ConcordEducations

  ConcordEducations is the online learning platform that helps employees recognize and deal with real-world issues through our regulatory-compliance training and creative skills.www.concordeducations.com

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 Advanced Coaching Techniques for Supervisors and Managers: Optimizing Your Efforts to Get the Best Results 

Advanced Coaching Techniques For Supervisors And Managers Can Help You Optimize Your Efforts To Get The Best Results From Your Team. Here Are Some Tips:

Focus On The Individual. When Coaching, Focusing On The Individual's Needs And Goals Is Essential. What Are They Trying To Achieve? What Are Their Strengths And Weaknesses? What Kind Of Support Do They Need?

Be A Facilitator, Not A Dictator. Your Role As A Coach Is To Facilitate The Individual's Learning And Development, Not To Tell Them What To Do. Ask Questions, Offer Guidance, And Help Them To Identify Their Solutions.

Create A Safe And Supportive Environment. The Individual Needs To Feel Comfortable Sharing Their Thoughts And Feelings With You. Create An Environment Where They Feel Safe To Take Risks And Make Mistakes.

Be Patient And Persistent. Coaching Is An Ongoing Process. It Takes Time And Effort To See Results. Be Patient And Persistent, And Continue To Offer Support And Guidance.

Here Are Some Advanced Coaching Techniques That You Can Use To Optimize Your Efforts:

Active Listening Involves Listening Attentively To The Individual Without Interrupting Or Judging. It's Essential To Understand Their Perspective And To Build Rapport.

Questioning: Asking Open-Ended Questions Can Help Individuals Explore Their Thoughts And Feelings. It Can Also Help Them To Identify Their Solutions.

Feedback: Providing Feedback Can Help The Individual To Improve Their Performance. It's Essential To Be Specific And Constructive And To Focus On The Individual's Behaviour, Not Their Personality.

Goal Setting: Helping Individuals Set Clear And Achievable Goals Can Give Them A Sense Of Direction And Purpose. It Can Also Help Them To Track Their Progress And To Stay Motivated.

Reflection: Encouraging The Individual To Reflect On Their Experiences Can Help Them To Learn And Grow. It Can Also Help Them To Identify Their Strengths And Weaknesses.

By Using These Advanced Coaching Techniques, You Can Optimize Your Efforts To Get The Best Results From Your Team.

Here Are Some Additional Tips For Using Advanced Coaching Techniques:

Be Aware Of Your Own Biases. Being Aware Of Your Biases Is Essential So You Don't Project Them Onto The Individual.

Be Respectful Of The Individual's Time. Coaching Sessions Should Be Productive And Efficient.

Be Flexible. Be Willing To Adapt Your Approach To The Individual's Needs.

Be Committed. Coaching Is An Ongoing Process. Be Committed To Providing Support And Guidance Over The Long Term.

By Following These Tips, You Can Use Advanced Coaching Techniques To Help Your Team Members Achieve Their Full Potential.

[concordeducations]

 Advanced Coaching Techniques for Supervisors and Managers: Optimizing Your Efforts to Get the Best Results 

Advanced Coaching Techniques For Supervisors And Managers Can Help You Optimize Your Efforts To Get The Best Results From Your Team. Here Are Some Tips:

Focus On The Individual. When Coaching, Focusing On The Individual's Needs And Goals Is Essential. What Are They Trying To Achieve? What Are Their Strengths And Weaknesses? What Kind Of Support Do They Need?

Be A Facilitator, Not A Dictator. Your Role As A Coach Is To Facilitate The Individual's Learning And Development, Not To Tell Them What To Do. Ask Questions, Offer Guidance, And Help Them To Identify Their Solutions.

Create A Safe And Supportive Environment. The Individual Needs To Feel Comfortable Sharing Their Thoughts And Feelings With You. Create An Environment Where They Feel Safe To Take Risks And Make Mistakes.

Be Patient And Persistent. Coaching Is An Ongoing Process. It Takes Time And Effort To See Results. Be Patient And Persistent, And Continue To Offer Support And Guidance.

Here Are Some Advanced Coaching Techniques That You Can Use To Optimize Your Efforts:

Active Listening Involves Listening Attentively To The Individual Without Interrupting Or Judging. It's Essential To Understand Their Perspective And To Build Rapport.

Questioning: Asking Open-Ended Questions Can Help Individuals Explore Their Thoughts And Feelings. It Can Also Help Them To Identify Their Solutions.

Feedback: Providing Feedback Can Help The Individual To Improve Their Performance. It's Essential To Be Specific And Constructive And To Focus On The Individual's Behaviour, Not Their Personality.

