HR Solutions Course Desc.pdf

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Great Falls, MT, USA deborah.hrs@outlook.com | WWW.HRS-MT.com

Training Course Menu Updated 2/2024

All training presentations can be customized for your specific needs, designed towards either an audience of just your leadership team or to your entire workforce, and deliverable inperson or virtually at your request. The following presentations are suggestions for your consideration, or another topic of your choice can be developed. *Denotes courses that accompany purchased DiSC® personality assessments:

1. Accountability and Transparency – The Glue that Ties Commitment to Results

2. Business Ethics – Professionalism 101

3. Change Isn’t a @#$% Word – Becoming an Agile Pivot Master

4. Communication Skills – Effective, Efficient, and Tactful Methods

5. Conflict Resolution in the Workplace – Prevent, De-escalate, and Resolve

6. Corporate Culture – Creating a Positive and Mindful Workplace Culture

7. Critical Thinking Skills – Engaging the Brain

8. Customer Service Skills – Giving PEKs

9. Difficult Conversations – Keeping the Desired Outcome in Mind

10. Disabilities at Work – Going Beyond the ADA

11. DiSC® Overview – What’s all the Buzz About?

12. *DiSC® Agile EQ – Flexibility is Key

13. *DiSC® Management – Balance Your Team with Diverse Strengths

14. *DiSC® Productive Conflict – Engage Conversation for Result

15. *DiSC® Sales – Meet Your Customers Where They Are At

16. *DiSC® Work of Leaders – Developing Your Leadership Style

17. * DiSC® Workplace – Working Better Together

18. Diversity, Equity, and Inclusion in the Workplace – Celebrating Uniqueness

19. Diversity: 4 Types of People – Managing Diverse Personalities

20. Employee Relations – Cultivating Healthy Interactions

21. Goalsetting Success – by “Moving the Chains”

22. Harassment in the Workplace Pt 1: Sexual – Prevent Crossing that Line

23. Harassment in the Workplace Pt 2: Discrimination – What Compliance Looks Like

24. Harassment in the Workplace Pt 3: Bullying – Ugly Monsters Amongst Us

25. HR 101: Human Resource Management – Basics for New Human Resources Professionals

26. HR Recordkeeping Pt 1: Employee Individual Files – Content, Access, and Retention

27. HR Recordkeeping Pt 2: HR Batch Files – Does the Paperwork Ever End?

28. Leading by Example – Mindful Leadership by Walking the Talk

29. Leading with Courage over Comfort – Being Daring and Vulnerable

30. Managing Your Employees – From Stress to Success

31. Motivating Your Team – Using the BRUHA Approach mailto:deborah.hrs@outlook.com http://www.hrs-mt.com/

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32. Multi-Generational Workforce – Teamwork, Mentorship Programs, and Succession Planning

33. Organizational and Employee Development – Looking to the Future

34. Performance Improvement Plans – What Makes an Effective PIP

35. Performance Reviews – Essentials of Conversations, Feedback, and Goal Setting

36. Project Management – Following the 7 P’s

37. Public Speaking Skills for the Workplace – Say it Out Loud

38. Rookie Supervisors Bootcamp – Operation S.T.A.R.T.

39. Staffing Strategies 1: Hiring Process – Recruit, Interview, and Hire Successfully

40. Staffing Strategies 2: Onboarding Process – The Importance of Standardization

41. Staffing Strategies 3: Retention Plan - Keep Your Greatest Assets

42. Staffing Strategies 4: Succession Planning – Avoid the “Single Point of Failure”

43. Team Building – Strengthen the Chain

44. Time Management – It’s all about the Forethought, Preparation, and Practice

45. Wage and Labor Laws – Essential Compliance Tips

46. Workplace Professionalism Series – Essentials for Smooth Operations

1. Accountability and Transparency – The Glue that Ties Commitment to Results:

When an organization adopts the commitment to practice accountability and transparency, trust is inspired. When trust is present, there is greater collaboration, teamwork, and cooperation, resulting in progressive forward movement. Leaders that champion accountability and transparency begin the process with personal demonstration and then further promote these critical actions with actions to assure others develop like-practices that support corporate wide accountability and transparency.

Through this course, extreme ownership is one of the key themes to demonstrate the outcomes of personal demonstration, courageously holding others accountable, and the why vulnerable and humble transparency is a crucial component.

2. Business Ethics – Professionalism 101:

Whether you are the CEO of a company or you work on the front-line, good work ethics and professionalism are the characteristics of a good employee. In any workplace setting, the way an employee conducts themselves is reflective of the company they work for. Identifying and communicating desired work ethics and professional values will help ensure your company is reflected well throughout your organization, in your industry, and among your competitors. Recognition of good work ethics starts with an understanding of what conduct is not only unethical, but also crosses the line and is considered illegal as regulated by agencies such as the Equal Employment Opportunity Commission, the Occupational Safety and Health Administration, the Department of Labor and Industry, and the Federal Trade Commission. Establishing a professional corporate culture by enacting a code of business conduct policy will set the stage for company-wide ethical business practices.

