People And Culture

Instructor- Led Virtual/In-person Workshops - 10 Modules / 6 Hours
Self-Paced E-Learning - 5 Modules / 3 hours

  • As a business, you’re investing valuable resources in your training programs, so you must regularly identify what’s working, what’s not, why, and how to keep improving. Every year, U.S. businesses collectively spend more than $80 billion on training their employees, and global spending on training and development has increased by 400% in 11 years. But it’s not about how much money you spend; what matters is how effective your training is and how well your employees receive it. Evaluating training effectiveness shows you how useful your current training offerings are and how you can improve them in the future. Effective training leads to higher employee performance and satisfaction, boosts team morale, and increases your return on investment (ROI).

    In this workshop, you will learn about Kolbs Learning Styles, Kirkpatrick Levels of Evaluation, Types of Measurement Tools, Focusing on the Training, Creating an Evaluation Plan Assessing Learning before, during and after Training, The Long Term View and Calculating the Return on Investment (ROI).

    Workshop Objectives -

    • Understand Kolb’s learning styles and learning cycle

    • Understand Kirkpatrick’s levels of evaluation

    • Be familiar with many types of evaluation tools, including goal setting, tests, reactionary sheets, interviews, observations, hip-pocket assessments, skill assessments, and learning journals

    • Understand when to use each type of evaluation tool

    • Be able to perform a needs assessment

    • Know how to write learning objectives and link them to evaluation

    • Be able to write an evaluation plan to evaluate learning at each stage of the training and far beyond

    • Know how to identify the costs, benefits, and return on investment of training

    • Be familiar with the parts of a business case

  • A large portion of today's workforce is Millennials, those born between 1980 and 1995. Often referred to as the 'job-hopping generation, this age group has a reputation as a loyalty-light generation with high expectations of the employee experience and technology. The hybrid work model is natural for some younger employees who are comfortable building relationships via technology. But the onboarding process will only go smoothly with some critical adaptations to accommodate the hybrid work model and the specific preferences of the Millennial generation.

    In this workshop, you will learn about the Purpose & Fundamentals of Onboarding, Millennials And Onboarding, Onboarding Checklist, Engaging the Millennial Employee, Following Up with the Millennial Employee, Setting Expectations with the Millennial Employee, Mentoring the Millennial Employee, Assigning Work to the Millennial Employee and Providing Feedback.

    Workshop Objectives -

    • Define onboarding

    • Discuss the characteristics of Millennials

    • Create an onboarding process for Millennials

    • Develop action plans for working with Millennials

    • Learn from introspection

  • Workplace health and safety is about identifying and preventing hazards that could lead to injury, mental and physical illness and fatalities at work. Strong workplace health and safety practices help to manage risk for employers and workers. The benefits include higher productivity, healthier workplaces, better recruitment and retention, and fewer fines and work interruptions.

    In this course, you will learn about Common Winter Illnesses, Cold/ Cold Sores, Influenza, Pneumonia, Sore Throat/ Strep Throat, Norovirus/ Viral Gastroenteritis, Keeping Office Clean, Staying/ Go Home and Emergency Response Plan (ERP).

    Workshop Objectives -

    • Identify common illnesses

    • Understand how they spread

    • Recognize symptoms

    • Apply treatment and prevention techniques

    • Establish an Emergency Response Plan

  • Talent management is how employers recruit and develop a workforce that is as productive as possible and likely to stay with their organization long-term. When implemented strategically, this process can help improve the business's overall performance and ensure that it remains competitive. Talent management systems make it easier to source talent, assess skills and qualifications, onboard new hires, manage employee strengths and recognize and reward top performers. With administrative tasks off their plate, business leaders have more time to focus on becoming an employer of choice.

    In this course, you will learn about Defining Talent, Understanding Talent Management, Performance Management, Talent Reviews, Succession & Career Planning, Engagement, Competency Assessments, Coaching, Training & Development, Best Practices and Employee Retention.

    Workshop Objectives -

    • Define talent and talent management.

    • Understand the benefits of talent management.

    • Recognize performance management and ways to review talent.

    • Identify employee engagement.

    • Create assessments and training programs.

    • Learn how to improve employee retention.

