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Live Webinar

60-minute live streaming program
  • August 10
  • 1:00 - 2:00 pm EST

Building Trust With the Human Resource Department

August 10

Learn the four elements of trust required for an effective HR Department and how to build and maintain that trust within your organization.

Trust is the glue that is required for a good relationship with an organization’s employees. The Human Resource Department must be able to recognize the signs that employees do not trust its policies and actions. Participants will learn the definition of trust and what elements are part of trust. At times, a Human Resource Department must rebuild trust. This material will provide you with practical ways to restore trust will be presented. At times, it is necessary to communicate bad or unpopular news. Methods on how to communicate difficult information will be considered. The concept of how organizational justice affects business and organizations will be introduced. Finally, the difference between trust and persuasiveness will be compared and its practical application in the workplace.

Learning Objectives

  • You will be able to identify the four elements of trust required for an effective Human Resource Department.
  • You will be able to recognize at least three methods to rebuild trust in the Human Resource Department.
  • You will be able to discuss how to effectively communicate bad news to employees.
  • You will be able to explain the three dimensions of organizational justice.

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Why Lorman?

Over 34 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Agenda

What Is Trust?
  • A Definition
  • What Makes up Trust
Trust and the Human Resource Department
  • Symptoms of Lack of Trust
  • Reduced Productivity
  • High Employee Turnover
  • Less Effectiveness in Reducing New Employees
  • Reduced Feedback and Communication
Elements of Trust
  • Consistency
  • Compassion
  • Communication
  • Competency
Rebuilding Trust in the Human Resource Department
  • Make the Business Case for Trust
  • Seek Data That Shows the Cost of Lack of Trust
  • Become More Aware of Issues Affecting Employees
  • Become More Responsive
  • Promote Active Listening
  • Proactively Communicate Actions/Issues Affecting Organization
  • Practice Transparency
  • Work on Productivity
Communicating Through Difficult Circumstances
  • Layoffs
  • Bad Economic News
  • Pay and Benefit Cuts
  • Unpopular Change Initiatives
  • Discipline of Employees
  • Conflict in the Organization
The Concept of Organizational Justice
  • Three Types of Organizational Justice: Procedural, Interactional and Distributive
  • Handling Employee Complaints and Grievances
  • Fair Rewards System
Difference Between Trust and Persuasiveness
  • Connection Between Trust and Persuasiveness
  • Being Truthful in Dealings
  • Address Weaknesses in Assertions
  • Words and Actions Must Be Consistent
  • Character Is a Form of Persuasion
Outside Interventions
  • Training
  • Coaching
  • Mentoring
  • Mediation
  • Outside Facilitation
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Why Lorman?

Over 34 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Credits

Live Webinar Registration

  • HR Certification Institute 1.0
     
  • This program has been approved for 1.0 (General) recertification credit hours toward aPHR(TM), aPHRi(TM), PHR®, PHRca®, SPHR®, GPHR®, PHRi(TM) and SPHRi(TM)recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
     
  • SHRM 1.0
     
  • Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.0 PDC(s) for the SHRM-CP or SHRM-SCP.
     

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

Who should attend?

This live webinar is designed for human resource managers, recruiters, personnel managers, supervisors, business owners and managers, benefits administrators and payroll professionals.

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Why Lorman?

Over 34 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Faculty

Bob Churilla

Bob Churilla

Conflict Resolution Professionals Group

  • Partner and co-founder of Conflict Resolution Professionals Group (CRPG), a conflict resolution and consensus building consulting firm that specializes in helping organizations to resolve conflict and build consensus through mediation, facilitation, training, coaching, consulting and team building
  • Some of his clients include the Equal Employment Opportunity Commission (EEOC), Transportation Security Administration (TSA), Unity Worldwide Ministries, Ohio Historical Society and the Michigan Department of Environmental Quality (DEQ)
  • Also a visiting professor at DeVry University and teaches classes on leadership, negotiation, workplace conflict and managing organizational change in the school’s graduate programs
  • Has served as the programming chair for both the International Coach Federation - Cleveland, Ohio Chapter and the Organizational Development Connection, Cleveland Chapter
  • Published the article “Coping and Planning for Uncertainties in the Development of Exceptions to the Employment-at-Will Doctrine” in the Cleveland State Law Review, 1989
  • Ph.D. degree in conflict resolution and analysis; J.D. degree
  • Can be contacted at 440-725-8723 or [email protected]
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Why Lorman?

Over 34 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

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Product ID: 408971
Published 2021
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