Human Resource Management

Sample

Corporate Training Materials
All of our training products are fully customizable and are perfect for one day and half day workshops.
You can easily update or insert your own content to make the training more relevant to participants.
Our material is completely customizable and is backed up by a 90 day 100% no questions ask money
back guarantee!
With our training courseware you are able to:
Add your name and logo (and remove ours).
Add your own content to make the training more relevant to your clients (i.e. using
examples and case studies from within your organization or city)
Train unlimited users within your organization.
No Annual Renewal Fees
Download training material on your time, from our secure servers

sales@corporatetrainingmaterials.com sales@corporatetrainingmaterials.com
Any technical issues or questions can be addressed by our support team
support@corporatetrainingmaterials.com
Our Product Catalog contains our entire library of available and upcoming courses. Please
follow this link: http://corporatetrainingmaterials.com/product_catalog.pdf
Review our License Agreement to answer any licensing questions you may have. Please follow
this link: http://corporatetrainingmaterials.com/license_agreement.pdf
United States International
uh DSSySS 5kOSp. 2 Yyu 1ny Provost Street
52OSp5StllS nj k New Glasgow, NS, Canada
Toll-free:1-877-610-3660 Phone: 001-902-695-3660
Fax: 1-877-610-3661 Fax: 001-902-695-3661
TABLE OF CONTENTS
Preface .............................................................................................................................................. 3
What is Courseware? ................................................................................................................................ 3
How Do I Customize My Course? .............................................................................................................. 3
Materials Required ................................................................................................................................... 4
Maximizing Your Training Power .............................................................................................................. 5
Icebreakers ........................................................................................................................................ 6
Icebreaker: Friends Indeed ........................................................................................................................ 7
Training Manual Sample ..................................................................................................................... 8
Sample Module: Following Up With New Employees ............................................................................... 9
Instructor Guide Sample ................................................................................................................... 13
Sample Module: Following Up With New Employees ............................................................................. 14
Activities ......................................................................................................................................... 18
Quick Reference Sheets .................................................................................................................... 20
Certificate of Completion ................................................................................................................. 22

PowerPoint Sample .......................................................................................................................... 24
Full Course Table of Contents ........................................................................................................... 27


Preface
What is Courseware?
Welcome to Corporate Training Materials, a completely new training
experience!
Our courseware packages offer you top-quality training materials that
are customizable, user-friendly, educational, and fun. We provide your
materials, materials for the student, PowerPoint slides, and a take-
home reference sheet for the student. You simply need to prepare and
train!
Best of all, our courseware packages are created in Microsoft Office and can be opened using any
version of Word and PowerPoint. (Most other word processing and presentation programs support
these formats, too.) This means that you can customize the content, add your logo, change the color
scheme, and easily print and e-mail training materials.

How Do I Customize My Course?
Customizing your course is easy. To edit text, just click and type as you would with any document. This is
particularly convenient if you want to add customized statistics for your region, special examples for
your participants industry, or additional information. You can, of course, also use all of your word
processors other features, including text formatting and editing tools (such as cutting and pasting).
To remove modules, simply select the text and press Delete on your keyboard. Then, navigate to the
Table of Contents, right-click, and click Update Field. You may see a dialog box; if so, click Update entire
table and press OK.

(You will also want to perform this step if you add modules or move them around.)
If you want to change the way text looks, you can format any piece of text any way you want. However,
to make it easy, we have used styles so that you can update all the text at once.
If you are using Word 97 to 2003, start by clicking the Format menu followed by Styles and Formatting.
In Word 2007 and 2010 under the Home tab, right-click on your chosen style and click Modify. That will
then produce the Modify Style options window where you can set your preferred style options.
For example, if we wanted to change our Heading 1 style, used for Module Titles, this is what we would
do:

Now, we can change our formatting and it will apply to all the headings in the document.
For more information on making Word work for you, please refer to Word 2007 or 2010 Essentials by
Corporate Training Materials.

