General HR Management

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Courses

  • 1 Request Info

    Total Rewards Management

    Participants are introduced to the total rewards model and each of its components. Emphasis is given to the five elements of total rewards: compensation, benefits, work-life, performance and recognition, and development and career opportunities.
  • 2 Request Info

    Protecting Your Organization: Conducting Effective Investigations

    EEOC statistics reveal that the cost of sexual harassment settlements alone exceeds $50 million! Protect yourself and your organization from destructive claims while maintaining a healthy and productive work environment. Know your legal rights and responsibilities, how to avoid complaints or nip them in the bud and, should they arise, how to conduct a fair and thorough investigation that gets to the truth of the matter and mitigates the impact on the workplace. This seminar provides you with a comprehensive, thorough framework for conducting any investigation, and follow-up that's consistent with regulatory and judicial guidelines.

  • 3 Request Info

    Enhancing Your Credibility in the Organization: A Skills-Building Workshop for HR Professionals

    Move your career and company forward by building organization-wide trust in HR`s contributions. You`ll see how to advance the company`s interests while you boost your HR team`s credibility and influence--and power your career forward.
  • 4 Request Info

    Human Resources Essentials for Non-HR Managers

    You`ll learn how to handle sensitive matters encountered in interviewing and hiring, conduct productive performance reviews, motivate and discipline-and a host of `people` issues and thorny legal concerns.
  • 5 Request Info

    TrainingToday

    TrainingToday is a leading provider of online education programs for employees & supervisors. Each course in our extensive library addresses a specific topic with engaging and interactive presentations, delivering practical advice and clear instructions.
  • 6 Request Info

    Managing an HR Department of One

    Get Big HR Department Performance with a Staff of 1! Align HR with your company's goals, build credibility and influencecope with management expectations, learn effective staffing strategies, and use HR metrics to prove your contributions.
  • 7 Request Info

    Training Today- HR for Campus Employees

    The HR for Campus Employees Library includes courses designed to help you detect child abuse, prevent campus violence, and supervise student workers. From campus data security to bullying and hazing, we have you covered.
  • 8 Request Info

    MBTI Certification Training

    Enhance leadership and staff development by getting MBTI Certification from the exclusive provider - The Myers & Briggs Foundation, continuing the pioneering work of Isabel Briggs Myers, the author of the MBTI assessment.
  • 9 Request Info

    Integrating Human Resource Processes

    Introduction • Expectations/objectives • Seminar Overview 2. The role of strategic planning prior to HR process alignment 3. A model of strategic People Process Planning & Integration 4. How successful integration and alignment drives organizational growth 5. Alignment between and among HR processes and business processes 6. Integration with organizational strategies, goals, objectives 7. Developing integrated metrics and measures of success 8. Operationalizing the strategies of the strategic plan, including people processes 9. Catch-ball and connections at all levels 10. Organizational structure & onboarding 11. Performance management, compensation, & expectations 12. Growth and integration 13. Action Planning: Assessing the alignment & integration of your HR processes and organizational processes 14. Summary
  • 10 Request Info

    Human Resource Management

  • 11 Request Info

    "DISC Certification Training

    Learn how to communicate using the DISC language as a way of understanding themselves and others. Gain a complete understanding of what DISC is and how to use it to interact with others and to appreciate others behavioral styles. Online reports available.
  • 12 Request Info

    Interviewing Best Practices (Conducting Legal and Ethical Interviews)

    Overview: Investigators must obtain information to investigate. Often, the objective of an interview is to obtain an acknowledgement of something that is known to the interviewer; an admission of involvement in a matter under investigation, or a confession to being the perpetrator of a crime or serious violation. It is imperative that the interviewer obtains truthful information from an interviewee in a lawful and ethical manner. The interviewer must be aware of current laws and regulations that govern interviews. The interviewer must also be aware of current trends and negative public opinion regarding interviewer tactics used to elicit information from an interviewee, even if the information is truthful. Truthful information that has been elicited by coercion or force can be invalidated and the interviewer can face serious consequences.
  • 13 Request Info

    HR Metrics: 2017 Key Strategic and Tactical Issues to Measure

    The purposes of an organization’s human resources are to add value, make the organization more competitive, help the organization achieve its business objectives, and manage risks. The purposes of HR metrics are to help communicate the value added, demonstrate the contribution of human capital, and measure employment related risks. To become a strategic partner, HR professionals need to speak the language of business. Inherent in that language is the lexicon of business measurements and metrics ? including HR metrics.
  • 14 Request Info

