Human Resources Training Sessions

Human Resources Training Sessions

Performance Management and Disciplinary Action for Supervisors

Addressing performance issues and knowing how and when to utilize disciplinary action can be intimidating for supervisors and managers. Supervisors need to understand their role in the performance management and disciplinary processes, identify issues, and know when to partner with their Human Resources representative. In this workshop, supervisors will understand the importance of job descriptions and accurately completing performance appraisals. They will also list effective steps to disciplinary action, and understand when to start the disciplinary process, including performance improvement plans and terminations, as well as the importance of good documentation.

Recruitment and Onboarding for Supervisors

Supervisors and managers have responsibilities both to the care and efficacy of our organizations as well as the engagement and growth of our organization’s most valuable resources -our employees. It is vital that they are equipped with basic human resources knowledge so they can identify opportunities and know when to partner with their Human Resources representative and/or legal counsel. In this workshop, those with supervisory responsibilities will better be able to identify their roles in recruiting and onboarding. Additionally, they will understand the importance of job descriptions, interview notes, reference checks, and pre-employment screenings. They will also learn interview techniques and keys to a successful and intentional onboarding process. Effective performance management begins with effective recruiting.

Civility in the Workplace

Disagreements in the workplace will occur. A key to successful workplace culture is to resolve disagreements in a beneficial way. This training is designed to help identify behaviors that cause unhealthy conflict in the workplace as well as how to modify those behaviors to work out differences. It will also address the distinctions between harassment, bullying, and uncivil behaviors. Employees will review the role of a bystander and the importance of taking action. Course discussions include the encouragement of personal empowerment to increase workplace ownership and positive workplace cultures.

Harassment Prevention for Supervisors

People and careers are harmed by harassment. An organization’s supervisors make a difference in culture. How they respond to inappropriate and unlawful conduct involves preparation. This training is designed to assist supervisors in understanding the differences between inappropriate conduct versus unlawful conduct. Supervisors will learn the impact that bullying and harassment have on employees and how to proactively address the related problematic behavior before it becomes unlawful. This course will also provide education on relevant state and federal harassment laws. Course discussions include the supervisor’s role in creating a respectful positive work environment. For law enforcement, TCOLE #3910 credit is available.

Who Should Attend?

Performance Management and Disciplinary Action for Supervisors: Supervisors, managers, and human resources staff. Note that this class is broadly applied to local government functions and is not specific for law enforcement or civil service roles.

Recruitment and Onboarding for Supervisors: Supervisors, managers, and human resources staff. Note: this class is broadly applied to local government functions and is not specific for law enforcement or civil service roles.

Civility in the Workplace:  This training is intended for full-time and part-time employees at all levels, including senior management. For law enforcement, TCOLE 3009 credit is available.

Harassment Prevention for Supervisors: This training is intended for employees in a supervisory capacity at any level within the organization. For law enforcement, TCOLE #3910 credit is available.

Employers are strongly encouraged to take 30 minutes at the end of the presentation to cover their policy, reporting procedures, and organizational expectations.