Because we all come from different walks of life, we all have our own perceptions of what professionalism means. “Common” sense is not always so common. That is why it is so important to define workplace expectations and offer training to everyone so they can demonstrate their professional actions as they become successful employees and leaders in your organization. This course reviews business ethics by following the 5 W’s + H. What, Where, Why, When, Who, and How? Through examples, case studies, and resource materials, we review an overall look at business ethics, examining what it is, who it applies to, when to demonstrate it, where to gather more information on compliance, and how to demonstrate good business ethics.

3. Change isn’t a @#$% Letter Word – Becoming an Agile Pivot Master:

Although many people try to avoid it, even fear it, change is inevitable. In the business world, stagnation can be lethal. If your organization is not moving forward, it is likely moving backwards and will be left in the dust. Understanding the different types of changes, the reasons for change, the natural human

© 2024 HR Solutions, LLC. All Rights Reserved. www.hrs-mt.com Page 3 of 16 reactions, and most importantly, why and how we should adapt to change is vital to success. To ensure that all employees are supportive and embrace the changes that come along with progressive movement, management must be the leader with this reflected attitude. Both individual and corporate-wide change management are essential to ensure personal growth as well as your business's success.

To produce positive results, it is recognizably important to soften attitudes, change behaviors, and then reinforce the commitment to recognize, drive, and embrace desired changes. Change management occurs all the time, by everyone, and in different ways. This training course explores change primarily in the workplace, scientific researched psychological reactions of the stages of change responses and offers tools to assist individuals to rise to the challenge of championing necessary changes in a timely, efficient, and effective way for successful results.

4. Communications Skills – Effective, Efficient and Tactful Methods:

Effective and efficient communication is vital to any business, whether verbal, written, or through body language. It is possible to get your point across clearly, respectfully, and properly without jeopardizing our professional communication skills. All employees represent your business and should leave a positive and lasting impression, internally as well as externally. There are many unwritten rules to professional communication etiquette, particularly now with the preponderance of technology venues.

In addition to sharing points of view, listening skills are also a huge component towards successful message transmissions. Guidelines can help to identify what is appropriate, tactful, and respectful in various business communication settings, while giving recognition to varying styles, preferences, and personalities. Misunderstandings infect relationships, including in the workplace. It isn’t always just what you say but also how you say it and how you look that can cause angst.

5. Conflict Resolution in the Workplace – Prevent, De-escalate, and Resolve:

Does it seem like there are conflicts brewing left and right? Do you see this too? We are not alone.

Unfortunately, many business leaders are realizing this negative issue is not just knocking at but is already inside their doorsteps, creating counterproductivity. Behaviors like gossiping, stonewalling, belittling, passive aggressiveness, finger-pointing, and hypercriticism are causing unhealthy, unhappy, and unproductive work environments and proving costly to organizations. According to CPP, Inc., conflicts in the workplace cost American businesses billions of dollars. For example, one increased expense is paid leave. Their research found that 25% of workers admitted that conflicts have caused them to call in sick to work at least once, without really being sick. On top of affecting workers negatively, conflicts also cause managers to spend countless hours dealing with them. The Washington Business Journal calculated that managers spend an average of 25-40% of their time dealing with workplace conflict. Doing the math, for a normal 40-hour-a-week schedule, that is 43-69 hours per month. Wow! Conflict comes in many shapes and sizes. It can be between you and another, between two of your employees or co-workers, or even involving customers and outside individuals. You will benefit by gaining a general knowledge of how to spot conflict brewing, how to best nip it in the bud, and what to do if it gets out of hand. This topic was developed into a team training due to a client request as they were anticipating conflict upon re-opening their business doors after the COVID-19 pandemic. They had concerns that their customers would not like the changes they had made, be frustrated with waiting time to be served, and take it out on their employees. There was also concern that the employees would need to re-learn how to work side-by-side again in a cooperative, patient, and kind way. Does workplace conflict take up a lot of your time and energy? Now is the time to give yourself, your leadership team, and all of your employees the tools to help minimize conflict. Building and maintaining healthy relations between employees, employers, and business partners is essential for your organizational success. Employers must promote and encourage their employees’ positive self-identities, job satisfaction, feelings of inclusion, and general well-being in order to maximize staff motivation and increase overall productivity. Keeping morale high usually means resolving issues and avoiding conflicts that arise out of, and influence, the work environment. Conflict is a normal and

© 2024 HR Solutions, LLC. All Rights Reserved. www.hrs-mt.com Page 4 of 16 natural part of our workplace and everyday lives. In the right setting and handled in the right way, conflict can actually be beneficial. Often, it is through conflict that we become aware that change is necessary. If left unresolved however, it may be costly to your business, causing employee turnover, absenteeism, stress, and a decline in productivity. Instead of ignoring the conflict, learning some tools to help deal with it will improve communication and preserve an organization’s most valuable resource

– happy and productive employees. Providing a healthy and safe work environment, a feeling of involvement and commitment for all employees, incentives for motivation, and an effective communication system within your organization can make the difference between “so-so” business and success.

