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Periodic on-going training could be the x-factor for the success of your business.

In our previous article of the same series we talked about training for onboarding, and you can check it out here if you haven’t. Implementing even a simple, quarterly on-going training plan can make a world of difference. Maintaining a consistent level of proficiency for employees on top of a strong foundation built by a strong onboarding can set-up success.

Training should be not just for onboarding. Implementing a strategy of periodic on-going training for employees has significant importance for the success of any company. The common mistake many people make is not to train the new employees as they believe that employees will learn themselves that how to deal with workplace trends but training of a new worker will increase the success rate as well as the employees will feel comfortable and happy in new environment.

How to train employees effectively

A very important management skill is to train new workers by adopting different techniques. You should train the employee according to workplace trends by following the suggestions:-

  • Maintain established employee procedures
  • Ensure that all managers use a training checklist
  • Train for cultures not just for the topics
  • Consider regular reviews and make some adjustments to your training program.
  • Periodically review employees’ assigned tasks and rules & regulations.
  • Not every person can train well so choose the best manager for that purpose.
  • Provide them essential tools and time to learn new techniques
  • Check that employees are actually understanding or not. Consider their feedback.

Importance of on-going training: compliancecompliance is critical

Perhaps the largest argument for ongoing training can be made in the area of compliance. Most professional services, finance, accounting and insurance are regulated. Likewise, all of the trades like plumbing, electric, construction, and transportation are highly regulated. On-going training can boost your compliance significantly.

Improved performance:

The performance of employee can be improved by training methods and he will be able to perform his job according to workplace trends. He understands well about his responsibilities and his role in the organization. Training will build up his confidence that will help the company in holding a position as a leader and a strong competitor within the industry.

Increase productivity:

When an organization implements training courses then the productivity will increase. It will results in successful projects that ultimately means the company turnover is improved.

Enhance company’s reputation:

The successful training strategies will enhance the reputation of the company. The company will become more attractive in the industry.

Establish coaching relationships:

The coach can establish the loyalty of an employee, he can makes him satisfied about his profession and can enhance productivity. Employees feel so comfortable and free to talk with coaches and also understand their point of views. 

Advantages of successful on-going training:

The benefits of employee training are the following:-

  • The confidence and trust of employees will be increased.
  • Their incentives and morale among other employees are also increased
  • The capacity of employees are increased so they can easily adopt new technologies and methods

Onboarding programs:

Onboarding programs impart significant information about particular job requirements. It involves social and business related activities or known as informal coaching. Setting up on-going training in the onboarding can help set the stage  for the future. Likewise tying concepts back to onboarding and reviewing how those concepts still apply can also be beneficial. 

Conclusion:

The unique information about the organization and all other aspects of the job can easily understand through proper training and onboarding. On-going training can significantly improve success for employees and organization in the long run. 

 

If you’re in the market for new opportunities, check our own Job Search Engine

When a new employee is hired consists of an introductory phase which we usually call onboarding. Although it varies from highly organized events over a number of days, to the old “you’re hired” after being thrown into a trial-by-fire situation. Everyone experiences some kind onboarding. The key is whether or not an individual employee understands what their onboarding orientation is. And more importantly, it’s important that they actually receive it. 

During this time, new employees learn about the job requirements, about individual responsibilities of the job and in a greater sense about being a member of the organization. A bond between the company and employee is developed that is very good for a positive working environment. This bond needs to grow and flex according to workplace trends. Always remember that training should not be just for onboarding.

Likewise in technical and regulated fields, the ongoing training is most likely a compliance issue. Falling out of compliance can jeopardize licenses, and have a cascading negative effect on your business. Customer facing and service sectors also benefit from ongoing training as the skills and techniques used for interacting with customers are perishable and can also affected by market trends. 

Training:

You should train the employee according to workplace trends by following the suggestions:

Hire those managers who have ability to engage new employees.

Communicate the company’s core values, strategies and development plans

Develop strong connections between new employees and old employees.

If there is no proper orientation, then employees must figure out the work themselves. If they will face any problem, then they must resolve their issues without any help and support. Consistent compliance and other training are essential

Purpose of training:

All the major tasks of the job are covered by training. The overall main purposes of training include: 

Clear explanation and demonstration of techniques and procedures for completing assigned tasks.

Reviews and demonstrates the use of technologies and other equipment related to their job.

Alternatively, onboarding is all about interacting with other coworkers, management team and other staff. 

Both training and onboarding are important for the new employees.

