources includes being able to communicate well with customers and employees of the organization.

Human resource departments are responsible for recruiting people for the various other departments and training them to suit the roles of the company they are hired to serve. Human resource training and development is an on going program for any HR department. New recruits need to be trained to work within the policies of the company and also carry out their duties flawlessly. It is the responsibility of the HR department to organize and train the people in their respective fields.

It is not only the manpower at the floor level that needs to be trained before they are handed over to the managers of the various departments but also the senior executives of the company must receive a training no matter what their experience may be. Policies vary from company to company and the heads need to be aware of the policies they will be working with.

Human resource training and development also encompasses training existing employees to work with new business processes from time to time. Employees may be shuffled between departments and this is where they need to be trained again. Refresher training is nothing new to human resource training and development.

Human resource training and development is a career option for many people who want to take up management as a career. There are many programs one can choose from as almost every university and college in the world offers a program in the field of human resource management. Human resource training and development is just one of the fields that the entire training program encompasses. HR management as it is commonly called these days is a very lucrative career with many career advancement opportunities. The skill set required by a successful HR training and development manager is communication, leadership, administration and computer skills, the better the skills the better the chances of climbing the ladder in the field of human resource training and development.

Human resources is by far the most important department an organization can have. It is the HR manager that recruits and trains the new employee so if an employee turns out to be more of a liability for the company it is the HR manager that needs to take the rap. It is the HR department that needs to recruit employees who actually turn out to be assets for the company and then it is the HR department that needs to retain the employee. It is not only the recruiting, training and retaining process the HR department is involved in but also the dismissal process as well - but that is another story.

Abhishek is a Career Counselor and he has got some great Career Planning Secrets up his sleeves! Download his FREE 71 Pages Ebook, "Career Planning Made Easy!" from his website http://www.Career-Guru.com/769/index.htm. Only limited Free Copies available.
Human Resources Tip - Conducting a Training Needs Assessment
 
Employee training and development is extremely important for an organization. Without properly trained employees companies may be, in some cases, open to legal liability (i.e. when it come to issues such as diversity) and, in other cases, at risk of squandering the talents of promising and gifted employees. There are many different types of employee training, from affirmative action to workplace safety; but in order to know what is necessary and what is not, a properly conducted training needs assessment needs to be implemented. Here are three easy ways for a human resources specialist, or any employee for that matter, to conduct a training needs assessment:

 

  • Talk to the employees - As with many scenarios, simply talking to employees will reveal much of what is needed. Simple questions to ask could be: "Are you having any problems while at work?" Or, "Are there any ways in which additional support could help you to do your job better?"
  • Observe - This method is closely tied to a similar scenario - conducting a comprehensive job analysis. Take detailed notes surrounding the daily activities of employees (or yourself). Look into their accomplishments, the methods they used to complete their assigned tasks, the time it took for them to complete their work, the setting in which they performed their duties, and what, if any, support they were given. By making detailed observations of employees' daily activities, it will be easy to see any training and development needs.
  • Follow the paper trail - Take a look at the documented information available for an employee. Have they been involved in any accidents? Have there been any complaints made about them (i.e. sexual harassment)? Any documentation that can be found may be a good jumping off point for determining the employee training needs.

 

Ben Nash is the editor-in-chief of DailyHRTips.com. He is the founder and chief developer of the blog, providing tech/design support as well as tips and book reviews. Ben has held many interesting jobs in his professional career, including: barista, landscaper, public policy intern, barista (again), professional horse wrangler, ski lift attendant (aka "liftie") , political science teaching assistant, marketing and sales assistant, ecommerce/web developer, and Supreme Allied Commander of NATO (briefly). Due to his constant "dabbling", Ben has interacted with many people, in many different organizations and offers some interesting insight on the human resources game. Please contact Ben at ben@dailyhrtips.com or visit http://www.dailyhrtips.com.
Managing HR in a Recession - Part 1
Is there or isn't there a recession? We know things have slowed up a bit in some areas, but recession is a big word. Is it just a figment of the media's over-active imagination? And can your business afford to take the chance that it is? Here are a number of HR tips to help keep your company recession proof.

Keep recruiting

Most of the time, economic downturns are short-lived so keep the bigger picture of long-term growth in sight. Keep your nerve. It's easier to invest training time for new recruits during slower growth periods. It's also worth remembering that if you dismiss employees during a recession, not only is there a cost, you will have to appoint someone to take their places when times get better - and that can cost a lot more money in the long run.

Don't recruit a problem

In the first instance, it's essential, in tough times, to ensure that you've got the right people working for you. The recruitment process should be conducted with rigorous thoroughness.

