Human Resource Bascis

HRB-001. Americans With Disabilities and Rehabilitation Acts
Objectives: An overview and orientation into laws and regulations covering discrimination because of physical and mental disabilities from an employee perspective. This presentation will include discussions on what constitutes a handicapping condition, the definition of qualified individuals who are able to perform specific functions or duties, the responsibilities of management to provide reasonable accommodation to persons with handicapping conditions, and administrative procedures for dealing with allegations of handicap discrimination.

HRB-002. Basic Supervision Course
Objectives: This course offers the basic knowledge needed for new supervisors, including issues such as discipline, pay management, training and development, placement and staffing, performance management, EEO and affirmative action, leave administration, safety, and motivation and morale.

HRB-003. Building Trust in Teams
Objectives: Clarify expectations and establish goals by breaking down the barriers to shared information. Understand the power – who has it, who controls it, and how to share it. Gain insight to the "weakness" maze – how to find a way to ask for help. Explore other questions, such as, Who’s the new guy – establishing trusted agents, Talking the talk – how to communicate trust, The Trust Minefield – preparing to take the first step.

HrB-004. Change Management
Objectives: A few of us embrace change with all its attendant uncertainties. More of us shy away from it, primarily because we feel ill equipped to manage ourselves through its processes. Participants will have the unique opportunity to explore change in a humorous and engaging way. As a result, participants will begin to craft a plan that allows them to view change not as a threat, but as an opportunity for self-discovery and growth.

HRB-005. Conduct and Discipline
Objectives: Advising employees on standards of conduct and behaviors and administrative rules and regulations; establishing and environment in which disciplinary infractions are less likely to occur; dealing with behavioral problems and making an effort to resolve them without disciplinary action; taking informal action or initiating formal disciplinary actions where needed and prompt basis and follow up as appropriate.

HRB-006. Conflict Management for Managers
Objectives: Examine the following topics: Sources and Dynamics of Conflict, Communication and Negotiation Skills in Conflict Management, Alternative Dispute Resolution (ADR) including Arbitration, Mediation and Ombudsmen.

HRB-007. Creating a Highly Reliable Organization
Objectives: The application of the Highly Reliable Organizations (HRO) model increases performance in an ever-increasing complex environment, including complex communication structures, enhancing an organization’s ability to discover and correct errors before they escalate into a crisis. Basic HRO principles allow organizations to contain crisis situations, managing crises into resolutions. It develops processes to work in a fluid, organized manner, focusing energy and expertise where and when it is needed.

HRB-008. Dealing with Complaints of Discrimination
Objectives: Intended for supervisors, managers and Human Resources personnel who are frequently called upon to respond to complaints of discrimination. The seminar will include an introduction and overview of the administrative complaint processing procedure and the roles of management officials designated to respond to complaints. Discussions will include the respective burdens of proof of the complaining and responding parties, as well as strategies and affirmative defenses when responding to the most commonly filed complaints involving non-selection, promotion, discipline, denial of training and work assignments.

HRB-009. Difficult Conversations: One-on-One
Objectives: “Difficult Conversations: One-on-One” is a workshop designed to provide practical guidance, along with a step- y-step method of how to handle difficult one-on- one discussions with co-workers. Whether you need to address subordinates, peers or superiors, these highly transferable skills prepare you to handle those difficult conversations, resulting in improved work performance and communication. Methods for addressing employee discipline problems, morale issues and other trouble areas are presented to help facilitate positive behavioral change.

HRB-010. Diversified Communication
Objectives: Understand the elements of diversification. Learn how stereotyping, prejudice, discrimination, and cultural differences effects communication. Improve your ability to communicate as well as listen to those subordinate and senior to you.

HRB-011. Diversity Awareness and Cultural Analysis
Objectives: To provide attendees with an appreciation and understanding of the positive impact of diversity on societies. It provides insight as to why we see things differently based on gender, culture, and various components of diversity. Understand the phenomenon of diversity in local, regional, national and global stability. View culture as an organizing principle of human behavior, and how it affects relationships and personal effectiveness. Develop self-awareness regarding personal culturally determined values which influences how one behaves.