  • The train-the-trainer model is a training framework that turns employees into subject matter experts who can teach other members of your business or organization. Training the trainers is effective because 70% of learning opportunities occur on the job through peers to peer knowledge transfer. It also helps them impart their respective training more efficiently and effectively. It allows them to work on their skills and core competencies and come out with something more exciting, innovative and unique, eventually benefitting everyone in the organization.

    In this course, you will learn about In-depth Training and Facilitation, Gathering Materials and Creating a Lesson Plan. We will also discuss Choosing Activities, Preparing for the Workshop, Getting off on the Right Foot, Delivery Tips and Tricks, Keeping it Interactive, Dealing with Difficult Participants, and Tackling Tough Topics.

    Workshop Objectives -

    • Define training, facilitating, and presenting

    • Understand how to identify participants’ training needs

    • Create a lesson plan that incorporates the range of learning preferences

    • Create an active, engaging learning environment

    • Develop visual aids and supporting materials

    • Manage difficult participants and tough topics

  • Unconscious biases are social stereotypes about certain groups of people that individuals form outside their conscious awareness. Everyone holds unconscious beliefs about various social and identity groups, and these biases stem from one's tendency to organize social worlds by categorizing. When people understand that they have implicit biases, they are more likely to take steps to slow down their decision-making process.

    In this course, you will learn about the Fundamentals, Triggers, Types and Impact of Unconscious Bias, What Affects on Company, Mitigating Unconscious Bias, Training, Promoting Inclusion, Benefits and Handling Complaints.

    Workshop Objectives:

    • Define various types of unconscious biases.

    • Identify where these biases come from and how they are engrained in our decision making.

    • Successfully confront unconscious biases individually.

    • Identify the effects of unconscious biases in the workplace.

    • Exhibit how to implement an unconscious bias-based training in the workplace.

    • Identify the steps for handling an unconscious bias-based complaint at work.

  • Safety should be the highest priority in every organization's operations. During and post-pandemic 2020, we have seen the positive effect of safety measures in corporations. A universal safety program should be proactive and preventative rather than a reactive or corrective procedure to protect companies from financial, intellectual property and human resource damage.

    In this course, you will learn about The Importance of Safety, Fire Risk, Sound, Chemical and Electrical Hazards, Ergonomics, Workplace Violence, Transportation, Machinery, The Safety Program and Monitoring Results.

    Workshop Objectives -

    • Define workplace safety.

    • Understand legal responsibilities associated with a safe work environment.

    • Create a safety plan and identify hazards.

    • Recognize the role of management.

    • Develop training procedures.

    • Learn how to implement a safety plan.

  • Workplace bullying is the repeated less favourable treatment of a person by another or others, which may be considered unreasonable and inappropriate workplace practice. It includes behaviour that intimidates, offends, degrades or humiliates a worker, possibly in front of co-workers, clients, or customers. Bullies can be supervisors, subordinates, co-workers, and colleagues. Bullies often operate within the established rules and policies of their organization. While actions are not necessarily illegal and may not even be against the policies, the damage that such actions cause to the targeted employee and workplace morale is significant.

    This course teaches workplace bullying, Why One Bullies, its Effects on Employees, the Effects on Company, Company Policies, Training, Company Responsibility, When You are Being Bullied When Someone Else is Being Bullied, and Company's Actions to Bully.

    Workshop Objectives -

    • Define Workplace Bullying and why it is essential that it is prevented in the workplace.

    • Identify the benefits for self and the company, in pursuing an objective of eliminating workplace bullying completely.

    • Successfully raise awareness of what workplace bullying is, and how to recognize and prevent it from happening.

    • Identify different types of workplace bullying, and how they negatively affect the workplace overall.

    • Discuss Human Resources and its best practices to dealing with issues associated with workplace bullying.

    • Define the steps to handling complaints associated with workplace bullying.

    • Describe the benefits of recognizing and eliminating Workplace Bullying, and the negative effects of ignoring it when it's happening.

  • Harassment is unwelcome conduct that is based on race, colour, religion, sex (including sexual orientation, gender identity, or pregnancy), national origin, older age (beginning at age 40), disability, or genetic information (including family medical history). Workplace harassment ruins the job experience for employees. Any supervisor, client, customer, colleague, or vendor may commit to it. Most of the time, such harassment goes unnoticed as the victims are unsure if what they have experienced accounts for workplace harassment and what they are supposed to do.

