Our business succession planning program ensures seamless leadership transitions, safeguarding the company’s future. By identifying and developing potential leaders, it minimizes disruptions and maintains continuity. This strategic approach not only preserves organizational stability but also fosters growth, ensuring the business thrives across generations and adapts to evolving market dynamics

Our contract management program equips professionals with essential skills to oversee and streamline contractual processes. It ensures compliance, mitigates risks, and enhances efficiency in handling agreements. This program fosters expertise in negotiation, documentation, and administration, empowering participants to drive value and maintain robust business relationships.

Our crisis management program equips organizations with the strategies and tools to effectively navigate unforeseen emergencies. By fostering resilience and preparedness, it ensures swift, coordinated responses to mitigate impacts, protect assets, and sustain operations, ultimately safeguarding an organization’s reputation and stability in the face of adversity.

Overview

The world is diverse; it is made up of people who have different backgrounds, traditions, and beliefs. Diversity, equity, and inclusion (DEI) creates a culture where every individual is acknowledged and supported, regardless of their differing background. It helps us to recognize the value in diverse voices, as well as other individual differences, such as gender, race, religion, ethnicity, or sexual orientation. Ultimately, a diverse workplace will lead to better innovation and success. Through inclusive language and leadership, everyone is encouraged to evolve both personally and professionally.

Many organizations are working towards fostering a workplace culture that is committed to DEI practices and ensuring that every voice is heard. The Diversity, Equity, and Inclusion course will provide participants with the tools to recognize social biases, respond to microaggressions, as well as provide resources to create a safe and welcoming work environment. With strong team commitment and courage, we can create a sense of belonging for everyone.

Workshop Objectives:

• Define diversity, equity, and inclusion

• Explore the dimensions of diversity
• Recognize common social biases and discover ways to overcome microaggressions
• Determine effective communication strategies
• Identify the components of inclusive leadership
• Recognize ways to prioritize DEI in the workplace
• Identify workplace policies and best efforts to foster an inclusive culture
• Successfully encourage respect and belonging

Topic / Outline

1. Introduction to Diversity, Equity, and Inclusion
2. Dimensions of Diversity 1
3. Dimensions of Diversity 2
4. Breaking Down Social Biases
5. Addressing Microaggressions
6. Communication Strategies
7. Inclusive Leadership
8. Prioritizing DEI in the Workplace
9. Workplace Culture and Policies
10. Encouraging Respect and Belonging

Overview

Employee Onboarding is an important and vital part of any companies hiring procedure. Hiring, training, and bringing new employees on board cost a lot of money and are major investments. Onboarding is a secure investment that will assist newly hired employees in developing and keeping their skills, knowledge, and value within the company. It will stop highly skilled workers from being lured to a competitor, which makes your company stronger within the market.

Through Employee Onboarding you will find it lowers costs related to employee turnover. It will increase productivity and produce a happier and more skilled workforce. The new hire phase is a critical time for the employee and company and having a structured set of procedures will make this time run smoother and produce a greater chance of success.

Workshop Objectives:

• Define onboarding.
• Understanding the benefits and purpose of onboarding.
• Recognize how to prepare for an onboarding program.
• Identify ways to engage and follow up with employees.
• Create expectations.
• Discover the importance of resiliency and flexibility.

Topic / Outline

• Purpose of Onboarding
• Introduction
• Onboarding Preparation
• Onboarding Checklist
• Creating an Engaging Program
• Following Up with New Employees
• Setting Expectations
• Resiliency and Flexibility
• Assigning Work
• Providing Feedback

Overview

Many companies simply wait for talent to come to them. Simply advertising an open position and hoping that you find the right talent does not guarantee that you will find the best people for the jobs in your organization. Actively seeking out qualified candidates is the best way to ensure that you find the talent that you need. Recruitment is essential to the success of your business.

Hiring a new employee is one of the largest investments you can make in business. That is why hiring the correct employee is so important. Hiring the right employee is more important than ever, as training can be very expensive. Employee turnover costs companies a lot of money each year. This course will provide the Employee Recruitment that your hiring department need to help them interview and recruit the right employee for you.

Workshop Objectives:

• Defining recruitment.
• Understanding the selection process.
• Recognizing the GROW model and how to set goals.
• Preparing for the interview and question process.
• Identifying and avoiding bias when making offers.
• Discovering ways to retain talent and measure growth.

