HR teams have evolved to become sophisticated business partners that own, manage and direct all people practices. The people side of the business is becoming increasingly important.
If your organization can’t recruit, retain, develop and engage the best employees, your ability to deliver your products and services is at risk. HR is now a strategic partner in creating the vision, direction and capacity to execute your organizational goals.
n-gen’s HR training workshops provide human resources professionals, from recruiters to CLOs to VPs of talent management with the theoretical knowledge, based on current research and best practices, to build effective people strategies. We provide tactical plans for how to design, develop and implement solutions that will get ’em, keep ’em & grow ’em. As organizational culture change agents, HR teams must be able to gain senior leadership commitment, design programs and policies that support change, and coach others on how to take action to effect change.
How to Get, Keep, and Grow Top Talent & Create an Engaging Culture
Organizations today are faced with the challenge of recruiting, engaging and retaining a multigenerational workforce. For HR to be a strategic partner, people practices must align to the values, expectations and behaviours of all four generations. To be an employer of choice, you must tap into the motivations of each cohort in order to engage all employee groups. By doing so, you will be able to maximize each generation’s skills sets, while managing the differences.
This interactive workshop explains how the road to creating engaged employees is dependent on your HR practices demonstrating organizational engagement – transparency, responsiveness and partnering. Your HR team will explore how to best recruit, retain and develop your multigenerational workforce. We ask a series of questions, designed to help your team with action planning future people strategies.
Audience
- Team leaders, supervisors, managers, executives, HR leaders
Length
- Half or full day workshop; 60-90 minute presentation
Learning Objectives
- Objectives of performance management
- Four stages of performance management
- Evaluating where your organization is on the performance continuum
- Link between performance management and strategic objectives
- Understanding generational identities & expectations of performance management – both informal and formal practices
- The link between performance management and employee engagement
- Making the performance management process as objective as possible
Recruiting & On-Boarding Multigenerational Employees
In a competitive marketplace, organizations face the challenge of recruiting the right person, for the right job, at the right time. To do so, recruiters, hiring managers and HR leaders need to clearly communicate your unique selling proposition, and select employees who will be the best fit for your organization. Once the right employees are recruited, they need to be effectively on-boarded to ensure your organizational values are inculcated and that they are set up for success.
This workshop explores effective interviewing techniques, generational responses to the recruitment process and how to evaluate candidates’ best fit. We provide a framework for creating an engaging on-boarding process that will seal the psychological deal with new hires.
Audience
- Recruiters, hiring managers, HR leaders
Length
- Half or full day workshop; 60-90 minute presentation
Learning Objectives
- Communicating your unique selling proposition
- Questions you should ask and ones you need to avoid
- Demonstrating transparency, responsiveness and partnering through the recruitment process
- Evaluating generational responses to the recruitment process
- How to build an engaging on-boarding process – key elements
- Tips for sealing the psychological deal in the first 90 days
Performance Management to Drive Results
Performance management is more than a yearly conversation with employees. It is an on-going process that requires that managers communicate objective feedback on a regular basis. Whether you have a formalized performance management process or not, performance reviews need to be linked to your organizational goals and supported within all people practices.
It is also essential to analyze, design, develop and implement a performance management process that takes into account the expectations of all four generations.
This workshop provides a model for designing and implementing a strategic performance management process. We provide tactical direction on how to prepare for a PM discussion, how to engage employees throughout the process and how to coach for performance.
Audience
- Team leaders, supervisors, managers, executives, HR leaders
Length
- Half or full day workshop; 60-90 minute presentation
Learning Objectives
- Objectives of performance management
- Four stages of performance management
- Evaluating where your organization is on the performance continuum
- Link between performance management and strategic objectives
- Understanding generational identities & expectations of performance management – both informal and formal practices
- The link between performance management and employee engagement
- Making the performance management process as objective as possible
