Posts Tagged ‘HR Professional’

Tuesday Morning Humor for the HR Pro

Tuesday, April 18th, 2017

As HR professionals, we often are asked to present information in a concise and compelling manner. Charts are an effective way to get your point across. All charts tell a story.  For example, the line chart below illustrates how to address the gap between your intended career path and your actual career path:

This pie chart helps to explain the true value of your Facebook ‘friends’:

This bar chart explains how time is ‘warped’ while waiting for your computer to start-up at work in the morning:

Meanwhile, this graph illustrates the value of patience when on hold with the cable company:

Finally, when dealing with computer issues, this chart demonstrates the effectiveness of various problem-solving techniques.

Now, don’t you feel better on this Tuesday morning?  On a more serious note, if the charts and graphs you’re using to track your HR progress need updating, or perhaps the results they show aren’t what you would like, we’re here to help.  CAI delivers HR, compliance, and people development solutions to 1,100+ NC companies to help them build engaged, well-managed and low-risk workplaces. Contact us to find out how we can help your company

Tom Sheehan brings 20+ years of extensive, broad-based strategic, tactical and practical HR experience to CAI’s Advice & Resolution team.  He advises HR and other business leaders on talent management, organizational effectiveness, employee engagement, M&A’s, and employee relations.

 

chart source: GraphJam.com

4 Keys To Success as an HR Professional

Thursday, July 21st, 2011

Regardless of company size, an effective HR function is an essential factor in business success. As a strategic management partner and an employee advocate and mentor, the HR professional is in a position to help promote the business, the opportunities for employees and his or her own success by implementing the following:

1.  Positive Two-Way Communication

Excellent communication with employees can make a company great—or break the company when communication is poor. People like to work for management teams who are open and transparent, and the more potential there is for that communication to be a two-way street, the better. Sharing information and business goals with employees builds trust and cooperation among the ranks.

Suggestion boxes, email, company newsletters and open meetings between management and employees are all time-tested communication strategies that work. Make yourself accessible and be involved, and you will be a more successful communicator.

2.  Fair and Objective Performance Reviews

Implementing an objective employee performance review system will go a long ways toward establishing a foundation for career paths, raises and pay structure. To motivate employees, link top performance with bonuses or raises on a merit basis. Often a gift or public recognition of an employee’s accomplishments is as effective as money.

To ensure fairness for performance reviews, alert people ahead of the actual scheduled review if their performance is below par, and give them opportunities to correct the situation. Periodic feedback meetings also help, as does a cross-functional review by more than one manager. Satisfied employees who trust that they are being managed fairly are more productive than unhappy, resentful employees.

3.  Non-Monetary Benefits and Perks

Sweeten the pot with non-monetary benefits and perks, such as tuition reimbursement, flexible schedules, free parking or health club memberships. Perks and unusual benefits are an area where you can come up with creative ideas that will help attract and retain employees. (This topic is discussed more thoroughly in our previous blog.)

4. Improving The Bottom Line

You will become a company hero if you can use your knowledge as an HR professional to come up with ways to:

  • Reduce expenses for employee benefits such as medical plans or 401K
  • Improve recruiting, hiring and training practices and save costs
  • Increase employee productivity
  • Streamline and ensure compliance processes with federal or other regulatory agencies, such as OSHA

For additional information about how you can ensure your success as an HR pro, please call a member of CAI’s Advice and Counsel team at (919) 878-9222 or (336) 668-7746.

Photo source: (UB) Sean R

CAI’s June 2011 Training Showcase

Tuesday, July 12th, 2011

On Friday, June 24, more than 45 HR professionals and company executives visited CAI’s Raleigh location to attend its June 2011 Training Showcase. CAI’s Training Showcases are free events, held three times a year at the company’s Raleigh and Greensboro offices, and they offer opportunities for company decision makers to gather information on CAI’s diverse training options.

The June event began with CAI’s Director of Learning Services, Colleen Cunningham, asking participants why they decided to attend. Several enthusiastic audience members interjected various reasons, such as seeing the event in CAI’s management newsletter and wanting to help employees improve in their positions.

“Our company is growing, and we need to expand our training, so we wanted to see which programs were best,” said Bonnie Wooten, HR Generalist at Implus Footcare.

Following a brief introduction of CAI’s staff and principal training facilitators, Colleen shared with the audience some of the training services that CAI provides, as well as the organization’s overall education philosophy. The Learning and Development Team members base each of their courses on CAI’s learning model, which includes items to measure learning results, such as self-assessments; defined learning objectives; and interactive exercises, role-plays and case studies. After guests learned how CAI strives to maximize training results, they were free to attend sessions that offered snapshots of what potential participants would expect to experience. Some of the sessions included:

CAI facilitators work to ensure that all of their programs are interactive to keep participants alert and engaged in the information they receive and the activities that they perform. The June 2011 Training Showcase facilitators, Brad Geiger, Maureen Bertolo and Kelly Barefoot, also added passion and expertise to their sessions.

For example, in Maureen’s session Fundamentals of Management Certification Program, she asked all participants to stand up and walk around the classroom to introduce themselves, which involved saying their name, title and company they represented. This activity helped them become familiar with each other while also teaching them that getting to know staff members is an important part of being in management.

Brad and Kelly utilized real-world examples to relate to audience members in their sessions.  Kelly asked her participants in Developing Others Through Coaching to think of great coaches—job, school or sports related—and the qualities that made them effective teachers. This exercise helped attendees discover strategies to grow successful employees.

“Their use of interactive role playing is very effective,” said Janice Willmott, Chief Administrative Officer at Disability Rights NC, when describing the facilitators’ teaching methods.

The following are additional descriptions participants used to characterize the teaching styles of Brad, Maureen and Kelly: energetic, dynamic, knowledgeable, well-informed and efficient. Their teaching approach encouraged participants to interject frequently, ask thought-provoking questions and cooperate in problem solving.

Not only did participants get to sample programs that generally run for two days, but also they received binders full of each program’s key objectives, learning deliverables and main points of discussion.

The evaluations from CAI’s June 2011 Training Showcase revealed that participants obtained a good sense of each session’s layout, and several participants commented that the event exceeded their expectations, making the experience great.

If you’d like to learn more about CAI’s training programs, please visit our website at www.capital.org or contact a member of CAI’s Learning and Development Team at 919-878-9222 or 336-668-7746.