First day on the job:

Everybody feels nervous when they go for an interview and also when they start their job. The first day of the job is also stressful and you feel anxious that how will you adjust in the new environment, how will be the workplace trends, how he will face new people on that job, how will he adopt the policies for a productive work and what will happen with his new expectations. All these queries will be vanished with the help of training and onboarding. These tactics will make him comfortable to work in that peaceful environment.

Benefits:

The benefits of employee training are: 

Boost the confidence and satisfaction of the new employees

An increase in motivation and morale among coworkers

Provides increased efficiency that provide overall large scale benefits to the company

Increase the working capacity of employees so they can easily adopt new technologies and methods

The image of a company will also be enhanced by ethical training

The manager should also train them to avoid sexual harassment 

 

Objectives:

New employees will be able to learn and update skills, abilities and other job –related knowledge.

The manager should bring about a change in the attitude of new workers towards other coworkers and company.

Employees will be self-determined to achieve their target even at any cost.

 

Conclusion:

For specific positions, thorough onboarding is also crucial but not more than training. Training and onboarding will be very helpful for the growth of employees in all aspects. If you want to know more about “training should not be just for onboarding”. It’s for the overall long term success of each employee. 

 

If you’re in the market for new opportunities, check our own Job Search Engine

Just a few hours at home can help your career advance more than you might think.

Among the steps you can take to help advance your career progression include making sure your resume is up-to-date and networking with people you meet.  Networking is a key component to a successful career advancement strategy because there are jobs out there just waiting to be filled.

 

Once you have successfully navigated your career advancement journey and landed a job, you need to prepare yourself for a rewarding future that’s even better than the one you’re on now. Being able to cultivate career equity is one of the keys to fulfilling your dreams of advancing professionally.

 

Communicating with Your Crew, Friends, and Allies is Crucial to Career Advancement

Not everyone has a near-perfect resume. The objective of this article is to provide some tips and pointers for you to prepare your resume for your next professional move. There are countless ways to add value to your CV and resume. Here are a few ways you can help make your resume standout from the crowd and stand out from the candidates vying for your services.

Note: There are several online tools to help you create and customize your own resume, one of which is Resume Workflow. You can also find many of these tools at Employers and Credentialing websites. However, some of these tools are better than others at certain key areas. If you are looking for one tool to help you create a good resume then don’t hesitate to consider these free online tools: Resume Generator, resumesByIvy, EHM Resume Maker, and Guidance

You’ll get some paid tools if you’re willing to shell out money, but it’s ultimately about being a team player. If you don’t communicate with others, it’s much harder for others to grasp your value. Furthermore, you may have trouble establishing a work-related relationship if you cannot convey the same value that is intrinsic in your resume.

Staying in touch with your network can help your career advancement

1. Increase your Structure

The most important aspect of your resume is the structure of your information. There’s a way to tell the truth without being honest. A nice way to begin is to be brief. If you’re writing a new resume, it’s advisable to explain where you’ve worked before you get started. By telling people about your previous job, you show they are able to learn from experience.

 

What you need to consider when writing a resume that gives a real sense of what you do is how you use structure. It’s important to be clear, concise, and to the point. Some people just write one page of resume, but some do a lot more. Here’s how to break up your resume to be clearer:

 

Use words that will cut through…Be specific…Don’t forget to pick your favorite words

2. Use Google to find relevant jobs

Finding new jobs is always helpful. You don’t have to get a job. We just need to get you the kinds of positions you need to fill.

 

The best way to get free information is to do research. Sometimes the web is a great place to start. At other times, you may need a professional search engine to get the answers you need for your career advancement and eventual retirement. 

 

Asking yourself questions is the most important step of all. What are the skills I need to have? Why should I be seeking a new job? How can I tell if the job will be great? What do I need to know about the organization? What information should I have before I go to interview?

Ask someone you know from school, a professional colleague, or someone you know from work how to fill out a resume. Remember: At an interview, they will look at the information you gave them and then be able to make an accurate assessment of your skills and experience. (See “The Perfect Resume For Your Interview”)

Having a current resume is an excellent practice

Look for chronological order of accomplishments.

All resumes have two basic sections: career experience and education. (If you have any questions about any of these factors, consult with an HR professional.) Once you know how much education you have, consider creating an account on LinkedIn. In addition to your Education section, you should also include important Career Advancement Summary information such as:

Organization experience (company, division, project, job, position, position manager)

Job title (where did the job originate and what was its duration)

Firm structure (how many persons do you have reporting to you)

City of residence

Employment options

Name of personal and professional home (if you have one)

Time worked at the organization (how many hours per week)

Employee rating from supervisors (or business partners)

You can sort your education/employment information in two ways: Alphabetically and Chronologically.

