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Managers and supervisors find having to manage employees that are not represented quite challenging. Such managers, when they are oblivious to the signs of an upcoming union, fail to see that it can develop into something very big, which could eventually harm the organization in a number of ways. As those who run organizations, managers and supervisors should have the ability to foresee the birth of a union. This should happen, ideally, before a union gets the appropriate number of signed Authorization Cards which allows the NLRB to conduct a secret election. Not for nothing is it said that from the management’s perspective, the election that is never held is the ideal one. Traininng.com, a leading provider of professional training for all the areas of regulatory compliance and human resources, will, at a webinar that it is organizing on October 16, explain how to gauge signs of the creation of an impending employee union. For this valuable session, it brings the highly respected ...

Supervisors, managers and leaders that have moved into a new role get a very small amount of the training that they need to be successful in the role. Despite having sound qualifications and years of experience, and despite given the fact that most people learn on the job, there are many aspects that are unknown about the job and the new role. Research has consistently proven this. The first three months are a crucial period for building the vital learning needed for phasing into a new role painlessly. What learning should be imparted during this period? What should be learnt and how? Who should impart this learning? A webinar, which Traininng.com, leading provider of professional training for all the areas of regulatory compliance is organizing on September 27, will explain these and all other aspects of phasing into the new role. Michael Healey, a senior human resources professional, will be the expert at this webinar. Please register for this valuable learning session by logging ...

Major changes have been taking place at the workplace. Today, the workforce is no longer a staid or static one. It is lively, vibrant and mobile. No organization can expect to retain a workforce in which wholehearted appreciation is not forthcoming or where the employees do not make a difference. Organizations judge employees on the quality of their own work, but also that of their team members. This makes it necessary for individuals to assist their team members and help them raise their standards. However, with each employee being unique, one standard method or principle cannot be applied across the board. Team members, especially Leads and Managers, need to learn the fundamentals of human motivation if they have to motivate and engage each employee and the entire team for top performance in tune with their unique strengths, attitudes and skillsets. Some of the questions they have to pose to themselves and be able to answer include: What works well and what doesn’t? How effecti...