Many safety trainers experience stage fright. But you can reduce your fear by changing how you think about public speaking.
- Recognize the fear and acknowledge it exists. Just admit it to yourself.
- Reject the fear by making a conscious choice
- Replace stage fright with "stage delight" that's what executive speaking coach Matthew Cossolotto calls the feeling you get when you shift your focus away from your own self-consciousness. He recommends you pay attention instead to the connection with your audience, the way you would in a one-to-one conversation.
Working with your Human Resource Management Team will allow you to experience the many HR Strategy's and HR Procedures you can apply directly to your issue. HR Professionals have been trained to deal with such problems as stage fright and apply HR Management Tools and HR Best Practices to your HR Training to allow you to better understand the issues around you. Don't be afraid to ask for your Human Resource Departments help in dealing with this issue.
If you want to get the bigger picture of your shop-wide safety situation, open the lines of communication with your maintenance staff. You should be talking to the people who repair, install, tune up and paint. They're usually the first to see flaws, cracks, breaks, sags and smoke. Teach them to think beyond the components and consider how doing quality work and sharing information with the safety supervisor makes the work enviorment better for everyone. This is where your HR Professionals can take HR Strategy and HR Procedures to fine tune your safety situation.
While seeing the bigger picture within your safety policy, HR Best Practices along with HR Procedures can ultimately fine tune in the areas you may be lacking by using Human Resource Procedures to point out issues you may have missed along the way. Do not hesitate to use your company's Human Resource Professionals.
Employee lawsuits are expensive. Juries tend to sympathize with employees and award damages in the millions. Clearly, this can be devastating to the employer.
In most cases, the underlying reason for employee lawsuits is that a manager or supervisor either caused the problem or could have prevented it. Actions by managers and supervisors that can result in litigation include:
· Saying the wrong thing or asking the wrong questions
· Treating employees unfairly
· Humiliating, harassing, or retaliating, or
· Doing nothing when action should have been taken
Management 2000, an Indiana PEO, can help employers avoid costly litigation. From policy development to training, the HR professionals at Management 2000 have the tools and expertise to provide the HR support employers need. Call Management 2000 at (317) 549-2000 or log on to www.management2000.com for more information.
There are a number of habits we could work on to improve our safety awareness and limit quite a bit of accidents and injuries. A great place to start is to dedicate one day to making a conscious effort to look at yourself along with your workers to see what you are actually doing all of the time. Seriously, really look. You will be surprised how often you are not watching where you walk, for example, and how much opportunity you and your company has for improvement.
To take advantage of this opportunity make sure that you enlist the help of your Human Resource Management Services, they can help with HR Support and HR Strategy that will allow you to see things you may not have seen on your own. Human Resource Consultants are trained to use HR Best Practices which will help identify room for improvement.
For the first three months of 2010, employee absence rates averaged 0.8 percent of scheduled worker days. While this may no
t seem to be a lot, absenteeism is one of the human resource issues that frustrates and concerns employers.
The HR Department at Management 2000, a PEO with offices in Indianapolis, Indiana, provides the HR support employers need to develop an HR strategy to address attendance issues. The experienced HR professionals at Management 2000 have the HR management tools to not only develop effective attendance policies, but also to provide coaching and training to both employees and managers. Contact Management 2000 at (317) 549-2000 or at www.management2000.com for more information.
Whatever training aid you choose for your presentations, don't let it steal your show. For example, instead of repeating whats on a PowerPoint slide, use the slide to only reinforce an important point. Go where the class takes you. Instructors who are not very familiar with their topic tend to use the presentation tool as a crutch. They don't pay attention to the class dynamics, such as dealing with questions as they arise. The worst thing a presenter can say is, " hold on to that question and we will address it later". If someone has a question it is imperative that you make every effort to answer it immediately, by doing so you are not only showing your knowledge for the subject, but you are helping someone learn, that is what the presentation is intended to do.
If you choose not to answer the question right away you are creating a needless Human Resource Issue. Your Human Resource Management Service deals with situations that may arise out of this action. The HR Professionals are very well versed in HR Strategy and HR procedures and are a part of your company to lend their HR Support in such a situation, HR Best Practices along with HR Management Training can help the speaker with any problems that may arise.
The Department of Labor’s Wage and Hour Division has issued a new interpretation of compensable time for workers changing into or out of protective clothing. This changes the prior interpretation that time employees spend donning and doffing protective clothing was not compensable under the Fair Labor Standards Act. Accordingly, employers must now compensate non-exempt employees for the time they spend changing into or out of protective clothing or equipment “required by law, by the employer, or the nature of the job.”
Management 2000, a Professional Employer Organization with offices in Indianapolis, Indiana, constantly monitors federal and state laws and regulations related to human resources administration. With this information, the HR professionals at Management 2000 provide the human resources help employers need for compliance. Whether the issue involves payroll, benefits or general HR administration, employers can count on Management 2000 for accurate, timely advice. Contact Management 2000 at (317) 549-2000 or at www.management2000.com for more information.