Topic / Outline

1. Introduction to Recruitment
2. The Selection Process
3. Goal Setting
4. The Interview
5. Types of Interview Questions
6. Avoiding Bias in Your Selection
7. The Background Check
8. Making Your Offer
9. Orientation and Retention
10. Measuring the Results

Overview

Having to fire an employee is never an easy task.  Sometimes, despite attempts of open communication and encouraging performance, an employee will need to be terminated from the company.  One of the hardest aspects of preparing to fire an employee is to separate the emotions from the facts.  Firing an employee should always be a last resort, so it is important that the manager has covered all other avenues possible before moving forward.

With our Employee Termination workshop, your participants will begin to see how important it is to develop a core set of skills when they find themselves in a situation where they have to let an employee go.

Workshop Objectives:

• Create employee performance plans
• Identify employees who should be terminated
• Establish effective termination meetings
• Know the “Do’s” and “Don’ts” of firing an employee
• Be able to conduct exit interviews

Topic / Outline

1. Placing an Employee on a Performance Improvement Plan (PIP) Before Firing
2. Employees Who Should Be Terminated 1
3. Employees Who Should Be Terminated 2
4. Things to Consider When Setting Up the Termination Meeting
5. The Correct Way to Fire an Employee 1
6. The Correct Way to Fire an Employee 2
7. What an Employment Termination Checklist Should Contain
8. The “Don’ts” of Firing an Employee 2
9. The “Don’ts” of Firing an Employee 2
10. Conduct Effective Exit Interviews

Overview

While having various cultures in one workplace can present communication problems and conflicts, the benefits of such a variety in the workplace outweigh it. The workplace can present challenges to management in terms of handling the different generations present. As older workers delay retiring and younger workers are entering the workforce, the work environment has become a patchwork of varying perspectives and experiences, all valuable to say the least.

The Generation Gaps workshop will help participants understand the various generations present at work, and understand what motivates them and dealing with them on a daily basis. Both the young and older worker will have many ideas to offer, which will help the organization thrive in the marketplace. Learning how to deal with the Generation Gaps at work will help you become a better manager or co-worker.

Workshop Objectives:

• History behind generation gaps
• What are traditionalists
• What are baby boomers
• What are Generation Xers
• What are Generation Yers
• What are Generation Zers
• Differences between each type of generation
• Finding common ground among the generations
• Conflict management

Topic / Outline

1. History
2. Traditionalist
3. Baby Boomers
4. Generation X
5. Generation Y
6. Generation Z
7. Differentiation Between
8. Finding Common Ground
9. Conflict Management 1
10. Conflict Management 2

Overview

A healthy employee is a happy and productive employee, and that is a goal for every organization. Through our Health and Wellness at Work program your participants will experience the benefits of a healthier lifestyle and workplace.

Our Health and Wellness at Work course will be instrumental in creating a “Culture of Wellness” within your organization. Your participants will touch on common issues such as smoking cessation, nutrition & weight loss, and preventative care. Health and Wellness is the responsibility of everyone in an organization so take the positive step and create a program at your organization.

Workshop Objectives:

• Access Health and Wellness Program Needs
• Plan a Health and Wellness Program
• Implement a Health and Wellness Program
• Maintain a Health and Wellness Program

Topic / Outline

1. Definition of a Health and Wellness Program
2. Types of Health and Wellness Programs
3. Health Behavior Programs
4. Health Screenings and Maintenance Programs
5. Mental Health Programs
6. Evaluate the Need
7. Planning Process
8. Implementation
9. Create a “Culture of Wellness”
10. Evaluate Results

Overview

Successful companies are made up of great employees, so why not hire great employees? Hiring and training employees is an expensive venture. Be sure to hire the right person for the right position. Hiring the right person is more about skills and abilities; it is about finding the right combination of skills, attitude, and fit for your organization’s culture.

Hiring Strategies will save your company time and money as you will be recruiting and hiring the right candidates. Your hiring department will benefit from this workshop as it prepares them to seek out that great candidate and make sure they are a fit for your company. Your participants will obtain the necessary tools required in finding that diamond in the rough.

Workshop Objectives:

• Know how to present the current open position
• Develop a workable hiring strategy
• Know how to determine which candidates to interview
• Steps and techniques to use in an interview
• Welcome newly hired employees
• Find potential candidates for the position

Topic / Outline

1. Defining and Knowing the Position
2. Hiring Strategy
3. Lure in Great Candidates
4. Filtering Applicants to Interview
5. The Interview 1
6. The Interview 2
7. Selection Process 1
8. Selection Process 2
9. Making an Offer
10. Onboarding

Our Human Resources Management program equips professionals with essential skills in talent acquisition, employee relations, performance management, and strategic HR planning. It focuses on fostering a positive work environment, enhancing organizational efficiency, and ensuring compliance with labor laws, preparing participants to effectively manage and develop an organization’s most valuable asset: its people.

