LUNCH PROGRAM: What to Do About Workplace Bullying What identifies a workplace bully? What do you do when you have a bully in the workplace? How does it affect your culture? Where does the law stand regarding workplace bullies? Join Kathleen Nicolini to learn the answers to all of these questions plus explore tools and solutions to managing workplace bullies. Kathleen will send us home with tools to set workplace policy and tackle this culture killing problem. Items covered will include: What is workplace bullying? Why is bullying prevalent in the workplace? What is the impact to business? What is the impact on employee performance? How can HR identify workplace bullies? How can HR deal with or prevent workplace bullying? What are the legal liabilities? Kathleen A. Nicolini, SPHR, MBA is currently employed as a Manager, EEO/AA for a Fortune 500 employer based in Omaha, and teaching a graduate class at Bellevue University. Kathleen holds a Bachelors’ in Criminal Justice and a Masters of Business Administration from the University of Nebraska. She is a current member of SHRM and holds a SPHR. Her career track has been very diverse. She began working in the Juvenile Court and a short stint working with the Domestic Violence Program out of Council Bluffs. She returned to graduate school to obtain a dual Master’s in Public Administration and Criminal Justice when she launched her career in civil rights. From the Nebraska Equal Opportunity Commission she went on to head Human Resources programs including the creation of a enterprise HR system. She served 3 years in a Chief Officer role in operation as well. She owned her own HR consulting firm and currently is serving as an EEO/AA Manager. She volunteers with the Domestic Violence Council supporting their HR needs. WORKSHOP: How to Properly Conduct Workplace Investigations When you receive an allegation of workplace harassment or discrimination or believe your organization has become a victim of fraud or theft – taking prompt action is your legal responsibility. But let’s face it: most HR professionals or business owners have never had formal training in how to conduct internal investigations. And without having the proper skills in how to handle allegations in the workplace – and investigate them effectively – employees may feel their complaints are not taken seriously internally. Every organization should be prepared to conduct a prompt and thorough investigation of all employee complaints, accidents, allegations of misconduct and other indications of a violation of law or policy. If handled properly, the investigation can help to prevent or reduce financial losses. If your investigation is flawed, the consequences can be horrific. Whether it is in the public sector, academia or private industry, conducting fair and thorough investigations is becoming increasingly important. Whatever the field, if fact-finding is not done properly or the investigative process is – or is perceived to be – unfair, the consequences can be calamitous, leaving the organization conducting the investigation exposed, with its credibility and reputation in tatters.
Did you know that if you search YouTube for Interviewing there are over 500,000 videos and there are over 10,000 videos on Behavioral Interviewing, almost all of them are for candidates? I’ve even seen some videos teaching candidates how to lie in a behavioral interview. So who is usually better prepared going into the interview, the candidate or the hiring manager? That depends on how crazy busy the hiring manager is. But usually the candidate is better prepared. In this session of: How Did All These Crazy People Get Hired? During this special 3 hour workshop, you will learn one of the biggest mistakes managers make when hiring new employees and you probably won’t guess it! Plus, you will learn what to do about it. You will also learn: Why Behavioral Interviewing Doesn’t Work Anymore and What to Do About It. What Makes an Effective Interview Question? Asking Questions Is One Thing – Getting Useful Information Is Another Was the Candidate Demotivated Before The Job Offer? Are Their References Any Good? Are You Asking for the Right References? Reducing the Learning Curve and Making Candidates Part of the Team COST: LHRMA members—$60 Non-members – $100 includes the cost of the workshop and LHRMA membership thru Dec. 31, 2015 View the event flyer here.