Online HRCI Approved Webcasts Nov/Dec 2011

Cheaper, faster, and more succinct is the goal in this HR Tuesday Lunch-N-Learn program. In November I will embark on a new experience. I have been teaching HR for years in organizations and at universities and now I am going to be teaching via the World Wide Web! I admit I have been teaching online via UIS since 2008 but this will very different. My office doors will be open to any interested HR professional who wants to learn more without taking a full 17 week course. The courses are designed to sit at your desk with your lunch and learn on Tuesday’s in November through mid-December. As an HRCI pre-approved provider I have submitted all of these programs for 2 hours of recertification credit. The programs are co-sponsored by Rogers HR Consulting and University of Illinois at Springfield.

Affirmative Action Plan: Where do I start? 11/29/11 11am-1pm (2hr)

If you have been told by a vendor, a consultant, a department of labor specialist that your company is required to prepare and maintain an Affirmative Action Program but you have no idea what it is let alone how to prepare one, this is the course for you. We will go over all the required ingredients, research necessary to include and how to find it, as well as give you a chance to see an example. In addition, a sample timeline will be provided with a checklist of all the steps you would need to take to accomplish the goal along with an annual follow-up to maintain the program once it is in place. http://bit.ly/affirmativeactionplan

Hire and Develop Top Employees 11/30/11 11am-1pm (2hr) (Wednesday)

The focus of this course will be on what I call the “Rock Star” Employees. Typically by default and interruption primarily, we focus on the low performers, whiners, and to be quite honest the folks we really should be getting rid of. This program will provide ideas on how to find the “right/top” employees in the first place. And once you have them, how to keep them, and how to develop them into being even better performers and possibly inspire those non-engaged employees in the middle who are on the fence of being not engaged and/or being one of those employees who sucks the life out of you! http://bit.ly/hiredevelop

Conducting Your Own HR Audit 12/6/11 11am-1pm (2hr)

If you would like to determine the company effectiveness of the HR function, identify any restraining forces that affect the achievement of company goals and strategies, or identify any potential compliance issues that can affect a company’s defense in employment practices and policies, then this program is for you. You will learn how to conduct an HR Audit, practice using sample tools that can be tailored and used in your organization. http://bit.ly/hraudit

Conducting Employee Disciplinary Investigations 12/13/11 11am-1pm (2hr)

Have you ever had an employee situation that could be described as a “he said-she said” situation? Have you wondered just how to investigate it properly and cover all your bases just in case the situation turns into a fire later on? This program will walk you through an investigation process that utilizes company policy and documents the necessary paperwork regardless of the outcome that will help minimize risk and save on attorney fees. http://bit.ly/disciplinaryinvestigations

Conducting a Salary Comparability Study 12/20/11 11am-1pm (2hr)

Have you ever wondered if we are paying employees competitively? Why employees keep leaving the company? How to attract the best and the brightest workers in the business? If your answer is yes, then this seminar is for you. You will learn how to conduct a compensation study and compare it to what you are now paying your employees. http://bit.ly/salarycomparability

55 Active Job Search Sites (Updated 7/19)

I had a company encouraging me to update this list over the last couple of months. Since they focus on veteran hiring and I am a veteran supporting other veterans I am happy to add the following to this original posting from 2017. Silent Professionals is a free veteran recruitment service. Their differentiating factor is that they focus on a very specific subset of veteran employment which is the combat arms veteran. Their site is much more than just a job board because they actually provide a service behind it which is all free to the veteran. As combat veterans themselves, with a vast amount of experience in the private security sector, they are able to use that experience and influence within the industry to act as trusted advocates for the veteran candidate. They boast an incredible 84% job placement success rate for candidates that they recommend to employers. One of the reasons they're able to do that is because of their focus on jobs for combat veterans who are seek

Honest, Vulnerable, and Transparent Communications Can Be a Curse for Women

As we approach yet another end to Women’s History Month where organizations make a sincere concerted effort to raise awareness to the issues women face in the workplace with hope for continued change, I am skeptical. Not because I do not believe in the effort. Not because I have not heard story after story of women who have made history and are honored and respected highly for women’s suffrage progress they have made. Not because I do not believe in change. I do believe strongly in the effort that brings these stories to the public causing change. However, the reason I am skeptical is the same reason so many other women question the possibility of real change. Why, because we have been victims who feel defeated repeatedly and constantly reminded of the loss experienced. When you feel you have taken two steps forward and knocked five steps back every time that original wound opens and reminds us of the curse lived just because we are a woman. I had to be quiet about the real reason I

HR Assessment Risk Summary

In summarizing the potential for risk in the human resources and personnel practices of organizations visited over the past few years, the highest risk of audits, investigations, grievances and the resulting potential for penalties, fines and legal concerns come from six primary sources. The main reason for concerns are because certain federal and state agencies are making it a priority to investigate: Misclassification of employees as exempt, Illinois led the nation in active investigations 3,635 involving 19,765 misclassifications, 245.6 million in unreported taxable wages, 5.1 million in unemployment tax unreported, 270,570 employees impacted. The U.S. Equal Employment Opportunity Commission (EEOC) recently announced that 84,254 workplace discrimination charges were filed with the federal agency nationwide during fiscal year (FY) 2017, and secured $398 million for victims in the private sector and state and local government workplaces through voluntary resolutions and litiga

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