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Prepare for either certification exam through a traditional classroom setting, an online format or a hybrid of the two—over a period of weeks or in a condensed structure to fit any schedule and learning style.

SHRM Approved Professional Development Credit Courses

This year we’ve rolled out some completelynewHRCI approved topics as well as updating our tried-and-true classes for the new year. Each course is approved for up to 1-4 HRCI credits.Don’t see a topic you want? We’re have approved providers, so call us916-209-3298or emailinfo@mvpseminars.comand we’ll put together the perfect topic for you.

An Overview of Title VII(webinar)

  • Understand the process steps of an EEO investigation including guidance for minimizing its effects on business operations.
  • Define the purpose and intent of Title VII Define Equal Employment Opportunity Commission
  • Identify areas of concern during the Pre-Employment Phase Elaborate on the Americans with Disabilities Act Elaborate on Harassment and its effect on employers
  • List the Steps of an EEO Claim and the Subsequent Investigation.

Co-Employment: Balancing Risk and Reward

  • Become educated about co-employment to safeguard your organization from exposure to litigation.
  • Understand how to work with a staffing firm to best handle this issue is an important step in managing risk.

Changing the HR Mindset: From Process-Driven to Strategic Profitability(approved for Strategic credit!)

  • Cultivate a business mindset by learning to be more proactive instead of putting out fires in the reactive mode.
  • Learn simple ways to rephrase HR issues in ways that connect with the C-suite
  • Techniques for reducing redundancy in processes and improving efficiency
  • Create a fresh perspective for your HR role.

Coaching Employees for Maximum Success

  • Understand the importance of self-directing questions
  • Learn the different types of coaching and how to make yourself the most effective kind
  • Embrace the role of HR as an avenue to support managers to be better coaches
  • Learn to utilize techniques and to0ls to improve accountability and productivity

Coaching in Key Relationships – Strategies for Improving Business Interactions

  • Understand the importance of using coaching strategies to develop business relationships.
  • Identify how these techniques could be used in key interactions in the workplace.
  • Use results-driven coaching to influence culture, productivity, and performance.
  • Embrace the role of HR as an opportunity to have coaching interactions with managers, employees, and other important business relationships.

Creating a Psychologically Safe Workplace

  • Definitions of psychological safety and respect, including trends, legal requirements, and duty of care issues.
  • Workplace requirements in order to create respectful, appropriate behavior that may result in legal claims of harassment or discrimination.
  • Understanding inappropriate behaviors in terms of direct vs. indirect, overt vs. covert activities.
  • Proactive strategies for evaluating, monitoring, and correcting discrepancies in the workplace.

End the Blame Game – Getting Employees to Own Results

  • Learn to coach employees on stating things in proactive language (rather than blaming) allowing them to take personal responsibility.
  • Understand how HR can help support managers and employees to be more proactive and self-directed.
  • Master specific techniques and tools to shift employees’ mindset to embrace accountability.

Engagement Starts with a Motivating Manager

  • Identify the drivers and causes of employee motivation and engagement.
  • Understand word tracks for questions to help employees engage and creatively solve problems.
  • Implement specific techniques and tools to coach managers in creating a motivating environment and increasing employee engagement.

How to Think Like a CEO(approved for Strategic credit!)

  • Learn to increase your business stature within your organization by learning how business works and conversing in the universal language of business (cash, profit, margin, etc.).
  • Align the importance of Human Resources value-added contributions to the organization’s strategic plan. Understand how your department fits into the structure and vision of the company.
  • Earn a seat at the table by becoming a business partner.

From Dread to Development – Managing Performance Expectations

  • Learn to set expectations and monitor employee performance.
  • Understand how to approach the performance conversation with respect for the employee while still aligning tasks and work duties to the goals of the organization.
  • Utilize techniques to monitor performance consistently and constructively, focusing on coaching the employee to become a top performer

Increasing Motivation in Under-Performing Employees

  • Identify the drivers and causes of both employee motivation and engagement. Understand the difference between internal and external motivation.
  • Gain insight into how motivation can increase productivity and improve retention. Learn to set performance expectations and align an employee’s position with the organization’s goals.
  • Learn specific ways to improve engagement including communication word tracks and management techniques.

