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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
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
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
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.
Training Design Tips - Choosing Design and Delivery Elements For Your
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
- Facilitated activities
- Pre-work and homework
- Video, audio, graphics
- Discussion (live and message
- 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
- Tele-seminars/virtual classroom
- Online forums and social media
- Home study
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
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
- 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
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
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.
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?
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
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!
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
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
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
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
- 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
email@example.com or visit
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.
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
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.
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
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
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
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
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!
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
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.
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
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.
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
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
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.
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
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
• 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
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
• Proactively gaining employee
support for new processes or goals
• Structuring effective communication networks to support the
• Anticipating negative employee reactions and planning appropriate
• 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
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
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
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
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
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
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
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
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.
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
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.
HR KPI - The Use Of Balanced Scorecard Metrics In Managing Human
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.
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.
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
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
- Employee Compensation Specialist
- Staffing Coordinator
- Manpower Analyst
- Security Assistant
- Training and Development
For a rewarding career suited to an
extroverted personality with a knack for strong planning, Human
Resources could be the career for you.
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
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
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
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
If you are interested in learning
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
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.
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
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
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
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