6. Corporate Culture – Creating a Positive and Mindful Workplace Culture:

Define it, or let it be defined by others. It’s your company so why let someone else decide what the culture looks like. It is easier to set expectations from the start than to undo unappealing actions. This course will review how to establish, cultivate, and inspire a corporate culture that you can be proud of.

The atmosphere you create at work, including how employees interact and collaborate with one another, is all contingent on your corporate culture, or "personality" of your business. For people to perform well and be productive, they must be happy and feel empowered to achieve and be successful in their jobs. Your business should have a set of common, clear core values, beliefs and rules of behavior that inspire happy, professional and empowered employees. If management does not lead the direction of the desired corporate culture, inevitably it will be established by dominant individuals, and it is easier to establish and inspire than to undo and realign. Recognizing why it is important for management to establish a desired corporate culture, identifying what you want, and knowing how to develop it will lead your organization to success. With a strong and healthy culture, everyone will be working together with the same vision and your organization will soon be outperforming your competitors! Find out why it is important to take charge of setting your corporate culture from the start, exploring what that means and what it takes to create the culture you want.

7. Critical Thinking Skills – Engaging the Brain:

Every position, no matter the responsibility level, requires some type of decision-making. In order to make the best choices, critical thinking needs to be activated and refined. Knowing and understanding are not always enough to follow through with problem-solving. Being able to create, evaluate, analyze and apply solutions are valuable skills as well. Asking questions is not a negative critique but rather an opened channel towards process betterment. This course also discusses the role of the brain’s frontal lobe and how to prepare our brains for critical thinking. Recognizing the importance of critical thinking skills, encouraging independent discernment, and empowering your staff to cultivate these rational observation skills will produce progressive and valuable ideas, solutions, and end results. This course will help participants make better decisions, recognize faulty reasoning, be more persuasive, communicate more clearly, be more empathetic, more easily stand up for personal beliefs, and, on top of all that, get better grades!

8. Customer Service Skills – Giving PEKs:

No matter what your job is, delivering exceptional customer service to both external and internal customers will lead to smoother and more profitable transactions. Being prepared to “joyfully serve with a smile” and extinguish heated moments will make your work world more enjoyable for both your customers and for you. The cornerstone to generating business success is consistently exhibited superior customer service and giving “PEKs”. This goes for all positions, at all levels. Not everybody has an intuitive understanding of what good customer service really is, how to demonstrate it, and why it is important. In addition to offering professional and courteous service, being armed with techniques to de-escalate heated situations is one of many tools that everyone needs to be armed with. As we all know, customers can bring their own baggage to our interactions and although we didn’t cause their

© 2024 HR Solutions, LLC. All Rights Reserved. www.hrs-mt.com Page 5 of 16 irritations, we can help to minimize the frustration. Customers include not only clients but also co-workers, suppliers, vendors and any business associate. Being aware of your internal and external customers’ needs, desires, and expectations will build lasting and profitable relationships. This thought-provoking course will help you determine who customers are, explore what customer service means, and review methods to deliver superior service.

9. Difficult Conversations – Keeping the Desired Outcome in Mind Nobody looks forward to being a part of a difficult conversation, especially being the one to approach

it. In the workplace, managers have a job duty to handle the tough talks during disciplinary actions, but there are plenty of opportunities to offer pro-active conversations before it gets to that. Peers also encounter times where uncomfortable visits are called for. Being willing to approach these times of unease can help prevent the need for more turbulent interactions later. It takes a lot more than bravery to open the conversation and participate in a healthy manner in order to achieve the outcome you desire. It includes being prepared and continually engaged with situational knowledge, empathy, understanding the other person’s personality, appropriate communication skills, and having the tools to handle yourself when experiencing adverse reactions.

10. Disabilities at Work – Going Beyond the ADA There is a new term to describe disabled individuals, and that is “differently abled”. Let’s let that sink in for a minute. The Americans with Disabilities Act outlines what they consider recognized disabilities and gives instructions on rights and responsibilities to prevent disability discrimination. This course discusses this illegal action and offers actionable measures to prevent discrimination. When we look within our workplaces, at our co-workers, is it easy to tell who has an ADA recognized disability? No, not always. We discuss both the visible and the hidden disability types. And to go beyond simply non-discriminatory actions, there are many great reasons to look at what everyone can bring to the workplace. Recognizing individuals’ strengths, understanding their weaknesses, and aligned job tasks appropriately can create long lasting and satisfying employment relations.