HRB-012. Diversity Training
Objectives: This program in global awareness is designed to sensitize the businessperson to the cultural influences and differences that affect business transactions and the management of people. Participants will be shown the phenomenon of business globalization and the importance of building a global mindset. Participants will be shown how to see culture as an organizing principle of human behavior that affects business relationships, job performance, and their own effectiveness. Participants will be shown how to develop self-awareness regarding their own culturally determined values that influence how they conduct business; and to identify attributes and skills that make a person “inter-culturally competent.”

HRB-013. Domestic Violence – A Workplace Issue
Objectives: Understand how the cycle of domestic violence elevates and becomes a danger to those in the workplace. “Violence doesn’t stay home when the victim goes to work!” Explore what workplace domestic violence looks like, identify and “read” the signs, identify the “victims”, and look at the effects on the workplace (i.e. productivity, morale, attendance, statistics of crime related incidents). The establishment of workplace security, education and training are emphasized.

HRB-014. EEO and Affirmative Action
Objectives: This presentations will address management’s commitment to and participation in EEO and diversity; role of the supervisor in the implementation of agency policies concerning EEO and diversity; complaint avoidance and resolution; the roles of the Human Resources Office and EEO.


HRB-015. EEO Counselor Basic Training
Objectives: Basic training for newly appointed EEO counselors with the object of providing counselors with the required basic skills and know ledges for conducting effective and comprehensive EEO counseling. The course will include an Introduction and Course Objectives, legal and regulatory background including and Civil Rights Act of 1991, 29 CFR 1614, and relevant EEO directives and guidance, the EEO administrative complaint process, theories of discrimination, including disparate treatment and disparate impact, retaliation and reprisal, bases of discrimination, elements of prima facie case, the Americans with Disabilities and Rehabilitation Acts, the age Discrimination in Employment Act and exercises on information gathering , interview techniques and report preparation.

HRB-016. EEO Counselor Refresher and Update
Objectives: A refresher and update on recent developments in the area of Equal Employment Opportunity. The course will include a review of recent court cases, EEO decisions and directives, procedural changes and agency guidance with emphasis in the areas of affirmative action, sexual harassment, the Americans with Disabilities and Rehabilitation Acts.

HRB-017. Employee EEO Rights
Objectives: This module will serve as an overview and orientation into laws and regulations covering discrimination and affirmative action from an employee perspective and will include the types of discrimination, (disparate treatment and disparate impact), bases for discrimination (race, gender, national origin, age, religion and sexual orientation), as well as discussions on sexual harassment, the Americans with Disabilities and Rehabilitation Acts and administrative procedures for dealing with complaints of discrimination.

HRB-018. First Step – Employee Awareness Training
Objectives: Understanding the Importance of Communications, Identifying Personal Communication Styles, Development of an Effective Conflict Resolution Plan, Establishing Team Connections, Identifying Organizational Support Agencies, Understanding the Impact of Human Relations in the Workplace; Building Core Knowledge of Organizational Policies and Procedures.

HRB-019. Labor Relations
Objectives: Promoting effective, productive relationships with recognized unions; obligation to advise and consult prior to implementing unilateral changes in working conditions; Unfair Labor Practice avoidance; contract administration.

HRB-020. Leave Administration
Objectives: Approving or disapproving sick leave, emergency and annual leave; excusing or charging brief periods of tardiness; scheduling vacation leave considering employee preferences and future or existing workload; maintaining records to detect indications of sick leave abuse and taking appropriate action.

HRB-021. Motivation and Morale
Objectives: Identifying above-standards performance and giving formal and informal recognition, preparing non-monetary awards, and insuring that such awards are thoroughly documented and justified; encouraging employees to submit suggestions regarding work improvement methods; grievance avoidance and processing; establishing effective two way channels of communications.

HRB-022. Performance Management
Objectives: Developing critical and non-critical performance elements; ensuring that standards are quantifiable or otherwise measurable; discussing with employees how their performance compares with the level of performance required and ensuring that performance standards are understood; monitoring employee performance and providing periodic feedback; recording performance results on performance appraisals; initiating appropriate action in cases of substandard performance average performance.

HRB-023. Placement and Staffing
Objectives: Selecting or recommending selection; explaining placement policies to employees; advising Human Resources Office on personnel needs and initiating recruitment actions including supplemental qualifications where appropriate; conducting follow-up to determine placement effectiveness; assigning work and ensuring employee details are consistent with workload and available resources.