    Every company must ensure a safe working environment. If not, it will lead to embarrassing lawsuits, negatively affecting the company’s public image. If any such cases are reported, the management must be unbiased when handling them.

    This course teaches you about the Law, Identifying Harassment and Anti-Harassment Policies. We will discuss in-depth Developing an Anti-Harassment Policy, Other Preventative Policies in the Workplace, Proper Procedures in the Workplace, False Allegations and Union Grievance Procedures. We will dive deep into Sexual Harassment, Mediation, Conflict Resolution and The Aftermath

    Workshop Objectives -

    • Identify the words and actions that constitute harassment.

    • Understand what the law says about harassment.

    • Implement anti-harassment policies.

    • Educate employees and develop anti-harassment policies.

    • Discuss employer and employee’s rights and responsibilities.

    • Address accusations of harassment.

    • Apply proper mediation procedures.

    • Deal with the aftermath of harassment.

  • Harassment is unwelcome conduct that is based on race, colour, religion, sex (including sexual orientation, gender identity, or pregnancy), national origin, older age (beginning at age 40), disability, or genetic information (including family medical history). Workplace harassment ruins the job experience for employees. Any supervisor, client, customer, colleague, or vendor may commit to it. Most of the time, such harassment goes unnoticed as the victims are unsure if what they have experienced accounts for workplace harassment and what they are supposed to do.

    Every company must ensure a safe working environment. If not, it will lead to embarrassing lawsuits, negatively affecting the company’s public image. If any such cases are reported, the management must be unbiased when handling them.

    In this course, you will learn in-depth about the most popular harassment: Discrimination, Physical, Verbal, Sexual, Psychological and Cyberbullying. We will also discuss Employer Responsibility, Stopping Harassment Before It Happens, Reporting Harassment and Handling Harassment Complaints

    Workshop Objectives -

    • Define various types of discrimination and harassment.

    • Identify the different types of harassment and their signs.

    • Understand the employer’s responsibilities.

    • Discuss how to remediate workplace harassment.

    • Understand the harassment reporting processes and procedures.

    • Discuss the steps that will be necessary in reporting harassment in the workplace.

  • Workplace violence is any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behaviour at work. It ranges from threats and verbal abuse to physical assaults and even homicide. It can affect and involve employees, clients, customers and visitors. Acts of violence and other injuries are currently the third-leading cause of fatal occupational injuries in North America. According to the Bureau of Labor Statistics Census of Fatal Occupational Injuries (CFOI), of the 5,333 fatal workplace injuries in the United States in 2019, 761 were intentional injuries by another person. However it manifests itself, workplace violence is a significant concern for employers and employees nationwide.

    In this course, you will learn about the Concept and Consequences of Workplace Harassment, Identifying The Bully, How to Handle Workplace Violence, Risk Assessment, Being the Victim, a Checklist for Employers, the Interview Process, Investigation Process and Developing a Workplace Harassment Policy.

    Workshop Objectives -

    • Define workplace harassment.

    • Understand bullies and how to avoid hiring them.

    • Create a risk assessment and understand how to handle violence.

    • Recognize social and business responsibility.

    • Develop relevant policies and procedures.

    • Learn how to investigate complaints.

  • Workshop Objectives -

    • Assess the type of Employee Recognition Program(s) your company needs

    • Train leadership to recognize their employees

    • Know when and where recognition is needed

    • Construct a culture of recognition

    • Maintain an effective Employee Recognition Program

  • The importance of safety cannot be overstated. Every organization is responsible for the safety of its employees while they are working. In 2015, OSHA estimated safety issues cost companies $1 billion a week. Understanding universal safety practices and how to implement them will help keep everyone protected, while ensuring the company’s financial security.

    Workshop Objectives -

    • Understand the importance and legal responsibilities of safety

    • Perform risks assessments

    • Establish a safety program

    • Monitor safety

    • Communicate safety policies

  • Succession planning is developing talent to replace executive, leadership or other key employees when they transition to another role, leave the company, are fired, retire or die. It is relevant to all companies in both for-profit and not-for-profit sectors, from the largest to the smallest. Succession planning aims to ensure a company always has the right leaders in place should a change happen quickly. By failing to create an orderly plan for succession, your company may only get a second chance if it adapts immediately after a key player leaves the company or passes away.

