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THE HR DEPARTMENT OF ONE: Best Practices for Success
This session will give you the opportunity to learn about:
- Best practices for the HR Department of One
- Key HR competencies for HR professionals
- What management wants from HR
- Determining the balance between the need for HR strategy and operations
- Setting realistic expectations with co-workers and leaders for HR
- How to influence without having direct authority
- How to stay ahead of developing HR issues
- Leveraging resources and support to ask questions and help you through difficult situations
- Identify a system so you can effectively manage your tasks through event management, not time management
Overview of the webinar
Heading the HR Department of One (HRDOO) is a daunting task. Time is short; resources are limited; and constantly shifting priorities can be a major issue. If you are experienced in HR or new to the Human Resources field and are struggling to find ways to identifying what needs to be done and accomplishing your objectives, this presentation will help you to learn the best practices for successfully managing the HRDOO.
Being the only administrator available to answer the phone when someone needs help or advice, as well as the only person to manage onboarding, offboarding, orientation, benefits, evaluation, disciplinary and termination processes is one of the major differences between large organizations with a Human Resources team and small organizations with one HR administrator.
Working tirelessly as the only HR person is unimaginably difficult. When pressed for time and attention, critical responsibilities can easily be missed, putting you and your organization at risk.
HR departments toe the line between being employee champions and organizational watchdogs. At its core, HR is primarily focused on ensuring employees maintain a good working relationship with their employer. This means HR teams are often filled by altruistic individuals who have an eye for employee well-being.
However, when teams are slimmed down—in some cases just to one person—HR can begin to tread water, to the detriment of employees. With all the other responsibilities required of HR, a department of one might need to prioritize day-to-day administration over larger, employee-focused initiatives.
This webinar offers some best practices to help HR professionals nail down the necessary administrative duties of their department so they can better focus their efforts on helping employees and the organization grow.
Who should attend?
- HR Manager
- Training & Development Specialist
- Employee Relations Manager
- IT Manager
- Communication Specialist
- Talent Acquisition Manager
- Corporate Trainer
- Sales Director
- Marketing Manager
- Performance Management Specialist
Why should you attend?
The HR department is a critical facet of any organization. The department is responsible for vital tasks like hiring, benefits administration, employee welfare and so much more. Yet, despite its importance, organizations often devote only a handful of people to its operation—in some cases, only one person. Whether you're new to the job or an experienced HR professional, learn about the best practices you need to work efficiently and confidently as a vital and indispensable one-person HR department.
Faculty - Dr.Steven G. Meilleur
Steven G. Meilleur, Ph.D., SPHR – is President, and CEO – of PRAXIS Management Solutions, LLC, a New Mexico-based management consulting firm specializing in human resources, employee relations, leadership, training & organizational development, organizational research and assessment, strategic & operational planning, and non-profit organization management and governance. Dr. Meilleur has more than 40 years of management and executive-level experience in human resources, risk management, and organizational management in the private non-profit public, and private for-profit sectors.
He is also on the faculty of the UNM School of Public Administration in the graduate program, teaching in the areas of human resource management, nonprofit organization management, leadership, dispute resolution, organizational change, and human resource development. He has spoken at numerous conferences and workshops across the country and is a published author in the areas of human resources, marketing, leadership and management development, organizational change and innovation, non-profit organization management, and board development.
Dr. Meilleur received a BA in English Literature and Education from Bucknell University, an Executive MBA from the University of New Mexico’s Anderson Graduate School of Management, and his Ph.D. in Leadership and Organizational Learning from UNM. He received his certification as a Senior Professional in Human Resources (SPHR) from the Society for Human Resource Management in 1995.
Credits
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1.5] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.