Human Resource Management Course Description

Workplace Discrimination and Harassment Sexual and Otherwise
The Legal How-To's of Workplace Investigation: Employee Discipline and Discharge
Walking the Recruiting, Hiring, and Promotion Tightrope
Positive Employee Relations
Train the Trainer
Diversity As A Competitive Advantage
Getting Things Done
Great Customer Service
Aligning Human Resources With Business Strategy
Career Development-Exploring Options and Aligning Visions
Creativity at Work
In Us We Trust
Serve-Us From the Heart
Dancing with Wolves
10 Ways to Turn An Employee Into a Plaintiff
Risk Management by Avoiding Employee Legal Claims
Learning from Other Company's Mistakes


Workplace Discrimination and Harassment ­ Sexual and Otherwise
Days:(1/2)

Fred Suggs, Esq., facilitator

Sexual harassment cases have dominated the legal landscape of workplace harassment issues for the last two decades. More recently, older workers, African-American workers, Hispanic workers and members of other protected groups have joined the battle against workplace discrimination. Race, age or religious harassment charges and lawsuits may not be as "sexy," but the defense and the jury verdicts can be just as costly. This workshop will provide an overview of discrimination laws and a discussion of the concepts of disparate treatment and disparate impact. It will attempt to provide practical guidance for avoiding these types of problems.

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The Legal How-To’s of Workplace Investigations: Employee Discipline and Discharge
Days:(1/2)

Bernard Tisdale, Esq., facilitator

From sexual harassment allegations to race discrimination claims, managers increasingly are asked to play Sherlock Holmes and examine intricate situations. Once the investigation is completed, the manager must decide what action to take. Such decisions can adversely affect employee morale and the employer's credibility and result in charges and lawsuits. This workshop will focus on legal considerations and interviewing techniques for conducting workplace investigations, and provide practical guidance to help minimize the risks and maximize the accomplishments of these situations.

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Walking the Recruiting, Hiring and Promotion Tightrope
Days:(1/2)

Bob King, Esq., facilitator

Recruiting, hiring and promotion are typically not functions carried out by experienced human resources professionals in your organization. Supervisors, managers and other employees typically take part in recruiting, hiring and promotion decisions. This workshop will focus on the legal considerations affecting recruiting, hiring and promotion decisions, and provide practical guidance for minimizing legal risks associated with these decisions.

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Positive Employee Relations
Days:(1/2)

Baker Wyche, Esq., facilitator

Every day, managers and supervisors affect their employees' view of the work environment. This seminar will help your supervisors and managers understand what can contribute to a negative work environment, how to eliminate or minimize impediments to a positive work environment, and how to evaluate performance and communicate more effectively with employees. Participants will also learn how to recognize union-organizing activity and how to respond effectively to these efforts.

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Train the Trainer
Days:(2)

Ellen Stevenson, facilitator

This workshop is designed to train skilled operators or technicians in appropriate techniques for conducting one-on-one On-the-Job Training (OJT). It is often assumed that any skilled operator can effectively pass along their skills and knowledge of the job to a new employee. But in reality, the degree of success of OJT efforts is mixed at best. Failure can result because:

¢ a good operator is not necessarily a good teacher; ¢ training methods used by operators vary from one student to another, so the resulting skill development is inconsistent; ¢ learning styles and skill levels of the new employee vary and instructors fail to adapt their teaching style to fit the needs of the new employee. This training program attempts to correct these reasons for failure. The training involved in this workshop is highly participative and comprises 16 hours of instruction plus up to 16 hours of coaching for a group of up to six future instructors.

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Diversity As A Competitive Advantage
Days:(1)

Susan A. Lill, SPHR, CHRP, facilitator

Discover various ways to help your business respond to the changing global landscape and significant demographic shifts. The business case for adopting a diversity strategy will be reviewed. Participants will analyze case studies of American companies with successful diversity initiatives. Learn how to design and implement a strategic diversity initiative that includes training at all levels, forming a diversity advisory council, reviewing and updating human resources systems and programs ­ including recruiting, mentoring, succession planning, and community outreach initiatives. A wide range of diversity subjects will be covered including gender, ethnicity, race and age, as well as stereotypes, assumptions and acculturation. The difference between compliance with government affirmative action and equal opportunity regulations versus a commitment to leveraging diversity will also be discussed. This one-day workshop for business executives, managers, human resources professionals and business owners will provide participants with hands-on experience and published resources to take away and apply in most workplace settings.

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Getting Things Done
Days:(1/2 or 1)

Susan A. Lill, SPHR, CHRP, facilitator

Balancing work priorities and life can assist executives in getting things done.  Business professionals can learn to distinguish the "urgent" from the "important."  This program will cover topics such as achieving work/life balance, setting goals, organizing and prioritizing work, delegating to others, managing meetings and interruptions.

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Great Customer Service
Days:(1/2)

Susan A. Lill, SPHR, CHRP, facilitator

Everyone in an organization is in "customer service."  This program will cover topics such as customer service performance factors, what customers want from a customer service person, active listening to understand issues before acting, developing and keeping customer trust and loyalty and the impact of demographic changes on customer expectations.