There are three key areas to note:

- Legal requirements
- Best practice
- Collect facts

Do make sure that you ask questions that are relevant to the job being recruited for and don't be afraid to build in some testing. Some excellent CVs don't hold up under scrutiny. Once the candidate was tested and evidence collected to see if he/she could deliver the skills claimed, the results were both surprising and disappointing.

Apportion your resources wisely

Limit activities with limited business purposes. Instead, organise a sales or other company meeting with a clearly defined profit purpose. You can make it fun, for example, using a suitable speaker. Create specific individual performance requirements from the meeting.

Reduce expenses that don't add value. Instead include low-cost but high-impact benefits at a time when the rest of the business world is cutting back.

Keep talking

Be honest with employees about difficult times. Let them know how you're doing so that they understand the true financial picture. Often employees are willing to make cuts and changes when they understand the facts. There are no winners if the business goes down. Talking clearly and honestly with your employees also helps to reduce the rumours flying around the workplace.

See the silver lining

Give employees positive feedback whenever you can. Acknowledge when a job is well done, and consider non-cash incentives. It can make a big difference to employee motivation.

Irrespective of the financial climate it's reasonable to ask employees to do their best. If they're not performing to their full potential, a suitable performance appraisal, encouraging input from both parties, can be useful.

Keep up to date with employment law

Just because there's a recession it doesn't mean that employment law stops developing. Look for cost-effective ways of keeping up-to-date - sign up for free newsletters and subscribe to great value products or services which cut your costs, but still keep you up-to-date with practical information and advice, keeping you abreast of the ever changing employment law.

Keep on training your people

All the research shows that the companies who weather the storm best perform better because they keep up their training. It doesn't have to be expensive classroom training. There are so many cost-effective alternatives - buy a book (or series of books), arrange virtual classroom or online training, encourage employees to be seconded on to other projects or work outside their usual sphere of activity.

For more information and free resources visit our website http://www.russell-personnel.com

Kate Russell is a human resources expert. She specialises in employment law and practical problem solving in the workplace. A qualified barrister, she worked in industry before setting up her own business, Russell Personnel & Training, which through the HR Hotline, employment law training and HR products, delivers robust and practical HR solutions.

Kate's unusual combination of legal training, line management background, and hands-on HR experience has resulted in her being an accomplished advisor and trainer in employment law. She is a charismatic and entertaining speaker, and her brisk no-nonsense style has earned her the nickname 'The Headmistress'.

Kate delivers a variety of employment law training courses. She is the author of several successful books, and records a quarterly audio update called 'Law on the Move®'.

Her latest book Off the Sick List! How to Turn Employee Absence to Attendance is wowing HR professionals everywhere. Read a few pages of Off the Sick List!

Human Resources Management Online (HR)

The Human Resources Manager acts as a liaison between an employer and other employees, playing an important and vital role in business. An online degree in Human Resources Management prepares the graduate for a career related to recruitment, selection and termination of employees, as well as overseeing employees' training, compensation, benefits, and working conditions.

Through a distance learning course, it is possible to earn 100 percent of the credits needed to obtain certification or a degree in Human Resources Management. Future Human Resources Managers can study online at their own convenience, in the privacy of their own homes, while maintaining current employment.

Some online Business schools offer a Human Resources Management certificate upon successful completion of an entry-level course of study. Other schools offer Associate (AA or AS) degrees, or advanced degrees such as a Master's of Business Administration (MBA), with an emphasis on Human Resources Management. Post-graduate students may specialize in areas such as Personnel, Labor Relations, Human Resources Administration, Training and Development, or Compensation and Benefits.

The online Human Resources Management curriculum may include professional development, labor law, collective bargaining, labor economics, benefits planning, business administration, public administration, psychology, sociology, political science, economics, statistics, computers, information technology, and many more related subjects.

Positions in Human Resources Management can be some of the most prestigious and lucrative of administrative positions. Depending on the company and the qualifications of the individual, a Human Resources Manager can earn a salary in the range of $60,000-$90,000 or more per year.

If you are interested in learning more about Human Resources Management, feel free to research our site for more in-depth information and resources.

Copyright 2006 - All Rights Reserved
Michael Bustamante, in association with Media Positive Communications, Inc. for SchoolsGalore.com

Michael Bustamante is a staff writer for Media Positive Communications, Inc. in association with SchoolsGalore.com. Find Human Resources Management Online at SchoolsGalore.com; meeting your needs as your educational resource to locate schools.

Regular Employee Training Ensures Results

There are a number of ways that one can attempt to revitalize the employee training program, and one should consider a regular training schedule until the level of knowledge and expertise is up to standard.

