Continuing Education Credits:
- HRCI – 7 HR (Business) Credits
- SHRM – 7 PDC’s
Schedule: 10:00 AM – 6:00 PM Eastern Time
HR professionals, managers, and supervisors play a critical role in shaping the workforce and ensuring organizational stability. Attending this comprehensive one-day training program is crucial for understanding the multifaceted nature of workforce reductions, employee turnover, and retention strategies. The first module delves into the strategic planning and legal considerations necessary for executing workforce reductions, ensuring that participants are well-versed in both compliance and ethical practices. Understanding these foundational elements helps in making informed decisions that minimize negative impacts on the organization and its employees.
Managing employee turnover effectively is another key focus of this training. By participating, attendees will gain insights into measuring and analyzing turnover rates, understanding the financial implications, and developing effective retention strategies. The program offers in-depth discussions on creating an engaging work environment, career development, and work-life balance, all of which are crucial for retaining top talent. These strategies not only help reduce turnover but also boost employee morale and productivity, which are essential for long-term organizational success.
Leadership and management practices are integral to fostering a positive workplace culture. This program emphasizes the importance of leadership in employee retention, effective communication, and managing change. By exploring these areas, participants will learn how to build a resilient and positive organizational culture that supports both employees and the organization during times of change. The modules on mentoring, coaching, and performance management provide tools for leaders to guide and support their teams effectively.
Lastly, the training covers the vital aspects of employee wellbeing and continuous improvement. Attendees will learn about health and wellness programs, mental health support, and flexible work arrangements that are crucial for maintaining a healthy and productive workforce. The focus on continuous improvement and future trends prepares HR professionals, managers, and supervisors to adapt and thrive in a constantly evolving work environment. This holistic approach ensures that participants leave with actionable insights and strategies to manage workforce reductions, mitigate turnover, and enhance employee retention.
Program Features
- Expert trainer with extensive HR experience and legal expertise
- Comprehensive coverage of essential HR topics and legal compliance requirements
- Interactive and engaging training format with practical examples and case studies
- Pre- and post-test to assess learning outcomes and measure program effectiveness
- Opportunity for Q&A and networking with peers and HR professionals
- Certificate of completion upon successful program completion
Why Attend This Training Program
- Comprehensive Understanding of Workforce Reductions: Develop a thorough understanding of workforce reductions, including legal, financial, and strategic aspects.
- Effective Management of Employee Turnover: Understand the different types and causes of employee turnover and how to measure and analyze turnover rates.
- Enhanced Leadership and Management Practices: Explore the critical role of leadership in employee retention and effective communication.
- Employee Wellbeing and Continuous Improvement: Understand the importance of health and wellness programs, mental health support, and flexible work arrangements.
- Career Advancement and Recognition: Achieve a recognized certification that demonstrates your commitment to professional growth and expertise in HR management.
Topics Covered
- Introduction to Workforce Reductions
- Legal Considerations
- Financial Implications
- Strategic Planning
- Stakeholder Communication
- Identifying Roles and Positions
- Creating a Reduction Plan
- Risk Assessment
- Notification Processes
- Support Systems for Employees
- Employment Law Overview
- Ethical Considerations
- Documentation and Record Keeping
- Handling Disputes and Claims
- Post-Reduction Compliance
- Understanding Employee Turnover
- Measuring Turnover Rates
- Analyzing Turnover Data
- Cost of Turnover
- Retention Strategies
- Employee Engagement Fundamentals
- Creating an Engaging Work Environment
- Career Development Programs
- Recognition and Rewards
- Work-Life Balance
- Leadership’s Role in Retention
- Effective Communication
- Managing Change
- Building a Positive Culture
- Mentoring and Coaching
- Recruitment Strategies
- Onboarding Best Practices
- Job Fit and Role Clarity
- Employee Expectations
- Continuous Onboarding
- Performance Appraisals
- Goal Setting and Feedback
- Managing Underperformance
- Employee Development Plans
- Succession Planning
- Health and Wellness Programs
- Mental Health Support
- Conflict Resolution
- Flexible Work Arrangements
- Building Resilience
- Continuous Improvement Strategies
- Feedback Mechanisms
- Benchmarking and Best Practices
- Evaluating Retention Programs
- Future Trends in Workforce Management
Target Audience
- Current HR Directors: Professionals already holding HR Director positions seeking to update their skills and stay abreast of the latest trends and practices in the field.
- Senior HR Managers: Experienced HR Managers looking to take the next step in their careers and prepare for roles at the director level.
- Aspiring HR Leaders: Individuals aiming to transition into senior HR roles, such as HR Directors or Vice Presidents of HR, and seeking the necessary skills and credentials.