11. DiSC® Overview – What’s all the Buzz About?

Why can’t everyone think just like me, right? Because we are all designed so beautifully unique. This training will help you gain a better understanding of yourself, others, and how to bridge that gap, to grow your current skills, and discover how to work towards continued success for yourself, your team, and your organization. This course is an overview of the long-researched and developed Everything DiSC® personality model. Everything DiSC® is a personal development learning experience that measures an individual’s preferences and tendencies based on the DiSC® model. This simple yet powerful model describes four basic styles: D, i, S, and C, and serves as the foundation for the Everything DiSC® Application Suite. Also, Participants that complete a personal assessment receive additional personalized insights that deepen their understanding of self and others, making workplace interactions more enjoyable and effective. The result is a more engaged and collaborative workforce that can spark meaningful culture improvement in your organization.

12. DiSC® Agile EQ – Flexibility is Key:

The fact is, 94% of managers, directors, and executives say that agile and emotional intelligence are more important to their organization’s success now than they were even five years ago. Everything DiSC Agile EQ is a classroom training and personalized learning experience that teaches participants to read the emotional and interpersonal needs of a situation and respond accordingly. In this course, participants will:

• Discover the instinctive mindsets that shape their responses and interactions.

• Recognize opportunities to stretch beyond what comes naturally to them.

• Take action to become more agile in their approach to social and emotional situations.

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• Discover how this can be a valuable tool for you and for your team.

Also, Participants that complete a personal assessment receive additional personalized insights that deepen their understanding of self and others, making workplace interactions more enjoyable and effective. The result is a more engaged and collaborative workforce that can spark meaningful culture improvement in your organization.

13. DiSC® Management – Balancing Your Team with Diverse Strengths Have you ever wondered why connecting with some people is easier for you than with others? Maybe you’ve noticed that you have an easier time managing people who focus on providing accurate and reliable outcomes. Or, maybe you’re more comfortable working with those who take a steady, cautious approach than those who tend to be more adventurous. Or, perhaps you relate best to people who are more self-controlled than outspoken. Understanding DiSC® and your management style is a simple tool that offers information to help you understand yourself and others better, and this can be of tremendous use as a manager. Explore your management priorities and preferences and learn how to connect better with people whose priorities and preferences differ from yours. Teach all your managers to successfully engage, motivate, and develop their people. This course was designed to offer attendees a learning experience proven to increase the effectiveness of everyone in a management role.

Participants deepen their understanding of themselves, their direct reports, and their own managers using the DiSC® model, while learning how their management style influences their approach to decision-making, time management, and problem-solving. Participants walk away with concrete strategies to help them adapt to the styles of their direct reports, enabling them to bring out the best in their people, no matter what their personality style is. Everything DiSC® Management training is a general and personalized learning experience proven to increase the effectiveness of anyone in a management role. This DiSC® Management training offers participants insight into your strengths and challenges as managers, and how to adapt your style to meet the needs of the people you manage— making you a more effective manager. Whether you are a seasoned manager, new to the role, or an employee aspiring to become a successful manager, this training presentation will help guide you on your path. We will discuss natural personality characteristics, how and when to adapt our responses and actions to meet the desired outcome of the situation, and methods to inspire and motivate individuals and teams. No two people are the same and it is important to recognize that we all have our own motivation buttons, as well as deflating triggers. As managers, if we can better understand our people and how they tick, we can provide more effective and efficient management to guide them to success. Through appreciating the individuality of our team members, we can tap into each person’s strengths and abilities as well as helping them to overcome their weaknesses. Attend this training and you will learn to become a more successful manager by growing your understanding of your current management style, determining opportunities to increase your skills, and discovering how to work towards continued success. Also, Participants that complete a personal assessment receive additional personalized insights that deepen their understanding of self and others, making workplace interactions more enjoyable and effective. The result is a more engaged and collaborative workforce that can spark meaningful culture improvement in your organization.

14. DiSC® Productive Conflict – Engage Conversation for Result Harness the power of conflict by transforming destructive behavior into productive responses using valuable information provided by DiSC® Productive Conflict. Conflict in the workplace is expected, and can be a welcome placemat for engaging challenge, reflection, and decision-making. Everything DiSC® Productive Conflict learning experience is a classroom training and personalized learning experience that increases self-awareness around conflict behaviors and helps participants effectively respond to the uncomfortable and unavoidable challenges of workplace conflict. Rather than focus on a step-by-step process for conflict resolution, it offers personalized techniques to curb destructive behaviors so that conflict can become more productive, ultimately improving workplace relationships

© 2024 HR Solutions, LLC. All Rights Reserved. www.hrs-mt.com Page 7 of 16 and results. This overview course on DiSC® Productive Conflict allows participants to explore alternatives to negative conflict responses. This approach can lead your team to great results.

