HR for the Non-HR Professional Returns to ECVO!
ECVO is once again partnering with JUNA Consulting to bring you the HR201 series of HR for Non-HR Professional: an advanced course for those who want to grow their knowledge and skills in human resources.
The series will be delivered in a lunch and learn format, where you can bring your lunch and enjoy it in the company of other like-minded professionals, before diving into two hours of topical learning. See list of workshops below for more details!
THIS SERIES IS FOR:
- Someone who is doing the HR function for their organization but has no HR background ("HR off the side of their desk")
- Managers and front-line supervisors who are responsible for managing employee performance
- A new HR professional (0-3 years in HR) who wants to add practical skills to their education
- Anyone who would like to learn more about how to effectively manager people (including volunteers!)
- A small organization director or business owner who needs more knowledge around basic human resources to manage risk
All workshops will follow the format:
11:00 a.m. to 11:30 a.m. Bring your own lunch
11:30 a.m. to 1:30 p.m. Presentation, including questions and answers
Workshop 1 - How to Hire and Leverage Uniqueness: Diversity and Inclusion (April 7)
Creating an inclusive workplace involves minimizing systemic barriers for diverse employees (age, gender, race, religious beliefs, sexual orientation, etc.). Organizational cultures that value diversity and inclusion use integration strategies and have a proven success rate for employee performance, engagement, retention and innovation.
- Re-evaluate their current job descriptions and recruitment efforts to expand their reach
- Assess their working conditions/environments to broaden opportunities – accommodate different workers that add value
- Select different hiring tools that determine best “fit” for applicable jobs
Workshop 2 - Managing Complex Performance Issues: Mental Health at Work (April 21)
1 in 5 Canadians are living with mental illness. At work, it often shows up as behavioural issues that require performance management. Because of the stigma associated with mental illness, most managers and business owners are unsure how to have an open conversation with employees about challenges happening in the workplace.
- Become aware of facts/stats about mental health issues
- Commons issues and prevalence
- Costs to organizations when not managed well
- Interact effectively with individuals suffering with mental illness
- Discuss this sensitive topic with employees
- Use the ALPS method to open dialogue
Workshop 3 - Respectful Workplace Matters: Harassment and Bullying in the Workplace (May 5)
The recent groundswell of harassment allegations in the media (#metoo) has caused many people to take notice of human resources (HR) issues. It’s hard to know exactly what IS considered acceptable behaviour in the workplace these days, especially when there has been a history of power imbalances and/or a track record of fraternizing between employees.
- Explore the spectrum of respect – from incivility to targeted bullying
- Identify harassment and its negative workplace effects
- Discuss impact, roles and responsibilities of bystanders
- Explain rights and responsibilities of employers and employees under relevant legislation
- List the protected grounds under Alberta Human Rights Act
- Respond appropriately to allegations of bullying / harassment
Workshop 4 - Workplace Investigations: What You Need to Know When a Complaint is Made (May 19)
Human Resources professionals and managers need to conduct workplace investigations from time-to-time, yet many have never been shown how to properly lead one based on principles of natural justice. Whether it is following up on a harassment complaint, allegations of sexual misconduct, or bullying in the workplace, it is important to follow a fair process and make decisions that are organizationally sound.
- Respond to complaints/allegations in a timely way
- Use templates to gather critical information
- Follow a fair and transparent process
- Inform parties of their rights and responsibilities without violating confidentiality or privacy
- Sequence interviews that maximize information gathering
- Complaint(s), respondent(s) and witness(es)
- Examine parties effectively, using tailored question guides
- Ask effective questions and listen for lies, etc.
- Explain how to write a comprehensive and defensible report
- Make sound decisions/judgments (weigh balance of probabilities)
Workshop 5 - Motivation at Work: Rewards and Recognition that Get Results (June 2)
Managers don’t tend to focus on employee motivation until it’s lost, and most managers think money is the top motivator; but it’s not. Things that are most motivating to employees tend to be easy to do and cost effective. But, the hardest part of rewarding performance at work doesn’t follow the Golden Rule (treat other people the way you want to be treated).
- Assess employee motivation versus ability on tasks/assignments
- Complete a motivation assessment tool
- Apply different techniques that effectively reward and recognize team members
- Use 5 strategies that provide both intrinsic and extrinsic rewards
Barb Read, CPHR, SHRM-SCP, RPR
Barb Read is a Human Resources Consultant with JUNA Consulting and is a Chartered Professional of Human Resources (CPHR) and a Senior Certified Professional (SHRM-SCP) with a generalist background that spans all functional areas of the human resources practice. She brings expertise in business and operational process, recruitment and selection, new employee orientation, policy and procedure development, compensation, performance management, workplace investigations and employee relations.
Barb has diverse experience across all industries, and has extensive experience working with clients in the healthcare industry, as well as not-for-profit organizations and regulated associations.
Barb is a member of the Association of Professional Recruiters of Canada, a certified member of the Chartered Professionals in Human Resources – Alberta, a certified member of the Society for Human Resources Management and is an Alberta Licensed Investigator.
Barb is passionate about her community as she serves as a Director with Alberta Adaptabilities, she volunteers with Disrupt HR Edmonton and she is actively involved with her community hockey club, most recently being her son’s team manager and parent liaison. She completed a two-year term as Committee Chair for the HRIA Edmonton Chapter and served as Co-Chair for the 2014-2015 year.
Full refunds will be offered for cancellations made by March 24, 2020. A 50% refund will be provided for cancellations made by March 31, 2020. After March 31, 2020, no refunds will be offered. To request a cancellation, please email firstname.lastname@example.org.