Staff/Employee Development

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  • 1 Request Info

    Workplace Diversity

    Click on the name of the course to be taken to our website for class schedule, class outline, and to register. This class will help you understand what diversity is and how you can help create a more diverse world at work. You will be instructed to use skills such as active listening, employ effective questioning techniques, and communicate with strength. One day class. Cost is $649.00.
  • 2 Request Info

    Be the Employer of Choice for Young Talent: New Strategies to Engage a New Workforce

    Whether you think so or not, your organization needs Millennials. Is your organization ready for them? Discover new strategies that you can implement across your organization to become the employer of choice for this new workforce.
  • 3 Request Info

    Myers-Briggs Type Indicator(R) Understanding Personality

    The Myers-Briggs Type Indicator(R) MBTI is the most used and researched personality assessment. Rebecca Staton-Reinstein, Ph.D. and MBTI Master Practitioner, works with you individually or as a team to understand how your personality preferences influence your work, communication, and management styles. Maximize your unique gifts. Understand and interact with others more effectively. Individuals: Use MBTI to consider key life decisions, become a better communicator, and use your strengths and talents to become more productive. Teams: Gain insights into fellow team members, work together more effectively, and eliminate needless conflict. Everyone: Learn the art of Flexing to "speak the other person's language" without giving up your own. Receive a detailed profile, content-packed notebook in an interactive feedback and education session. Choose from different types of in-depth profile reports based on your needs. Integrate into leadership, team, and personal development.
  • 4 Request Info

    Project Management: The Secret Sauce for Successful Administrative Professionals

    Today Administrative Professionals perform many operations once performed by specialists. In reality, these activities are “projects.” Because management doesn’t recognize these assignments as projects, few Administrative Professionals receive training or tools to help manage the work efficiently and effectively. The work is added to an already full schedule, major decisions have been made elsewhere, and you often have no “team” to work with you. Administrative Professionals can and do plan, execute, and manage projects to get desired results on time and on budget. Learn to avoid the biggest pitfalls for any project manager and adapt widely-used approaches to manage projects successfully. You do not need to be called a project manager to be a successful one. Define business problem you'll solve Ban To-Do list; organize tasks into logical plan “Manage” critical stakeholders Track progress; get back on track quickly when things slip Complete project successfully Apply lessons learned
  • 5 Request Info

    Recruiting, Interviewing, And Selecting Employees

    The everything-you-need-to-know-before-you-say you're hired seminar! Nothing's scarier to HR pros than the thought of making the wrong hiring decision. It means throwing away a substantial investment of time & money on recruitment, training and benefits.
  • 6 Request Info

    Retaining the Best and the Brightest

    Learn how to develop a comprehensive retention strategy that will help you secure the loyalty of high-performance employees, motivate them to give their best, and keep them from being lured away by competitors.
  • 7 Request Info

    Interviewing Skills for Managers and Supervisors

  • 8 Request Info

    Market Pricing: Conducting a Competitive Pay Analysis seminar

    This course provides a consistent and effective methodology for market-pricing benchmark jobs within an organization. In this two-day course participants will have an opportunity to develop their data utilization skills through classroom practicum exercises.
  • 9 Request Info

    Internal Consulting Skills for the Human Resources Professional

    Through lectures, case studies and role playing exercises, this two-day seminar will give you the skills you need to identify critical business issues and create action plans that drive bottom-line results.
  • 10 Request Info

    Talent Management

    This cutting edge, two-day seminar will explain the building blocks of a talent management system and outline an end-to-end process of planning, developing, managing, and retaining employees throughout the organization.
  • 11 Request Info

    How to Develop a Smarter Workforce

    This seminar provides guidance, practical tools and support for employees to become more fulfilled, higher performers. It can open new avenues to achievement, growth and innovation for both your team and your company.
  • 12 Request Info

    People Trends & Strategies - Managing Diversity

    Trends in Business & Reasoning for Strategies o Current business & market trends affecting people strategies and diversity o Business case for managing people strategies & developing a greater diversity response Diversity Dimensions, Issues & Awareness o The dimensions of diversity in a workforce – age, gender, race, nationality, abilities, education, goals, values, personality, lifestyle, etc. o Barriers & Types of -- Attitudes, Stereotypes, Prejudices, Discrimination, Harassment o Legal issues of Harassment – broad EEO categories Workforce Trends & Concerns, and Responsive Strategies o What are the workforce trends which are driving a more diverse workforce o How to respond to and take advantage of (build on) workforce trends Further People Strategies & Ideas for Managing Diversity in People/Management Practices o Staffing & Selection o Organizational Development o Performance Partnering/Management o Leadership Development/Hi-Potential Development o Succession Planning Planning
  • 13 Request Info