Goal Setting: Helping Individuals Set Clear And Achievable Goals Can Give Them A Sense Of Direction And Purpose. It Can Also Help Them To Track Their Progress And To Stay Motivated.

Reflection: Encouraging The Individual To Reflect On Their Experiences Can Help Them To Learn And Grow. It Can Also Help Them To Identify Their Strengths And Weaknesses.

By Using These Advanced Coaching Techniques, You Can Optimize Your Efforts To Get The Best Results From Your Team.

Here Are Some Additional Tips For Using Advanced Coaching Techniques:

Be Aware Of Your Own Biases. Being Aware Of Your Biases Is Essential So You Don't Project Them Onto The Individual.

Be Respectful Of The Individual's Time. Coaching Sessions Should Be Productive And Efficient.

Be Flexible. Be Willing To Adapt Your Approach To The Individual's Needs.

Be Committed. Coaching Is An Ongoing Process. Be Committed To Providing Support And Guidance Over The Long Term.

By Following These Tips, You Can Use Advanced Coaching Techniques To Help Your Team Members Achieve Their Full Potential.

[concordeducations]

Sexual Harassment: Managing the Critical Business, Financial, and Human Resources Issues

The proliferation of the sexual harassment cases claims the costs and liabilities related to your significant business, financial, and human resources. This can hinder growth and can question the work and reputation of your organization. Potential claims now often exceed six-figure numbers. Imperatively, sexual harassment increases recruitment and hiring costs, absenteeism, and turnover costs; it also lowers employee morale, reduces job performance, and results in lost productivity. As a result, if your company has a 6 percent profit margin, it will have to generate $1,667,000 in new sales to indemnify the costs of each sexual harassment claim or otherwise award $100,000.

While the financial liabilities of sexual harassment can be substantial, they represent only a part of the total cost. To the extent sexual harassment defines how your organization values its employees, your organization increasingly becomes a place to avoid. To the extent your organization accepts sexual harassment as an incidental working condition, you tell employees, applicants, and third parties: we don’t value you. And to the extent your organization does not take immediate action to correct problems, you demonstrate that they should look for employment elsewhere. As a result, the marketplace is increasingly asking and evaluating the following critical questions:

» Does the organization avoid the growing legal pitfalls to avoid sexual harassment?

» Does the organization properly conduct sexual harassment and workplace investigations?

» Does the organization properly weigh and balance privacy issues and concerns?

» Are all employees encouraged to report incidents of sexual harassment; are all supervisors and managers required to take action and report incidents?

These critical issues and other important elements of an effective sexual harassment program will be discussed.

Why Should You Attend

With the substantial increase in the cases of sexual harassment, there is a violent growth that is seen in the amount of significant question, that the corporate world and marketplace has come up with:

» Does the organization avoid the growing legal pitfalls to avoid sexual harassment? » Does the organization properly conduct sexual harassment and workplace investigations? » Does the organization properly weigh and balance privacy Issues and concerns? » Are all employees encouraged to report incidents of sexual harassment? » Are all supervisors and managers required to take action and report incidents? These critical issues are other important elements of an effective sexual harassment program that will be discussed.

Objectives of the Presentation » To address the potential element behind the increased sexual harassment cases » To detect and prevent this element at its early stage » To emboss the employees to fight against sexual harassment and raise their voices against its tolerance » To help the employers to gain knowledge on the legal perspective to take action against these cases » What will be the effect of the laws and policies on the organization's structure? » How sexual harassment can impact the work and productivity of the organization? » How you can come over from these harassment cases?

Areas Covered in the Session » Discuss the impact of sexual harassment within your organization » Define the definition and types of sexual harassment » Describe how sexual harassment affects the achievement of organizational goals » Discuss the financial impact of sexual harassment on your organization’s bottom line » Discuss the human resources impact on the planning and managing of your workforce » Play a leadership role in reducing sexual harassment

Who Will Benefit

» HR Professionals » Internal and external auditors » Compliance officers » Risk managers » C-suite executives » Middle and online managers To Register (or) for more details please click on this below link: https://rb.gy/fc7zt/a> Email: [email protected] Tel: [phone]

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Marijuana in the Workplace

The impact of marijuana use on the workplace is skyrocketing. State after state legalizes its use, not just for medicinal purposes, but for recreational ones too. At the same time, the Feds haven't legalized any of its use.