 

The searchable LinkedIn LinkedIn Education section indicates which jobs have you held (whether you are listed as “on the job” or “succeeded”).

 

Additionally, the education section displays an extensive list of jobs available to you.

 

To request a free LinkedIn search, you need to create an account and upload your resume.

 

Other Employers

 

Though no job search on LinkedIn is foolproof, several websites can help you find some of the best employers and positions on LinkedIn, including the following:

 

Employers and managers on LinkedIn search through multiple sources to find candidates for new positions.

 

Recruiter I-Square searches over 5 million LinkedIn profiles and has over 100,000 “sign-ups” per month.

 

Employers on LinkedIn do not have access to your private profile.

 

Employers only access your public profile and can not search through it.

 

LinkedIn.com is a Business

LinkedIn is a valuable tool for job searches and career advancement

Although LinkedIn is most popular as a workplace network, there are benefits of using the site as a business tool to help your career advancement.

 

Even if you don’t plan to start your own business, LinkedIn still offers access to a broader pool of candidates than just company personnel.

 

As a member of many HR systems, employers can see what you’ve done, what you look like and which areas of your LinkedIn profile you would be most interested in talking to.

 

If you’re actively looking for a job, your profile and cover letter can help you stand out from the crowd. This will also help you in your search and provide recruiters with the information they need to write a better cover letter.

 

How to Go Further with LinkedIn

 

There are hundreds of profiles with dozens of LinkedIn Groups just for employers, from popular “best” employers to smaller. However, the information you can uncover through these groups is far from complete. Keep digging and you’ll find your way. But most of all, try to enjoy it!

Check our job search engine while you’re at it.

Thanking your interviewer could make the difference.

So…you’ve applied! You submitted your resume and got the call! Now you just need to pass the interview and get the job! Taking a moment for an extra step AFTER the interview could just be the missing link. Many officers and senior enlisted do this interview tip…it can get you hired!

Putting in the time to thank an interviewer after a job interview with a thank you letter, note, or email is not just good interview etiquette, it also strengthens your interest in the position.

Sending a thank you note can provide you an edge over other candidates who may disregard to do so. In fact recruiters love getting thank-you notes, but only report receiving them 24% of the time.

What Your Thank You Note Accomplishes

Your thank you note can be a space to deal with any concerns or issues that turned up during the interview. Too, you can consider your thank you letter a follow-up sales pitch. In it, you can restate why you desire the job, summarize your credentials, share how you might make contributions to the organization, and so on. It’s an opportunity to remind job interviewers why you’re the very best prospect for the job.

Your thank you letter is also the best opportunity to talk about anything of significance that you didn’t address as completely as you would have liked throughout the job interview.

Keep in mind, though that your thank you keep in mind should be quick and to the point. A number of short paragraphs are plenty. Remember it’s not how much you write, it’s just doing it that makes interviewers rave about this single action!

If you’re not exactly sure how to compose a letter thanking your interviewer, put in the time to evaluate some sample thank you letters, thank you notes, and thank you email messages. This single interview tip can get you hired.

Usage Key Facts From the Interview in Your Thank You

There are a couple of crucial facts you’ll require to remove from your interview, so you can get your thank you letter right.

First and most significantly, you’ll need to understand who interviewed you. What was her name and how is it properly spelled? Does she pass a more formal name on her company card? What was her title? This is where exchanging organization cards is handy.

If you don’t have service cards or for some reason that exchange didn’t happen, inspect the business directory or website to obtain this info. The information might also be available from e-mails sent out prior to the interview.

Others might have entered the interview room briefly or joined you for a tour of the office or facility. It is good to exchange business cards with them too. You can mention them in your note to your primary interviewer. Depending upon the length of time you invested with them, you may want to send out those individuals a thank you note also.

It never hurts to be top of mind for multiple people at the company with which you are interviewing. You never ever truly know who will lobby for you to be the leading choice. Be sure they have your contact details on your card and send them a thank you letter if you feel it is suitable. At any rate this interview tip is a winner.

You might also wish to take a mental note of what you liked best about the workplace, and any pastimes or interests you shared with the recruiter. These can make good additions to personalize your thank you note, and maximize the effect of this interview tip.

What’s the Best Option: Sending Email, A Printed Note, or Handwritten Card?

In bygone days, only a composed card or letter would do. However these days an e-mail is appropriate as a thank you for a job interview. But remember not to be too informal– use formal titles and proper salutation and signature.

A typed and signed letter is also excellent and even a handwritten card might be a great touch depending on the job interviewer and the type of job you requested.