    In this course, you will learn about Succession Planning Vs. Replacement Planning, Preparing for the Planning Process, Initiating Process, The SWOT Analysis, Developing the Succession Plan, Executing the Plan, Gaining Support, Managing the Change, Overcoming Roadblocks and Reaching the End.

    Workshop Objectives -

    • Define business succession planning and its role in your company.

    • Lay the groundwork to develop a succession plan.

    • The importance of mentorship.

    • Define and use a SWOT analysis to set goals.

    • Create a plan, assign roles, and execute the plan.

    • Communicate to develop support and manage change.

    • Anticipate obstacles, and evaluate and adapt goals and plans.

    • Characterize success.

  • Contract management is the process of managing contract creation, execution, and analysis to maximize operational and financial performance at an organization, all while reducing financial risk. Organizations encounter ever-increasing pressure to reduce costs and improve company performance. Contract management enables you to streamline and automate your managing and creating of new contracts. It helps to control costs, oversee payments, and revenue, improve productivity, and reduce error.

    In this course, you will learn about Defining Contract Management, Legal and Ethical Contract Management, Contract Management Requests, How to Create a Contract, Assess Performance, Relationships, Amending Contracts, Conducting Audits, Renewing Contracts and many other advanced best practices.

    Workshop Objectives -

    • Identify contract elements

    • Understand ethical contract management

    • Calculate value

    • Negotiate contracts

    • Create basic amendments

  • Crisis Management is an organization's process- and strategy-based approach for identifying and responding to a threat, an unanticipated event, or any negative disruption that could harm people, property, or business processes. The goal of crisis management is to have a system in place to effectively address the coordinated response, resources, and internal and external communication requirements during and after the negative situation.

    In this course, you will learn about Types of Crises, the 5 Ps of Crisis Management, Workplace Violence, Myths, Escalation, Concerning Behaviours, Domestic Violence Indicators, Triggers of Workplace Violence, Conflict Dangers, Response and Strategies.

    Workshop Objectives -

    • Identify potential risks

    • Understand the myths behind workplace violence

    • Define escalation and identify examples

    • Identify concerning behaviours

    • Know what a trigger is and how it may escalate

    • Understand the proper response to an event

  • A lunch and learn session is a training or educational opportunity. It is designed to circulate information to the members on a specific topic over one hour. Lunch and learns are known as "learn at lunch" or "brown bag" events. Lunch and learns offers a friendly, collaborative alternative to traditional "top-down" or classroom-based learning. It makes them a great way to foster a culture of learning and knowledge sharing in your organization. Lunch and learns encourage teamwork, improve morale, provide leadership opportunities, and helps break down silos.

    In this course, you will learn about The Prep Work, Creating the Content, Best Practices During Sessions, Food and Facilities, Take Away Material, and Difficult Situations or People. We will also discuss What A Lunch and Learn is Not.

    Workshop Objectives -

    • Understand what a lunch and learn is and is not

    • Be able to set up and break down

    • Create new content

    • Address difficult situations and people

    • Create useful takeaways

    • Use feedback to improve future lunch and learns

  • Diversity, equity and inclusion (DEI) is a term used to describe policies and programs that promote the representation and participation of different groups of individuals, including people of different ages, races and ethnicities, abilities and disabilities, genders, religions, cultures and sexual orientations. Equity ensures that processes and programs are impartial and fair and provide equal possible outcomes for every individual. Inclusion is making people feel a sense of belonging at work. Diversity is the presence of differences within a given setting.

    In this course, you will learn about Introduction to Diversity, Equity, and Inclusion, Dimensions of Diversity, Breaking Down Social Biases, Addressing Micro-aggressions, Communication Strategies, Inclusive Leadership, Prioritizing DEI in the Workplace, Workplace Culture and Policies and Encouraging Respect and Belonging.