According to the National Institutes of Health (NIH), studies suggest specific links between marijuana use and adverse consequences in the workplace, such as the increased risk for injury or accidents. One study among postal workers found that employees who tested positive for marijuana on a pre-employment urine drug test had 55 percent more industrial accidents, 85 percent more injuries, and 75 percent greater absenteeism, compared with those who tested negative for marijuana use.

Not only is legalization a new problem for management, but it's also a new problem for law enforcement and the courts. Defining what it means to be "under the influence" is difficult at best, and there are few accurate measuring methods available. Thankfully that is beginning to change.

Why Should You Attend

The impact of marijuana use on the workplace is skyrocketing. State after state legalizes its use, not just for medicinal purposes, but for recreational ones too. At the same time, the Feds haven’t legalized any of its use. The two most common questions employers have are:

» Our company does drug screenings, and an employee has provided a medical marijuana card. How do we handle that? » Our state allows recreational marijuana. What does this mean if we have a drug-free workplace policy?

The answers to these questions involve numerous factors, including but not limited to the following. » The state they are in » Why somebody is using it (medicinally or recreationally) » How recently have they used it » The safety aspects of their job » The company’s policy on marijuana use

In this training, Don will summarize the challenges faced by employers in managing employee marijuana use, explain the law addressing this subject, describe relevant marijuana testing devices, and analyze recent court cases. He’ll finish with a few words of advice for the wise.

Areas Covered in the Session

» Some facts about marijuana use » The risks of marijuana use » The laws surrounding marijuana use and employment » Testing for impairment » What is reasonable suspicion? » Accommodating marijuana use under disability law

Who Will Benefit » Any Leader or Manager » Human Resource Manager » Director of Human Resources » Human Resources Partner » Human Resource Consultant To Register (or) for more details please click on the below link: https://rb.gy/1r0ct/a> Email: [email protected] Tel: [phone]

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Form I-9 and E-verify update 2023

With the new Form I-9 that was released on 01/31/2020 plus the COVID-19 legislative update, a lot of employers are asking what’s next. Several of the prior updates have caused a lot of confusion on what form to use and how the changes impact employers. We also have additional options of going electronic with the Form I-9 and options to validate employees electronically. This webinar will review all of your electronic options when it comes to Form I-9 and how your company can best become more electronic. Review of temp relaxed requirements and how to stay compliant. This webinar will get you ready to know all the details of the new form along with how to properly complete it.

Why Should You Attend

This webinar will give you the tools to make sure that you are compliant in all areas of Form I-9. Employers and staff will benefit from this webinar and help reduce legal costs from not properly handling an I-9. The webinar will get you ready to know all the details of the new form along with how to properly complete it.

Objectives of the Presentation

» Understand electronic I-9 requirements » Understand proper processing of each section of the Form I-9 » Current updates and when the new form should be used » 2020 and beyond temporary relaxed legislation and how to handle them along with when did they start and end » Review of anti-discrimination laws and how employers can protect themselves » Review all updates of the e-verify system and why you should use it » Understand recent legislation in regards to social security cards and what ones you can no longer accept for the I-9 purposes.

Areas Covered in the Session

» Understand the recent updates to the Form I-9 as of 01/03/2020 and beyond » Understanding the new I-9 requirements for individuals working in the US on temporary work visas. » Review section by section of the form » Review what the requirements are to keep form I-9 electronic » How to avoid mistakes in the I-9 process from document abuse to discrimination » How to handle Audits in regards to the I-9 » Review of April 2018 E-verify system updates » Status of expiration of form I-9 » Review of taking SSN Cards and what you need to know

Who Will Benefit » Payroll Professionals » Accounting Professionals » Tax Professionals » Finance Professionals » Compensation Professionals » Benefits Professionals » Senior HR Professionals » HR Managers & Directors » HR Personnel » CEOs » Managers » Team Leaders To Register (or) for more details please click on this below link: https://rb.gy/6cgdc/a> Email: [email protected] Tel: [phone]

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Formulas, Automatic Calculation & Key Functions In Excel

When it comes to dynamically looking up and retrieving information from small or huge tables of data Lookup functions can elevate you to a new world of accuracy, productivity and time savings in Excel.

To work efficiently with lookup functions you must start with clear understanding, good habits, and application of correct structure and syntax.

This course effectively teaches lookup techniques and demonstrates practical examples, providing the perspective you need to understand the depth and scope of these functions.

Gaining this knowledge is a fundamental and highly marketable skill set in Excel and is vital in a wide range of professions and fields including accounting, financial analysis, government and business administration.

Understand the power of Excel and get the most out of your software investment.

