Objectives of the Presentation
- What every manager needs to know today about the major Federal employment laws; FLSA, FMLA, ADA and Title VII
- Performance management - The 4 tools a manager has and how, when, why to use them
- An easy tool for spotting problems - How to discover if it's the employee or the company causing the problem
- Legal and practical advice for what every manager needs to know about interviewing and hiring
- How to counsel up or out problem employees
- What to do if an employee has a complaint
- How to write consistent, logical, factual, defensible documentation. What, when, how and why we write
- What to do when you've been promoted over your friends
Vague goals, little guidance, maybe promoted over people with whom they used to be coworkers, maybe even friends, management promotions at some companies are more akin to a test of survival than a reward. Even with training, traditional management techniques just don't always have an answer for today's complicated HR challenges. Wherever there are people, there are employee relations issues which can turn into compliance issues. Even with training there can be enough misunderstandings and miscommunications to keep a manager busy. Sending a new manager out without knowing at least some HR basics is a recipe for disaster. Not only for the manager, but their employees and certainly the company as well.
In any new position there are enough challenges during the first months to keep the newly promoted busy. But it's not just for the benefit of the manager that you are training. HR training provides not only knowledge to the new manager but also is of benefit to the new manager's employees as well.
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).