An emerging issue in organizations is the lack of effective time management for HR professionals. Downsizing has resulted in fewer people doing the same amount of work. This is just as true in your HR department as on a factory floor. Many HR positions are slowly absorbing work that was not in the original job descriptions.
Reality Check
Start dealing with the issue of time management by reviewing your official job description. Compare it with what you actually do, listing the following.
• Tasks you do that are not in your job description.
• Tasks that have completely fallen off your radar because you do not have time.
• Tasks that you do, but not to the professional standard you would like.
The second part of the reality check is to complete your own time study. What do you actually do? How much is planned? How much is unexpected? Do you work overtime just to catch up on paperwork?
Time Management Solutions
Now that you know how you use your time and whether or not you have control, you can move on to solutions. The information about the reality of your job belongs on the desk of your manager who will have to make a decision.
• She can officially acknowledge the redistribution of work, which resets the priorities and should relieve you of some pressure.
• She can decide that your original job description needs to be reactivated by providing additional resources.
No matter what decision the manager makes, you still have to deal with the daily time wasters. They might be people who just take over your workspace, the inordinate number of emails you receive, or the phone that never stops ringing. You have to choose how you spend your time at work.
• Plan your time at least once a week with a calendar in hand.
• List all the tasks that have to be done, noting any deadlines.
• Set priorities.
• Schedule everything you can, including time needed to deal with those pesky emails.
• Prepare for the unexpected. Because you identify your priorities, you know what work can be moved to another day if you have to replace a sick colleague at an interview.
• If appropriate, delegate work to staff, including admin support staff.
You still have to find a way to resolve all the interruptions during the day. You will never eliminate all of them, but try to prevent as many as possible. Then, it is easier to deal with the ones that happen.
• Spread the word that you are now more organized so it is easier to tell coworkers that you do not have time for chit-chat, but you will spend coffee break with them.
• If you are working on a priority task, say so and offer a time to meet later in the day or week.
• Do not answer the phone every time it rings. Decide on a time to check voice mails.
• Schedule a time to work through emails. Learn to delete or quickly file ones that are not directly relevant to your work.
You might gain a reputation for being driven by your agenda, or you might set an example for more organization in the office. Either way, you will benefit from being in charge of your time. These benefits will spill over into your personal life so you will feel a sense of balance and control.
When you receive an allegation of workplace harassment or discrimination or believe your organization has become a victim of fraud or theft – taking prompt action is your legal responsibility.
But let’s face it: most HR professionals or business owners have never had formal training in how to conduct internal investigations. And without having the proper skills in how to handle allegations in the workplace – and investigate them effectively – employees may feel their complaints are not taken seriously internally.
As a result, they take their complaints externally – to the EEOC, DOL, or to their attorney. Therefore, our Internal Investigations training course is a must-attend for those individuals that are responsible for employee relations and the handling of internal investigations.
After all, is the time to learn how to do an internal investigation whenyou are suddenly faced with having to do one? Of course not. That’s where our training can help!
Key Benefits Of Attending Our Internal Investigations Certificate Program
Our intensive, three-day program is designed to provide you with a thorough grounding in internal investigations – and to arm you with the knowledge of how to properly conduct internal investigations to minimize legal liability and reduce employee complaints.
This program is packed with practical tools, tips, and techniques to improve your investigative skills – and boost your confidence in handling sensitive and complex employee issues.
Using interactive exercises and drawing on years of practical experience, our trainers will outline a step-by-step internal investigation process that can be applied in all types of investigations, including harassment, theft, drug and alcohol abuse, and domestic violence.
By attending our Internal Investigations training seminar, you will learn how to properly handle an investigation, including:
The legal obligations that require employers to conduct internal investigations
How to gather documentary and physical evidence prior to witness interviewing
How to establish a chain of custody and a confidential retention process
How to prepare questions for witness interviews and select appropriate interviewing locations
A standard format for documenting investigative findings
Best practices in handling disciplinary action and terminations to avoid stepping on legal land mines
You also receive 18 PHR / SPHR re-certification credit hours.