Participants that elect to experience the DiSC® Productive Conflict style assessment further learn individual tips that are personalized specifically to their style. Participants that complete a personal assessment receive additional personalized insights that deepen their understanding of self and others, making workplace interactions more enjoyable and effective. The result is a more engaged and collaborative workforce that can spark meaningful culture improvement in your organization.

15. DiSC® Sales – Meet Your Customers Where They are at This course provides salespeople with the skills to adapt to customers’ preferences & expectations.

Customer service is the cornerstone of successful salespeople and understanding personalities is key.

Everything DiSC® Sales learning experience is a classroom training and personalized learning experience designed to help salespeople successfully create customer-centric interactions that improve results. Participants learn how to stretch beyond their natural Sales style to more effectively adapt to their customers’ preferences and expectations—regardless of the customer’s unique buying style. The experience is sales-specific with in-depth information, including tips, strategies, and action plans to help salespeople become more effective. This is an overview course that reviews personality similarities and differences, offers tips on how to best talk the client’s preferred talk, and win over customers.

Participants that elect to experience a DiSC® Sales Style assessment will benefit from personalized content that will be specific towards they style. Participants that complete a personal assessment receive additional personalized insights that deepen their understanding of self and others, making workplace interactions more enjoyable and effective. The result is a more engaged and collaborative workforce that can spark meaningful culture improvement in your organization.

16. DiSC® Work of Leaders – Developing your Leadership Style Create impactful leaders through the process of Vision, Alignment, and Execution. Everything DiSC Work of Leaders® learning experience is a classroom training and personalized learning experience that connects unique leadership styles to real world demands. It brings together best practices from 300 experts in over 150 organizations, the important work of the most prominent scholars, and over four years of additional research and development to provide participants with an actionable path toward more effective leadership. With one unified model of leadership—Vision, Alignment, and Execution—it helps leaders understand their own leadership styles and how their tendencies influence their effectiveness in specific leadership situations. With this overview course on DiSC® Work of Leader’s solution, we will Learn about DiSC® and how it informs the role of leaders, Discover your style and priorities on the Everything DiSC® Leadership Map, and Learn about the Everything DiSC Work of Leaders® process. Everything DiSC® is a personal development learning experience that measures an individual’s preferences and tendencies based on the DiSC® model. This simple yet powerful model describes four basic styles: D, i, S, and C, and serves as the foundation for the Everything DiSC® Application Suite. Additionally, Participants that complete a personal assessment receive additional personalized insights that deepen their understanding of self and others, making workplace interactions more enjoyable and effective. The result is a more engaged and collaborative workforce that can spark meaningful culture improvement in your organization.

17. DiSC® Workplace® – Working Better Together Engage every individual in building more effective relationships at work. Everything DiSC Workplace® learning experience is a classroom or virtual training and personalized learning experience that can benefit every person in the organization—regardless of title or position, department or function—in building more productive and effective relationships at work. It teaches participants to understand themselves and others, while learning to appreciate different priorities, preferences, and values each individual brings to the workplace. With personalized insights and actionable strategies, participants

© 2024 HR Solutions, LLC. All Rights Reserved. www.hrs-mt.com Page 8 of 16 learn how to adapt to the styles of others, ultimately improving engagement, collaboration, and the overall quality of the workplace. Everything DiSC® is a personal development learning experience that measures an individual’s preferences and tendencies based on the DiSC® model. This simple yet powerful model describes four basic styles: D, i, S, and C, and serves as the foundation for the Everything DiSC® Application Suite. Additionally, Participants that complete a personal assessment receive additional personalized insights that deepen their understanding of self and others, making workplace interactions more enjoyable and effective. The result is a more engaged and collaborative workforce that can spark meaningful culture improvement in your organization.

18. Diversity, Equity, and Inclusion in the Workplace – Celebrating Uniqueness:

As our society and culture changes and becomes more diverse, so does our workforce. Workplace diversity encompasses many differences including cultural, intellectual, gender-related, religious, personality, racial, generational, physical, mental, and more. Regardless of these dissimilarities, all employees in the business community share a common goal of corporate and individual success and deserve consideration when applying for employment opening, promotions, educational opportunities, benefit participation, and all aspects of employment. In order to avoid being viewed as discriminatory, your company should consider evaluating its current hiring, placement, and promotion requirements and business practices to ensure not only diversity tolerance, but also appreciation. By recognizing, valuing, and promoting employee differences within your organization, you will be increasing staff morale and job satisfaction, thereby promoting success for individuals and your business as a whole.