Regular employee training is a must from a branding and product knowledge perspective, especially if one has a high staff turnover as well as if one operates in an ever changing business environment. One of the main benefits of regular employee training is the time spent discussing the developments within the marketplace and addressing the training needs from there.

A human resource training or business owner is often removed from the so called trenches and therefore may not experience the difficulties or the market changes as do the sales or administrative employees who are dealing with the customers and the products continually. Hence by establishing a weekly session, one has the opportunity of remaining in contact with the staff and the marketplace, which is expressed via the staff.

By labeling the employee training as a brainstorming session one is also encouraging the participation and interest of the employees, which therefore creates a good forum for development within the company.

Within the employee training sessions, there is an element of team building which is vital in any company, no matter how big or how small. The company has to operate as a team for the success of the business, and although as a business owner or trainer one knows that this is important, the employees tend to lose sight of this as they are ultimately getting caught up in the daily grind of the business and not viewing the strategic goals and direction of the company as a whole.

In encouraging the regular training sessions, another concept is to allow the employees to run the sessions themselves. This will also contribute to the team building as well as the content of the sessions. Although we have to bear in mind that certain items must be addressed by the trainer or the business owner, you will be surprised as to the amount of creativity that is generated by the staff members in terms of these sessions.

This is largely as a result of the fact that the marketplace dictates to the sales person or administrative person as to what the client is looking for. They in turn will share that from their perspective and add value to the company's operation processes; this in turn is extremely valuable feedback for the company.

By implementing and encouraging these sessions, as well as the participation of each and every employee will provide numerous benefits to the trainer and business owner. This serves to gauge the required knowledge as well as the level of cooperation within the business. The scheduling of the employee training sessions is vital to remain aligned with the market place, with the business' employees as well as the direction of the company.

Chris Kennelly talks on Business Training and Management or even Training the Trainer, as the training should stay on top of the market. Find out more at http://traininglynk.com/training.

Six Sigma Projects in the Human Resources Department

The Human Resource department is suited in two ways for Six Sigma projects. One is implementation of a project in the HR activities, and the second is the involvement of the HR department in carrying out some of the activities in the execution of Six Sigma project at the organizational level.

It has to be understood that though HR is not a huge department of the organization, it has a huge effect on every organization. Human resource is human capital and has to be considered for good returns on investment. The processes have a major impact on the employee's efforts for delivering services or product.

They can handle the responsibility of retaining the employees while balancing the financial needs of the company.

There are various compensation and benefit areas which are taken care of by the HR department, such as payroll administration, time and attendance management, leave policy, stock options and so on. Projects such as automating the paycheck deposition process, faster performance review systems and eligibility study for ESOPs can be considered for the betterment of these activities of the HR.

With regards to human resource management, they have payroll information services and others to be taken care of. There could be a need for projects like integrating multiple payroll systems for remote locations and consolidation of employee information database.

Labor Relations

The most important area that HR personnel have to take care of is labor relations, with regard to employee absenteeism, dispute resolution, health and safety issues, union negotiations, interpersonal communication and discrimination and harassment issues.

There could be projects undertaken to address the discrimination and harassment by way of monitoring and compliance audit, systems for improved communication among employees and executives and DFSS process design for termination and dismissal.

There could be projects aimed at overall organizational development with regards to the career and succession planning, leadership issue, change management, workplace planning and organization, performance improvement and communication programs.

Staffing, Training and Retention

One basic responsibility of the HR department is staffing, background checks, selection and training and retention of employees. They have to design and schedule training and development programs for new employees, as well as existing ones.

They also have to handle employee contracts for permanent and temporary employees and smooth the process of relocation and outsourcing of employees. They have to manage the retrenchment issues and exit interviews. There can be projects like creating self-learning and evaluation modules for the employees.

Projects to improve the hit rate for job postings followed by quick responses to the applicants, reduction in unnecessary security checks and so on can be undertaken by the HR department as part of the Six Sigma project.

If you review the above listed projects, you will understand very well what impact the Six Sigma projects in the HR department will have on the other processes. It will surely lead to improvement of the human capital, thus ensuring good returns in the form of improved productivity and efficiency in the activities they carry out.

Tony Jacowski is a quality analyst for The MBA Journal. Aveta Solutions - Six Sigma Online ( http://www.sixsigmaonline.org ) offers online six sigma training and certification classes for six sigma professionals including, lean six sigma, black belts, green belts, and yellow belts.

Has Your Human Resources Training Prepared You For Change?

Find The Best Success With The Help Of Change Management Training

Business need to adapt as they try to grow and expand, these growing pains can often be difficult on employees.

