Presentations text content in HR Strong Education Marketing
Slide1
HR Strong
Education Marketing
8/19/2014
HR Strong,LLC
Slide2UNION AVODANCE- 10 Ways to avoid
union campaigns
Communicate formally and
informally
Accept
feedback and do something about itEngage employees in company opportunitiesImplement a career track or succession planning programTrain, train, train; knowledge is power!Celebrate employee tenure publiclyHave an environment of courtesy; say “Hello” and ask “How are you?”Maintain/Achieve strong safety recordImplement a Wellness Programs to mitigate Benefits costManagers awareness on impact of unions on business
8/19/2014
HR Strong,LLC
Slide3UNION AVODANCE- TOP
10 SUPERVISOR MISTAKES
Not greeting team members
Not having a clear vision/direction for team
Not having integrity
Not participating in hiring/onboardingNot recognizing teamNot being consistentNot addressing concerns/issues abruptlyNot listeningNot communicating regularlyNot seeking team feedback before making decision8/19/2014HR Strong,LLC
Slide4Leadership legacy evaluation-
9 Ways To Ensure you’re Employees will keep you in Business
Publish a Clear Vision
Discuss
Company’s Strengths Weaknesses Opportunities and
ThreatsAlign Organizational Design with Goal Delivery (Workforce Planning)Set Cascading Goals from Boardroom to the Front LineHold Employees Accountable- (Performance Management)Develop an Employee Bench (Succession Planning)Have Strong College Recruiting ProgramInvest in Leadership Development, Teamwork Workshops, Continuous EducationPromote Diversity8/19/2014HR Strong,LLC
Slide5Client /customer
satisfaction- 6 Ways to Create Happier Customers
Establish Employee Pride in the Brand
Incentivize in Improved Customer Satisfaction
Discuss Current Trends in Your
Business/IndustryRoll Out Robust Training ProgramPerform Community Outreach PhilanthropyPromote Diversity; Reflect Community in your Employee Base8/19/2014HR Strong,LLC
Slide6Business longevity test-
9 HR Necessities for your company
Strong Compliance Education, Awareness and Execution
Ability to Communicate Change and/or Difficult News
Conduct Needs Assessment for Change and Organizational Design/Development
Thorough InvestigatorStrategic Miner of TalentEffective TrainerLean Office HRFun Incentive IdeasBusiness and Employee Advocate8/19/2014HR Strong,LLC
Slide7Financial stability and profitability-
7 People Reasons my company is losing money
No Established Vision, Goals or Presence from Leadership
Ineffective Training
No Employee Accountability
Poor Safety RecordNot Keeping Score of Performance Metrics or CultureNo Continuous Improvement ProgramLack of Trust in Manager8/19/2014HR Strong,LLC
Slide8Financial stability and profitability-
7 Ways to lower company expenses
Mitigate/Stop Employee Accidents
Lower Absenteeism
Reduce Turnover
Invest in TrainingEffective Manager/Supervisor Span of ControlHire Right People the First TimeStrong Employee Relations8/19/2014HR Strong,LLC
Slide9Regulatory compliance risk-
13 reasons you may be fined or sued
Expired labor posters in accessible areas
Personnel data not properly stored
Insufficient I-9 documentation
Failure to track/investigate safety accidentsNo Anti-Discrimination Policy and/or annual trainingIncorrectly Payment of OT Mistaken Job ClassificationsEditing Employee TimecardsPoor Tracking of FMLA Leave and/or breach of FML confidentialityTerminating Without Proper Documentation or Improvement PlanAsking Illegal Questions During InterviewLack of Training Documentation of Tracking
No AAP or Good Faith R
ecruiting
E
fforts
8/19/2014
HR Strong,LLC
Slide10Regulatory compliance risk-
Top 5 Ways to avoid labor lawsuit
Train Teams on Current Labor Laws
Engage Employees to Participate in Proactive Employee Relations Committees
Ensure Employee Handbook Addresses Company Position, Reporting Procedures and Consequences
Create a Compliance Checklist and “Audit Ready” ProgramsConsult an HR Professional Before Making Any Risky Labor Decisions8/19/2014HR Strong,LLC
Slide11EFFECTIVE EMPLOYEE RELAIONS- 12 Easy Turnover turnaround tips
Ensure Safe work environment
Invest in Training
Predictable Work Scheduling
Promote and Execute Work Life Balance
Establish Strong Pride in BrandDevelop non-monetary incentivesHire Right People for Future of BusinessProvide Regular Feedback and CoachingStrong Onboarding ProgramSolicit Honest Employee FeedbackConduct Exit InterviewsAnnual Salary Survey Execution8/19/2014HR Strong,LLC
Slide1210 Most Popular hr
questions
Can I fire them now?
Can I hire a FT replacement while employee is out sick?
Can I add tasks to the job without changing pay?
Can we overlook a part of the background check or minimum job requirements?When will the position be filled?Can I layoff the person I don’t like?I don’t have proof, but can I still want to fire?Can I promote an employee after their training is complete?What do I do with this EEOC or OFCCP letters?Can I automatically deduct paycheck for incorrect time clock punches?8/19/2014
HR Strong,LLC
Slide13Slide14
HR Strong Education Marketing
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