19. Diversity: 4 Basic Types of People – Managing Diverse Personalities By exploring personality types, we can funnel styles from basic groups into more specific and individualized descriptions. It begins with understanding ourselves better, recognizing the four basic types of people, diving deeper into all personality types, and finally, exploring ways to better relate to others, deal with difficult people, and work together more effectively, efficiently, and harmoniously.

Upon understanding the general concept of basic types of people, we explore the highly researched DiSC® personality styles. Everything DiSC® is a personal development learning experience that measures an individual’s preferences and tendencies based on the DiSC® model. This simple yet powerful model describes four basic styles: D, i, S, and C, and serves as the foundation for the Everything DiSC® Application Suite. By gaining a better recognition of similarities and differences, we can all manage our own relationships with others in a more productive and healthy way.

20. Employee Relations – Cultivating Healthy Interactions Healthy and safe work environments don't just happen. It takes leadership efforts to create and maintain through building healthy relations, and everyone has a responsibility to do their part. The relationship dynamics includes employee-employer, employee-employee, and employee-business partners. Building and maintaining healthy employee relations by providing a healthy and safe work environment includes:

• Feeling of well-being

• Feeling of involvement/inclusion

• Positive self-identity

• Job satisfaction

• Collective and individual high morale

• Motivation

• Effective communication system

21. Goalsetting Success – by “Moving the Chains” Who LOVES American Football?!? There is more to love than just the sport. Goal setting and achievement success lessons can be drawn from the popular pastime. With the assistance of frontline

© 2024 HR Solutions, LLC. All Rights Reserved. www.hrs-mt.com Page 9 of 16 individuals that experienced the game firsthand, we use these lessons in connection with business aspirations, lining out how the similarities come into play. This course is designed with fun in mind and demonstrates how the game of football uses SMART goals, micro goals, time management skills, and more. No matter what goals you are trying to achieve, tackling the objectives in a mindful, realistic, and timely manner will score the win.

22. Harassment in the Workplace Pt 1: Sexual – Prevent Crossing that Line:

Sexual Harassment in the Workforce training is designed for all employees, including the management team. Prevention can be accomplished by educating everyone on what sexual harassment is, how it is illegal in the workplace, what everyone’s responsibilities are, and how to handle situations if they should arise. Training events such as this one are a great demonstration of good faith efforts on the employer’s behalf to educate staff on how to prevent sexual harassment in the workplace and therefore litigation actions. Sexual Harassment prevention training is recommended to be offered immediately to all new employees with annual refresher trainings for all staff. Everyone deserves a workplace free from harassment and intimidation. Both male and female employees are entitled to a work environment without hostility and offensiveness. Sexual harassment in the workplace, intended or perceived, is strictly prohibited as stated in Title VII of the Civil Rights act of 1964. Legal definitions and requirements continue to evolve, making it critical to keep up on law changes. It is important to give managers and all employees the necessary tools through education on how to prevent sexual harassment and what to do if it should occur in the workplace is key. Maintaining an enjoyable, relaxed, and fun work environment, while abiding by the laws, can be done when common sense prevails, when all employees are routinely educated on expectations behaviors, and when zero-tolerance for harassment is expressed.

23. Harassment in the Workplace Pt 2: Discrimination – What Compliance Looks

Like:

Everyone deserves a workplace free from discrimination, harassment, intimidation, and retaliation. All employees regardless of their gender, abilities, or any characteristics, are entitled to a work environment without discrimination, hostility, and offensiveness. When illegal discrimination occurs, the consequences can be severe. Regardless of the laws and policies in place, maintaining an enjoyable, relaxed, fair, equitable, inclusive, non-discriminatory, and fun work environment is an employers’ duty and will be appreciated by your employees. Abiding by the laws, routinely educating all employees on expected behaviors, and enforcing zero-tolerance for discrimination, harassment, and retaliation will serve as the base for creating a corporate culture of safety, respect, and enjoyment. Discussion will begin with general principles and will include what Human Rights and the Equal Employment

Opportunity Commission (EEOC) have to tell us with definitions, protected classes, responsibilities, and consequences. We will also look at relevant case studies, resolution tactics, Proxemics concepts, and responsibilities of employers, employees, and witnesses. Maintaining a discrimination-free work environment can be done when common sense prevails, when all employees are routinely educated on expectations behaviors, and when zero-tolerance for harassment is expressed.