No matter how much human resources training a manager has, he or she likely has not been specifically trained on how to help employees deal with change. Yet, with the rapid evolution of technology and today's business world, it is essential for companies to be able to adapt to the needs of their customers.

Therefore, it is important for supervisors to go through change management training in order to make these transitions happen as smoothly and successfully as possible for everyone involved.

Problems Encountered With Change

There are many roadblocks that can stand in the way as companies plan and react to their evolving environment. Some of these obstacles include...

• Management's uncertainty about how to implement it
• Employees who don't believe in the change and don't want it to happen
• Employees who are concerned about how it will affect their jobs and therefore, resist it
• Failure of management to take full advantage of the opportunities and benefits it provides

Unfortunately, a business cannot successfully implement many modifications, if its employees and managers are not on board. Therefore, it is important for all managers to receive change management training. By doing so, they can properly lead their employees and minimize the negative consequences.

Putting Human Resources Training To Work

Many supervisors have gone through some sort of human resources training to help them improve the productivity of their employees. While some of these same tactics are put to use as a business evolves, there are some specific tactics that supervisors can learn from change management training in order to make any transition as easy on them and their employees as possible.

This includes learning tactics such as...

• Proactively gaining employee support for new processes or goals
• Structuring effective communication networks to support the
• Anticipating negative employee reactions and planning appropriate responses
• Implementing conflict management techniques
• Counseling employees who are unable to cope or adapt

Since many of these tactics are not regularly included in traditional human resources training, it is in the best interest of a company to have their supervisors complete change management training before fully implementing modifications in the workplace. This can help ensure the transition is completed as quickly and smoothly as possible -- while also providing the best chance of success.

Restructuring an organization, its goals or processes can be managed and completed successfully, especially when prior human resources training is leveraged.

So, what do you want to change in your business today?

Bill Walsh, managing director of Proven Training Solutions, has successfully developed and delivered over 2500 training engagements throughout the U.S., Canada and the U.K. With over 25 years experience as a management and training consultant, his expertise includes all levels of management and supervisory development, project management, team building, as well as, customer service and time management. He has appeared on radio, television and has been quoted in Fortune Magazine and the Wall Street Journal. For additional information and proven solutions to your training problems visit http://www.proven-training-solutions.com

Core Roles Of A Human Resources Expert
 

The human resources department is one of the most important departments in an organization. Almost all the activities of an organization revolve around the HR department. A Human resource professional must perform a lot of functions and roles in an organization towards the actualization of the corporate goals and objectives of the firm in a way to drive the organization's vision and mission.

The core roles of a human resources person are grouped into four broad roles that must be carried out professionally. The Human resources professional must be all of these:

A STRATEGIC PARTNER TO HIS ORGANISATION.
AN ADMINISTRATIVE EXPERT.
A CHANGE AGENT.
AN EMPLOYEE CHAMPION.

As a strategic partner, the HR professional must be able to partner with the organization in developing plans that will align the human resources of the firm with the long term corporate goals and vision of the firm. He should be able to contribute to business strategy development by aligning HR jobs with strategic goals. He should be able to provide tools and create an enabling environment to actualize these goals. He is the eyes of his firm in the outside world and should be a liaison between his firm and the society, environment and government. He should be able to analyze work processes and recommend improvements where necessary. He should develop policies that will benefit the firm, Management and employees alike.

As an Administrative expert, the HR professional is expected to carry out administrative duties like providing the necessary tools needed for the organization to operate successfully. He should be able to manage the overall labour costs in his organization and plan for administrative budgets. As an administrative expert, the HR person should be an information manager. He should have at all times all data relating to employees and make same available …at all times. The HR person should be able to discover new and evolving trends that will be beneficial to the company and advise Management accordingly. He should always conduct research to find out what is obtainable in other firms that makes them tick and advise management. The HR person should be able to manage HR budgets (recruitment, selection, training and development, etc. He should be a good negotiator in times of salary decisions.

As a Change agent, he should be able to find out new ways of doing things that can move the company forward. He should be able to convince Management on the need for the change and address employees about changes. He should coordinate and facilitate the change process. He is to provide the tools and structures needed during change period. As an expert, he should be able to create a new organizational change without disrupting the firms business.