No matter how you make up and send your note, make sure to proofread it, and look for any spelling mistakes or typos. A simple mistake might be a big strike against you.

The best part about using an e-mail is speed and precision of delivery. While any type of interaction can go astray, if you have actually already exchanged e-mails you can be sure your thank you note will be received by the job interviewer. A printed note or card can be more individual in touch however might take longer to reach the interviewer, especially in a larger business with a huge mailroom where pieces of mail exchange lots of hands.

When to Send Your Message

But while email can be sent out immediately, it’s best to wait for at least half a work day before sending it. If your interview took place in the afternoon, send it out the next early morning. If your interview was in the morning, send your note near the end of the workday.

Here’s a quick recap:

ALWAYS SEND INTERVIEWERS A THANK YOU NOTE.

It’s good manners, and likewise a chance to make the case for your candidacy yet once again. And of course interviewers rave about this single interview tip!

KEEP YOUR NOTE SHORT.

Do not let your message drag on. Keeping it to one or two points in addition to revealing your appreciation to the job interviewer.

GET A BUSINESS CARDS DURING YOUR INTERVIEW.

That method, you’ll have contact info easily offered.

PROOFREAD CAREFULLY.

Read your note numerous times to avoid spelling mistakes and typos.

 

Check our Career Search Engine for positions you haven’t thought of, And, our blog for more tips and timely information to help you succeed!

The restriction on sex discrimination in Title VII of the Civil Rights Act protects transgender and gay workers says the UNITED STATES Supreme Court in a landmark ruling on Monday, June 16.

Unexpected author for the majority…

For this historic discrimination ruling, Justice Neil M. Gorsuch wrote the opinion of the majority. The majority included Chief Justice John G. Roberts Jr. and Justices Ruth Bader Ginsburg, Stephen G. Breyer, Sonia Sotomayor and Elena Kagan.

Today, we must decide whether an employer can fire someone simply for being homosexual or transgender,” wrote Gorsuch. “The answer is clear. An employer who fires an individual for being homosexual or transgender fires that person for traits or actions it would not have questioned in members of a different sex. Sex plays a necessary and undisguisable role in the decision, exactly what Title VII forbids

Those who adopted the Civil Rights Act might not have anticipated their work would lead to this particular result. Likely, they weren’t thinking about many of the act’s consequences that have become apparent over the years, including its prohibition against discrimination on the basis of motherhood or its ban on the sexual harassment of male employees. But the limits of the drafters’ imagination supply no reason to ignore the law’s demands.

 

Prior to the Supreme Court

The ruling was released based on a combination of cases heard by the Court, Bostock v. Clayton County, Altitude Express v. Zarda, and also R.G. & G.R. Harris Funeral Service Homes v. Equal Employment Opportunity Commission.

In Bostock, child advocate Gerald Bostock was discharged after he began participating in a gay entertainment softball league, resulting in defaming remarks from prominent members of the local area.

In Altitude Express, skydiving instructor Donald Zarda was discharged days after he discussed that he was gay. Zarda was later on killed in a skydiving accident.

In R.G. & G.R. Harris Funeral Homes,  terminated Aimee Stephens. The did so after she informed her company that she intended to live and work full-time as a female. Stephens died in May at age 59 after suffering from kidney disease.

 

The estates of Zarda and also Stephens continued the instances.

Gorsuch noted the “ordinary public meaning” of Title VII at the time of its fostering leads to “a straightforward rule” that a company breaches Title VII when it intentionally fires a private based partially on sex.

Gorsuch also pointed out the 1989 High court choice Price Waterhouse v. Hopkins, which held that Title’s VII’s ban on sex discrimination shields those that don’t comply with gender norms.

 

Practical discrimination examples from Justice Gorsuch

Justice Gorsuch gave some examples of exactly how Title VII and Supreme Court precedent apply in cases of transgender and gay employees.

First, say a male employee and also a woman are both attracted to guys. Only the male employee is terminated because of that attraction. In doing so, the employer intentionally singles out the male employee in part due to the employee’s sex, Gorsuch claimed.

A transgender staff member as well as a woman employee both identify as women. The company fires only the transgender staff member. In this case the company intentionally penalizes a person identified as male at birth for attributes or actions that it endures in a worker identified as female at birth, Gorsuch stated.

It isn’t a defense for the company to say it discharges all male and women workers that are homosexual or transgender, Gorsuch claimed.

Justice Gorsuch continues “So just as an employer who fires both Hannah and Bob for failing to fulfill traditional sex stereotypes doubles rather than eliminates Title VII liability, an employer who fires both Hannah and Bob for being gay or transgender does the same.”

