ü   Raising Retention

§       Supervisory and Management module for how to find, hire and keep the best people in an organization through using “Best Practices” on how to Attract, Select, Integrate, and Retain Talent.

 

ü   PRODUCTIVE WORK ENVIRONMENT

§       Includes sexual harassment prevention, diversity awareness, and preventing workplaces violence.  Three pronged training program that informs supervisors and employees of the law governing sexual harassment, how to prevent it and how to investigate a complaint. Supervisory training module includes session on how to conduct an investigation and conduct interviews that both address the complaint and objectively gather the facts.  Module on promoting Diversity focuses on the upside to building a competitive edge when you build a diverse workforce.

 

ü   “Honey or vinegar”®

§       A practical  toolkit for new managers, first line supervisors,  and managers needing  a refresher on how to drive performance through the use of constructive feedback, having difficult conversations, critical group conversations, managing differences and correcting performance deficiencies.

 

ü   Balanced Scorecard - Teambuilding

§       Provide a range of practical learning programs for project teams, interdisciplinary groups, departmental teams, and fully independent high performance teams built upon “Good to Great”, “Balanced Score Card” and “The Fifth Discipline”. A tactical and strategic planning and execution tool that teaches and promotes the accomplishment of individual, group, or organization wide goals.

 

ü   Executive Coaching and Leadership Development

§       Tom Peters Learning System Certified  in the training and use of the Leadership Profile Inventoryã for the focused development of effective leadership skills in five areas A) Challenging the Process, B) Modeling the Way, C) Enabling Others to Act, D) Inspiring a shared vision, and E) Encouraging the best. Based upon an empirically validated study of what make effective leaders.

 

ü   Assessment Tools

§       Certified by Achievement TECä in the interpretation of proprietary Achieverã family assessment tools and the training of clients in the use of assessment tools in order to ensure fit with over 3000 benchmarked positions. Training includes the correlation of the assessment profile with performance skills evaluated in the behavioral interview.

 

ü   Behavioral Interviewing

§       Certified by B.T. Novationsä in the methodology of Behavioral Interviewing. A program which focuses on developing a structured interview and associated interviewing skills and techniques for the purpose of correctly assessing the necessary performance skills of candidates for any position.

 

ü   Preventive Labor and Positive Employee Relations Training

§       Certified by PTI Labor Research, Inc as an instructor for supervisors and managers in how to keep their company Union Free. Covers legal review, employee rights and management rights, but  focuses on development of positive employment relations techniques that build a positive work environment that makes unions an unnecessary third party.

 

ü   Effective Performance Management and Developing Others

§       Supervisory Training that promotes a clear process of effectively managing performance, providing performance feedback, raising productivity effective discipline, and, if necessary, termination of employment. Provides structured supervisory management training on the process of how to conduct annual or periodic performance appraisals and goal settings meeting and plans with employees.

 

ü   Effective Meetings & Telling your story

§       How to plan and conduct effective meetings. Training includes modules on developing effective presentations and effectively driving an productive execution oriented agendas.

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Organizational Development

Enterprise Wide Practices

 

1) Attract - Establish standards for the people you want on your team

 

¨ Performance Criteria - Identify skills and competency profiles for each position.

 

¨ Benchmark - Reinforce established criteria with external profiles where necessary.

 

¨ Sourcing – Identify sources for candidates.

 

¨ Compensation – Establish your enterprise market competitiveness level.

 

¨ Career path(s) - Identify critical paths, training, and development criteria.

 

2) Selection - Ensuring you hire the “right stuff”.

 

¨ Staffing effort - Human Resources drives effort as partner with management.

 

¨ Standards -Establish quality measures and track results of selection process.

 

            ¨ Team Selection – Drives objective hiring decision.

Screening - Designated domain expert screens candidates.

In depth interview(s) – Identify interdepartmental team to interview candidates for specific position openings.

Final interview – President or senior Management team member(s) confirms candidate quality prior to offer.

 

¨ Interviewing – Behavioral model - past behaviors predict future results

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¨ Assessment Intervention - Acquire empirical data on fit with selection criteria, potential for leadership, and development needs.

 

 

3) Integration - Introduction and assimilation, "Getting off to a good start"

 

¨ Orientation – Confirmation of a culture committed performance excellence.

 

¨ Mentoring - Employee counseling confirms performance expectations.

 

¨Employee Follow-up – Regular use of survey (s) to access integration success.

 

¨ Effectiveness - Successful integration is a performance target for managers.

 

4) Development - Recognizes the mutual benefit of an optimized relationship.

 

¨ Performance Institute - Establish mandatory training programs for all associates.

 

            ¨ Everyone is a leader who is trained to:

                        ¨ Challenge the business processes

                        ¨ Inspire shared vision

                        ¨ Enable others to act

                        ¨ Model the way

                        ¨ Encourage the best

 

¨ Bench Strength - Teaching and coaching management how to groom bench strength.

 

¨ Planned Events – Use real work assignments and management mentoring for development purposes.

 

5) Retention - “You get what you build” -The planned consequence.

 

¨ Localized - Flexible system based upon common standards.

 

¨ Urgency does not crowd out the important.

 

¨ Performance responsibilities of each manager include their use of this system.

 

¨ Systematic succession planning and career management:

 

                        ¨ Self-Development and third party interventions

 

                        ¨ Opportunities Assessment

 

            ¨ Career Planning based upon coupling of organization and individual goals.

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