In this video, human resources consultant and trainer Catherine Mattice explains why employees need training and how learning must be an ongoing process involving HR professionals and employees. She covers how adults must be active participants in their training and development. Learn how to look for learning opportunities in everyday work activities.
- [Voiceover] For any company to succeed,…employee training is essential.…Employees may need training to resolve poor performance…or employees might need training…as they're groomed to take over a new position…or get promoted.…Other times, an entire department…or the company as a whole…needs to learn a new process or skill.…Whatever your training needs,…there are a few best practices to keep in mind…as you work to train and develop your workforce.…The first and perhaps most important thing to remember…is that a single learning event does not solve problems…or make someone an expert.…
Let me explain what I mean.…In my local community,…I teach a class on interpersonal communication.…This three hour learning event…covers active listening skills,…writing professional emails,…conflict management, and more.…At the beginning of the class,…I go around the room and ask attendees…to share why they decided to enroll in my class.…I always get a few people who say…"my manager told me I should come…"because I can be harsh sometimes"…
HR consultant Catherine Mattice outlines some of the considerations of the human resources professional, such as balancing the needs of employees with the interests of the organization. She reveals how to conduct an HR audit to identify HR practices that need improvement. She then outlines core HR responsibilities: staffing, training, documentation, compensation and benefits, performance reviews, job descriptions, compliance with state and federal regulations, and more.
- Explain the role of administrative HR.
- Describe how to build trust with employees.
- Summarize how to conduct an HR audit.
- Cite the best practices for personnel files and recordkeeping.
- Identify the important tasks involved in writing a job description.
- Recognize the fundamental components of a high-quality onboarding experience.
- Identify effective and ineffective ways to discipline an employee.
- Cite the key reasons for conducting an exit interview.