Knowing what to do in increasingly complicated employee situations can be difficult for even seasoned managers, especially if a manager has never had training. For a new manager, these problems are intensified. For a new HR Manager this becomes a bigger problem as HR advises not just one manager but all managers throughout an organization.
Further exacerbating the problem is that managers often inherit a dysfunctional department and/or are promoted to supervise those with whom they once were coworkers. In an increasingly complicated world of employee compliance in which HR struggles just to keep abreast of new developments not teaching managers the basics can be costly. After all it's the managers who interact with employees on a day to day basis and every day is an opportunity for problems to arise that a manager was never trained how to address. Even routine situations such as denying a seemingly simple request for a few days off can blow up into claims of a denied request for protected leave.
Objectives of the Presentation
In an increasingly complicated world of employee compliance in which HR struggles just to keep abreast of new developments, not teaching managers the basics can be costly. After all it's the managers who interact with employees on a day-to-day basis and every day is an opportunity for problems to arise that a manager was never trained in how to address.
Why Should you Attend
From a business perspective, training managers in the basics of HR compliance; basics of employment law, how to write documentation and how to use the tools of employee development is the cheapest thing an employer can do to stave off unwarranted employment claims.
From a manager's perspective managing from day one is the most important thing a manager can do for productivity purposes, compliance reasons, employee development and engagement and also - to safeguard their own career.
From an HR perspective, training managers of the basics of HR compliance can help to defend against a whole host of unwarranted employment claims, including those that often begin from miscommunication, misinformation, and mismanagement.
Principal Partner ,
Teri Morning, MBA, MS, SPHR, SPHR-CA is the President of her own HR Consulting firm and a new company Hindsight - Employee Relations and Investigation Management software. She has over 15 years human resource and training experience in a variety of professional fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit company structures.
She has consulted with employers on their problems and trained managers and employees for over 10 years, meeting and working with employees from all types of businesses. In addition to a MBA, Teri has a Master’s degree in Human Resource Development with a specialization in Conflict Management. She was certified by the State of Indiana in mediation skills, is qualified as a Myers-Briggs practitioner, and is a member of SHRM, holding the dual SHRM certification of a Senior Professional in Human Resources (SPHR) and Senior Professional in Human Resources - California (SPHR-CA).
Who will Benefit
- New HR staff
- Payroll personnel
- Front line managers
- Department managers
- Anyone newly promoted to a management position
- Managers who were promoted from within their companies
- Small business owners