24. Harassment in the Workplace Pt 3: Bullying – Ugly Monsters Amongst Us:

Everyone deserves a workplace free from harassment and intimidation. All employees regardless of their gender, abilities, or any characteristics, are entitled to a work environment without hostility and offensiveness. Bullying is another common form of harassment that creates a hostile working environment. When bullying occurs in a region or state with an anti-bullying law or in an organization with an anti-bullying policy, the consequences can be severe. Regardless of the laws and policies in

© 2024 HR Solutions, LLC. All Rights Reserved. www.hrs-mt.com Page 10 of 16 place, maintaining an enjoyable, relaxed, and fun work environment will be appreciated by your employees. Abiding by the laws, routinely educating all employees on expected behaviors, and enforcing zero-tolerance for harassment will serve as the base for creating a corporate culture of safety, respect, and enjoyment. Discussion will begin with general principles and will include what the

Workplace Bullying Institute (WBI) has to tell us with definitions, facts, and truths. We will also look at relevant case studies, resolutions tactics, Proxemics concepts, and responsibilities of employers, employees, and witnesses. Maintaining a bully-free work environment can be done when common sense prevails, when all employees are routinely educated on expectations behaviors, and when zero-tolerance for harassment is expressed.

25. HR 101: Human Resource Management – Basics for New Human Resources

Professionals:

It is all too common that employees that are great at their jobs are placed in an HR role with little to no training or understanding of all that is involved. Small Business Owners also experience the rapid learning curve to handle all that is included in human resource management. This course is designed to review the various areas of human resource management. Many individuals don’t know what ‘human resources’ is, much less all that is involved in their jobs and responsibilities. How many hats does an HR Professional wear? Whether you are a Specialist, Generalist, or Manager, you likely will be handling a plethora of areas in human resource management. This course provides a general review of different roles, responsibilities, professional preparation options, and sources to seek guidance.

26. HR Recordkeeping Pt 1: Employee Individual Files – Content, Access, and

Retention:

Document, document, document they say! But that creates paperwork, right?! What do you do with it all? Who is authorized to look through these files? Who do the files belong to? How long do we have to keep them? Through review of compliance regulations and best practices, learn how to effectively and efficiently design your HR recordkeeping process for employee files. This presentation covers the different types of employee files, what content should be kept in each, who should have access to them, and how long you should keep these files. Learn about human resources (HR) recordkeeping compliance regulations, discover best practices that are right for your organization, and understand where to go for more information.

27. HR Recordkeeping Pt 2: HR Batch Files – Does the Paperwork Ever End?

Document, document, document they say! Well then there comes the daunting task of document management. There is a plethora of human resource documents to track, keep organized, and adhere to compliance requirements. This presentation covers aspects of HR recordkeeping for company-wide batch files, from the document development to storage, accessibility, and finally to when it is time to discard items. Recognizing that there is way more filing involved with human resource management than just employee personnel files, this training was designed to address those company-wide batch files.

28. Leading by Example – Mindful Leadership by Walking the Talk:

This course was designed to help leaders at all levels gain helpful tools to become successful at influencing, coaching, guiding, motivating, and leading others, starting by being the example. The question beckons, are great leaders born or made? You will discover that the answer is both. You may have natural leadership qualities, but everyone can grow and improve upon where their skills are presently at. Being a motivational leader can be challenging and frustrating. It isn’t always a natural skill to be able to successfully lead others. Tools like this training are designed to help leaders become successful. Attendees of this training will examine what it takes to be an influential leader, and

© 2024 HR Solutions, LLC. All Rights Reserved. www.hrs-mt.com Page 11 of 16 understand that ‘do as I say, not as I do’ is NOT part of the solution. Take the next step and progress from being a manager to becoming a leader. Management and leadership are often confused as one and the same when in fact there is a tremendous difference between a manager and a leader. “Showing” an example and “being” that example is a key component. This is accomplished by adjusting leadership objectives from simply demonstrating the “how” to also addressing the “why”. Effective leaders inspire, motivate, educate, and empower their teams to perform at their best and become leaders in their own respective roles. Stimulate your team towards individual and organizational success by providing top level leadership. Learn who is considered a leader and what it takes to be a great leader. The course will explore the three main leadership actions as well as the top ten qualities great leaders possess.

Attendees will have the opportunity for self-reflection to help identify any shortcomings that need further development as well as current strengths to build from.

29. Leading with Courage over Comfort – Being Daring and Vulnerable Complacency can snatch us all, even leaders. We all can get comfortable in our routines and the status quo can seem like a good option, but don’t let that hold you back. Stepping outside of our comfort zones takes courage but it is worth it. Individual and team results will be experienced through creative forward-thinking, brave vulnerabilities, and bold actions.

30. Managing Your Employees – From Stress to Success No matter what size your organization is, all organizations have a need for human resource management (HRM). Responsibilities in HRM span a wide range of areas including staffing, policies and procedures, training and development, discipline, motivation, compensation and benefits, safety, compliance, and more. Who should be handling these duties? Human resource (HR) department?

Supervisors and Managers? Accounting personnel? Or outsource to an HR professional? Some outsource services can include HR consulting, training and development, and HR projects. Being armed with the tools that it takes to succeed in your HRM goals will help you stay one step ahead in the game. Gaining a better understanding of HRM, exploring how to develop your team, understanding HR resources, and determining what leadership style works best for you and your team are including topics of discussion. And yes, stress does come with the territory, as does flexibility.