    Talent Acquisition - Recruiting & Staffing

    Planning • Organizational goals & what needs do we/will we have • What can we train for and what do we need to hire for • Using the Job Description to create a behavioral interview format (uses examples from Client) Legal considerations in staffing/interviewing Screening/Interviewing Considerations • Types of screening/assessment tools- interviews, tests, application, in-basket, etc. – using several • What selection practices and/or instruments should we use to evaluate experience, skills, traits? Behavioral Interviewing • Why do we interview & what do we want out of it? • Types of interviews, including ‘tag-team’ approach • The basic interview process Selection • Decision model/matrix for selection • Defining and weighting requirements for selection Making the Offer – Accepted or Declined Interview Practice – Mock Interviews
  • 14 Request Info

    Orientation for New Employees

  • 15 Request Info

    4 Behavior Styles | DISC 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.
  • 16 Request Info

    ICE Audits – What All Employers Should Fear?

    In this webinar, I will discuss the importance of being ready for a Notice of Inspection (NOI) - also referred to as audit by Immigration and Customs Enforcement (ICE), what happens when an ICE audit occurs, and an employer’s potential liability for I-9 errors discovered by ICE in the audit. The webinar will discuss the need for preventive maintenance – an employer performing an internal I-9 audit - which should discover many of the I-9 errors and correct them, if possible. We will discuss what happens if an employer is chosen for an ICE audit. There are certain steps that the audit will take –production of existing I-9 forms, after remediating as many errors as possible (though sometimes ICE will not accept remediation performed after ICE delivers the NOI), assertion of legal arguments on why any alleged errors are not I-9 violations, negotiating with ICE on a reduction of the proposed penalty, and litigation before OCAHO, if the negotiations are unsuccessful.
  • 17 Request Info

    Document Retention, you don't have to be overwhelmed with that all too frustrating Paper Chase

    Overview The only constant today is change…and with regards to document retention policy and privacy, laws, regulations are changing all of the time. You need to be diligent to know how, and if, your current policy is affected by these changes. Retention and management of records is more complicated than just deciding what to keep and for how long. In what form should records be kept? Should we keep more than what the regulations require? If so, what? What about possible litigation needs? Examiner expectations must be met, of course, but other parties, such as law enforcement, auditors, and those representing your employees may require access to information, as well. For more detail please click on this below link: Email: Toll Free: +1-844-746-4244 Tel: +1-516-900-5515 Fax: +1-516-900-5510
  • 18 Request Info

    Mitigating Top Fraud Risks for Businesses

    Overview Businesses continue to be assailed by financial frauds. Is your business prepared to identify and mitigate common threats? Are your accounts protected with appropriate security? How would you respond to a threat against your operating account? This fast-paced, informative session provides businesses with a realistic view of financial fraud today, how fraudsters target business employees, and even analyses the most common frauds by payment system. The bulk of the session focuses on appropriate internal and external controls. Combined, this information helps arm a business with knowledge to implement sound risk management strategies and account controls designed to reduce exposure. For more detail please click on this below link: Email: Toll Free: +1-844-746-4244 Tel: +1-516-900-5515 Fax: +1-516-900-5510
  • 19 Request Info

    Background Checks: What Employers Need to Know: EEOC employment discrimination.

    Overview Background checks can be a double-edged sword. On one hand, they can be very helpful in reducing the probability of making a poor hiring decision. On the other hand, employers who do not know the state laws or who do not have a fair and consistent process can be fined by the government or a discrimination claim sued by the applicant. For more detail please click on this below link: Email: Toll Free: +1-844-746-4244 Tel: +1-516-900-5515 Fax: +1-516-900-5510
  • 20 Request Info

    Managers as Coaches: Yes, You Can Boost Employee Motivation, Engagement and High Performance

    Managers who coach their people become known as good managers to work for, developers of talent, and achievers of business results. They also become better leaders in the process.” -Jack Welch, Former CEO General Electric Are your people working harder yet performance is still below par? When a leader spends too little time managing performance, here’s what happens. Small sparks turn into creeping flames that, if not doused, quickly grow into raging fires. Work starts slipping through the cracks. Resources are squandered. Deadlines are missed. You’re constantly playing catch up. For more detail please click on this below link: Email: Toll Free: +1-844-746-4244 Tel: +1-516-900-5515 Fax: +1-516-900-5510