Certified HR ExpertLearning is a treasure that will follow its owner everywhere. Chinese Proverb

Welcome to the Human Resource Management workshop. As companies modify priorities and operations, human resources functions can move from a dedicated HR role, to that of the manager.

Whether the majority of those important functions stays within HR at your organization, or is your responsibility as a manager, it is important that managers understand how much of their role is really about their people, as well as aspects of legislation, policy, and procedures that involve human resourcing issues.

Characteristics of an effective orientation program:

  • The hiring manager is responsible for the success of the orientation.
  • The program incorporates technical and social aspects of the job.
  • Employees receive formal and informal introductions to managers, working groups, and peers.
  • Employees receive useful information pertaining to the company’s products, services, customers, and strategic plans.
  • Employees receive required training.


  • Bullying does not have an exact legal definition, but is generally considered as intimidation or abuse of authority.
  • Harassment is directly related to protected areas including sex, race, religion, age, sexual orientation, or disability.
  • Violence, in this context, can be defined as abuse, threats, or assault committed in relationship to work.

Incidents may manifest as:

  • Physical: Attacks, threats, or unwanted sexual advances.
  • Verbal: Offensive or critical jokes, gossip, threats, or criticism.
  • Written: Offending notes, email, text messages, and/or letters.

During a crisis, follow the POLITE plan:

  • Position yourself so that you know where you are in relation to an opponent, and the exit.
  • Observe warning signs and pay attention to them, particularly if the distance between you is narrowing, or the other person begins speaking in single syllables.
  • Listen empathetically and avoid remarks that could be considered condescending.
  • Instincts: listen to, and make good use of, them.
  • Talk to the other person and try to establish rapport. This will help you to gauge, and influence, their mood.
  • Eye contact can also be an effective way of building rapport. Read the situation carefully, however, as some angry people will see unwavering eye contact as threatening. Use eye contact to establish a connection, not to intimidate.

HR Function

  • Job Analysis

Consider the knowledge, skills, and attitudes that are required for the position, and make sure that they are included in a job description.

  • Recruit

Attract the right candidates to the position.

  • Filter Candidates

It is not necessary to interview every candidate. By the same token, some folks do not interview well and yet can provide supporting and interesting information to you through screening and testing.

  • Interview

Structured, formal interviews will give you far more valid and reliable results than informal ad-hoc interviews.

  • Select

Check references. Make an offer to the right candidate, and be prepared to negotiate.

how can we help you?

Contact us at the Consulting WP office nearest to you or submit a business inquiry online.

Becoming a member of The International Association for People and Performance Development will help you stand out from the crowd no matter where you are in your career. With many years of experience, we can help you get the most out of people and performance development. Whether it’s through sharing knowledge, bringing you together with the right people or providing practical advice, we can help you take the next step.

The late Geoff Cook
Founder, IAPPD Global

Join this course and be CHRE

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