31. Motivating Your Team – Using the BRUHA Approach You hire rock stars, but they show up to work as anything but! How do you motivate your employees from the start, and then retain your top talent? This is one of the most important objectives, yet one of the most difficult tasks. Key components to achieving this goal include: 1) proper mindset 2) communications 3) consistency 4) commitment. This course explores how human nature follows a hierarchy of needs, how every person is unique with different motivational buttons, and what areas to focus on to achieve great overall results in motivating each of your individual employees. It requires better understanding human nature wants and needs, getting to know your employees, recognizing personality differences tied to priorities and motivational factors, determining and communicating desired outcomes, and then providing appealing BRUHA regularly. When you use the BRUHA approach, watch the sparks ignite inspiration, enthusiasm, and productivity.

32. Multi-Generational Workforce – Teamwork, Mentorship Programs, and

Succession Plans:

Do you often shake your head in disbelief of what that other generation is thinking and why they do what they do? Whether you question the younger generation or the older folks, it first takes understanding where they are coming from in order to then better understand where they are at now.

Attend this training to learn more about how all ages can work better and happier together, how mentorship programs can be helpful, and the importance of succession planning. Diversity in the workforce comes in all forms, with multiple generational ranges leading the pack. Our age, or at least

© 2024 HR Solutions, LLC. All Rights Reserved. www.hrs-mt.com Page 12 of 16 the age we act, reflects our upbringing, values, habits, experiences, preferences, passions, talents, ethics, and overall character. Most work environments have a mix of generations working together and it takes a lot of understanding, empathy, and collaboration to meld them together to form that one big happy family that we all hope for. The differences are real and can’t be ignored so learn more about each age group and use that knowledge to the benefit of your organization’s successful collaboration.

Great teamwork is possible with established mentorship programs in place, bringing different generations closer together with understanding, empathy, and cooperation. This can also contribute to the planning of successions as employees retire and move on.

33. Organizational and Employee Development – Looking to the Future:

In order to drive success, building and maintaining an organizational and employee development plan is a necessary commitment. Growth promotion helps to execute organizational strategies, increase employees’ skill sets, and is an efficient way to measure current performance and define key areas for improvement. It also helps to ensure that your organizational goals are aligned with your recruitment and retention requirements so they may reach their maximum potential. It is critical to have top management support and dedication to initiate and manage these programs. All organizational levels rely on and build upon each so having an all-inclusive program will inspire buy-in, loyalty, and universal commitment towards betterment.

34. Performance Improvement Plans – What Makes an Effective PIP The question I get a lot is, “when should a supervisor issue a PIP”? First, performance improvement plans are not to be ‘issued’ like you would a speeding ticket. PIP’s should be designed as helpful tools to assist employees on their path to performance improvement and success. Second, this type of tool can be initiated at any time the supervisor and/or the employee identifies a weak area that needs to be worked on. Shifting the concept of the purpose of PIP’s can go a long way in achieving positive and lasting results. This course reviews the purpose of PIP’s, communication skills, and what to do when outcomes are achieved, or not.

35. Performance Reviews – Essentials of Conversations, Feedback, and Goal Setting:

We are all in this together! Employees, Supervisors, Human Resources... Everyone! This process has gotten a bad rap over the years, and it doesn't have to be painful. When designed, communicated, and delivered well, performance reviews can be an extremely useful and motivational tool. No matter what you call them, performance reviews cause stress to everyone! Supervisors, employees, and human resources tend to dread that time of year when these appraisals are conducted. Some organizations have just given up and stopped conducting them altogether. Although these can be time consuming, frustrating, irritating, angering, and many other adjectives, they also can be positive tools that can shape future decisions and motivate staff. Employee performance reviews have come under fire in recent years. Traditional employee appraisal processes have been causing both managers and employees headaches. A performance review is a two-way, one-on-one conversation between a manager and an employee about the impact of performance, development, and growth. It is an essential component of a company's overall performance management strategy. Reviews can engage and motivate employees to maximize and align their efforts if done correctly. When done incorrectly, these appraisals can lead to employee disengagement and even lower performance. Organizations will struggle to achieve important goals and objectives if their employees are not aligned and on a clear path to success. Managers can use performance conversations to connect employees to the organization's larger mission and goals. These reviews also provide organizations with the information they need to make critical people decisions such as compensation, promotions, development, role changes, exits, and more. Whether you love or hate performance reviews, your own or your staffs, there are alternative methods that will make these less painful and even an enjoyable experience.

© 2024 HR Solutions, LLC. All Rights Reserved. www.hrs-mt.com Page 13 of 16

36. Project Management – Following the 7 P’s No matter what job you hold, special…