Employers need to be sure that the candidate they hire for a particular position meets the requirements for the job. These requirements may include, among other things, a certain level of education or job experience. The sad truth is that some candidates lie on their resumes and/or applications. A thorough background check can help employers verify that candidates are as qualified as they claim.
However, as is true with so many human resource issues, employers must be careful when conducting background checks. In some cases, the Fair Credit Reporting Act may apply; in others, state privacy laws may limit the information that can be accessed and used. In all cases, employers must be cautious and not consider impermissible information.
The good news is that employers don’t need to struggle with this issue. Management 2000, a Professional Employer Organization, is experienced in all aspects of background checks. Whether it involves level of education, work experience, credit checks, criminal history, or driving records, the HR professionals at Management 2000 have the HR management tools to conduct accurate, legal background checks. For more information about HR support from Management 2000, call (317) 549-2000 or log on to www.management2000.com.
People with Attention Deficit Hyperactivity Disorder( ADHD) can sometimes find it difficult to remember information, follow directions, concentrate and complete work on time. These few strategies may help workers with ADHD be a safer and more productive employee:
- Allow workers to complete demanding tasks when they are most alert. for the majority of workers, this is in the morning;
- Schedule boring, repetitive tasks in small chunks throughout the day
- Be flexible. Allow workers to work in private and/or away from distractions
- Provide a detailed to -do list employees can use to stay on track.
The company's Human Resource Management Department is very well versed in dealing with these issues. Allow your HR Department become directly involved in this type of situation, Human Resource Consultants can work along side management to ensure that the best HR Practices and HR Strategies are in place.
During the annual inventory,your plant may be getting"cleaned" in areas normally overlooked. This can be a gold mine-or a landmine-for safety. This is a great chance to uncover hazards that have been lurking beneath the surface throughout the year., such as unlabeled chemicals, worn or broken fixtures, extension cords, etc... But you can only take advantage of these discoveries if you're physically present and have specially asked your lead people to bring these items to your attention.
Finding old Employees Records and such would be a function of your Human Resource Management Department, With HR Support and HR Strategy involved in the annual inventory, they can show you the HR Best Practices and lend HR Support to items that may require Human Resource Help to deal with the Human Resource Issues. HR Professionals will work along side your safety department to make the most of your inventory.
Employers that discipline or terminate employees for legitimate, non-discriminatory reasons may still find themselves facing discrimination or other legal challenges to the decision. The best way for employers to protect themselves in these situations is to remember – Document, Document, Document!
Even if a jury disagrees with a company’s decision to discipline or terminate an employee, or may think that the decision was in error, as long as the employer genuinely believed the truth of their stated, non-discriminatory reason for the decision, the employee will be unable to prove discrimination. The most effective way to support an employer’s genuine belief is complete, contemporaneous, and objective documentation of the employee actions and statements on which the decision is based.
Helping employers develop effective HR practices, is but one of the many services provided by Management 2000, a Professional Employer Organization. The HR Professionals at Management 2000’s offices in Indianapolis, Indiana and Dayton Ohio provide HR support to employers regarding a variety of HR issues, including discipline and discharge, compliance, recruiting and retention, and training.
How can you get your safety programs adopted by your organizations? The first step is to developer the mindset necessary to be a successful advocate for your initiatives. Look inward. Be clear about your vision. What do you want to accomplish? Where and how do you truly want to make a difference? To engage and gain the commitment of management,you must first identify what you truly value and your own level of commitment to that vision.
HR Professionals within your company can lend HR Support along with HR Strategy to get your plan moving down the right path. With the use of HR Best Practices you can fine tune your plan. HR Management Training goes along way in getting your plan noticed and implemented by management. With the use of basic Human Resource Practices and input from Human Resource Consultants you can have the HR Support and HR Strategy to keep your safety plan headed in the right direction. So if you are having problems getting your plan in use by your organization, don't forget to always include Human Resource Management Services and the HR Professionals for support.
Supervisor intervention can be very effective in the prevention of ergonomic injuries, such as strained backs, rotator cuff injuries and carpal tunnel syndrome. Many of these injuries develop gradually over time and are proceeded by signs or symptoms that a supervisor is ideally positioned to detect. Learn the signs, symptoms and prevention techniques, and intervene early to ensure that a worker at risk doesn't actually suffer any injury.
Your Human Resource Management Service within your company or an outsourced one can put together a Human Resource Policy along with HR Strategy and HR Support to put your plan in place.By using HR Best Practices along with Employee Records you can lower your experience rate quite considerably. While using your Human Resource Consultants along with HR Best Practices this allows you to better track and keep a closer eye on the particular danger you are trying to illuminate.
Just like professional athletes, your workers need to be trained to play safely, use personal protective equipment and maintain good physical condition to stay in the safety game. By encouraging your workers to stay fit, you will help them understand how to prevent injuries,increase their endurance and flexibility and stay alert.Do you know which sports stars are admired the most by the workers on your crew? Use these professional athletes as examples of the benefits of training, fitness and safety equipment.