Materials Required
All of our courses use flip chart paper and markers extensively. (If you prefer, you can use a whiteboard
or chalkboard instead.)
We recommend that each participant have a copy of the Training Manual, and that you review each
module before training to ensure you have any special materials required. Worksheets and handouts are
included within a separate activities folder and can be reproduced and used where indicated. If you
would like to save paper, these worksheets are easily transferrable to a flip chart paper format, instead
of having individual worksheets.
We recommend these additional materials for all workshops:
a. Laptop with projector, for PowerPoint slides
b. Quick Reference Sheets for students to take home
c. Timer or watch (separate from your laptop)
d. Masking tape
e. Blank paper

Maximizing Your Training Power
We have just one more thing for you before you get started. Our company is built for trainers, by
trainers, so we thought we would share some of our tips with you, to help you create an engaging,
unforgettable experience for your participants.
f. Make it customized. By tailoring each course to your participants, you will find that your results
will increase a thousand-fold.
o Use examples, case studies, and stories that are relevant to the group.
o Identify whether your participants are strangers or whether they work together. Tailor
your approach appropriately.
o Different people learn in different ways, so use different types of activities to balance it
all out. (For example, some people learn by reading, while others learn by talking about
it, while still others need a hands-on approach. For more information, we suggest
Experiential Learning by David Kolb.)
g. Make it fun and interactive. Most people do not enjoy sitting and listening to someone else talk
for hours at a time. Make use of the tips in this book and your own experience to keep your
participants engaged. Mix up the activities to include individual work, small group work, large
group discussions, and mini-lectures.
h. Make it relevant. Participants are much more receptive to learning if they understand why they
are learning it and how they can apply it in their daily lives. Most importantly, they want to
know how it will benefit them and make their lives easier. Take every opportunity to tie what
you are teaching back to real life.
i. Keep an open mind. Many trainers find that they learn something each time they teach a
workshop. If you go into a training session with that attitude, you will find that there can be an
amazing two-way flow of information between the trainer and trainees. Enjoy it, learn from it,
and make the most of it in your workshops.
And now, time for the training!
Icebreakers
Each course is provided with a wide range of interactive Icebreakers. The trainer can utilize an
Icebreaker to help facilitate the beginning of the course, as it helps break the ice with the
participants. If the participants are new to each other, an icebreaker is a great way to introduce
everyone to each other. If the participants all know each other it can still help loosen up the
room and begin the training session on positive note. Below you will see one of the icebreakers
that can be utilized from the Icebreakers folder.
Icebreaker: Friends Indeed
Purpose
Have the participants moving around and help to make introductions to each other.
Materials Required
Name card for each person
Markers

Preparation
Have participants fill out their name card. Then, ask participants to stand in a circle, shoulder to
shoulder. They should place their name card at their feet. Then they can take a step back. You
as the facilitator should take the place in the center of the circle.
Activity
Explain that there is one less place than people in the group, as you are in the middle and will
be participating. You will call out a statement that applies to you, and anyone to whom that
statement applies must find another place in the circle.
Examples:
Friends who have cats at home
Friends who are wearing blue
Friends who dont like ice cream

The odd person out must stand in the center and make a statement.
The rules:
You cannot move immediately to your left or right, or back to your place.
Lets be adults: no kicking, punching, body-checking, etc.

Play a few rounds until everyone has had a chance to move around.

Training Manual Sample
On the following pages is a sample module from our Training Manual. Each of our courses
contains twelve modules with three to five lessons per module. It is in the same format and
contains the same material as the Instructor Guide, which is then shown after the Training
Manual sample, but does not contain the Lesson Plans box which assists the trainer during
facilitation.
The Training Manual can be easily updated, edited, or customized to add your business name
and company logo or that of your clients. It provides each participant with a copy of the
material where they can follow along with the instructor.



Sample Module: Following Up With New Employees
As we mentioned in the previous module, orientation is a critical
aspect of employee retention. Since the orientation process takes
time and planning in order to be effective, this module will focus on
the next critical aspect, which is following up with new employees.





You see things; and you say,
"Why?" But I dream things that
never were; and I say, "Why not?"
George Bernard Shaw

You see things; and you say,
"Why?" But I dream things that
never were; and I say, "Why not?"
George Bernard Shaw

Checking In
Where a company is committed to drawing the right people, in turn they develop good
people. This can help a company that is making an effort to be an employer of choice.
If you speak to people who work for just such organizations, you probably know that
their recruiting efforts are eased by the fact that candidates come to them asking for
the privilege of working together.
So how do you do your part to help your employer achieve that prestigious status? The answer is simple:
by checking in with new employees. Just think of it this way: checking in with your employees will help
them from checking out.