Our managing workplace harassment program educates employees on identifying, preventing, and addressing harassment. It fosters a respectful work environment through comprehensive training, clear policies, and effective reporting mechanisms. This proactive approach ensures a safe and inclusive workplace, promoting employee well-being and organizational integrity.

Overview

Onboarding new employees is a secure investment that will assist newly hired employees in developing their skills, knowledge, and value within the company. It will help match the technically skilled Millennial workforce with new and emerging needs of your company, which gives your company an advantage within the market.

Millennial Onboarding is a specialized type of employee onboarding. With Millennials we are seeing a need to tweak the onboarding process to better suit the needs of the company and new hires. It will increase productivity and produce a happier and more skilled workforce. The new hire phase is a critical time for the employee and company and having a structured set of procedures will make this time run smoother and produce a greater chance of success.

Workshop Objectives:

• Define onboarding
• Discuss the characteristics of Millennials
• Create an onboarding process for Millennials
• Develop action plans for working with Millennials
• Learn from introspection

Topic / Outline

1. Purpose of Onboarding
2. Introduction
3. Millennials and Onboarding
4. Onboarding Checklist
5. Engaging the Millennial Employee
6. Following Up With the Millennial Employee
7. Setting Expectations with the Millennial Employee
8. Mentoring the Millennial
9. Assigning Work to the Millennial Employee
10. Providing Feedback

The sensitivity training programs foster inclusive workplaces by enhancing employees’ awareness of diverse perspectives and cultural differences. These programs emphasize empathy, effective communication, and respectful behavior, aiming to reduce conflicts and improve team collaboration. Participants learn to recognize unconscious biases and create a more harmonious and productive work environment.

The talent management program strategically nurtures employees’ skills, aligning individual goals with organizational objectives. It encompasses recruitment, development, retention, and performance management, fostering a supportive culture. By investing in continuous learning and career growth, the program ensures a motivated, high-performing workforce, driving innovation and long-term business success.

Overview

The importance of safety cannot be overstated. Every organization is responsible for the safety of employees while they are working. In 2015, OSHA estimated safety problems cost companies $1 billion a week. Understanding universal safety practices and how to implement them will help keep everyone protected while ensuring the company’s financial security.

With our “Universal Safety Practices” workshop, your participants will discover how safety affects employee engagement and the bottom line. Safety may seem like a boring topic, but an unsafe work environment cannot be ignored.

Workshop Objectives:

• Understand the importance and legal responsibilities of safety
• Perform risks assessments
• Establish a safety program
• Monitor safety
• Communicate safety policies

Topic / Outline

1. The Importance of Safety
2. Fire Risk
3. Sound
4. Chemical and Electrical Hazards
5. Ergonomics
6. Workplace Violence
7. Transportation
8. Machinery
9. Safety Program
10. Monitoring

Overview

Harassment can be based on a variety of factors such as race, sex, and disability. Experiencing uncomfortable situations in the workplace may be more than an offense against an individual. It can be a crime committed against the law, which is why the topic of workplace harassment has become a very important conversation for every organization to have.

The Workplace Harassment workshop will give participants the tools necessary to recognize harassment in the workplace as well as understand their rights and responsibilities under the law with regard to safety in the workplace. Through this workshop participants will recognize the necessity to create programs that teach employees how to identify harassment and implement anti-harassment policies.

Workshop Objectives:

• Identify the words and actions that constitute harassment.
• Understand what the law says about harassment.
• Implement anti-harassment policies.
• Educate employees and develop anti-harassment policies.
• Discuss employer and employee’s rights and responsibilities.
• Address accusations of harassment.
• Apply proper mediation procedures.
• Deal with the aftermath of harassment.

Topic / Outline

1. The Background
2. Developing an Anti-Harassment Policy
3. Policies in the Workplace
4. Proper Procedures in the Workplace
5. False Allegations
6. Types of Harassment
7. Sexual Harassment
8. Mediation
9. Conflict Resolution
10. The Aftermath

Our workplace violence program proactively addresses safety by implementing preventive measures, training employees to recognize warning signs, and establishing clear reporting protocols. It fosters a secure environment, reducing risks of violent incidents, promoting employee well-being, and ensuring a cohesive, productive workplace. Commitment to safety transforms organizational culture and enhances overall morale.