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Category

Human Resources Training

3 Feb 2016

Teamwork: Building Better Teams

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Description: Teams have become a principal building block of the strategy of successful organizations. Whether the focus is on service, quality, cost, value, speed, efficiency, performance, or other similar goals, teams are the central methodology of most organizations in the private, non-profit, and government sectors. With teams at the core of corporate strategy, your success as an organization can often depend on how well you and other team members operate together. How are your problem-solving skills? Is the team enthusiastic and motivated to do its best? Do you work well together? In most teams, the energies of individual members work at cross purposes. Individuals may work extraordinarily hard, but their efforts do not translate into team effort, and this results in wasted energy. By contrast, when a team becomes more aligned, a commonality of direction emerges, and individual energies harmonize. You have a shared vision and an understanding of how to complement each others’ efforts. As jazz musicians say, “You are in the groove.” Topics discussed in this course include: Defining Teams, what is a team, types of teams, establishing team norms, characteristics of teams, ground rules, team contracts, working as a team, Glenn Parker Team Survey, Building team trust, the stages of team development, the TORI model, communication, listening, and becoming a good team player.

Teamwork-Building-Better-Team
3 Feb 2016

Stress Management

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Description: This course will explore the harmful long-term effects of stress on our mental and physical health and provide suggestions for managing our individual stresses more effectively. Strategies may include changes in lifestyle, stress management techniques such as relaxation and exercise, and the use of music or humor as coping strategies. Topics include: Identify the symptoms of chronic stress overload, identify how lifestyle choices can contribute to stress and how we can work toward making different choices, develop some techniques to help manage stress right now, and begin planning long-term protection against the cumulative effects of stress.

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3 Feb 2016

Problem Solving & Decision Making

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Description: If you are tired of applying dead-end solutions to recurring problems in your company, this course should help you reconstruct your efforts and learn new ways to approach problem-solving, and develop practical ways to solve some of your most pressing problems and reach win-win decisions. Topics included in this course: Learning Styles, Making Win-Win Decisions, Problem Solving Defined, The Problem-Solving Model: Problem Identification, Decision Making, and Planning and Organizing, A problem solving toolkit, the problem solving process, fishbone analysis, gradients of agreement, fact vs. information, decision making traps, implementation, types of decisions, and a personal action plan.

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3 Feb 2016

Performance Management Managing Employee Performance

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Description: Inspiring someone to be their best is no easy task. Just how do you manage for optimum performance? How do you create a motivating environment that encourages people to go beyond their best? This course will teach participants some ways of achieving those tasks, including: Tools to help employees set and achieve goals, a three-phase model that will help participants prepare employees for peak performance, activate their inner motivation, and evaluate their skills, motivational tools and techniques, and coaching methods and skills.

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3 Feb 2016

Orientation Handbook Getting Employees Off to a Good Start

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Description: An effective human resource professional knows that managing employee performance is more than responding to problems, conducting performance reviews, or hiring staff. Performance management begins with an orientation to the organization and the job, and continues on a daily basis as employees are trained and coached. A thoughtful new employee orientation program, coupled with an employee handbook (or website) that communicates workplace policies, can reduce turnover and those reductions save your organization money. Whether your company has two employees or a thousand employees, don’t leave employee retention to chance. Engage them from the moment they are hired; give them what they need to feel welcome, and let them impress you with what they bring to your company. This course is just the start that you need! Topics discussed in this course include: Understand how important an orientation program is to an organization, identify the role of the human resource department in the orientation program, recognize how the commitment curve affects both new employees and their managers, know what companies can do to deliver their promise to new employees, determine the critical elements of effective employee training, and establish the importance of having an employee handbook for new and long-term employees.

Orientation-Handbook-Getting-Employees-off-to-a-Good-Start
3 Feb 2016

Managing Customer Service

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Description: This course will teach participants how to identify ways to establish links between excellence in customer service and business practices and policies, develop the skills and practices that are essential elements of a customer service focused manager, recognize what employees are looking for to be truly engaged, recognize who their customers are and what they are looking for, develop strategies for creating engaged employees and satisfied customers.

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3 Feb 2016

Hiring for Success Behavioral Interviewing Techniques

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Description: Interviewing sounds easy enough: you arrange for a conversation between you and potential candidates, and then select the best person for a particular position. But what if you could refine the process in such a way that you were confident that you are selecting the right person? How do you separate the good from the great, when they have similar work experience and strengths to offer? This workshop will give you the skills and tools to hire successful candidates. This course will teach participants how to: Recognize the costs incurred by an organization when a wrong hiring decision is made, develop a fair and consistent interviewing process for selecting employees, prepare better job advertisements and use a variety of markets, be able to develop a job analysis and position profile, use traditional, behavioral, achievement oriented, holistic, and situational (critical incident) interview questions, enhance communication skills that are essential for a skilled recruiter, effectively interview difficult applicants, check references more effectively, and understand the basic employment and human rights laws that can affect the hiring process.

Hiring-Smart-Behavioral-Interviewing-Techniques
3 Feb 2016

Generation Gap Closing the Generation Gap in the Workplace

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Description: There are currently five generations in the workforce, and employers faced with mass retirements of baby boomers are looking for ways to prepare for the changes that will result. This course examines the history and reality of the generation gap as an issue. Whether defining the actual limits of each generation is really important, or the merits of people within the context of employment, is the bigger issue that is explored. Understanding others helps us to understand ourselves and to manage the people that we work with. Problems, solutions, and strategies are explored to help overcome issues of the generation gap. Specific learning objectives include: develop understanding of where the generation gap issue surfaces, and the impact it has on the modern workforce, understand and apply language that is specific to each generation currently in the workplace, explore organization strategies that overcome gap issues, and evaluate the need and effectiveness of recruiting, retention and succession plans in context of the generation gap.

Generation-Gap-Closing-the-Generation-Gap-in-the-Workplace
3 Feb 2016

Employee Dispute Resolution Mediation Through Peer Review

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Description: Have you ever been in a workplace situation where a supervisor has made a decision that you don’t agree with? Did you wish that you could ask someone else what they thought of the decision; whether they would have done the same thing? The Peer Review process offers employees just that chance, using a formalized procedure. This topics discussed in this course include; what is Peer Review, Initiating the Process, The Peer Review Panel: Choosing a facilitator, choosing the panel, the panel’s contract, the panel’s role and responsibilities. The peer review process: preparing for the hearing, the hearing, and making the decision. Panel walkthrough, and why does the process fail?

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3 Feb 2016

Conflict Resolution Getting Along in the Workplace

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Description: Since you can’t prevent conflict, the most important thing is to learn how to handle or manage it in productive ways. In many industries, the amount of time spent on conflict management is surprisingly high. A study by the American Management Association says that managers spend at least 24% of their time on managing conflict. Hospital administrators, school administrators, mayors, and city managers spend even more time on this problem area. What is critical for resolving conflict is developing an understanding of, and a trust in, shared goals. It requires openness, discipline, and creativity. Showing respect for other people and not blaming them enables people to work for mutual benefit. There are no magical phrases or simple procedures for managing conflict. However, there are several strategies for coping with conflict. Knowing when and how to use these techniques can make you a more effective leader. Topics discussed in this course includes; defining conflict, types of conflict, open conflict vs. hidden conflict, spontaneous and reflective action, stages of conflict, strategies for dealing with conflict, the role of communication in conflict resolution, seven steps to ironing things out, facilitating conflict, setting norms, making an intervention, defining interventions, and resistance scenarios.

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