Following Up
Sometimes your follow up will be based on the employee orientation
checklist from the previous module, and simply making sure that each area is
covered adequately. Other items may get added to your checklist based on
your conversations with the employee.
These regular interactions, which may be short and seem informal, or follow
a more formal tone, also give the employee the opportunity to ensure that he or she has made the best
decision possible in coming to work with you. If that person is able to get the information they need
when they need it, your chances of developing a strong, engaged employee, continue to grow.



Designing the Follow-Up Schedule
We recommend that you set up and follow a regular schedule to integrate your new
employee. Depending on the role they are hired to, and your role, the schedule will
vary, but there are a few key things to focus on:
j. The employee should meet with you each day in the first week.
k. The employee should meet with you (or your designate) every two weeks for the first three
months on the job, and monthly thereafter.
If you are new at providing this level of follow up for a new employee, and think its too much, then
temper your approach accordingly. Always keep in mind, however, the way that the new
employee feels about your workplace, their level of engagement, and what those meetings can
do to ensure that you have made a good choice hiring this person.




Instructor Guide Sample
On the following pages is a sample module from our Instructor Guide. It provides the instructor
with a copy of the material and a Lesson Plans box. Each Instructor Guide and Training Manual
mirrors each other in terms of the content. They differ in that the Instructor Guide is
customized towards the trainer, and Training Manual is customized for the participant.
The key benefit for the trainer is the Lesson Plan box. It provides a standardized set of tools to
assist the instructor train that particular lesson. The Lesson Plan box gives an estimated time to
complete the lesson, any materials that are needed for the lesson, recommended activities, and
additional points to assist in delivering the lessons such as Stories to Share and Delivery Tips.

Sample Module: Following Up With New Employees
As we mentioned in the previous module, orientation is a critical
aspect of employee retention. Since the orientation process takes
time and planning in order to be effective, this module will focus on
the next critical aspect, which is following up with new employees.





You see things; and you say,
"Why?" But I dream things that
never were; and I say, "Why not?"
George Bernard Shaw

Checking In
Estimated Time 5 minutes
Topic Objective To understand the role of follow-up in employee orientation.
Topic Summary Checking in with your employees will help them from checking out.
Materials Required Worksheet One: Follow-Up Checklist
Planning Checklist One worksheet per participant
Recommended Activity
Ask participants to review the follow-up checklist in pairs, and identify
appropriate changes for their organization.
Stories to Share
Some of the greatest leaders are remembered because of the power of the
questions that they ask. Simply meeting with someone every two weeks and
asking How are things going? might be your management style, but it may
not really generate useful, meaningful interaction. Be a thoughtful manager,
ask good, open ended questions, and you will empower your people to act.

Where a company is committed to drawing the right people, in turn they develop good
people. This can help a company that is making an effort to be an employer of choice.
If you speak to people who work for just such organizations, you probably know that
their recruiting efforts are eased by the fact that candidates come to them asking for
the privilege of working together.
So how do you do your part to help your employer achieve that prestigious status? The answer is simple:
by checking in with new employees. Just think of it this way: checking in with your employees will help
them from checking out.



Following Up
Estimated Time 15 minutes
Topic Objective To identify effective follow up strategies for new employees.
Topic Summary Setting a follow up schedule is part of orientation.
Materials Required Employee Orientation Checklist from Module Four
Planning Checklist One copy of Employee Orientation Checklist per participant
Recommended Activity
Have participants discuss what is important about the questions on this
checklist. One key point is that the checklist focuses on the individual and
their positive accomplishments. It may also help identify motivators as well
as potential stressors.
Discuss the fact that in order to be effective, and depending on the job, it is
appropriate to follow up every day with a new employee, then after the first
week or two, every week, and then at regular intervals thereafter.
Stories to Share
Engaged employees usually have good relationships with their direct reports
and their own managers have rapport with those individuals. These
interactions need to be founded during the orientation period.
Delivery Tips This activity can be performed in small or large groups.

Sometimes your follow up will be based on the employee orientation
checklist from the previous module, and simply making sure that each area is
covered adequately. Other items may get added to your checklist based on
your conversations with the employee.
These regular interactions, which may be short and seem informal, or follow
a more formal tone, also give the employee the opportunity to ensure that he or she has made the best
decision possible in coming to work with you. If that person is able to get the information they need
when they need it, your chances of developing a strong, engaged employee, continue to grow.



