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2022 Sesco Webinar Series — Part 2

SESCO is Pleased to Announce the Following Webinars (Part 2) :

July 6: How to Find and Keep Good Employees

This session begins with an open discussion of the true costs and effects of turnover and poor recruiting and hiring practices. All elements and/or systems that affect an organization in its hiring and people management are discussed.

To begin, participants will learn about recruiting, sourcing and screening candidates. Next, they will learn the art of behavioral-based interviewing (further explained in the Behavioral–Based Interviewing program description). Logically, the next step of instruction includes elements of background investigations to include employment, education, criminal history, credit history and other license and credential confirmation.

As we know, finding the right person and keeping the right person are related but still very different matters. So, this session will address both finding, as above, and keeping the most qualified employees of your organization. Employee retention tools as well as workplace enhancements and how compensation fits into retention are discussed. Specific retention programs such as employee recognition and awards programs as well as employee/supervisory surveys are explored.

July 20: How to Implement a Salary Administration Program

Compensation administration deals with establishing a meaningful and acceptable relationship between work and rewards. Work performed by employees should help organizations achieve their objectives which are derived from the organization’s overall business strategy and support the company’s mission statement. When designed and administered appropriately, an organization’s compensation program is an effective management tool for recruitment, retention and overall support of the business objectives.

This session covers the basic tenets of compensation exploring the value of both internal and external equity via market wage surveys and 15-Factor position evaluation. Next, we will discuss the right price which is a combination of position value, external competitiveness and the organization’s ability to pay. We will further delve into the importance of a plan that is efficient to administer and easily understood by employees who must be in control of their ability to meet performance ratings as defined by the organization. Last, we will demonstrate a compensation program must be more than a system of “paying” employees; a solid compensation program includes position descriptions, progression schedules, program administration guides and integration with your current or new performance evaluation system.

August 10: Essential Skills of Communication for Managers

Good communication is the key to productive relationships in the workplace. We are all responsible to see that communication is productive and helpful. Likewise, good listening skills are the key to effective communication in the workplace. Being a good listener is not easy. It is a skill that we have to develop. Working together and communicating effectively as a member of the work team are key skills to having a healthy and productive workplace.

Being open to help from others is also key to being a part of a team. We have to be willing to admit that we need help and then ask for it in a healthy manner. We have to overcome our resistance to it. Lastly, being assertive is also a part of being on a team. We need to be able to communicate without violating the other person’s rights as a human being.

This session helps managers learn the latest techniques in developing effective communication skills – improving their performance and increasing the productivity of the team and the organization. Managers leave with implementation tools, troubleshooting guides and additional resources to help them apply the skills they have learned on the job.

August 24: Employee Training and Development: The Importance and Ultimate Cost to the Organization

When considering all the aspects of neglected management, most often organizations identify development planning as an area of important need. Development planning truly aids your employees in shaping not only the future of their careers but also the future of the organization. For a variety of reasons, the valuable activity of employee training and development often goes ignored or becomes an afterthought by management. With this comes the ultimate price: the loss of top talent or future hopefuls.

Training and development planning doesn't have to be elaborate or costly. This session will focus on the core of every training program. Participants will learn to have a good management culture of taking the person-to-person time to understand employee needs and desires, recognizing skills and training needs and collaborating with the employee and human resources to fill any existing gaps that are critical functions for every organization. Next, the session will discuss if training and development is executed well, the payoff for the organization can be substantial in terms of long-term loyalty, retention, engagement and productivity. Lastly, participants will learn how to negate training and development voids which substantially risk valuable employee assets and long-term talent.

September 7 & September 21: Understanding Ourselves and Others: DiSC Personality Profile Assessment (Part 1 & Part 2)

We all have many personalities and whatever the reasons, unless we understand ourselves better, it will be more difficult to understand others. The DiSC Profile is designed to help us understand more about our natural behavioral styles. Being aware of how we behave is one thing.... knowing why we behave the way we do is something else.

The premise of this training is four-fold: (1) To understand your behavioral tendencies and begin developing an understanding of how these styles may affect others, (2) to understand, respect, appreciate and value individual differences, (3) to enhance your effectiveness in accomplishing tasks by improving your relationships with others, and (4) to develop strategies for working together to increase productivity.

The DiSC Personal Profile System isn’t a test that you can pass or fail. The Personal Profile System is a simple, self-scoring instrument that will help us not only understand ourselves and others, but also learn about how to work more productively with those in our organization whose behavioral styles are different from ours.

October 5 & October 26: Performance Management (Part 1 and Part 2)

Did you know two thirds of supervisors receive little to no training on how to handle the soft skills of management? Supervisors must exhibit true leadership, boost morale, and reduce employee turnover, all while positively impacting your organization's bottom line — a tall order for even the most experienced professional. This two-part series will address necessary skills with a focus on the employee – manager relationship. We’ll discuss the behaviors that effective supervisors should demonstrate and lay the groundwork for effective leadership and management skills.

Session 1 Learning Topics include:

Essential Skills of Leadership– Builds a foundation that enables managers to manage their team toward a shared goal: achieving the organization’s strategic objectives.
Essential Skills of Communicating– Teaches managers the latest business communication strategies, thereby improving their performance and increasing the productivity of both the team and the organization.
Developing Performance Goals and Standards– Learners analyze the skills and strategies they use every day in their jobs to identify the techniques that they do very well and to develop ways for them to do their job better.

Session 2 Learning Topics include:

Coaching Job Skills– Helps managers learn how to effectively coach individuals through a process of observation, analysis and communication. By carefully planning one-on-one discussions, managers can have the greatest impact and gain individual commitment to achieving results.
Providing Performance Feedback – Helps managers learn a systematic, fact-based approach to performance improvement through quality feedback.
Effective Discipline – Helps managers learn effective techniques for addressing problem behavior. Using communication skills, the manager works to preserve the individual’s self-respect and encourage the best kind of discipline – self-discipline.

Tuition:

Tuition includes a copy of the PowerPoint presentation and live recording emailed to registered individual.

- $49.99 per person, per webinar for all topics except DiSC

- $169.99 for DiSC Personality Profile Series (September) *Includes Assessment*

Schedule:

Every Other Wednesday, beginning April 2022- October 2022

1:00-2:30 pm EST

Please click HERE to view and purchase SESCO's Spring 2022 Webinars