As an Employee Champion, the HR professional should be able to manage the selection, recruitment, training, development, career planning, performance management, succession planning, and Staff retention exercises. He is to determine the long term human resources needs, assess current resources and determine area of changes. He is to determine whether human resources needs can be sourced internally or externally. He is to conduct training needs assessment, to determine the type of training that will benefit the staff and organization. Conduct and arrange for trainings and determine the training results on the productivity of the firm. The HR professional manages and carries out career management in a way to align the employees' dreams with the organizational requirements. Also as an employee champion, the HR expert is to carry out performance appraisal exercises to determine staff performances in their present responsibilities a well as determining those that will be rewarded, promoted, demoted and recognized. As an employee champion he should be involved in grievance handling and disciplinary issues in the firm. He is to handle all employee related matters like leave issues, medicals, pension matters, housing and general welfare issues.

In summary a HR professional should be able to perform the following functions; Manpower planning, recruitment, compensation and salary issues, employee development and administration, Training and career development, labour relations and discipline management, personnel transfer and movement, performance management Human resources information system, payroll, organizational development etc.

Six Types of Training and Development Techniques
 
1.On-the-job Training and Lectures

The two most frequently used kinds of training are on-the-job training and lectures, although little research exists as to the effectiveness of either. It is usually impossible to teach someone everything she needs to know at a location away from the workplace. Thus on-the-job training often supplements other kinds of training, e.g., classroom or off-site training; but on-the-job training is frequently the only form of training. It is usually informal, which means, unfortunately, that the trainer does not concentrate on the training as much as she should, and the trainer may not have a well-articulated picture of what the novice needs to learn.

On-the-job training is not successful when used to avoid developing a training program, though it can be an effective part of a well-coordinated training program.

Lectures are used because of their low cost and their capacity to reach many people. Lectures, which use one-way communication as opposed to interactive learning techniques, are much criticized as a training device.

2. Programmed Instruction (PI)

These devices systematically present information to the learner and elicit a response; they use reinforcement principles to promote appropriate responses. When PI was originally developed in the 1950s, it was thought to be useful only for basic subjects. Today the method is used for skills as diverse as air traffic control, blueprint reading, and the analysis of tax returns.

3. Computer-Assisted Instruction (CAI)

With CAI, students can learn at their own pace, as with PI. Because the student interacts with the computer, it is believed by many to be a more dynamic learning device. Educational alternatives can be quickly selected to suit the student's capabilities, and performance can be monitored continuously. As instruction proceeds, data are gathered for monitoring and improving performance.

4. Audiovisual Techniques

Both television and film extend the range of skills that can be taught and the way information may be presented. Many systems have electronic blackboards and slide projection equipment. The use of techniques that combine audiovisual systems such as closed circuit television and telephones has spawned a new term for this type of training, teletraining. The feature on " Sesame Street " illustrates the design and evaluation of one of television's favorite children's program as a training device.

5. Simulations

Training simulations replicate the essential characteristics of the real world that are necessary to produce both learning and the transfer of new knowledge and skills to application settings. Both machine and other forms of simulators exist. Machine simulators often have substantial degrees of. physical fidelity; that is, they represent the real world's operational equipment. The main purpose of simulation, however, is to produce psychological fidelity, that is, to reproduce in the training those processes that will be required on the job. We simulate for a number of reasons, including to control the training environment, for safety, to introduce feedback and other learning principles, and to reduce cost.

6. Business games

They are the direct progeny of war games that have been used to train officers in combat techniques for hundreds of years. Almost all early business games were designed to teach basic business skills, but more recent games also include interpersonal skills. Monopoly might be considered the quintessential business game for young capitalists. It is probably the first place youngsters learned the words mortgage, taxes, and go to jail.

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HR KPI - The Use Of Balanced Scorecard Metrics In Managing Human Resources
 
HR is a crucial supporting function whether you have a team of 2 or 2,000 and business managers need to get the very best out of their people if they are to get the very best business performance. KPI's typically lend themselves to monetary or physical metrics such as dollar value of sales or number of widgets produced by a team or region. KPI's or balanced scorecard metrics (the two are essentially one and the same) provide management and decision makers with an overview of business performance and software based solutions give a dashboard type presentation that allows users to "drill down" to view performance at the micro level.

Applying KPI's to non-monetary functions such as HR, that do not produce a tangible dollar benefit or a physical item in production still lend themselves to KPI analysis. We just have to look at what these business units (taking the HR department as the example) are actually producing in terms of training days delivered, staff turnover ratios, sick days taken. If you view the HR function as producing an indirect benefit to the business operation (which you will do if you are allocating the cost of the HR Department out to operating divisions) then it will follow that simply looking at training days delivered is not a useful measure of contribution to business performance. Combining training days delivered to the sales force coupled with increases in sales revenue would be a better metric that seeks to represent the correlation between training and improved revenue.

