Developing Employee Career Path Learn to create viable career paths for employees that promote strong internal mobility and allows individuals to explore opportunities. Creating career paths for employees can be a challenging but worthwhile initiative. With proper planning and implementation, a career development plan can be a win for the employees as well as the employers. This topic will help you achieve that victory. In today's diverse, global and technologically savvy work environment, career paths are no longer perceived as strictly vertical movements. Organizations need to create viable career paths for employees that promote strong internal mobility and allows individuals to explore opportunities from a lateral, vertical or even a diagonal perspective. It is important that companies make investments in an employee's career and future. If they don't, it could result in poor employee engagement and high turnover. A recent survey by Gallup found that 93% of people advanced their career by taking a position with another company. Advancing internal career paths is an important part of managing talent for all organizations from a development, retention and an engagement perspective. A well-crafted career path strategy can play a pivotal role in driving organizational change and building workforce capacity. This information will focus on how aligning talent management processes and providing linkages between job roles, desired competencies and key experiences that will help organizations enhance their future competitiveness. The discussion will demonstrate that implementing well-thought-out career path strategies can provide employees with opportunities and a clear direction on how to increase their skills and advance their careers within their organizations. Having a solid, multi-faceted employee career development plan that supports each step in the talent management cycle can make all the difference between a dead-end job and a long-term professional opportunity. Instructor: Larry Hammond, Sr., V1H Consulting Runtime: 91 Minutes (CE’s: Certificate of Completion)
5 Steps You Must Take Right Now to Help Your Burnt Out Employees Learn how to identify employee burnout as well as a multi-faceted approach to create a burnout-resistant workforce. We all may someday find ourselves burning out from too much work, too much stress, or too much negativity. While some stressors are unavoidable, prolonged exposure can cause detachment and pessimism. If the goal is to help others, you have to create the conditions for you and your team to bring your best selves to work so you can burn bright instead of burning out. You can't give what you don't have, whether that's time, energy, or attention. One of the best ways to avoid burnout is to build up your resilience. When stress at work interferes with your ability to perform your job, manage your personal life, or adversely impacts your health, it's time to take action. This course will help you understand what burnout and stress are, the differences, the causes and consequences, the impact of long-term stress, the four types of stress, how positive thinking can prevent burnout, ways of dealing with burnout, and the consequences of each method. Instructor: Audrey Halpern, ARH Employee Training Runtime: 63 minutes (CE’s: HRCI 1.0-SHRM 1.0)
Sensitivity Training for Supervisors Grasp a better understanding of how to develop training for supervisors around sensitivity and diversity and inclusion. Are you taking steps to avoid the perception of insensitivity? Diversity categories are extensive and are expanding rapidly. They essentially cover the full spectrum of human differences. As a leader, how do you comprehend and address them all? The topic of sensitivity in the workplace has emerged at the top of most companies' list of priorities in recent years. Sexual harassment charges in Hollywood, government, education, sports, and business have exploded. Race relations have been fragile, to say the least, and according to Gallup, 42% of Americans say that they worry a 'great deal' about race relations. These are just a few of the 'hot button' issues directly related to diversity and inclusion in the workplace. This course will provide methods to develop awareness and acceptance of a diverse workforce which is inclusionary and benefits the organization as a whole. An aware supervisor who uses these tools will be more responsive and thereby more sensitive to the workforce and its needs. Sensitivity encompasses diversity, inclusion, and focusing on the talents of the overall workforce and empowers the leadership to motivate and encourage employee engagement. Instructor: Larry Hammond, Sr. & Irma Vargas, V1H Consulting Runtime: 66 minutes (CE’s: Certificate of Completion)
Minimizing Turnover and Understanding the Costs Learn new ways to help your associates innovate more, produce more, and have more fun. Research has shown that employee turnover costs can equal up to one-third of an employee's annual salary. That means losing a team member making $50,000 per year can cost you as much as $16,666 - for just one employee. Ouch. The irony is, much of this cost can be prevented. What do Marriott, USAA, Cisco Systems, Kronos, St. Jude Children's Research Hospital, and Southwest Airlines all have in common? They have company cultures in which employees love to come to work, and they regularly appear on Best Places To Work lists published by Fortune, Glassdoor, Forbes, and Inc. Magazine. These companies consistently have lower employee turnover rates and significantly higher profits than their competitors. I know what you're thinking. These companies may be awesome, but you do not have the power the CEOs of these companies have to create such cultures. It does not matter. Pay, perks, gourmet cafeterias, and on-site ping pong tables have little to do with it. How you lead your employees, however, does. This webinar will show you how to lead your team like Best Places To Work companies are led so they will work harder, enjoy their jobs more, and stay loyal longer. Instructor: Larry Johnson, Johnson Training Group LLC Runtime: 65 minutes (CE’s: ASA 1.0-AIPB 1.0-HRCI 1.0-SHRM 1.0)