    Workshop Objectives -

    • Define diversity, equity, and inclusion

    • Explore the dimensions of diversity

    • Recognize common social biases and discover ways to overcome micro-aggressions

    • Determine effective communication strategies

    • Identify the components of inclusive leadership

    • Recognize ways to prioritize DEI in the workplace

    • Identify workplace policies and best efforts to foster an inclusive culture

    • Successfully encourage respect and belonging

  • Workplace sensitivity ensures that everyone is respected and treated appropriately, regardless of who they are. It also involves learning to be respectful and consider the perspectives of others while increasing communication. Maintaining cultural sensitivity in the workplace helps to incorporate more viewpoints and spread awareness of different cultural values and identities. A well-established sense of cultural awareness and sensitivity helps to minimize bias in hiring, promotion, termination and decision-making.

    In this course, you will learn about the Fundamentals & Benefits of Sensitivity in the Workplace, Stereotypes, Discrimination, Sex and Gender Stereotypes, Age, Disabilities, Religion, Handling Complaints, Identifying Highly Sensitive Persons (HSP) and Supporting a Sensitive Culture

    Workshop Objectives -

    • Define sensitivity training and its purpose and necessity in the workplace.

    • Identify the benefits in pursuing a sensitivity objective for the employees and the company.

    • Successfully raise the awareness of staff.

    • Identify different types of stereotypes; their delivery and effects.

    • Discuss Human Resources and its best practices for dealing with issues associated with stereotypes.

    • Define the steps to handling complaints associated with sensitive issues and stereotypes.

    • Describe the pros and cons of being “sensitive”.

  • Onboarding is the process by which new hires integrate into the organization. It includes activities that allow new employees to complete an initial new-hire orientation process and learn about the organization and its structure, culture, vision, mission and values. Onboarding is crucial because it acclimates employees to their roles, the company's philosophies, and what the company offers. It also engages employees, creating workers committed to the company's success and helps retain new hires by making them feel like team members.

    In this course, you will learn about the fundamentals of Onboarding, the Purpose and Phases of Onboarding, Onboarding Preparation, Onboarding Checklist, Creating an Engaging Program, Following Up with New Employees, Setting Expectations, Resiliency and Flexibility, Assigning Work, Providing Feedback and Measurement Metrics of an Onboarding Program.

    Workshop Objectives -

    • Define onboarding

    • Understanding the benefits and purpose of onboarding

    • Recognize how to prepare for an onboarding program

    • Identify ways to engage and follow up with employees

    • Create expectations

    • Discover the importance of resiliency and flexibility

  • Recruitment is identifying, attracting, interviewing, selecting, hiring and onboarding employees. Recruitment is essential for businesses of all sizes. It helps companies to find suitable candidates for vacant positions, adapt to change, reduce turnover, and improve morale. By investing in recruitment, businesses can ensure they have the workforce they need to succeed.

    In this course, you will learn about the fundamentals of Recruitment, The Selection Process, Goal Setting, Job Descriptions, Talent Pipeline, Managing and Conducting Interviews, Types of Interview Questions, Avoiding Bias in Your Selection, The Background Check, Making Your Offer, Orientation and Retention and Measuring Results.

    Workshop Objectives -

    • Define recruitment.

    • Understand the selection process.

    • Recognize the GROW model and how to set goals.

    • Prepare for the interview and question process.

    • Identify and avoid bias when making offers.

    • Discover ways to retain talent and measure growth.

  • The employee termination process is the rule and regulations of officially ending someone's job at a company. Employee termination is often the last step in an unsuccessful attempt to help a worker meet work standards. There are four types of termination - Involuntary termination. Voluntary termination. Wrongful termination. End of a work contract or temporary employment. If done ethically and competently, termination can help solidify counselling gains, empowering clients to integrate their experiences and bravely face their next chapter. Termination can also support healthy model boundaries and a natural and appropriate end to a relationship. While line managers are responsible for work and performance-related issues, employee terminating is primarily the HR department's responsibility.

    In this course, you will learn about the Performance Improvement Plan (PIP) Before Firing, Employees to be terminated, and Things to Consider When Setting Up the Termination Meeting. We will also discuss, The Legal and Correct Way to Fire an Employee, the Employment Termination Checklist, and The Don'ts of Firing an Employee and Conducting Effective Exit Interviews.