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Aligning Human Resources With Business Strategy
Days:(1/2)

Susan A. Lill, SPHR, CHRP, facilitator

Ensuring your human resources systems and practices are integrated and supporting the business strategy are key factors to the success of your business.  Learning how to mesh the actions and behaviors of your people with business drivers will improve productivity, focus and results.  In particular, this program will cover topics such as corporate values, core competencies, business processes, incentives and rewards, performance feedback and coaching, and recruiting. 

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Career Development-Exploring Options and Aligning Visions
Days:(2)

John Barker, facilitator

Many people think of their own career development simply in terms of "What will my company do for me? Will they promote me?  Will they transfer me?"  In today's world, successful professional development means more than just promotions or transfers.  Meaningful professional growth can take place in a variety of ways that will enhance performance in and commitment to current positions and lead to a path of future growth, learning, and adding extra value to the organization.  You and your company benefit when you actively explore options for your professional growth on an ongoing basis.  This workshop is designed to equip participants with the knowledge, confidence, and ability to better align their personal and professional goals with the needs and goals of the organization.  Participants will define and assess their skills, strengths, interests, motivators, values, priorities, perceived barriers and developmental options, strategies, and goals.  With this increases awareness and practical vision for the future, participants will then prepare how to effectively articulate their needs and goals to their manager with the goal of exploring developmental opportunities and producing a realistic action plan for future growth.  This career-planning model extends beyond traditional performance review and offers the opportunity for both the individual and the organization to reach their full potential.  It is suggested that this class be offered in conjunction with "Career Coaching Skills for Managers."

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Creativity at Work
Days:(1/2)

Kathy Kegley, Ph.D., facilitator

This experimental mini-course combines an inspiring and informative kick-off session with creativity enhancing assignments that participants will complete at work, followed by a celebratory wrap up session.  the assignments are designed to allow participants the freedom to choose how they will be completed during their normal work routine.  For example, one assignment might be to learn and apply a specific creative thinking technique, and participants will select a work related task to practice the technique.  Furing the online portion of the class, participants may interact with the instructor by email to discuss progress, ask questions about assignments, and receive individual encouragement.  Approximately 6 hours will be required for the short reading assignments and activities.  A wrap-up session will conclude the course and allow for discussion of success stories and plans for future development. 

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In Us We Trust
Days:(1/2)

Greg Blake, facilitator

"Establishing a Trusting and Ethical Work Environment and Culture"

  • Think of someone you trust
  • Barriers to workplace trust
  • Bridges to building workplace trust
  • Trust, ethics, and character defined
  • Definitions of integrity
  • The circle of mistrust
  • The five credit withdrawals
  • The five credit deposits
  • Walking the ethical chalk line
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Serve-Us From the Heart
Days:(1/2)

Greg Blake, facilitator

"Exceeding the Internal/External Customers Expectations"

  • Walk the walk and talk to chalk
  • Definition of excellence
  • 70/50 principle
  • The freezer, factory, friendly. and fabulous service zones
  • Fishlosophy! With passion
  • Moments of truth
  • Hear me, encourage me, acknowledge me, recognize me, trust me
  • Employee #1, Customer is #2- contented cows do give better milk
  • Catering and caring via customer focused delivery principles
  • Tactics for "standing above the crowd of alikes"
  • Walkers and talkers
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Dancing with Wolves
Days:(1/2)

Skip Spooner, Esq., facilitator

The mission of the program is designed to demonstrate the interplay and tensions between three employment related laws: The South Carolina Workers' Compensation Act; the Family and Medical Leave Act(FMLA); and the Americans with Disabilities Act(ADA).  It is an actual case study on compliance with the three acts arising out of serious job related injury.  Management attendees will learn that compliance with one act is not necessarily compliance with other acts.  Each act is unique in its coverage, compliance and damages.  

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10 Ways to Turn An Employee Into a Plaintiff
Days:(1/2)

Skip Spooner, Esq, facilitator

  • Following policy/practice
  • Lack of documentation/good faith investigation
  • Showing favoritism or appearance of same
  • Ignorance of employee rights/labor law
  • Sexual harassment
  • Not following just cause policy
  • Modifying employee at will doctrine 
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Risk Management by Avoiding Employee Legal Claims
Days:(1/2)

Skip Spooner, Esq, facilitator

The mission of this program is to educate managers regarding employee rights, unlawful employment discrimination and wrongful discharge.  It analyzes the ten most common ways of turning an employee into a plaintiff.  Attendees will be in a much better position to recognize their work environment when employee rights are a issue.

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Learning From Other Company's Mistakes
Days:(1/2)

Skip Spooner, Esq., facilitator

A series of actual case studies designed to educate management on how to recognize and deal lawfully with various employment-related issues.  It is designed to help management avoid the many land mines related to employment discrimination and wrongful discharge.  You will learn from other company's mistakes.  Thus, avoiding potential legal claims by managing risk through education.

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