Training Human Resources

Human Resources (HR) training in many employee-related and legally-related topics is mandatory, especially for managers and supervisors. You need to equip your employees to handle their employee relations responsibilities competently and legally. Training is always an important factor when you bring in new help. This also will apply for the one you hire to run your HR department. It is not as you would train a normal employee you have brought onto your team. In this article we will discuss the proper method to conduct productive Human Resource training. Be sure to make training motivational and engaging.

Make HR Training Come Alive

When training your Human Resource department it is vital to use real life scenarios in your training. Real life examples help those training be better prepared  for any issues or situations that could arise in the field you are in. Using programs to help you do this properly is also an option. For the best results you need to ensure everyone has the proper tools that not only take care of the employee as well as protecting your company. Go through any instances that have happened historically within your company and companies alike, make the HR in training go through those with you to show you how they would handle the situation. Take your time, and you will be able to not stress that you will be facing an HR nightmare, which can happen. Human Resources is a very important part of any company.

Do More not Less

Follow-up reading and discussion about the topic of the mandatory training are recommended. Managers and supervisors are the front lines when it comes to managing employee performance and their needs from work—and they need to be prepared to take appropriate action. In harassment, as well as in other law suit-engaging topics, as an employer, demonstrating that you took appropriate steps is crucial. In fact, demonstrating that you took immediate action and that the consequences for the perpetrator were severe, is also critical. Any form of harassment can create a hostile work environment including sexual harassment and how it is addressed. The court’s definition of what constitutes a hostile work environment has recently expanded to coworkers who are caught up in witnessing the situation, too.

Confidence is required from the leader investigating.

The person in the superior position is usually the person initiating and following through on the process, they need  to feel confident about what they are doing. Be sure to  reading and support are crucial to a supervisor’s effectiveness in handling problems.  Try to utilize people who  are trainers with lots of real-world, real-time, workplace experience who have real stories. If you do the mandatory training internally, come prepared with examples you’ve experienced or researched. Know what training  is mandatory in your state or locale. This requirement is different in various jurisdictions nationally and internationally.

Ensure your employee handbook has proper guidelines

Make sure your employee handbook has the appropriate policies and standards of conduct needed to educate your employees and provide roadmaps for their guidance. The appropriate policies also give you the support necessary to enforce their implementation in your workplace. Using sexual harassment as your ongoing example, your policy handbook needs a harassment policy, a policy about how investigations are conducted within your company, and a policy that forbids an employee in a supervisory role from dating a reporting employee. Weigh carefully putting any dating or friendship restrictions on employees beyond managers not dating reporting staff members in your non-fraternization policy. The workplace is one of the logical locations for people to meet and fall in love, as long as the employees engaged in the relationship follow common sense guidelines. But, supervisors dating reporting staff is never appropriate. In these policies, you need to include a strongly-worded statement that retaliation will not be allowed in your workplace, regardless of the outcome of the investigation of the employee’s complaint. Sexual harassment investigations have been known to go horribly wrong as well. Take the mandatory HR training you provide seriously because the legal consequences of the incompetent handling of employee relations issues can be consequential—and expensive. Since you’re doing the mandatory HR training anyway, why not do it well to serve both your best interests and the best interests of your employees.

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