Why Should You Attend

» Understand the latest powerful and most relevant MS Office functions available » Work starter, faster and more effectively » Boost profit, efficiency, and productivity » Improve job satisfaction, team performance, and professionalism » Gain strong competitive advantage at peer and business level » Achieve more in less time with higher quality results » Strengthen your resume and justification for increased salary

Areas Covered

» Creating named ranges » Understanding VLOOKUP » Examples of using VLOOKUP » Create a VLOOKUP table » Understand absolute references in VLOOKUP functions » VLOOKUP to find approximate match » VLOOKUP to find exact match » Link VLOOKUP to external data » Cleansing data for common VLOOKUP issues » Performing calculations with VLOOKUP » Use the Insert Function technique to create lookup functions » Using HLOOKUP » Formula Auditing with lookup functions

Who Will Benefit

Staff, managers, and executives who are required to confidently manage data and present business-critical information in a wide variety of private and public sector professions including:

» Accounting » Banking » Business Analysis » Economics » Finance » Insurance » Investment Advice » Management » Statistics » Strategic planning To Register (or) for more details please click on the below link: https://rb.gy/rpvgg/a> Email: [email protected] Tel: [phone]

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Terminating Employees Safely

The risks of a former employee filing a discrimination charge increase significantly after they are terminated involuntarily.

It is hard to find information on how many discrimination charges are as a result of terminating employees (as opposed to hiring, discipline, or other reasons), but in my 42 years of dealing with Human Resources issues, I would say the percentage is more than 95%.

Therefore, it is very important that termination be handled well. There are a number of steps that should be followed when having a termination discussion with an employee. Following the steps in this webinar will greatly minimize your risks of being charged with discrimination when you have to terminate an employee.

Why Should You Attend

In this webinar, participants will learn how to document poor performance, conduct disciplinary discussions, and terminate employees in a way that will minimize the risks of the employee going to a governmental agency to get back at the employer.

Objectives of the Presentation

» Ensuring that the termination is not a "surprise" » The best day and time to conduct a termination » Allowing the employee to walk out with their head up » Behaviors to avoid when terminating an employee » How to communicate the change to co-workers? » Planning for the termination discussion

Areas Covered in the Session » The importance of work standards and standards of behavior » Steps to take when considering terminating an employee » Things to avoid when telling an employee they are no longer employed » Planning the termination discussion » Things to have prepared for the terminated employee » Writing a script for the discussion » Communications with co-workers after the termination » The importance of documentation

Who Will Benefit » Human Resources professionals » HR managers » HR administrator » HR staff » Small Business owners » Non-Profit administrators » General managers » Office managers » Payroll professionals To Register (or) for more details please click on this below link: https://rb.gy/l344s/a> Email: [email protected] Tel: [phone]

[concordeducations]

Transformational Leadership - Leadership Course & Training

Let CEO & celebrity trainer prof. Paul teaches you the hidden secrets that real leaders use to rise above the rest. Learn the hidden secrets that top CEOs and team leaders use to produce impressive results day after day.

This course will show you how top leaders lead and get the most out of the people who work for them. The quality of your company's leadership will determine its future there is no other business factor more important than your leadership team that steers the company and is 100% responsible for its future.

Using these skills can make you a fortune and save you a fortune. Few things are more dangerous, or expensive, to your company than having leaders on your team who don't have the skills presented in this course.

Why Should You Attend

The quality of your company's leaders will determine how much the company will earn in the future and if it will even continue to exist. You can afford to take this course but you can't afford to!

Most of what is taught in leadership courses today are old b.s. ("belief systems") that just doesn't work for the modern leader. old, outdated ideas will actually hurt you in the new millennium. you need cutting-edge tools, tips, and strategies that really get the job done. let prof. paul show you the hidden secrets of leadership psychology known only to the most educated and elite CEO's and leaders in the world.

Areas Covered

» Basic through advanced leadership skills » How to deal with staff issues fast & effectively » Eliminate old lies & misconceptions about leading » Gain new empowering & effective beliefs & values » Gain powerful new skills to help you excel » Improve your relationships with staff » Learn how to get the most out of your team » The secrets of how real leaders succeed » How to rise above the ordinary leader » And so much more!

Who Will Benefit

» CEOs » Executives » Salespeople » Managers » Team Leaders » Business Owners with Staff » HR Professionals » Managers » Presidents To Register (or) for more details please click on the below link: https://rb.gy/267r7/a> Email: [email protected] Tel: [phone]

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Constructive Disagreement

Disagreement is hard but necessary. Things don’t change or improve unless we express our differences and arrive at solutions. Unfortunately, many people do not have the skills to do this effectively. Either they don’t speak up and make their opinions known, or they push their point of view so hard that they offend others and the discussion escalates into a battle of wills or a clash of personalities.