Human Resource Management Services have HR Procedures that can help you achieve your goals in safety and training. HR Management Training involves HR Management Tools and HR Support that can guide you and your employees in the right direction if you have any safety or Human Resource Issues. By using HR Strategies and HR Best Practices you may be able to teach your employees the importance of safety as mentioned above. Human Resource Consultants will give you the HR Management Tools and HR Strategy to design and put in place a Human Resource Policy along with your safety policy to assure a plan that will keep your employees safe for years to come.
Whether an employer is required to provide rest and meal breaks is covered by state law rather than the federal wage and hour laws. As with many other state laws, rest and meal break requirements vary from state to state. This can cause headaches for employers who operate in more than one state.
Management 2000, a Professional Employer Organization, has the HR management tools to identify applicable state laws and develop appropriate human resource policies for its clients. This is just one of the many ways the HR professionals at Management 2000 provide HR support and resolve human resource issues.
Shift workers face a host of challenges, including physical and mental fatigue,digestive problems, stress and and a feeling of isolation from family and friends and their community. Research also suggests that shift workers are at greater risk for injuries. Here are some ways you can help:
- Schedule safety training so that shift workers can attend
- Provide access to nutritious meals
- Provide checklists to accommodate fatigue
- Address personal security concerns
- Keep schedules consistent
Your Human Resource department can also help with the consistencies by dealing with any Human Resource issues that may arise.Our Indianapolis Human Resource Department helps with HR support and HR Strategy's that will help the worker be at less risk for injury by using HR Consulting along with HR Best Practices.
Exit interviews can be important HR management tools for employers. Ideally, exit interviews should be conducted with all employees leaving a company. If that is not possible or practical for all terminations, an employer should make a point to conduct exit interviews in cases of voluntary resignations. This is especially important if there has been a rise in turnover, employee complaints, or possible legal action by former employees.
Exit interviews can be conducted in a variety of formats. Whether they are formal, informal, face-to-face, or a written survey, all exit interviews should be documented. The professionals in Management 2000’s Human Resources Department have extensive experience related to developing and conducting the exit interview process. In addition to advising employers as to the best format for exit interviews, Management 2000 has a complete human resource information system at their finger tips that can be used with the employer during the interview or actually conduct the interview for the employer.
Reinforcing positive safety behavior can have an enormous impact on your safety program. Instead of always focusing on the problems, focus also on the accomplishments.Identify milestones when a milestone has been reached. Any leader who focuses on these factors will raise their level of credibility with their team and enjoy the benefits of a positive work culture. The Human Resource Administration within your company also can have a tremendous impact on positive work culture by using HR Strategy's along with HR Procedures to teach positive work habits. Your company along with others has an incredible resource right at their fingertips, your Human Resources Administration, they will provide HR Management Training along with HR Procedures which you may follow in your quest for a more positive safety attitude. The Human Resource Consultants provide the HR Management Tools needed to plan your HR Strategy in accomplishing your goal of having a world class safety department within your company.
HR Professionals blended with your company's Safety Professionals can create a Human Resource Management Service that uses HR Procedures, HR Best Practices and HR Support to compliment and guide any Safety Department to focus on accomplishments and milestones you will reach by using the Human Resource Policies and the Human Resource Consultants within your company. Don't forget that the Human Resource Professionals within your company are capable of using Human Resource Information Systems to compliment your goals when striving for positive safety behavior.
I read an interesting article today on the Daily Advisor from
HR.BLR that I think makes a
very good point. The article was about describing "essential functions" of the job and stated that it is important not to confuse the method with the task that needs to be completed. In other words, stating that the job requires bending(method) is not enough to give a clear understanding of what is required. It would be a more appropriate Human Resources practice to say "responsible for gathering multiple parts that are located at various levels including floor level and place them at table height". It would also be appropriate to include the weights of the parts as well as the frequency on how many times a person would have to retrieve the parts. By being more descriptive about the task that needs to be completed, you will find numerous benefits including:
- better screening of candidates - you will be able to ask more specific questions about a persons ability to perform the task
- candidates will have a better understanding of what is expected of them and finally
- in the event that you have to make an accommodation, the Dr. will have a much clearer picture of what the employee is being asked to do.
As a HR Consultant, these are some of the items I work with our clients to assure that they are following HR Best Practices.
dress code. There is no specific law addressing dress code however there are laws that indirectly affect dress code. For instance Title VII of the Civil Rights Acts states that among other things, a person cannot be discriminated based on their religion. As you probably know, there are certain religions that have hair, clothing and jewelry requirements and you must make allowances for those requirements. There are a couple of exceptions. You do not have to make that allowance if:
1. That exception creates a hardship for the employer and/or;
we provide that service for our clients and assure they are setting their policies with HR Best Practices. At Management 2000, we know you have a business to run.
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