    Workshop Objectives:

    • Create employee performance plans

    • Identify employees who should be terminated

    • Establish effective termination meetings

    • Know the “Do’s” and “Don’ts” of firing an employee

    • Be able to conduct exit interviews

  • The generational gap in the workplace is the difference in behaviour and outlook between groups born at distinctly different times. Each generation grows up in a different context and, as a result, may have different work expectations. Being aware of generational differences can cause tension and conflict between employees of varying ages. However, learning more about each generation's unique experiences can reveal why they have particular views and expectations of the workplace.

    In this course, you will learn about Defining Generation in The Workplace Traditionalists, Baby Boomers, Generation X"s, Generation Y"s (Millennials), Differentiations Between Generations, Generation Z, Comparison in Background, Attitude, Working Style etc., Finding Common Grounds and Strengths and Conflict Management.

    Workshop Objectives -

    • History behind generation gaps

    • What are traditionalists

    • What are baby boomers

    • What are Generation Xers

    • What are Generation Yers

    • What are Generation Zers

    • Differences between each type of generation

    • Finding common ground among the generations

    • Conflict management

  • Workplace wellness refers to health promotion activities or policies that support positive employee health and behaviour. From medical screenings and health education fairs to fitness programs and healthcare memberships, there are plenty of ways that companies can foster a culture of good health. Employees who feel better at work tend to be more productive. Proactive wellness programs manage chronic disease in the workforce, boost employee morale and productivity, reduce absenteeism and high turnover rates, increase job satisfaction and engagement, and reduce employee medical costs.

    In this course, you will learn about the Meaning and Definition of a Health and Wellness Program and the Types and Details of Health Behavior Programs. We will also discuss Health Screenings and Maintenance Programs, Mental Health Programs, Evaluating the Need, Planning Process, Implementation, Creating a "Culture of Wellness," and Evaluate Results.

    Workshop Objectives -

    • Access Health and Wellness Program Needs

    • Plan a Health and Wellness Program

    • Implement a Health and Wellness Program

    • Maintain a Health and Wellness Program

  • A clear-cut hiring strategy defines the roles your company plans to recruit for, when and where those job opportunities will be posted, and the evaluation strategies through which you'll identify top candidates. Strategic recruitment means effectively hiring people to fill today's job openings and populate your organization for long-term success. It's a corporate mindset that will guide you through the hiring process and deliver optimal results. A robust recruitment strategy results in sourcing candidates with the proper education, skills and experiences required by your business and that specific role – meaning you will see an increased hiring success rate.

    In this course, you will learn about Defining and Knowing the Position, Hiring Strategy, Luring in Great Candidates, Filtering Applicants to Interview, The Interview Selection Process, Making an Offer, and Stages Of Onboarding.

    Workshop Objectives -

    • Know how to present the current open position

    • Develop a workable hiring strategy

    • Know how to determine which candidates to interview

    • Understand steps and techniques to use in an interview

    • Welcome newly hired employees

    • Find potential candidates for the position

  • Human resource management (HRM) is the practice of recruiting, hiring, deploying and managing an organization's employees. HRM is also known as simply human resources (HR). The Seven most essential functions of an HRM are Recruitment and Hiring, Training and Development, Employer-Employee Relations, Maintain Company Culture, Manage Employee Benefits, Create a Safe Work Environment and Handle Disciplinary Actions. With human resources management, companies can recruit effectively, retain employees, and improve and enhance the organization. They would need help maintaining a healthy, accepting workplace culture and environment.

    In this course, you will learn about the Fundamentals of HRM, Hiring Strategy, Employee Orientation, Supporting New Employees, Workplace Safety, Harassment And Discrimination, Benefits & Culture, Workplace Violence, Managing Employee Performance, Disciplinary Actions and Terminating Employees.

    Workshop Objectives -

    • Describe the implications of different aspects of Human Resource Management on your daily responsibilities

    • Define human resources terms and subject matter

    • Recruit, interview, and retain employees more effectively

    • Follow up with new employees in a structured manner

    • Be an advocate for your employees’ health and safety

    • Provide accurate, actionable feedback to employees

    • Act appropriately in situations requiring discipline and termination

    • Evaluate some of the strengths and opportunities for Human Resources in your own workplace

    • Identify three areas for further development within the Human Resources field as part of a personal action plan