Similarly combining HR metrics with other tangible dollar denominated revenues and expenses can provide a good set of indicators to assess and control the contribution of the HR department to the organization. Does the implementation of a staff benefit scheme affect employee turnover ? If employee turnover remains unaffected upon introducing staff medical benefits, then is the continuing expense really worthwhile from a commercial point of view ?

This leads on to an interesting point with KPI's, particular those used to measure the impact of the HR function on an organizations human resource. It is simply this, that KPI's will usually prompt more questions than they will in fact answer. KPI's if properly designed and implemented will advise management and decision makers on what and where something has happened but it is unlikely to say why it has occurred, particularly if you are using raw metrics. Management will almost always be required to ask more questions before they are able to arrive at a decision on action to take if any.

KPI's are not only about measuring metrics, they are also about exercising control over activity and expense. The knowledge that HR are collating data on staff sickness for instance will in itself help reduce unauthorized absences simply by virtue of the fact staff know they are being monitored. Likewise productivity is likely to increase or be maintained for the very same reason, however skilled use of KPI's can also bring about increased business productivity and profitability but the key issue is knowing what the metric you choose actually is telling you.

If you are interested in HR KPI, check Sam Miller metrics web-site.
Pursuing Human Resources As a Career
 
Planning a career path suitable to your natural talents need not be a challenge, particularly if excel in personal relations. If you consider yourself outgoing and able to get along with people, if you enjoy research and organizing any number of tasks to help other jobs run smoothly, you may wish to pursue a career in Human Resources.

What is "Human Resources"?

At first glance, one might think the prime duty of this personnel position is to collect resumes from job applicants and arrange interviews. While it is true that the HR Department is the first stop for any candidate, an employee's association with such a director doesn't end once the position is offered.

HR workers are an integral part of any place of business. Just as a high school guidance counselor helps steer students toward scholarship opportunities and career and college information, so the manager in your building is there to assist you with work benefits, insurance enrollment, and training. Human Resources is responsible for overseeing 401(k) programs and work leave policies, relations between employers and employees - and unions where applicable - and must be knowledgeable of laws and regulations that can affect work flow. A personnel manager is a teacher, mediator, and morale officer, and one who is strong in these skills can help a company achieve optimal work production.

If you feel you have the personality and talent for managing the needs of large groups of people, this field could be your calling. Even in times of economic doubt, companies require the work of this kinds of managers to look over employment budgets and prepare retirement and severance packages. To be considered for a position in HR, it is strongly recommended to obtain at least a Bachelor's Degree in Human Resources. Advanced degrees are also available in this field, and may attract you in the future if you wish to look into training future HR managers or work with a national corporation.

Jobs in Human Resources

Once you have the requisite schooling, you will find various opportunities within your field for which you are qualified. Thorough research of classifieds and online marketplace sites may yield these and other related vacancies:

 

  • HR Generalist
  • Employee Relations Specialist
  • Human Resources Director
  • Recruiter
  • Employee Compensation Specialist
  • Staffing Coordinator
  • Manpower Analyst
  • Security Assistant
  • Training and Development Specialists

 

For a rewarding career suited to an extroverted personality with a knack for strong planning, Human Resources could be the career for you.

Kathryn Lively freelances articles on finding jobs in Virginia Beach and jobs in Norfolk.
Creating an Effective HR Training Program
Whether it is for new hire orientation, skills enhancement, and/or personal development, there is a need for HR training programs. Whatever the reason may be, it is important to have a quality training program. This will keep your staff motivated in learning necessary skills and concepts, which in turn, would increase your department's and your company's profitability.

The effectiveness of your program relies primarily on its quality and variety. You could make one laden with valuable information. However, you need to make sure that it is structured in such a way that your staff can and will absorb as much of it as is possible. Let us take, for example, the training program that every company has - new hire training. This is the very first training you give to new employees. It is not limited to orienting your new staff about the company and its existing policies and procedures. This is also where your trainees learn and fully understand their job positions, functions, and how they relate to the organization as a whole. It includes expectations of their jobs, the skills they need to do the job well, and how they affect the company.

Unquestionably, this training is crucial to the successful operation of the company. So, how do you make this program effective? It starts with having an updated training manual. Since this would serve as their visual guide, the manual is vital in preparing your new staff for their position. Keep in mind that the manual is not for you or for your boss. It is for your trainees. Therefore, design it for them. Keep it interesting and easy to understand. If you think it would help, you can even use graphics or language that is not necessarily "corporate".

Seating a new hire next to a seasoned associate would also be another effective technique in new hire training. Your new staff would see firsthand the many aspects of the job and how the concepts he learned in the initial training are applied. Often referred to as side-by-side training, this would be a good way of introducing the new hires to existing employees. It creates an opportunity for them to develop a working relationship.