And, as a special bonus, you also receive access to our Internal Investigations Training & Certification Program!
Compliance with the Americans With Disabilities Act (ADA) is essential for all employers with 15 of more employees. If this describes your company, you will want to make sure that your human resource professionals understand and implement all the requirements to identify and accommodate disabled employees under Title I. This means they need at least basic ADA training and regular updates.
Training packages begin with an overview of the meaning of disabilities to help the HR staff understand both the obvious and the hidden disabilities. Then, there is a discussion of the five Titles of the ADA and how Title I private employers fit into the larger picture of regulations concerning persons with disabilities. These Titles cover the areas of Employment (Title I), Public Services (Title II), Public Accommodations and Services (Title III), Telecommunications (Title IV), and Miscellaneous Provisions (Title V). HR personnel are expected to keep informed of updates in their area of responsibility.
Recruitment
No matter what the size of your organization, it is important that the recruitment process accommodates persons with disabilities. This means making sure that there is physical access to an interview for someone in a wheelchair or who has some other mobility impairment. Just as importantly, your HR person must be aware of what constitutes discriminatory application forms, interview questions and any testing that is done. For example, there are restrictions on questions they can ask about the disability.
Reasonable Accommodation
A significant part of the ADA training focuses on the concept of reasonable accommodation and exactly what modifications or special equipment the employer is expected to provide. This varies greatly from job to job, depending on the kind of work done by your company, the limitations of your facility or equipment. However, there are non-negotiables that you must make sure both HR and management understand and implement.
It is possible that a disabled person might be hired and on the job before the disability becomes obvious. Your HR staff can be trained and they can coach managers on indicators of a hidden disability for which they can provide accommodation. For example, you might discover hearing problems that can be resolved with phone equipment or dyslexia that can be helped with a computer program that accepts a person’s voice instead of keyboarding.
Retention
Your HR staff should also be able to spot developing disabilities and figure out ways to keep someone employed. There are age-related conditions that might affect their work or perhaps an injury that has resulted in an ongoing impairment. The sooner these situations can be addressed, the better for everyone.
Another training session provides information in workplace etiquette around disabilities. This is training that an HR professional can learn and pass along to your management and staff. Such a session usually includes appropriate communication and interaction.
Responsible companies have strategies and policies in place to ensure the successful employment of persons with disabilities. This begins with a positive attitude, excellent training, and ongoing monitoring to prevent problems. It really does begin with each of you providing ADA training for HR professionals in your place of business.
Retirement is a fairly difficult subject for everyone involved. Thus, retirement training courses were made for HR professionals and designed to make things easier. 401(k) training for human resources professionals provides the staff with relevant information relating to the retirement plans. The training course covers the methods and approaches utilized to build 401(k) retirement plans. The training provides the staff with fundamental skills necessary to ensure that employees comprehend the benefits of the retirement plan.
The human resources staff is the first company contacts that employees encounter. The staff presents employees with answers to vital questions. The questions relate to employment concepts and services. The employment concepts and services include insurance and retirement plan enrollment. The human resources staff requires extensive and continuous training for this reason.
What is 401(k) Retirement Training for Human Resources Professionals?
The 401(k) retirement training for human resources professionals is a certification program. The certification program provides the human resources staff with vital retirement plan information. The retirement plan information includes the benefits of the plan. The plan benefits are most vital to the employee.
The staff acquires the Certified Administrator Designation upon completion of the training course. The Certified Administrator Designation establishes the management skill set of the human resources staff. The staff requires management skills to manage complex employment files. The employment files include 401(k) portfolios.
401(k) Training
The 401(k) training for human resources professionals include tips, recommendations, and real world training. The tips include methods for better serving the employees. The recommendations establish the strengths and weakness of the human resources staff. The real world training provides the training based on real life situations.