Designing the Follow-Up Schedule
Estimated Time 10 minutes
Topic Objective To understand how to customize the follow up schedule.
Topic Summary
Different positions and levels of responsibility will lead to different
frequencies of follow up.
Materials Required Employee Orientation Checklist from Module Four
Planning Checklist One copy of Employee Orientation Checklist per participant
Recommended Activity
In groups of four, have participants discuss what the ideal frequency is for
follow up in:
Their current position
Positions for people they hire
Their make believe position in the company they designed in the
morning activity
Stories to Share
In 2008, the Gallup Management group estimated that only 29% of
employees are actively engaged in their jobs. The remainder is not engaged
(54%) or actively disengaged (17%).
Delivery Tips
Debrief by discussing the importance of regular, meaningful follow up for all
employees, as they join the company, and throughout the year.

We recommend that you set up and follow a regular schedule to integrate your new
employee. Depending on the role they are hired to, and your role, the schedule will
vary, but there are a few key things to focus on:
l. The employee should meet with you each day in the first week.
m. The employee should meet with you (or your designate) every two weeks for the first three
months on the job, and monthly thereafter.
If you are new at providing this level of follow up for a new employee, and think its too much, then
temper your approach accordingly. Always keep in mind, however, the way that the new
employee feels about your workplace, their level of engagement, and what those meetings can
do to ensure that you have made a good choice hiring this person.

Activities
During the facilitation of a lesson Worksheet or Handout may be utilized to help present the
material. If a lesson calls for a Worksheet or Handout it will be listed in the Lesson Plan box
under Materials Required. The trainer can then utilize the Activities folder for the
corresponding material and then provide it to the participants. They are all on separate Word
documents, and are easily edited and customized.
Below you will see the Worksheets or Handouts that are utilized during the training of the
above lesson. They are located in the Activities folder and can be easily printed and edited for
the participants.

Sample Worksheet: Follow-Up Checklist
Every two weeks during first 3 months on the job, and then monthly thereafter, have a short, friendly
meeting with your new employee. The following format is effective in that it focuses on strengths as
well as opportunities, and when applied effectively, keeps the employee focused on the future. You
should also be able to highlight any shortcomings, or areas for development, that are noticed.
What is working well?

What challenges are you having?

What is motivating you right now?

What do you wish to learn?

Am I, as your supervisor or manager, meeting your expectations?

What are your short term goals (between now and next meeting)?

Do you have any questions for me?




Quick Reference Sheets
Below is an example of our Quick reference Sheets. They are used to provide the participants
with a quick way to reference the material after the course has been completed. They can be
customized by the trainer to provide the material deemed the most important. They are a way
the participants can look back and reference the material at a later date.
They are also very useful as a take-away from the workshop when branded. When a participant
leaves with a Quick Reference Sheet it provides a great way to promote future business.



Key Factors Influencing
Human Resources Today
n. Technology: It
challenges the
workforce to keep
up with significant
developments
while organizations decide which
changes are worthwhile adopting.
o. Globalization: as companies consider
working in or expanding into foreign
markets, and have employees
working in different locations.
p. Demographics: as the core numbers
of the workforce age and move into
retirement, and the available talent
pool becomes smaller. What do the
older workers need to sustain
themselves? What are younger
workers looking for in employment?
q. Contingent workforce management:
includes using part-time, temporary,
and contract workers as a way to
manage fluctuations in demand and
to manage long term labor costs.
Interviewing Fairly
r. We used to think that if people sat
with their arms crossed, they were
being closed or standoffish.
Sometimes, however, people are
nervous and maybe trying to keep
their hands still or perhaps they are
simply more comfortable with their arms crossed.
s. Remember, too, that if an interviewer and applicant are of
similar gender, race, or share other physical characteristics,
this can (and does) influence interview results.
t. Women, people who are overweight and visible minorities
are typically paid less than Caucasian men working in the
same roles. Be aware of this in terms of employment equity.
u. The halo effect is seen when a personal attribute is
presumed to reflect some kind of truth. For example, a
person who is perceived as physically attractive is frequently
considered more intelligent and sociable than someone who
is less attractive, even in the absence of proof.
v. Contrast effects surface when the characteristics of one
candidate are compared to candidates who have already
been interviewed, rather than against established behavioral
criteria.
The Feedback Sandwich
Managers often use a feedback sandwich as a way to provide feedback and to cushion
criticism. The benefits include having positive comments that frame the critique. A
feedback sandwich typically looks like this:
1) Make a specific positive comment
2) Offer critique or suggestions for improvement
3) Make an overall positive comment
Human Resource Management
www.corporatetrainingmaterials.com Corporate Training Materials

Certificate of Completion
Every course comes with a Certificate of Completion where the participants can be recognized
for completing the course. It provides a record of their attendance and to be recognized for
their participation in the workshop.


