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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…

Employers have any number of legitimate reasons to monitor employees’ e-mail and Internet usage. Beyond personal productivity issues, you risk significant loss should an employee download a virus or other damaging software or engage in illegal activity conducted on company computers. Here's a discussion of the risks, plus a sample policy ...

Wise words about the importance of embracing change.
Question: “Salespeople in our company receive no salary and are paid totally on commission. The owner has just announced that he is slashing our commission rate.  Because he wants to focus on getting new business, he also will be paying us almost nothing for serving established customers.  This gives us no incentive to service our existing accounts. The owner says this is necessary because the company is losing money. However, he hasn’t reduced expenses or cut the pay of any other employees, including himself. We have lost all respect for this man, and our morale is in the gutter.  He can obviously do whatever he wants, but why would he do this?” — Discouraged Salesman
You have heard all the general advice and theories about getting “a seat at the table.” But what does it take to jump the fence from your administrative role and be seen as a true leader in the company? The HR Specialist newsletter posed the following question to three of the leading HR thought leaders in America today: “What makes an HR professional an indispensable leader in an organization?” Their answers pointed to the following 5 actions:
If you decide not to hire an applicant based on a background check, the applicant has a right to see the information the reporting agency provided. But what about complaints from customers or clients that become the basis for termination? Do those complaints have to be disclosed to the fired employee? Not according to a recent 5th Circuit Court of Appeals decision.
I get nervous when HR professionals use benchmarks as their primary criteria to determine how much to pay employees or spend on benefits. My proposal: Put less stock in external benchmarks, and figure out what your company needs to attract and retain high-quality employees. Then devise a strategy to get what you need. Here are five ideas to consider:
We’ve all picked up the phone and been asked to give a reference about a former employee. For some, you’re glad they are out of your hair and it’s too late for them to sue you. So you’re honest about the person. But be careful. As a new case shows, it may never be too late for a former employee to take you to court …
Save up to $250 by shipping your luggage via a carrier rather than checking it at the airport ... Focus on the most important 10% of words you speak or write, to make them more memorable ... Track your company’s competition with WatchThatPage.com, a free tool that monitors specific web pages.

Employees of IDMI Systems in Warner Robins, Ga., who are willing to travel out of the United States for medical procedures could pay 80% less than they would if they had surgery at home. The firm, which develops automation software for the insurance industry, has added an international medical travel option to its employee health plan.

When employees take intermittent FMLA leave, it often causes logistical problems for employers. It’s hard to find someone to fill in during just those times when the employee is off. One solution is to find another position for the employee who’s taking intermittent leave. That way, another employee can temporarily fill her old position on a full-time basis.