Developed by renowned trainer and speaker, Larry Johnson, Constructive Disagreement is a no-nonsense, presentation that will give you the skills to resolve conflict positively so that results are achieved and relationships are left unbroken.

Why Should You Attend

You'll learn to use a prescribed, six-step model that will raise the odds your disagreements with others will be productive without fracturing your relationships.

Objectives of the Presentation

» Resolve differences with customers, co-workers - even your boss and still maintain positive relationships with them. » Use focused listening to consider the other person's point of view. » Keep disagreements from escalating into arguments » Avoid defensiveness when you are confronted » Use a three-step model to identify which issues are worth confronting » Eliminate "disagreement reluctance." » Negotiate solutions to differences of opinion without giving in or giving out. » Win a fair hearing for your point of view by giving them a fair hearing » Focus on problems and solutions, not on blaming others » Keep your cool when the discussion gets heated

Areas Covered in the Session

» Resolving differences with customers, co-workers - even your boss and still maintain positive relationships with them » Using focused listening to consider the other person’s point of view » Keeping disagreements from escalating into arguments » Avoiding defensiveness when you are confronted » Using a three-step model to identify which issues are worth confronting » Eliminate "disagreement reluctance." » Negotiating solutions to differences of opinion without giving in or giving out. » Winning a fair hearing for your point of view by giving them a fair hearing » Focus on problems and solutions, not on blaming others » Keeping your cool when the discussion gets heated

Who Will Benefit » COO's » CFO's » VP of Human Resources » Human Resource Professionals » Chief Learning Officer » Directors » Project Managers » Operation Managers and Supervisors » Team Leaders » Staff Managers and Supervisors To Register (or) for more details please click on this below link: https://rb.gy/fmc9m/a> Email: [email protected] Tel: [phone]

[concordeducations]

Tax Update: Cryptocurrency Donation, K-2, K-3, and Form 1116

With new key cases, IRS rulings, and tax legislation being introduced every month, the tax landscape is changing at a rapid pace. The Internal Revenue Service (IRS) updates federal tax rates, allowances, and thresholds every year by adjusting them for inflation.

This highly informative CE IRS-Tax course responds to all of the latest tax law developments with a full update on changed requirements and a thorough discussion of the planning opportunities that you need to understand to help your clients respond effectively. You will come away from the course with the up-to-date knowledge you need to educate your tax clients and implement tax-saving ideas that will serve their ever-evolving needs -- especially in this year of the such significant tax law change.

Why Should You Attend

This webinar will provide a concise look at the hottest topics affecting every tax practitioner. By the end of this webinar, you should be able to identify the month’s tax developments affecting taxpayers and analyze how the month’s developments affect your client(s).

Areas Covered in the Session

» To discuss key developments in tax legislation, litigation, regulations, and rulings. » To inspect the changes in Federal as well as State Tax Laws with live examples. » To develop strategies and approaches considering the latest changes in Tax laws and regulations. » Qualified Appraisal » Form 1040 Virtual Currency » K-2/K-3 » No Limited or Foreign Activity » Form 1116 Exception

Who Will Benefit » Office managers » HR professionals » Bookkeepers » Accountants » Business owners » Payroll Professionals To Register (or) for more details please click on the below link: https://rb.gy/sn20z/a> Email: [email protected] Tel: [phone]

[concordeducations]

The Emotionally Intelligent Manager: Using Your Heart as Well as Your Head to Manage Effectively

To manage effectively, you need to engage your emotional intelligence just as much as you engage yourself cerebrally. Using both our brain and our "gut" allows us to take all human factors into account.

Why Should You Attend

» What is emotional intelligence » What is YOUR emotional intelligence » A short 10 item questionnaire » Why it is important to know about emotional intelligence » Four Clusters of Emotional Intelligence » Techniques for utilizing your emotional intelligence to manage even more effectively » Would you like to learn more about your emotional intelligence » Would understanding techniques you can use every time to manage more effectively using your emotional intelligence interest you » How about receiving a list of sample questions you can use to manage more effectively using your emotional intelligence » Is it worth 90 minutes of your time to learn effective management techniques which can help you every day

If you answered “yes” to any of these questions, then come laugh, listen and learn as Chris DeVany leads us all through those important topics, key questions and answers we all need to be able to address effectively to improve our team members’ and team’s performance!