HRB-024. Position and Pay Management
Objectives: Designing an effective, economical position structure; assignment of duties to positions; effect relationships of organizational planning, workflow, work distribution and production goals; avoidance of unclear job to job relationships and overlapping or duplication of duties; assignment of accountability for results; avoidance of unnecessarily high grades; impact of position design on productivity and morale; relationships of position design to recruitment, assignment and employee utilization, performance appraisal, and reassignment and promotion, skills utilization, impact of motivation and morale and meaningful work.

HRB-025. Risk Management and Assessment
Objectives: This training will teach you how to assess risk in the workplace, as well as at home. Using the OSH Risk Assessment Code (RAC) learn to determine the degree of risk associated with the hazard and combine the elements of hazard severity and mishap probability, taking into account potential health effects.

HRB-026. Safety Training
Objectives: Assuring that safe work practices are followed, stressing safety as a part of job introduction and throughout out employment; holding safety meetings to discuss accident statistics, causes and mans of prevention; maintaining safe working conditions, reporting of accidents.

HRB-027. Sexual Harassment
Objectives: An overview and orientation into laws and regulations that prohibit sexual harassment in the workplace from an employee perspective. Topics covered will include the legal theories of sexual harassment (quid pro quo and hostile environment), conduct that is and is not considered t be sexual harassment, tangible, and intangible job actions, and management responsibilities in the prevention of sexual harassment and procedures for dealing with allegations of sexual harassment.

HRB-028. Sexual Harassment Prevention
Objectives: Topics include Definitions, Policies, Training Requirements, Management Responsibilities and Organizational Requirements.

HRB-029. Training and Development
Objectives: Assuring that supervisors understand their roles in the training process; determination of training requirements considering current mission and technological changes; consolidating needs, determining priorities, resources and funding; employee development needs; evaluation of training; relationship of training to performance evaluation; cross training to meet workload fluctuations; encouragement of self-development; sources of internal and external training opportunities; planning and conducting cross training.

HRB-030. Trust and Respect
Objectives: Discuss and create techniques to build trust and respect among team members and between the team and its leader. Show the importance of trust and respect in the workplace.

HRB-031. What Are We Doing to Each Other
Objectives: Woman against woman...why? In this time of women wanting equal access and equal opportunity, why are we our own worst enemy? Using case studies and personal experiences, participants will learn the unique characteristics of women's conflict with each other and the destructiveness that women in conflict can cause to the workplace, to the home and to society at large. Participants will also craft a strategy to manage themselves and minimize their own contributions to the woman vs woman climate.

HRB-032. What’s my Personality?
Objectives: (Using the Enneagram) This presentation will look at the nine personality types, gaining an understanding of the key motivations of each type and how those motivators impact behavior. We will look at how each personality type manages stress, personal relationships, communication, and identify ways for maximizing your personal power and potential at work, as well as other areas of your professional and personal life.

HRB-033. What’s my Style?
Objectives: (Using the Gregorc Style Analysis Instrument) Everyone has an individual “style” they use to approach life and its’ management, whether it involve time, work, leisure or other personal issues. When people interact, their “style” impacts how well they work together and what the end product might be when they do.

HRB-034. Working with Difficult People
Objectives: Identify what makes people difficult; Analyze the Five Most Common Communication Behaviors; Understand the Three Kinds of Communicators; Rebuild communication after Communication Failures; Determining how you communicate – Self Evaluation; Play your own cards – “now when to hold them and when to fold them” Understand difficult versus different.

HRB-035. Workplace Diversity
Objectives: This training is centered on the CRATER principles of communication, respect, acceptance, trust, ethical behaviors, and responsibility. You will identify differences in leadership styles, building effective communications, understand the role of values, use communications that count, develop trusting relationships. By knowing the road signs – Understanding and Acceptance, you can create the CRATER Workplace.

HRB-036. Workplace Violence
Objectives: This seminar covers statistical information, types of violence, the cycle of violence, and recognizing the potential for violence in the workplace. Issues addressed are safety planning, ethical considerations, transference/countertransference. This seminar incorporates lecture and critical thinking exercises. increasing annual costs of workplace violence.