- HR Business Partners: HR professionals who work closely with senior management and need to understand strategic HR management at a higher level.
- Talent Development Managers: Those responsible for employee development and succession planning who are looking to expand their strategic HR capabilities.
- Organizational Development Professionals: Individuals focused on organizational change and development, looking to enhance their understanding of strategic HR’s role in these processes.
- HR Consultants and Advisors: Independent consultants and advisors who provide strategic HR guidance to organizations and need to stay current with industry best practices.
- Small Business Owners/CEOs: Leaders of small to medium-sized businesses who often take on HR responsibilities and need a deeper understanding of strategic HR management.
- HR Professionals in Transition: Individuals between roles or looking to shift their career path within HR, aiming to increase their marketability and job prospects.
- HR Academics and Educators: Educators and researchers in the field of human resources or related fields looking to update their knowledge and incorporate current practices into their teaching and research.
- Non-HR Executives: Executives from other departments who collaborate closely with HR and need to understand the strategic importance and functions of HR within an organization.
- Employee Relations Specialists: Professionals focused on maintaining positive employee relations and handling conflict resolution, seeking to enhance their strategic HR skills.
- Compensation and Benefits Managers: Those responsible for designing and managing compensation and benefits programs, looking to integrate these functions with broader HR strategies.
- Recruitment and Talent Acquisition Specialists: Professionals involved in recruiting and talent acquisition, aiming to develop a more strategic approach to workforce planning.
- Employee Engagement Coordinators: Individuals dedicated to improving employee engagement and retention, seeking to implement more effective strategies.
- Workforce Planning Analysts: Analysts who focus on workforce data and trends, looking to apply strategic insights to manage turnover and retention.
- Diversity and Inclusion Managers: Professionals responsible for promoting diversity and inclusion within the organization, aiming to align these efforts with overall HR strategies.
- Learning and Development Managers: Those who design and implement training programs, seeking to integrate learning initiatives with retention strategies.
- HR Information Systems Managers: Managers overseeing HR technology systems, looking to better understand the strategic use of HR data in decision-making.
- Labor Relations Specialists: Professionals dealing with labor unions and collective bargaining, seeking to understand the broader strategic HR implications of workforce reductions and retention.
Agenda
10:00 AM – 10:15 AM: Welcome and Introduction
- Overview of the program and objectives.
10:15 AM – 11:00 AM: Module 1: Understanding Workforce Reductions
- Introduction to Workforce Reductions
- Legal Considerations
- Financial Implications
- Strategic Planning
- Stakeholder Communication
11:00 AM – 11:45 AM: Module 2: Planning and Implementing Reductions
- Identifying Roles and Positions
- Creating a Reduction Plan
- Risk Assessment
- Notification Processes
- Support Systems for Employees
11:45 AM – 12:00 PM: Module 3: Legal and Ethical Considerations
- Employment Law Overview
- Ethical Considerations
12:00pm – 12:15pm: Break (15 minutes)
12:15 PM – 1:00 PM: Module 3: Legal and Ethical Considerations (continued)
- Documentation and Record Keeping
- Handling Disputes and Claims
- Post-Reduction Compliance
1:00 PM – 2:00 PM: Module 4: Managing Employee Turnover
- Understanding Employee Turnover
- Measuring Turnover Rates
- Analyzing Turnover Data
- Cost of Turnover
- Retention Strategies
2:00pm – 2:30pm: Lunch Break (30 minutes)
2:30 PM – 3:15 PM: Module 5: Employee Engagement and Retention
- Employee Engagement Fundamentals
- Creating an Engaging Work Environment
- Career Development Programs
- Recognition and Rewards
- Work-Life Balance
3:15 PM – 4:00 PM: Module 6: Leadership and Management Practices
- Leadership’s Role in Retention
- Effective Communication
- Managing Change
- Building a Positive Culture
- Mentoring and Coaching
4:00pm – 4:15pm: Break (15 minutes)
4:15 PM – 5:00 PM: Module 7: Talent Acquisition and Onboarding
- Recruitment Strategies
- Onboarding Best Practices
- Job Fit and Role Clarity
- Employee Expectations
- Continuous Onboarding
5:00 PM – 5:45 PM: Module 8: Performance Management and Employee Wellbeing
- Performance Appraisals
- Goal Setting and Feedback
- Managing Underperformance
- Employee Development Plans
- Succession Planning
- Health and Wellness Programs
- Mental Health Support
- Conflict Resolution
- Flexible Work Arrangements
- Building Resilience
5:45 PM – 6:00 PM: Q&A Session
- Open floor for questions and discussion
- Closing remarks and certification information