Areas Covered in the Session » What is emotional intelligence » What is YOUR emotional intelligence » A short 10 item questionnaire » Why it is important to know about emotional intelligence » Techniques for utilizing your emotional intelligence to manage even more effectively » Four Clusters of Emotional Intelligence

Who Will Benefit » CEO » Senior Vice President » Vice President » Executive Director » Managing Director » Regional Vice President » Area Supervisor » Manager To Register (or) for more details please click on this below link: https://rb.gy/ff9mf/a> Email: [email protected] Tel: [phone]

[concordeducations]

HR Metrics and Analytics 2023 - Update on Strategic Planning, Application Activities, and Operational Impact

The purposes of an organization's human resources are to add value, make the organization more competitive, and help the organization achieve its business objectives. The purposes of HR metrics are to help communicate the value added, demonstrate the contribution of human capital, and measure employment-related risks. Thus, to become a strategic partner, HR professionals need to speak the language of business. Inherent in that language is the lexicon of business measurements and metrics? Including HR metrics.

HR metrics help communicate the value added by the HR function, demonstrate the contribution of human capital, and measure employment-related risks. This webinar discusses the use of HR metrics as a core competency.

This new 2023 HR Metrics session reviews the utilization of HR metrics and analytics and as a key competency, reviews the role they play in helping the business make critical business conclusions, discusses the computation of employment practices risk, and provides a list of more widely used HR metrics.

Why Should You Attend

HR metrics and analytics play a vital role in business management. Top management makes use of HR analytics as a crucial part of its strategic planning and application activities. It increasingly makes essential decisions based on the important data HR analytics provides.

Operational management relies on HR metrics to ascertain and handle vital operational and transactional issues. HR metrics give them the power to understand, anticipate, and monitor important areas and help management make important, organization-wide decisions making. For operational administration, HR metrics can provide real-time data on how effectively operations are running.

For HR professionals, HR metrics and analytics can provide crucial and useful information about how effectively the organization uses this intangible resource - its employees. For HR Professionals, HR metrics provide a scorecard on employment practices.

This webinar identifies and discusses many of the HR metrics and measurements currently being used. It is designed to provide background material to help you analyze key metrics, help you determine the "right" metrics for your organization, and assist you to use these metrics in the decision m making process.

Objectives of the Presentation

» Gain an understanding of key HR metrics » Identify and assess the strategic and operational impact of HR metrics » Describe the role of metrics in measuring and communicating the value » Review the basics of using HR metrics in assessing human capital related risks » Explain how HR metrics improve strategic and operational decision making

Areas Covered in the Session » In this 2023 HR Metrics session, understand the role of key HR metrics and analytics » Identify and assess the strategic and operational impact of HR metrics » Identify the role of metrics in measuring and communicating the value » Review the basics of using HR metrics in assessing human capital related risks » Learn how HR metrics improve strategic and operational decision making

Who Will Benefit » HR professionals » Internal and external auditors » CFOs » Risk managers » Compliance managers » Line managers » Employment managers » Supervisors » Training staff » Vice-Presidents » Directors » Workforce Planning and HR Measurement Professionals To Register (or) for more details please click on the below link: https://rb.gy/ijbgw/a> Email: [email protected] Tel: [phone]

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Occupational Safety and Health Administration in CONSTRUCTION-OSHA 2023

Construction is a high-hazard industry that comprises a wide range of activities involving construction, alteration, and/or repair. Construction workers engage in many activities that may expose them to serious hazards, such as falling from rooftops, unguarded machinery, being struck by heavy construction equipment, electrocutions, silica dust, and asbestos.

The information, tools, and resources provided in these Construction Industry web pages are designed to assist those in the industry - whether worker or employer - to identify, reduce, and eliminate construction-related hazards.

Join this session by expert speaker Gary Heppner, where he will discuss how to guard against whistleblowers How to be aware of a possible whistleblower, and the suggested steps to take before it happens.

Why Should You Attend

Most employers consider OSHA Safety Programs to be just another expense. Actually, the program cabs become a profit center saving thousands of dollars.

» Will give an example of how an employer avoided a $150,000 lawsuit from an employee » What you can expect from following a well-designated blueprint of OSHA regulations » In California, the minimum citation is now $18,000. In other states, $12,700 » In general, what will be the cost to create a good safety program?

