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Validity : 17th Nov'24 to 27th Nov'24
Employee Write Ups: Do's and Don'ts for Documenting Employee Performance
- Managing from Day One - Using the 4 tools of a manager; coaching, performance reviews, performance improvement plans and discipline
- The 12 elements of quality documentation
- The 12 elements of problematic documentation
- Avoiding questionable timing
- Words and phrases to avoid. What to do instead
- Having the hard conversations and what to do when those conversations don't go as planned
- What to do if someone is struggling doing their job for whatever the reason - having a process
- What to do when an employee complains they are being managed or disciplined unfairly
Overview of the webinar
In HR and as managers we are always advised to document, document, and document. But deciding what should be documented, how situations should be stated, what words to use, what to include or not and how not to can be tricky if someone has never been trained. Who sees the documentation and how it is used becomes trickiest of all. For many company documentation has been used to their detriment, whether deservedly or not.This webinar will cover best practices in documentation and worst practices. How to help your managers understand the importance of documentation is enough so that it will become a priority for them. We'll cover how to and how not to write, store, present and use documentation.
Who should attend?
- Managers
- Branch Managers
- Store Managers
- HR Generalists
- HR Managers
- Plant Managers
- Management
- Business Owners
Why should you attend?
From a business perspective, training management employees how to write documentation and how to use the tools of employee development is undoubtedly the easiest and cheapest thing an employer can do to stave off unwarranted employment claims and to avoid losing valuable employees.
From an HR perspective, training managers of the basics of HR compliance can help to defend against a whole host of unwarranted employment claims, including those that often begin from miscommunication, misinformation, and mismanagement.
Even routine situations handled badly have the opportunity to blow up into suspicious explanations, hurt feelings, lowered productivity and worst of all, loss of talented employees.
Badly worded documentation and suspiciously timed administration is at a minimum problematic and at worst, hard to justify in employment claims. Inconsistent documentation, which may be just bad management practices, can cause employment claims from suspicious employees. Considering that writing ill-suited documentation and administering inconsistent discipline is generally carried out by managers who practice a host of other bad management habits; taken together the factors create a situation akin to a compliance powder keg waiting to explode.
Faculty - Ms.Teri Morning
Teri Morning, MBA, MS, President of Hindsight HR specializes in solving company “people problems” and providing big company style HR service to small businesses. Teri has enjoyed consulting with employers throughout the country, solving problems and training managers and employees for over 20 years, meeting and working with employees from all types of businesses. Her years of experience in human resources and training in a variety of fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector, and both profit and non-profit companies allow Teri to understand employers (and) employees particular point of view. Teri also provides software solutions for incident management, employee relations investigations, and safety purposes (Incident Tracker.)
In addition to an MBA, Teri has a Master’s degree in human resource development with a specialization in conflict management. Teri was certified by the state of Indiana in mediation skills and is currently certified in project management, IT management and qualified as a Myers Briggs practitioner. Teri has held the PHR, SPHR, SPHR-CA, and SHRM-SCP certifications.
Credits
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.