    How to Produce High Quality, Defensible Employment Documentation

    Document, Document, Document! If ever there was a HR slogan, that it would be. However, be careful what you ask for. There’s no doubt documentation is crucial. Employers keep documentary records to show they are in compliance with applicable laws. However, records often as not, do just the opposite. Because any documentation is not necessarily good documentation. Instead, documentation can often be in reference to or appear, as a fact that serves as proof an employer did not follow the law. Such defensible documentation appears (or shows) that the employer acted improperly in any of a myriad of situations. As we, all know perception is reality to most viewers, including readers of records.
  • 15 Request Info

    Moving from an Operational Manager to a Strategic Leader

    Gain the insights and skills to know where your business stands today and where it’s heading tomorrow. If you want to move from being a good manager to being a great manager, you can’t afford to miss this project management training. Because strategic leadership is a blending of attributes that every superior manager requires in today’s unpredictable business environment. Here’s where you’ll learn to anticipate, initiate and manage change for maximum competitiveness, stay on course while constantly redefining and refocusing your department’s goals in order to hit a moving target and determine where your unit is headed, as you take into account the multiple groups your decisions will impact.
  • 16 Request Info

    Introduction to the Risk & Compliance Matrix for Internal Audit, SOX404, and Assurance

    GRC best practices, standards of internal controls and risk assessment using the risk and compliance matrix.Since there is no practical way to reduce risk to zero, management must determine how much risk is to be prudently accepted, and strive to maintain risk within these levels. This webinar will provide tools, models and examples to help manage risk within an organization. -
  • 17 Request Info

    The Complexity & Interplay Among the ADAAA, FMLA, and Worker’s Compensation - How Do They Work Together?

    How are we supposed to keep it all straight when there are times when the legal requirements of both FMLA and the ADAAA are similar, yet at other times one law contradicts another? We find that we can’t comply with both laws at the same time, so which one takes precedence over the other? And where does WC come in? To complicate matters even more, WC is a state law, while FMLA and ADAAA are federal laws, and there are other state civil rights laws that also impact FMLA and the ADAAA. Consider that an injury under WC may also be a “serious health condition” under FMLA. State laws may differ from federal laws by covering additional health conditions, may apply to small organizations, or may cover situations in which the federal laws have no say such as domestic abuse.
  • 18 Request Info

    Designing Forms in Excel

    We manage tasks and activities, and those activities must be performed by people, who must be led. It is not enough to simply be a Project Manager. We must become Project Leaders. Our ability to show effective leadership skills has a direct correlation to the outcome of our projects. Our attitudes are the most important tool in our toolbox. Attitude change training costs us nothing to purchase, if we use it well it can gain us everything, and if we use it poorly it can cost us everything. How we use it is up to us. Participants will learn how to get the most from their project team by focusing on key attitude changes. Typical subjects covered include how to create the most efficient roles and responsibilities for the project management program, how to meet the needs of the project, how to clarify expectations and get buy in, how to harness the effects of human performance issues, how to use metrics and reports, and much more.
  • 19 Request Info

    Employee Handbooks: What Issues Should be Addressed in 2017

    Employee handbook policies and procedures play a critical role in helping organizations manage their human capital. The employee handbooks typically address key business, legal, and talent management areas. They also discuss the key issues organizations want their work force to be aware of and the critical rules they want them to follow. Unfortunately in many organizations employee handbooks are not kept up to date—they are updated only every three years or more. Additionally, because they are not up-to-date, they often fail to address key employment issues or discuss critical changes that have occurred in federal or state laws. And importantly, there is a growing mismatch between organizations drafting and issuing of handbook policies and the practices that ensure those policies are effectively implemented.
  • 20 Request Info

    Measuring And Understanding Cognitive Overload And Human Error

    Overview Human error is known to be the major cause of quality and production losses in many industries. Although it is unlikely that human error will ever be totally eliminated, many human performance problems can be prevented. Human errors start at the design stage. Procedures play a vital role in human reliability. Nevertheless, it is really important to understand human behavior and the psychology of error as well as understand exactly where the instructions weaknesses are, so procedures can be human engineered, improved and/or fixed. This human error assessment and reduction technique webinar offers practical approaches to address writing rules to reduce the likelihood of procedures. For more detail please click on this below link: http://bit.ly/2pNlBMU Email: referrals@complianceglobal.us Toll Free: +1-844-746-4244 Tel: +1-516-900-5515 Fax: +1-516-900-5510