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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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"Out with the old, in with the new!" chant managers as they dispose of documents that have accumulated in their office throughout the year. But, in your quest to keep a clean, organized desk, you might run the risk of getting rid of documents you must keep under the law.

Because absenteeism typically comes under the "minor problem" category, the first step is a precounseling session between the individual and his supervisor. In this session the supervisor determines if the employee understands the company's policy on absences. The positive discipline approach then consists of the following stages:

Conducting job interviews is one of the most legally dangerous tasks performed by managers. That's why every question should relate to this central theme: "How are you qualified to perform the job you are applying for?”
A 2010 survey of leaders conducted by HR consulting firm Mercer showed 70% did not have a clearly defined strategy or philosophy about developing women into leaders. Those surveyed said the biggest challenges women face in becoming leaders today are lack of role models, opportunities and support.
How to avoid the two most common pitfalls in writing performance reviews.
Job descriptions are the cornerstone of communication between managers and their employees. After all, it's hard for supervisors to measure job effectiveness during performance reviews unless they and the employee both know what's expected. Here's how to do job descriptions right.

If you're relying solely on your memory to evaluate employee performance, you're making appraisals far more difficult than necessary. That's why it's best to institute a simple recording system to document employee performance. The most useful, easy-to-implement way is to create and maintain a log for each person. Follow these six steps:

In a recent survey, The HR Specialist asked readers whether they’ve been sued by employees and, if so, what single piece of advice would they give to other HR professionals to help them avoid (or respond to) an employee lawsuit. Here are some of their suggestions:
Does your mind work like an executive’s? When Jodith Allen first stepped into the job of executive assistant, she received a swift lesson in thinking like a manager. Here’s what happened:

Using the computer toolbar again and again to pull down the same functions is monotonous and stifles productivity.

Ursula Faix, of Sarasota, Fla., offers her time-saving strategies of bypassing drop-down menus so "every command I need is one click away. For me, the most important time-saving technique in Microsoft Word and Excel is to customize the toolbars," she says.

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