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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Q. I started in HR at a company six months ago and morale is really low. I want to start an employee appreciation program. Can you share some inexpensive things that work in your company? Here are some suggestions from readers of the HR Specialist Forum:
Q. I have $422,000 in my SEP-IRA from my self-employed business. Can I convert this to a Roth IRA?

If you’re truly looking for the best candidates, they’re sometimes the ones busy in their cubicles, while their résumés are sitting in cyber space. Low-cost “résumé mining” services can save HR time and money by searching online résumé databases for candidates that match specific qualifications. Here’s how résumé mining services work:

Bonuses are back, according to research conducted by the Hay Group. But with a pragmatic nod to today’s austere business environment, employers are taking a hard look at why they’re dishing out variable pay, what they want it to accomplish and how they decide who gets how much.

At Progress Energy’s quarterly “compliments and concerns” meeting, senior administrative assistant Amy Finelli uses a template for minute taking. As a result, she can quickly send out notes after the meeting “because I don’t have to figure out how to organize the topics,” she says. Here are a few more of Finelli’s power tools for meetings:

What’s the right thing to do when you’re asked to do something that doesn’t play to your strengths, or that was never mentioned as part of your job description, or that you flat-out don’t want to do? Admin Pro Forum readers weigh in:
Question: “My manager encouraged me to apply for a promotion to senior accountant. Unfortunately, after I submitted my résumé, the position was changed to one with supervisory duties.  Although I was one of four finalists, the job went to an outside candidate. I feel that I was set up to fail. Now, much to my dismay, I’m expected to train my new supervisor when he starts work.  At the same time, I am single-handedly running a critical project and also training another employee. I feel that management is taking advantage of me, so I have begun to look for another job. Am I wrong to resent this situation?” — Fed Up
Thanks to the readers of my blog, I've collected an excellent list of things to do if you're a leader who wants to create a culture of fear in your organization. Not that the readers and commenters are suggesting that you actually do these things. With the idea in mind that a good way to learn leadership is to do the opposite of what really crappy leaders do, here is an edited list of readers' suggestions:
Do you have overtly religious employees in your workplace? The EEOC says you must “reasonably accommodate” their religious beliefs and practices. But you can (and should) step in when that religious zeal crosses the line into religious harassment. Just make sure you treat all employees consistently—or you’ll be praying for the lawsuit to go away …
If you're responsible for approving time sheets or signing off on alterations to the hours reported by employees, take note: It's not just your organization that risks a big fine and costly litigation. Your personal assets are also at risk, as a new court ruling shows.
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