[
N
a
m
e
]

H
a
s

m
a
s
t
e
r
e
d

t
h
e

c
o
u
r
s
e


H
u
m
a
n

R
e
s
o
u
r
c
e

M
a
n
a
g
e
m
e
n
t

A
w
a
r
d
e
d

t
h
i
s

_
_
_
_
_
_
_

d
a
y

o
f

_
_
_
_
_
_
_
_
_
_
,

2
0
_
_
_

C
E
R
T
I
F
I
C
A
T
E

O
F

C
O
M
P
L
E
T
I
O
N

P
r
e
s
e
n
t
e
r

N
a
m
e

a
n
d

T
i
t
l
e

PowerPoint Sample
Below you will find the PowerPoint sample. The slides are based on and created from the
Training Manual. PowerPoint slides are a great tool to use during the facilitation of the
material; they help to focus on the important points of information presented during the
training.








Full Course Table of Contents
Preface ..............................................................................................................................................5
What is Courseware? ................................................................................................................................ 5
How Do I Customize My Course? .............................................................................................................. 5
Materials Required ................................................................................................................................... 7
Maximizing Your Training Power .............................................................................................................. 7
Module One: Getting Started .............................................................................................................9
Housekeeping Items.................................................................................................................................. 9
The Parking Lot ....................................................................................................................................... 10
Workshop Objectives .............................................................................................................................. 10
Pre-Assignment Review .......................................................................................................................... 11
Action Plans and Evaluations .................................................................................................................. 11
Module Two: Human Resources Today ............................................................................................. 12
What is Human Resources Today? ......................................................................................................... 12
Key Factors Influencing Human Resources Today .................................................................................. 13
Growth in Human Resource Management ............................................................................................. 14
Module Three: Recruiting and Interviewing ...................................................................................... 16
The Job Selection Process ....................................................................................................................... 16
Get Good at Interviewing ....................................................................................................................... 18
Interviewing Fairly .................................................................................................................................. 19
The Best Way to Interview ...................................................................................................................... 20
Module Four: Retention and Orientation .......................................................................................... 23
Getting Off on the Right Track ................................................................................................................ 23
Creating an Engaging Program .............................................................................................................. 25
Using an Orientation Checklist ............................................................................................................... 27
Module Five: Following Up With New Employees ............................................................................. 29
Checking In .............................................................................................................................................. 29
Following Up ........................................................................................................................................... 30
Designing the Follow-Up Schedule ......................................................................................................... 31
Module Six: Workplace Health & Safety............................................................................................ 33
Understanding Your Role and Responsibilities ....................................................................................... 33
Understanding Local and Industry Specific Rules ................................................................................... 34
Training for Managers ............................................................................................................................ 36
Module Seven: Workplace Bullying, Harassment, and Violence ......................................................... 38
Definitions ............................................................................................................................................... 38
Costs to the Organization ....................................................................................................................... 39
The Managers Role ................................................................................................................................ 41
An Employers Responsibility .................................................................................................................. 43
Module Eight: Workplace Wellness .................................................................................................. 45
Wellness Behaviors ................................................................................................................................. 45
Wellness Trends ...................................................................................................................................... 46
The Case for Wellness ............................................................................................................................. 48
Module Nine: Providing Feedback to Employees ............................................................................... 51
Feedback Model ...................................................................................................................................... 51
The Feedback Sandwich .......................................................................................................................... 53
Encouraging Growth and Development ................................................................................................. 55
Module Ten: Disciplining Employees ................................................................................................. 56
The General Discipline Process ............................................................................................................... 56
The Progressive Discipline Process.......................................................................................................... 57
Having Discipline Meetings..................................................................................................................... 60
Following Up ........................................................................................................................................... 62
Module Eleven: Terminating Employees ........................................................................................... 63
Documenting Events ............................................................................................................................... 63
Making the Decision ............................................................................................................................... 65
Communicating the Decision .................................................................................................................. 66
Module Twelve: Wrapping Up .......................................................................................................... 68
Words from the Wise .............................................................................................................................. 68
Parking Lot .............................................................................................................................................. 68
Action Plans and Evaluations .................................................................................................................. 68