Areas Covered in the Session

» What does OSHA want to review when they come calling? » What you can do to prevent accidents » What you can do to retain control of an injury once it occurs » How to deal with supervisors who aren’t sure what their responsibilities are regarding safety » Why enforcement is so important » Other subjects that are related will be addressed

How to reduce the possibility of litigation by providing proper training to HR and supervisors

How to investigate a reported injury to reduce litigation

Some tips I have learned that can be very helpful

Who Will Benefit » Construction Attorneys » Construction Company Executives » Contractors’ Project Management Staff » Subcontractors » Construction Managers » Project Owners and Sponsor To Register (or) for more details please click on this below link: https://rb.gy/lxyw7/a> Email: [email protected] Tel: [phone]

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How To Turn Customers Into Outrageous Fans

Research at the University of Texas found that customer satisfaction is no guarantee of customer loyalty - that loyalty only comes from customers who love you. Companies like Disney, USAA, Nordstrom Department Stores, and Wegmans Supermarkets figured that out long ago so they provide customers with experiences that make customers love them. Larry Johnson will show you how to make your residents love you.

Why Should You Attend

If you work with customers, whether in-person, on the phone, or online you will gain a host of tips on how to make sure every encounter you have with your customers is positive and productive – even when the customer is disappointed or angry.

Objectives of the Presentation

» Apply the "5/11 Squared Formula" to improve word of-mouth advertising » Create a positive customer experience from the first point of contact » Respond to customers’ requests in a timely manner » Manage customer expectations so you don’t disappoint them » Practice five bonding behaviors that put customers on your side » Apply the Lagniappe principle that makes customers feel special » Manage perception so the customer is happy even when disappointed » Apply the "Disney Principle of Accountability" » Resolve customer complaints so everyone is satisfied.

Areas Covered in the Session

» The 5/11 rule that drives word of mouth marketing » Customer loyalty vs customer satisfaction – How to capture both » Bonding behaviors that raise the odds customers will like you and love your product or service » How to turn complaints into opportunities » How to get angry customers on your side » The PAL Formula for keeping yourself at your best

Who Will Benefit » Anyone who works with difficult people and wishes to improve their relationships with them » COO's » CFO's » VP of Human Resources » Human Resource Professionals » Chief Learning Officer » Directors » Project Managers » Operation Managers and Supervisors » Team Leaders » Staff Managers and Supervisors To Register (or) for more details please click on the below link: https://rb.gy/h25na/a> Email: [email protected] Tel: [phone]

[concordeducations]

Virtual and In-Person Onboarding Your New Hire: Policies, Practices, and Processes

We're on a new world now creating new challenges in the way we do our work including how we welcome and engage our new hires virtually.

We have new challenges now with the pandemic - how do we onboard a new employee virtually? Onboarding virtually creates new opportunities that we may continue to use even when the pandemic is not as much of a threat. Whether you call it Onboarding, Induction, Enculturation, or New Employee Orientation (NEO), the process used to welcome and train your new employees while capturing their excitement of a new job and reducing their new job jitters is critical to their success. Conducting the process virtually just adds a bit more innovation in providing the same information.

NEO is not a one day event, but rather a process that begins after their acceptance of the job and extends through the first year of their employment. Studies show that the new arrival's primary concerns are three things my job, my boss, and my coworkers.

Dealing with new employee jitters and uncertainties is a high priority in orientation programs. How long this mental mayhem lasts may depend a great deal on employee orientation. Onboarding is a strategy and a process that extends well beyond their first day on the job. It is a critical process to get the new hire off and running in their new environment - their new virtual environment, their new virtual position, and with new virtual colleagues enabling them to enjoy their work and their employer.

Onboarding needs to include fun activities, using "buddies" to streamline the new hire's experience, beginning from the point of the job offer. All of these efforts can be done virtually. It is one of the most important elements an employer should invest in.

Why Should You Attend

» To describe onboarding tactics for virtual new hires » To discuss the intricacies of onboarding the new hire including such things as getting them their new computer, technology, and having a virtual lunch, and dealing with I-9s » To identify HR, the supervisor, and the Buddy's roles in welcoming and training the new employee to a virtual environment » To discuss the new employee's role in her or his orientation » To differentiate between the orientation to the organization and the orientation to the department » To assess, develop, implement and evaluate your Onboarding strategy » To examine virtual Onboarding best practices » To assess, design, and develop, implement, and evaluate your department's NEO strategy

Areas Covered in the Session

» Sample checklists for the manager/supervisor, HR, and the Buddy are provided » Tips on orienting the virtual employee » How to evaluate your Onboarding process » To discuss importance of Checklists for what to accomplish the first day, first week, first month, and the first 90 days » To list suggested lists and topics for the onboarding portal » To examine onboarding portal systems » To Tips on how to select and utilize a Buddy » Orientation Evaluation forms for the new hire, HR, the buddy, and management » Tips on the manager-new hire "expectations" discussion

Who Will Benefit

» All industries - Human Resources - Generalists and Managers » Supervisors and Managers of Departments or Units in any Industry To Register (or) for more details please click on this below link: https://rb.gy/os6hn/a> Email: [email protected] Tel: [phone]

[concordeducations]

Virtual and In-Person Onboarding Your New Hire: Policies, Practices, and Processes

We're on a new world now creating new challenges in the way we do our work including how we welcome and engage our new hires virtually.