There is definitely a lot to learn in this training. However, it is said that a new associate would only absorb about 40% of the information from it. Thus, there is still a need for further training. These are the equally important continuing education programs. It is only logical to first have a goal in mind before making these programs. What do you hope to achieve with this program? Is it to enhance employees' skills? Is it for their personal development? Or is it a combination of both?

Once you have determined your objectives, you can then design an HR training program that would best meet these objectives. Again, it is important to keep in mind who your participants are for this training. It must be tailored according to their needs. It would also help to keep a diverse group to encourage lively discussions. Always keep your training sessions fun and interesting. After all, technical inputs are important, but they might all just go down the drain if staff members are not excited about learning.

If you are interested in HR training program, check this web-site to learn more about hr balanced scorecard program.

Evaluate Human Resource Training Programs to Determine Effectiveness

Candidates cannot hold PHR Professional in Human Resources and SPHR Senior Professional in Human Resources certifications at the same time. The certification shows mastery of the HR body of knowledge as outlined by the Society of Human Resources. Candidates should consider if certification meets their individual needs at this time. The exam itself is quite intensive and covers a wide range of HR knowledge from laws protecting employees to complex compensation plans. An example of a future exam question is the best situations to train employees in so learning can easily take place. Select the facilities Choose facilities that are appropriate, comfortable, and convenient. Avoid rooms that are too small, noisy, or stuffy, or have uncomfortable furniture. Avoid places that are too hot or cold, or that have inconvenient locations. Select the instructors. Instructors should know the subject, enjoy teaching, communicate well, and be effective at getting people to participate. Seek "learner-oriented" instructors who are focused on meeting the needs of your trainees. Select and prepare audio-visual aids Audio-visual aids help participants stay interested and encourage communication. Coordinate the program In some cases, an outside trainer will handle the coordination details and will teach. In other cases, you or others in your organization will assist with the details of coordination, such as arranging for meals and for materials such as flip charts, handouts, and reaction surveys. Evaluate the program - Plan your approach to evaluating the program's effectiveness.

You want to evaluate training programs to determine how effective they have been and how you might further improve them. Other reasons for evaluating programs might include determining whether or not to continue a program and to assess the importance (or continuation) of a training department by showing how it contributes to the company's objectives and goals. To improve a training program, focus on eight key areas when you conduct an evaluation:

1. How well does the subject matter meets the needs of attendees? 2. Is the current leader the best-qualified person to teach the program? 3. Does the leader use the most effective methods for maintaining interest and teaching the content you want taught? 4. Are the facilities satisfactory? 5. Is the schedule appropriate for participants? 6. Are the teaching aids (audio-visuals, etc.) effective in holding participants' interest and improving communication? 7. Was the program was coordinated effectively? 8. What can you or the trainer do to improve the program?

Most trainers use reaction sheets, which come in dozens of formats. Determine what you want to find out and design a survey form and scoring sheet to quantify reactions specifically along those lines. Encourage participants to write down their comments and suggestions. Strive for a 100% immediate response. Encourage an honest response by telling participants not to write their names on their evaluation forms. You can develop acceptable standards several ways, such as tabulating responses to get a baseline rating. Then, measure your reactions against these standards, and act accordingly to improve the program if necessary. Finally, communicate these reactions as appropriate to the program trainer or top management, so the program can be modified or continued based on these results.

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Human Resources Management Schools Prepare HR Professionals

Human Resources Management Schools, colleges, and universities provide programs of study in diverse areas of human resources management. Responsibilities can vary widely for human resources management departments.

Human Resources Management Schools prepare students for HR departments in large corporations that are responsible for developing and managing programs and policies, and for directing, coordinating, and managing company operations. Human Resources Management Schools also prepare students for supervising activities of employment, job analysis, position classifications, training and development, employee relations, as well as compensation, benefits, and pensions. Students might also be prepared for smaller companies with HR departments that expect human resources management to be limited to activities of employment and placement, hiring and separation, and supervision of workers.

Bachelor of Science in Human Resource Management (BSM) prepares students with theory and practical knowledge for business administration and human resources and midlevel management. Bachelor level students in Human Resources Management Schools will study recruitment, selection, team dynamics, compensation, benefits, records management, etc. Human resources management bachelor degree programs will concentrate on developing a broad understanding of relationships between human resources and productivity. Students may choose to specialize in areas of recruiting, training, relations, employee benefits, and others.

