'Human Resources Practice For Small Businesses' is designed to address the concerns of small and medium size businesses in the area of human resources strategies, practices and processes. Ideal for human resource practitioners, their managers and for small business or non-profit owners, it will provide participants with useful information and resources that might help one save time, focus on the most important activities and achieve higher impact for work expended.
In addition to an overview of some of the pressing issues of today, including rising health care costs, staffing and retention and measuring the impact of HR's efforts in small businesses, we will discuss how to effectively partner with our organizational clients and with legal counsel. HR is more than a tactical delivery organization; by diligently aligning HR's programs and efforts with one's organizational strategies and long term direction - a more satisfying and productive working partnership results.
- Using your professional experience in pull vs. push approaches with clients
- HR professionals in the role of mediator
- Identifying your organization's top needs of HR and focusing on those
- Tapping the collective wisdom of the participants, not just of the speaker/facilitator
- The attendee will be able to discuss performance reviews, training and development.
- The attendee will be able to identify issues in compensation and benefits.
- The attendee will be able to review employee relation issues.
8:30 a.m. - 9:00 a.m.
A. Ice-Breaker And Objectives Speaker's And Participants'
B. Issues And Challenges For HR Professionals In Smaller Organizations
C. Review Of Agenda, How To Address Needs Beyond Today?
9:00 a.m. - 10:50 a.m.
II. Strategic vs. Tactical Activities
A. HR Model Of Practice Major Areas Of Practice, Process, Procedure
B. The Strategic Nature Of HR vs. The Transactional Requests Of Owners/GMs How To Add Value On Both Fronts?
C. Common Challenges For All Managers Time Management: Review Of Covey Principles Of Important And Urgent vs. Non-Important, Non-Urgent Work
D. Ethical Behavior SHRM Code Of Ethics
10:50 a.m. - 11:00 a.m.
11:00 a.m. - 12:00 p.m.
A. Recruiting, Interviewing, Selecting And Hiring
B. Advertising And Posting, Employment Law Considerations, Screening And Staying Within The Law While Selecting 'Best Fit' Best Practices
C. Documentation For Non-Discrimination
D. Partnering With Hiring Managers
IV. Performance Reviews, Training And Development
A. Tools, Templates: Sources
B. Role Of Supervisors And Managers
C. Role Of HR
12:00 p.m. - 1:00 p.m.
Lunch (On Your Own)
1:00 p.m. - 2:30 p.m.
V. Employees Relations Issues Concerns Of Employees And Managers, Investigation,
A. Role Of HR: Mediator, Coach, Management Representative And/Or Advocate Of EE
B. Role Of Legal Counsel Knowing When And Why To Partner
2:30 p.m. - 2:40 p.m.
2:40 p.m. - 3:30 p.m.
VI. Compensation And Benefits
A. Today's Issues: Viable Benefits With Rising Health Care Costs
B. Appealing To Varying Needs, Managing Direct And Indirect Labor Costs While
C. Goals And Measurements
3:30 p.m. - 4:15 p.m.
VII. Safety And Security
A. OSHA, Worker's Compensation, Violence In The Workplace
B. Terrorism How To Handle?
4:15 p.m. - 4:45 p.m.
A. Review Of 'Best Information' Next Steps: Participants Partner To Determine What Immediate, Next Steps To Take
B. SHRM, ASTD And Other Professional Organizations For Expertise, Templates, Models, Support
C. Seminar Evaluation