Training Services

Training Services

The development of more effective HR management skills often leads to avoidance of more serious employee problems. Managers trained in leadership and management practices can lead to a more satisfied and productive workforce and help avoid costly and disruptive employee litigation. Workshops for new or experienced managers can be conducted on-site or at our Columbia training facility.

The owners of Chesapeake HR understand the importance of balancing training efforts with daily work demands. Our curriculum is modular allowing YOU to design a training solution around your company's specific needs. We offer training on a broad range of operationally focused management issues. Our Human Resource Advisors have over 20 years of Human Resource management and training experience, providing participants with practical advice and solutions drawn from the REAL WORLD. Most sessions are offered in a half-day or full-day format to minimize time away from the job.

Development Program Briefs

Diversity/Sensitivity Awareness

Provides marketplace and workplace demographics to support the need for diversity sensitivity in the workplace. Explores conscious and unconscious biases and how they play out in a diverse community at work. Provides tips for improving personal and professional relationships.

Key Learning Points: Awareness, inclusion and adding value as stepping stones to improved diversity; legalities and ethical considerations of diversity; self assessment.

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Sexual Harassment Awareness Training

Provides a thorough understanding of the legal issues, terminology and liability associated with workplace sexual harassment. Program can be geared to employees or Management only. Establishes a method for recognizing workplace sexual harassment as well as techniques to respond to and stop unwanted sexual behaviors.

Key Learning Points: Awareness; Self-Assessment; Legal Basis for Law/Company Policy; 5-Step Method To Recognize Sexual Harassment; Communication tips to respond to and stop unwanted sexual behaviors; Know whom to contact and how allegations will be investigated.

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Leadership

Provides basic guidelines for effectively leading others. Reviews common mistakes and provides steps to maintaining an involved, professional relationship with subordinates.

Key Learning Points: Being involved without being personal; importance of maintaining ongoing relationships.

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Teamplay I

Places focus on effective team play as a foundation for success. Defines the components of effective teams and building blocks for creating effective teamplay. Provides guidelines for building consensus and handling conflicts.

Key Learning Points: Importance of consensus building to team success; handling conflict within and outside the team; exercises allowing participants to understand each other better.

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Teamplay II

For newly created or long-standing teams, reviews team vision, goals or objectives provided by the client company. Considering building blocks for creating consensus, identification of strengths and barriers for the team and development of action plan to support team success.

Key Learning Points: How a team is supposed to operate if it wants to be successful; clarification and application of client company's goals for the team outside of the rigors of the workplace.

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Effective Employment Interviewing

Overviews key legislation governing interviewing and selection. Focuses on effective interview planning, steps for conducting an interview, evaluating interview results and making appropriate hiring decisions. Compares interview styles and concentrates on behavioral interviewing techniques.

Key Learning Points: Avoiding biases in selection; understanding job needs before interviewing; using what you learn in the interview.

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Managing Individual Performance

Provides a step-by-step approach to performance analysis and determining most effective actions to take in improving employee performance. Includes simple "how-to's" on recognizing and rewarding positive behaviors and performance, providing timely and effective feedback and developing employees' skills, along with establishing a climate that supports and encourages improvement.

Key Learning Points: Defining what is and what isn't a problem from a work standpoint; business-level versus human-level interactions; management-by-walking-around; counseling poor performers versus motivating good performers.

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Writing Performance Objectives

Using mission statements or corporate goals provided by the client company, define the importance and impact of well-written performance objectives. Work during the program will result in development of at least 2 objectives for each participant.

Key Learning Points: Objectives must be SMART; steps in deriving individual objectives from company goals.

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Improving Performance Reviews

Supports understanding the importance of timely and well-written performance reviews. Provides an action plan for preparing to write the review, tips for writing the review and creating a comfort zone in conducting the review meeting. (Can also incorporate the client company's actual review form as part of training.)

Key Learning Points: Regular feedback makes reviews easier; 3 categories of review information; how to be more specific in your writing.

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Progressive Counseling And Termination

Provides communication steps necessary to improve substandard performance. Defines needs and formats for effectively documenting performance problems and provides tips for reaching agreement with employees as to the nature of the problem and the actions needed to demonstrate improvement.

Key Learning Points: Differentiating between "once is too much" and "keeps getting worse" performance problems; avoiding emotional responses.

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Succeeding During Change

Provides a brief history of change as it relates to the business environment. Provides insight on the normal phases of change, people's reaction to each phase and how to effectively manage others and yourself as changes occur.

Key Learning Points: Phases of change; compartmentalizing reactions; building personal security.

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Effective Communication

Defines and practices the fundamentals necessary for effective communication to occur and simple steps for improving listening skills. Focus is placed on both getting and giving information, with additional emphasis on communicating during conflict.

Key Learning Points: Consequences of ineffective communication; use of questioning techniques and active listening skills; summarizing as a key to improving communications.

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Improving Presentation Skills

Provides practical exercise, blended with proven tools and techniques for making presentations more interesting and meaningful to your audience. Attention is given to physical presence, visual aids, audience control and question and answer techniques.

Key Learning Points: Using effective openers; getting main points across; closing and exiting.

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Management And Control

Outlines basic considerations in establishing measurement systems used to guide employee performance. Defines the difference between effectiveness and efficiency and the measurement of each.

Key Learning Points: Elements of a control system; Parkinson's law.

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Motivation

Using Maslow's Hierarchy, defines differences in how people are motivated and why. Reviews the new employment contract on what people expect from their employers and provides tips for creating an environment where employees can be motivated.

Key Learning Points: Relationship between accomplishment and confidence; closing the leadership and standards gap.

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Train The On-The-Job Trainer

Provides form and format for on-the-job training done by first line supervisors and key staff. Focus is given to preparation, task presentation and follow-up. Preparation will included a formatted task breakdown tool.

Key Learning Points: Encouraging independence through trial and error; establishing the learning gap and closing it.

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