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Employee engagement, as we know, is one of the centerpieces of a productive and professional organization. It goes without saying that an engaged workforce is the ultimate contributor to the wellbeing and progress of the organization. Creating an engaged workforce is the task of the organization’s leadership. When leaders are made accountable for creating such a workforce, the effects can be very impactful. Leaders in the organization are accountable for creating time for their employees and making them feel good and wanted. This is becoming all too rare in today’s organizations, because most leaders are too preoccupied with the business aspects of the organization. However, staying connected with the team and making them engaged is the only means to ensuring that they are motivated into doing their best for the organization. The ways of doing this will be the learning a webinar from Traininng.com, a leading provider of professional training for all the areas of regulatory complian...

This training program will analyze these three seemingly different bodies of law that often overlap leading to ambiguity and confusion. What are the eligibility/coverage criteria under the FMLA and the ADA/ADAAA and workers comp? When might an extended leave be a reasonable accommodation? When might it be an undue hardship? Undue hardship can mean different things to different employers. If you are in healthcare, pharma, banking and finance, to name a few examples, accommodations of leave requests that may be feasible for many other employers, might, for you, be an undue hardship. If it's not deemed an undue hardship are there steps you can take to mitigate the burden? What are the notice requirements? In this webinar, participants will get answers to these and many other questions. The Family Medical Leave Act (FMLA) requires covered employers to allow eligible employees up to 12 weeks of unpaid job-protected leave and benefits to care for their own or a family member's s...

Managing employees who are not represented is quite a daunting task for most managers and supervisors. When they fail to take the warning signs of an emerging union, they end up allowing it to snowball into a major force that could stunt their productivity and harm their organization’s prospects. It is therefore imperative for them to read the early signs of the formation of a union, which should ideally be before a union gets the appropriate number of signed Authorization Cards and the NLRB conducts a secret Election. It is said that the best election is one that is never held. At a webinar that is being organized by Traininng.com, a leading provider of professional training for all the areas of regulatory compliance on July 23, Gerry McLaughlin, who brings over three decades of experience as a negotiator, will explain which early telltale signs management should look for in anticipating the creation of a union. Please enroll for this highly  valuable session by logging ont...

Project management is the art and science of getting results by following a roadmap laid down to turn customers desires into concrete products and services by following established procedures in a defined sequence. The Project Management Institute brought active practitioners together to produce the Project Management Body of Knowledge, PMBOK, which is used around the world on all sorts of projects of varying sizes, with or without software support tools. PMBOK definition: A project is a temporary endeavor undertaken to create a unique product or service. It is temporary because every project has a definite beginning and a definite end. It is Unique because the product or service delivered is different from others. Organizations use projects to achieve their strategic needs, which cannot be attained through normal operational means. Dr. Joseph Juran, a founder of the quality movement, provides another definition: A project is a problem scheduled for solution. The key to a successfu...

If there is one factor that differentiates successful companies from the rest, it is their succession planning. Succession planning is one of the absolutely critical components of a business plan. It is the means of grooming leaders for the organization and placing the organization in their hands in a steady and phased manner. In a sense, this succession process starts from the time an employee is inducted into the organization, because great organizations spot a potential leader from the time they start working with them. The only certain prescription for saving an organization from getting into the grip of inappropriate hands is to instill a very efficient succession model. Succession planning can be understood as these: A systematically designed and implemented process of anticipating the need for talent and ensuring that the necessary employee competencies and experience are available when needed in the future A strategic approach of developing and enhancing the organization’s...