Management Training for Leaders and Managers — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Page 58
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Management Training

Management training isn’t just for newbies and novices – managers and supervisors of all levels and all ages need actionable management practices to bring to their department, division or company. Learn how to be the best boss you can be by expanding your management skills, managing change effectively and bring strong leadership into your everyday management practices.

One important way to judge your success as a manger is by the success of your employees. An effective manager isn’t just a boss who can extract the most productivity from his people, but the one who produces great future managers. How can you be sure that under your leadership managers will blossom?

Start your management training program here with our articles, tools, self-tests, and training sessions…

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Finding out that someone with your title and job description makes more money than you can rattle your nerves. Here’s how to handle it:

Terminating someone who is pregnant or who just gave birth can be dangerous. If you must fire her, make sure you can provide clear and consistent reasons. Tell supervisors they should never make comments that sound as if the real reason is pregnancy.

You want to make every hour count, so you plan your day in 15-minute chunks and prioritize your tasks. That’s smart time management, but it doesn’t guarantee you’ll work productively. You’ll operate most efficiently if you banish aimless anxieties and the urge to procrastinate. Here’s a road map to boost your productivity:

Issue: Half of all HR professionals say they've approved FMLA requests that they believed weren't legitimate. Risk: Employees who "work" the system to earn ...
Job descriptions are the cornerstone of communication between management and staff. Good job descriptions make sure bosses and employees alike know what kind of performance is expected. They’re the basis of every effective performance-appraisal system. At a minimum, a job description should include these elements:

Raleigh, N.C.-based Morganite Industries has reaped a 178% return on the investment it made to put its benefits enrollment, communication and data exchange online. It took only seven months for the 2,500-employee organization—which provides tax, benefits, health, safety and financial services for its parent company, Morgan Crucible—to recoup its initial investment.

Administrative pros looking for a way to stretch their skills often turn toward certification. But do the Certified Professional Secretary (CPS) and Certified Administrative Professional (CAP) ratings help you advance your career? Or command a higher salary? Are they worth the work and cost?

The secret to new product innovation? Keep the boss away. A study by The Nielsen Company of 30 large consumer packaged-goods companies found that those whose managers kept a light touch generated 80% more new-product revenue, compared to those with heavy management involvement.

Whether it’s a speedy way to create a bar chart or a trick for switching from one window to the next, keyboard shortcuts can help even power users knock out work faster. Here are a few of our readers’ faves:
Providing negative feedback during employee performance reviews is an uncomfortable but necessary part of being a successful manager. Surveys show that employees actually value negative feedback when it’s delivered constructively. But a poor approach can cause resentment and further job disengagement. Follow these tips when giving your next review.
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