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The circumstances surrounding the COVID-19 and most recently the widespread civil unrest are continuing to develop quickly, and with the rapid-fire nature of modern media and social media channels, details vary from broadcast to broadcast, leaving many in the workforce in confusion and fear.
Most employees are confused about the next steps they should take, either paralyzed by fear, worried about their future or in the shock and denial phase of the crisis. They are often not afraid to share these sentiments in a public way that can be detrimental to your company if you take the wrong action.
Having a plan, knowing your risks, and what steps to take to prevent them is the best course of action for any business, however for many, especially those who have not implemented an instant messaging platform in the past. You have entered new and unfamiliar territory.
Our National condition is constantly changing which has employers feeling the pressure and unfortunately due to the overload of news and information (often contradicting itself) leaders are running the risk of being too ambitious in their communication and actions with employees.
Ambiguity leads to confusion and creates more uncertainty and fear. This is something we all need to avoid.
Thankfully, there are steps employers can take to support their workforce, encourage certain behaviors and manage the business environment effectively, so employees can continue to remain engaged and reduce the risk of panic and concern.
These steps are the basis of workforce management and often seem commonsense, however, in a crisis or unfamiliar situation it is more difficult to remain calm and think or behave in a considered way. It is vital for HR professionals that reasonable practices are established and followed, plans put in place and implemented, and most importantly, any action taken has been thoroughly understood, investigated, checked and measured in order to avoid longer term damage to the business and relationships they have with their employees.
Every day the boundaries and goal-posts are moving, so it is vitally important that leaders in industry, business, and human resources are kept as up to date as possible to avoid generating fear, adding to the confusion or creating workplace dysfunction. We need to know what we can do in order to adapt, innovate and implement new ways of operating as our National environment changes.
This is why knowledge, clear communication, accurate information, considered action are required.
Why you should Attend:
If you are in a leadership position, experienced in HR or new to the Human Resources field, have employees or have a concern about how you will manage your people working remotely through this crisis, this presentation will help you to:
- How a major company lost a $140M lawsuit and how you can avoid the same issue
- Understand this isn’t’ an IT issue, it’s a people and process issue
- How IT and HR work collaboratively
- Writing a solid policy to prevent bad employee decisions from landing on your server
- Ensuring a continuous safe work environment
- Technology considerations including issues around security, access, and functionality of what you and your team are being expected to do
- Building trust with employees while using IM technology
- How to ensure work is getting done, tracking time and assisting you to ensure you and the teams in your workplace are being productive, accountable and responsible while working from both the office and home
Managing remote workforces is about setting clear expectations, providing workable systems and processes that can be implemented in home environments and using technology and communication channels wisely. The trouble right now is that there is an overwhelming amount of information, and conflicting directives from multiple sources. Because Brenda is monitoring the situation constantly and can apply her years of experience to the scenarios playing out, this presentation is vital for you to stay ahead of the changes and to ensure your workplace is functioning and being productive.
As a result of the training you will be better equipped to make decisions regarding the operation of your business, and be able to lead, or assist leaders in the business, and to prepare the business for ongoing change.
Areas Covered in the Session:
- Learn what up-to-the-moment issues and concerns are affecting the workplace around instant messaging
- Work through the process you can take to implement internal communication practices with systems, reporting and accountability
- Learn how to effectively and clearly communicate the expectations of your workforce surrounding changing events with employees through company-wide communication channels and trained managers
- Discover how to avoid the risks of miscommunication, hasty decisions made from ambiguity, and the spread of fear
- How to manage both Exempt and Non-exempt employees when the need arises for telecommuting
- What to say and what not to say during a crisis, managing your behavior, communication and leadership style
- Have your specific questions answered regarding creating and managing remote workplaces in crisis
plus more action steps and tips
Who Will Benefit:
- HR professionals
- HR managers
- HR Directors
- HR coordinators
- HR administrators
- HR Generalists
- Human Resource Business Partners
- Vice Presidents
- IT managers
- IT Directors
- IT leaders
- IT Security Advisors
Brenda Neckvatal Nominated for the Stevie's American Business Award and again for the Stevie’s International Business Award, Brenda is an experienced practicing Human Resource professional and business consultant with vast experiencing spanning 30 years. She has experience working for five Fortune 500 corporations, consulted over 450 C-Suite executives, and led the reformation of HR infrastructure within 400 small businesses. Driven with a high level of compassion for business operators, she engages in helping business leaders in all industries solve their complicated people problems.