 

Nation’s largest attorney group is on board.

https://equalitymagazines.com/discrimination-supreme-court-issues-ruling/

Judy Perry Martinez, ABA President

 

American Bar Association head Judy Perry Martinez applauded the choice in a statement published Monday.

The American Bar Association celebrates today’s landmark U.S. Supreme Court decision vindicating the civil rights of transgender workers, and lesbians, gay men, and bisexual workers,” Martinez said. In its 6-3 decision, “the court affirmed the right to work in this country free of discrimination because of gender identity or sexuality, a right the ABA defended in an amicus brief it filed in the case.

 

The dissenters…

https://equalitymagazines.com/discrimination-supreme-court-issues-ruling

Supreme Court Justice Samuel Alito

Justice Samuel A. Alito Jr. dissented in a viewpoint joined by Justice Clarence Thomas.

“There is only one word for what the court has done today: legislation. The document that the court releases is in the form of a judicial opinion interpreting a statute, but that is deceptive,” Alito wrote.

 

Justice Brett M. Kavanaugh argued in a separate dissent. He said that there are excellent argued reasons to modify Title VII to protect discrimination on the basis of sexual preference, yet the question is for Congress to choose.

He wrote. “I have the greatest, and unyielding, respect for my colleagues and for their good faith.” Just Kavanaugh continued, “ But when this court usurps the role of Congress, as it does today, the public understandably becomes confused about who the policymakers really are in our system of separated powers and inevitably becomes cynical about the oft-repeated aspiration that judges base their decisions on law rather than on personal preference. The best way for judges to demonstrate that we are deciding cases based on the ordinary meaning of the law is to walk the walk, even in the hard cases when we might prefer a different policy outcome.

 

 

Search for job openings with our Career Search Engine.

There are many entry points to developing diverse and inclusive companies and ideally, a company will pick the most important area to focus on first, based on a robust set of data about diversity and inclusion. Without the combination of diverse recruitment strategies and inclusive culture development, companies risk losing diverse candidates and their overall reputation with high turnover rates — or developing an inclusive culture for their all-white, all-male teams, which may make it harder to diversify and widen inclusion efforts later.

Tips for Expanding Diversity Through Recruitment

The following tips can help support diversity in your teams:

  • – Begin to hire from secondary schools. Attend job days as well as come prepared to talk about the advantages of benefiting your organization and your industry.
  • -Advertise with reputable vendors specialized in diversity recruitment
  • – Identify stereotypes of individuals who operate in your industry and develop methods for transforming perceptions i.e. Firefighting ought to just be a male profession.
  • – Use even more comprehensive language as well as visuals in rule books, alignment, and hiring products.
  • – Develop cross-cultural and cross-gender mentoring programs as well as supply training for advisors.
  • Establish connections with organizations and companies that are geared toward underrepresented groups.
  • – Know your own prejudices and stereotypes and their impact on the atmosphere.
  • – Create processes to make people who are in the minority feel welcome and included in your company.
  • – Mentor people who are from various cultural or ethnic backgrounds or gender from you. It will certainly assist you to become a lot more comfortable with other individuals as well as will certainly assist your personnel to grow in their careers.
  • – Integrate concepts from various other societies to address issues and be more cutting-edge.
  • – Use resources that are already in place and research what various other companies have done to be effective in their diversity recruitment efforts.
  • – Give cross-cultural communication training to aid staff job much better with each other and serve the customer population more effectively.
  • – Survey and interview team across demographics to establish their requirements in order to develop a tactical strategy for retention.
  • – Analyze your interpretation of leadership qualities to include ways in which people who have different thought processes and communication styles can lead. If you have been hierarchical in the past, begin discovering which individuals with different communication styles can also be effective leaders.
  • – Conduct exit meetings and identify patterns and motifs if they exist.
  • – Agree to alter to fit and make use of new ideas and encourage imagination.

Considerations for Expanding a Diverse Employment Pool

Broadening your recruitment to include fully diverse representation starts with understanding your current process and numbers. Questions you should work to answer:

  1. What is your current staff standard regarding diversity and inclusion — from entry level through leadership?
  2. What is your hiring process — from the time a candidate first hears about you to their first day on the job?
  3. Where are diverse candidates falling out of your hiring process?
  4. How can you improve your processes to better source, engage and support diverse candidates?

Regardless of where you start your diversity and inclusion work, recruiting efforts must be paired with developing a truly inclusive culture — which means deliberately designing inclusive spaces, meetings, communications, decision-making, and other processes; creating mentorship and leadership development programs; making compensation and promotion equitable and much more.