Skills and Concepts Covered:
• Requirements for entrance into the 401(k) retirement plan
• Procedures utilized to ensure plan eligibility and guarantee of coverage
• Designing the most beneficial 401(k) retirement plan
• Investment and contribution options
• Establishing 401(k) based communications with employees
• Enrollment procedures and practices
• Required enrollment documentation
• Vesting and how it benefits the 401(k) plan
• Administration designation concepts
• Compliance and standards in terms of discrimination and 401(k) plans
• An evaluation of top-heavy 401(k) plans and what they mean to the employee
• Distribution of interest or early payouts and tax requirements
• Plan expenses and how they affect the employee
• Requirements for reporting changes and updates to 401(k) plans
• A detailed discussion of fiduciary responsibility of the HR professional
• Procedures for attaching amendments to existing 401(k) plans
• Procedures for terminating a 401(k) plan
• Procedures and protocol for plan mergers
The human resources staff comprehends the 401(k) retirement process upon graduation. The staff acquires skills that are necessary to service the retirement needs of employees. They comprehend complex retirement plan fundamentals. The staff becomes a superb asset to their company and its employees by completing the course.
We know how tough it can be as an HR Generalist. You have to be well-versed in everything related to Human Resources and then some. The workload is large and the learning curve is steep but with help from our Certificate Program and training courses, we’ll get you where you need to be.
We’ll help you with employment laws like FMLA, COBRA, ADA, FLSA, IRCA, and many others. HR is constantly growing and changing so a good foundation is the best place to start. The next step is applying what you know and doing so in an effective manner.
Information on our Certificate Program for Human Resources Generalists:
How To Earn Your Certifications
Your “HR Generalist Certificate”
Upon completion of this three day seminar, you will be awarded with an “HR Generalist Certificate”! This certificate will become a permanent addition to your professional resume, and greatly enhance your value to your organization. Your Certificate will be mailed to you after you complete the seminar.
Your “Certified Administrator” Designation
Simply complete any of the Training & Certification Programs included with this course, then pass the exam and we’ll mail your Certificate directly to your home or office!
PHR / SPHR Re-Certification Credits!
This program has been approved for 18 re-certification credit hours through the HR Certification Institute.
For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org. The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCI’s criteria to be pre-approved for recertification credit.
Dates & Times:
Below are the times for this three-day course, which starts on the dates posted herein.
Day 1: 8am – 4pm
Day 2: 8am – 4pm
Day 3: 8am – 4pm
Special Pricing
An “Early Bird” discount is offered for registrations made 30 days prior to the seminar date, so register today!
PHR / SPHR Re-Certification Credits
All US States: 18
About The Provider:
HRcertification.com offers seminars and online training programs to help you better understand and administer the regulations and compliance requirements for COBRA HIPAA, FMLA, ADA, Payroll, Retirement Plans, Cafeteria Plans, and other federally-mandated compliance areas.
We also offer courses on conducting Internal Investigations, Performance Management, and Recruiting & Hiring, as well as specialty courses for HR Generalists.
Used by almost every major company and TPA in the country, each of our programs includes numerous tips, examples, recommended procedures, realistic scenarios, and interactive quizzes – all designed to help ensure you are learning.
Our programs also allow you to earn either a valuable “Certified Administrator” designation (for our online programs) or a Skills Certificate (for our in-person seminar attendees)! We also offer a “Certified TPA” Program for Third Party Administrators!
FYI, our seminars and online programs typically qualify for eight or more hours of PHR and SPHR re-certification credits. Seminar Policies
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The second part of the reality check is to complete your own time study. What do you actually do? How much is planned? How much is unexpected? Do you work overtime just to catch up on paperwork?
Compliance with the Americans With Disabilities Act (ADA) is essential for all employers with 15 of more employees. If this describes your company, you will want to make sure that your human resource professionals understand and implement all the requirements to identify and accommodate disabled employees under Title I. This means they need at least basic ADA training and regular updates.
