A “Novel” Approach to Workplace Investigations This workshop is now CLOSED.Internal investigations can be a critical means to uncover and address potential issues of misconduct within our organization. Handled successfully, they can help to deter regulatory intervention and limit The Salvation Army’s exposure to lawsuits. Multiple “characters” in the organization play a role in a workplace investigation. This workshop is specifically designed to explore the character of a supervisor/manager in an Internal Investigation. Via the mediums of both case studies and practical process/policy education, the audience will leave with an understanding of the actions that warrant an investigation, as well as management’s roles and duties in an investigation. The workshop will answer management questions such as: “What are my first steps after receiving an employee complaint? What are best-practices for getting accurate information to Human Resources about the allegation? How can an investigative strategy limit the organization’s liability?”
An Overture of Human Resources This Workshop is now CLOSED.The overture of a symphony is the opening movement, and introduces the themes of the entire piece. This session is designed for an audience of HR professionals and managers which wish to develop a better understanding of the philosophy of human capital management and/or the organization. The goal of this workshop is to provide attendees with a comprehensive  introduction to Human Resources including:  the primary functions of human resources, relevant employment laws  and Salvation Army policies/procedures that impact the management of employees, covering the entire symphony (life cycle) of employment. Functional areas such as the basics of workforce planning and analysis, recruitment and onboarding, compensation, benefits, employee relations, performance and separation will be explored.
Appreciating the ADA, FMLA & Workers’ Compensation Collage This Workshop is now CLOSED.A collage is defined as a creative work that resembles a composition by incorporating various materials or elements. In much the same way, three major employment laws – Workers’ Compensation (WC), Family and Medical Leave Act (FMLA), and Americans with Disabilities Act Amended (ADAA) are distinct regulations, however the interplay between these laws often leads to situations in which all three need to be considered simultaneously (as one composition). The Salvation Army also has other “Leave” policies that must be taken into consideration that further complicates this already complex “collage”. This “collage” is so complicated and fraught with challenges that HR professionals, managers and even employees may not appreciate that not only are these laws and policies designed to protect and aid employees, but they also protect and aid the organization.  It is essential for all supervisors and human resources staff to understand the interplay between these laws to assure legal compliance as well as to assist employees in recognizing the benefits and protections each law provides.
Composing Your Workforce Masterpiece Strategic Workforce Planning is a creative business process for ensuring that an organization has suitable access to the talent needed to ensure future business success. Additionally, in an environment in which leadership is transient such as The Salvation Army, it is essential that your workforce masterpiece be designed to account for multiple “conductors”.  This session will provide insight into how to compose a practical, sustainable and creative workforce plan which considers current and future staffing needs, creates a workforce vision, identifies purpose and strategies and reviews organizational structure. We will consider the risks faced by the Corps/unit concerning insufficient, disrupted and/or miss-deployed talent on the unit and organizational business priorities.
Finding Harmony in Discord This workshop is now CLOSED. Conflict can create discord in the workplace, disrupting the harmony of working together. “In the life cycle of every conflict, there is a point when it’s large enough to be recognized, but small enough to be resolved.” The goal of this interactive workshop is to provide managers and HR professionals with the skills and knowledge to use mediation as a preventative tool. Attendees will explore when mediation is and isn’t appropriate and will learn how to think strategically about conflict and how to respond to it.
From Apprentice to Master Trainer Have you been given the responsibility of acting as a trainer? Do you often wonder how you could make your presentations more meaningful and engaging? Are you familiar with the different adult learning techniques and how to utilize them in training sessions? This workshop is designed for those individuals who may be responsible for training others. Attendees will be provided with general training and presentation skills in order to become a more effective communicator/trainer and move from apprentice to master trainer.
Molding Effective HR Techniques for the Kroc Community The Salvation Army Ray and Joan Kroc Corps Community Centers provide quality programs for the communities they serve. Because of the unique structure and programs they offer, there are inherent challenges for the recruitment and management of personnel. Understanding the role of HR in these centers is crucial in order to ensure compliance with standards and regulations pertaining to all aspects of employment as well as to adhere to Salvation Army policy. This workshop is designed to look at policies and best practices in areas such as, independent contractors, exempt vs. non-exempt employees, compensation models, employment of minors, and the recruitment, interviewing and employee orientation process.This workshop is limited to Kroc Center Officers and employees.
Your Role in Character Development In films and drama, the director manages the actors and provides direction concerning their overall performance.  In a similar manner, a manager or supervisor is responsible for providing employees with direction in the workplace.   Managing performance is often the most challenging and dreaded aspect of the employment relationship. This may be because managers tend to view the progressive discipline policy, the job description and the performance management system as separate tools, rather than as a comprehensive approach designed to help the supervisor manage performance. This workshop is intended to provide guidance for how true performance management allows managers to effectively communicate expectations to their employees and manage job performance.  Attendees will explore the importance of clear, consistent, and constant communication pertaining to performance management and will learn how to utilize the job description, performance evaluation, and progressive discipline policy together as a successful employment tool.