Master of Science (MS) and MBA/HRM programs provide classes in management theory, techniques, and business practices. Programs for specializations in human resource management schools aim to develop expertise for strategic planning and that strengthens skills for defining and assessing problems, as well as concepts and skills for managerial and supervisory tools applicable to public and private sectors of businesses and non-profits.

Post graduate certificates and PhD degrees in human resources management specializations are also possible.

If you are interested in learning more about Human Resources Management Schools, please search our site for more information and resources.

DISCLAIMER: Above is a GENERAL OVERVIEW and may or may not reflect specific practices, courses and/or services associated with ANY ONE particular school(s) that is or is not advertised on SchoolsGalore.com.

Copyright 2006 - All rights reserved by Media Positive Communications, Inc., Managing Organization for SchoolsGalore.com.

Notice to Publishers: Please feel free to use this article in your Ezine or on your Website; however, ALL links must remain intact and active.

Michael Bustamante is a staff writer for Media Positive Communications, Inc. Find more on Human Resources Management Training, as well as Online Human Resources Management Programs, at SchoolsGalore.com; meeting your needs as your educational resource to locate schools.

Training Transforms Employees Into Valuable Business Assets

In many restaurant and bar businesses, employees are perceived as a necessary evil - payroll is a liability that is a requirement to be in business. Unfortunately, in many food service sectors (such as quick service, table service, and fast casual restaurants), this attitude harms the business establishment by deflating morale, increasing turnover, increasing employee training costs, and complicating legitimate hiring practices. These problems are common in most restaurant businesses, creating dissension between non-salaried employees and salaried managers while increasing employee turnover. Another, better, way is to view employees as assets to the business.

Valuable Business Assets are Created By Training Employees

All new employees, even experienced hires, must be trained appropriately for their job. Employees should be trained customer service, the corporate vision, and the details of their specific job. Duties that each employee is responsible for performing will need to be demonstrated by a competent manager or trainer, and then must be repeated by the newly hired staff member. Training entry-level workers can often take more than a week of management time, and properly training salaried managers may occupy several months. In addition to the management time spent training employees, new hires must be paid during their training. Make sure that training is streamlined and hiring practices are refined to reduce the cost associated with hiring. Consider Internet based tools to assist staff training, where appropriate.

Example: A new assistant manager is hired on the first of the month, at a training hourly rate of $10 per hour. A senior manager, earning $25 per hour (approximately $50,000 per year), trains the new hire for two weeks before the manager is allowed to work independently. The general manager, a salaried manager earning $65,000 per year, interviewed twenty job applicants before hiring the new employee. At the beginning of the third week, more than $2,440 as been invested in the newly hired assistant manager!

Employees are expected to learn new skills while working, often referred to as "on-the-job training". Most work-related skills can be learned on-the-job, including new equipment skills, customer service skills, and business skills. These new skills are passed to employees through interaction with managers and other employees at the business, and is the foundation of many promotions. Hourly wage workers can grow into Assistant Managers. Assistant Managers can climb the ladder to become General Managers. General Managers become District Managers, or Vice Presidents. Each employee becomes a trusted asset, and finding a replacement for an employee that leaves the business will always cost more than the direct salary of that employee. In addition to training costs, there is an obvious and direct cost when employees are absent and customers are poorly served.

Example: An assistant manager at a 5-unit fast casual restaurant chain submits her two-week notice - her resignation. She has worked with the company for more than 3 years, and started as a bartender. Her initial training occupied more than 60 hours of manager time, and every year the business has wisely reinvested in food-safety training, vendor management training, customer service training and labor management training. An additional 40 hours each year has been devoted to training this assistant manager. Assuming that she makes $40,000 per year, more than $2,500 has been invested in direct training costs. Additional costs will be incurred after she leaves - another manager will need to cover her shifts until a replacement manager is located and trained as her replacement.

Internet-based scheduling tools can assist managers when building and maintaining employee schedules. These tools can allocate labor appropriately for your business, track employee availability and time off, meal and break periods, and alert employees when their scheduling needs are, or are not, met. Your business will not always be able to cater to your employee's needs, but constant communication between salaried managers and hourly-wage employees will reduce turnover at your business and preserve the value of your employee assets.

Payroll may be a liability, but employees are business assets!

Improving employee labor scheduling and time / attendance management should be an ongoing effort in your business that results in happier staff members, better customer satisfaction, and higher profits for your company.

TimeForge is a leading provider of powerful and simple-to-use employee scheduling and online labor management software for the restaurant and retail industries. TimeForge software is used by restaurant owners and operators around the globe to increase profits, reduce turnover, and improve retention. Read more about TimeForge and employee scheduling software for restaurants and retail businesses.

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