Interviewing Legally: The Manager’s Legal Tool Box

  • Learn the purpose of interviewing in a legally responsible manner
  • Understand how to avoid the pitfall of a lawsuit for asking an illegal question
  • Become familiar with various aspects of Title VII of the Civil Rights Act as related to legal & illegal questioning.

EQ for Human Resources Professionals

  • Understand the 4 main quadrants of Emotional Intelligence and how each applies to the workplace.
  • Apply the principles of self-awareness and relationship management to professional relationships.
  • Learn to increase your value to the organization by influencing corporate culture

Legally Safe Layoffs and Hirings

  • Learn to conduct legally safe layoffs and firings
  • Develop an effective and fair layoff policy
  • Understand how to deal with the following issues: triggering events, seniority, oral contacts, WARN Act requirements, and reinstatement, all of which are meant to protect against claims of discrimination (wrongful termination, protected categories, discrimination or retaliation).
  • Learn to provide written notice to employees by developing layoff notices that include: Reason for layoff, criteria for selecting which workers will be subject to layoff, legally defensible verbiage and tone of notice, and disposition of benefits.

Keeping the Peace without Going to Pieces: Conflict Resolution for Managers and HR

  • Understanding of conflict styles and the strengths and weaknesses of each. Learn how to adjust your style and communicate in high-emotion situations.
  • Techniques to exhibit assertiveness but also a concern to produce results while still maintaining relationships.
  • Utilize the tools to manage conflict and deal with conflict that results in a “win” for all parties involved.

One Bad Apple – Managing Employees with Rotten Attitudes

  • Understand the foundational causes of bad behaviors or attitudes in an employee.
  • Master the technique of adjusting their communication style to connect with and manage difficult people.
  • Utilize coaching methods to move employees toward peak performance.
  • Learn when to legally terminate or discipline a badly behaving employee.

Treating Toxic Personalities Before They Infect the Whole Workplace

  • Identify and understand toxic employees and what underlying causes can bring about bad behaviors.
  • Learn to recognize 52 types of toxic (or potentially toxic) personalities.
  • Understand that the current workplace might actually enable or reward bad behavior. Remove these embedded rewards and have employees take ownership of their work.
  • Utilize techniques to create a workplace of ownership, responsibility, and productivity. Move employees from toxic disease to the vital contributor

Managing Difficult and Different Personalities

  • Understand the 4 types of communication styles and how to adjust your individual style to each one (DiSC).
  • Master EQ and self-awareness in order to manage conflict and relationships.
  • Learn to work with a variety of personalities and communication styles to drive higher performance results

SHRM Workplace Essentials Training

Workplace Essentials Course is ideal for those who:
  • Manage people and would benefit from an overview of HR
  • Have responsibilities that are broader than the normal scope of their “j.o.b.”
  • Seek career advancement (Ideal for emerging leaders)
  • Perform HR tasks as a part of their many roles or want hr updates
  • Want to break into the competitive and growing human resource profession.

An entire organization benefits when HR professionals earn their SHRM-CP or SHRM-SCP credential. Benefits include: Updated information, sharpened skills and new perspectives, improved communication skills, and certified professionals have a positive influence on employees and colleagues.

The SHRM Essentials®of HR Management is an introductory course offering a complete overview of human resource roles and responsibilities. If you are just starting out in the profession, or are looking for an effective way to boost your employee management skills, this is the program for you!

Program Benefits

The shared experiences of your instructor and peers along with networking opportunities. Interactive case studies designed to make you feel comfortable dealing with HR issues. Reduces company’s risk of potential high-cost litigation. Develops a common dictionary of HR terms for the entire organization. Offers professional development for divisional or departmental supervisors to ensure HR compliance. Promotes a consistent understanding of the HR function to non-HR management. Earn up to 1.25 CEUs or 12.5 PHR/SPHR/GPHR recertification hours.

Covers real-life HR issues and current, vital topics including employment law; selecting qualified employees; compensation; orientation and training; and the performance management process.

Entry-level human resource professionals. Divisional or departmental supervisors who have the responsibility for interviewing and training employees Individuals seeking a career in human resources. Team leaders with supervisory accountabilities. Employees with management responsibilities, individuals seeking higher management positions, staffing specialists, benefits coordinators, HR administrators, recruiters, payroll assistants

Participants who successfully complete the program are awarded a nationally recognized SHRM Human Resources Certificate of Completion.