We have new challenges now with the pandemic - how do we onboard a new employee virtually? Onboarding virtually creates new opportunities that we may continue to use even when the pandemic is not as much of a threat. Whether you call it Onboarding, Induction, Enculturation, or New Employee Orientation (NEO), the process used to welcome and train your new employees while capturing their excitement of a new job and reducing their new job jitters is critical to their success. Conducting the process virtually just adds a bit more innovation in providing the same information.

NEO is not a one day event, but rather a process that begins after their acceptance of the job and extends through the first year of their employment. Studies show that the new arrival's primary concerns are three things my job, my boss, and my coworkers.

Dealing with new employee jitters and uncertainties is a high priority in orientation programs. How long this mental mayhem lasts may depend a great deal on employee orientation. Onboarding is a strategy and a process that extends well beyond their first day on the job. It is a critical process to get the new hire off and running in their new environment - their new virtual environment, their new virtual position, and with new virtual colleagues enabling them to enjoy their work and their employer.

Onboarding needs to include fun activities, using "buddies" to streamline the new hire's experience, beginning from the point of the job offer. All of these efforts can be done virtually. It is one of the most important elements an employer should invest in.

Why Should You Attend

» To describe onboarding tactics for virtual new hires » To discuss the intricacies of onboarding the new hire including such things as getting them their new computer, technology, and having a virtual lunch, and dealing with I-9s » To identify HR, the supervisor, and the Buddy's roles in welcoming and training the new employee to a virtual environment » To discuss the new employee's role in her or his orientation » To differentiate between the orientation to the organization and the orientation to the department » To assess, develop, implement and evaluate your Onboarding strategy » To examine virtual Onboarding best practices » To assess, design, and develop, implement, and evaluate your department's NEO strategy

Areas Covered in the Session

» Sample checklists for the manager/supervisor, HR, and the Buddy are provided » Tips on orienting the virtual employee » How to evaluate your Onboarding process » To discuss importance of Checklists for what to accomplish the first day, first week, first month, and the first 90 days » To list suggested lists and topics for the onboarding portal » To examine onboarding portal systems » To Tips on how to select and utilize a Buddy » Orientation Evaluation forms for the new hire, HR, the buddy, and management » Tips on the manager-new hire "expectations" discussion

Who Will Benefit

» All industries - Human Resources - Generalists and Managers » Supervisors and Managers of Departments or Units in any Industry To Register (or) for more details please click on this below link: https://rb.gy/os6hn/a> Email: [email protected] Tel: [phone]

[concordeducations]

Working with Excel Databases-Sort, Filter, Subtotal and More

Excel is a powerful program for managing and analyzing lengthy lists of data. What tips, tricks, and techniques do you need to know to quickly and easily sort and filter a range or table of data? Join this training course to explore the shortcuts and solutions for effectively working with large worksheets of data.

Why Should You Attend

Learning how to use efficiently use Excel is so critical in many of today's office jobs. Many people know the basics of Excel. This webinar will show you how to use the sort and filter tools and subtotals to really help get the most out of your data, be more efficient, and find the information that you are looking for.

Objectives of the Presentation

The training will be delivered using Excel 365/2016 for Windows although for users of earlier versions, most of the functionality is available in Excel 2010 and Excel 2013.

Areas Covered in the Session » Sort data in a worksheet » Filter data with AutoFilter » Use custom filter techniques » Apply conditional formatting for quick analysis » Sort and filter using colors and icons from conditional formatting » Create, view, and remove Subtotals » Split complex data into separate columns for ideal filtering and sorting

Who Will Benefit » Business Owners » CEO's / CFO's / CTO's » Managers » Accountants » CPA's » Financial Consultants » IT Professionals » Auditors » Human Resource Personnel » Bookkeepers » Marketers » Anybody with large amounts of Data » Anybody who uses Microsoft Excel on a regular basis, and wants to be more efficient and productive To Register (or) for more details please click on the below link: https://rb.gy/fc7m1/a> Email: [email protected] Tel: [phone]