Description of Workshops
The Human Resource Services department is announcing our Fall 2013 list of workshops. We are introducing two new workshops, Coaching for Exceptional Performance and Developing Competencies - A Supervisor's GuideCoaching for Exceptional Performance - October 24
A very major part of your job as a supervisor involves developing your employees. There are different methods to make this happen, from traditional supervision, mentoring, consulting and finally coaching. Coaching not only assists the employee in solving immediate issues, it develops the employee to the point where they are more effective in developing their own solutions on an ongoing basis. Through this workshop you will have a thorough understanding of coaching competencies as well as the coaching process and will be able to implement coaching in your department.
Consequential Conversations - September 18; October 15; November 14; December 20
Based on the book Crucial Conversations, this workshop will discuss the components of conversations with consequences, those that involve differences in opinion, have strong emotions and where there is a potential for loss. Have you ever been involved in a conversation like that? Did it go the way that you wanted it to go? You will also hear about the amygdala hijack and how that significantly affects the potential outcome of discussions. The workshop will cover the visceral reactions we typically have when we are involved in consequential conversations, how to recognize when conversations get off track, how to stop and develop a safe environment where productive conversations can take place and then how to work together with other participants to achieve the results you both are seeking. This workshop will present you with skills that you can use on the job, in the community and at home.
Developing Competencies – A Supervisor's Guide - October 8; December 4
To effectively supervise, you need to know the capabilities of each of your employees. You also need to know what levels of capabilities are required for the position. These capabilities are best described as competencies. Once you understand the concept of competencies, you will be able to identify what competencies are required for each position within the university and will have a clear understanding of how you can work with your employees to increase each employees level of competency. Understanding competencies is exceptionally beneficial for:
- recruiting - understanding what competencies are required for the position and also evaluating candidates level of
competencies for that job
- for performance management - setting clear and understandable goals and objectives geared to increase levels of
- for self-development – what competencies should I have for my own job – learn todentify those and then pursue
development on your own
This workshop is recommended for those who are currently supervising other employees
Difficult Performance Issues - November 19
Part of being a competent supervisor involves having successful discussions with employees about performance. Occasionally those discussions may need to focus on performance that fails to meet expectations or behaviors that are not conducive to positive departmental operations. It is the responsibility of the supervisor to be aware of issues and then respond appropriately and effectively. This workshop is designed to discuss those situations and to develop and practice skills to address the issues when they arise, to provide constructive feedback and to positively address desirable outcomes. Prerequisite – currently supervising regular staff.
Hiring Winners - November 6
Trying to find the right candidate for a position can be difficult. There are a number of steps that need to be taken which will significantly improve the odds of you attracting and retaining exceptional candidates. This workshop will cover the hiring sequence, from designing the position, learning how to communicate motivational factors about the position, how to develop solid and successful advertising, understanding where to recruit and finding out where you can advertise where you will be more likely to source a diverse and highly qualified group of candidates. In addition, you will learn how to consistently utilize the hiring process, including usage of behavioral interviewing techniques, to screen in the most qualified and capable candidates while at the same time understanding why some candidates may not be the best choice for your work group. In addition, you will gain a deeper appreciation of the ins and outs of reference checking.
Performance Management for Employees - September 27; December 12
The university is committed to employees receiving performance evaluations on an ongoing basis. To assist in this process, this workshop will cover the employee's role in receiving feedback, preparing for and participating in performance related discussions throughout the year. Learn about setting and tracking performance expectations with your position. Confirm how your position fits in to the ongoing strategic direction of the university and what you can do to maximize your performance.
Performance Management for Supervisors - September 26
This workshop is very in-depth, giving the supervisor an understanding of the foundations for performance management. We cover the university's strategic plans, understand how to tie in an employee's objectives with the strategic plan. Those attending will gain an understanding of tools that can be utilized in planning for the performance evaluation, how to develop performance expectations, how to positively involve the employee in the performance management process and how to set goals and objectives for the future.
Producing WOWs in Customer Service - October 1
We see examples of good customer service every day. Unfortunately we also see mediocre and really bad service as well. Occasionally we have a customer service experience that is better than what we have come to expect – it is the type of experience that has you saying "WOW". It's the experience that we remember when someone asks if we have ever had a very good customer service experience. When that happens, we typically find ourselves talking with friends about the experience and recommend the organization to others. Every position has a customer service aspect to it and every person here can learn about how to recognize opportunities and consistently produce WOWs with those customers that they interact with. Learn how you can set standards in your job where others recognize and respond to the exceptional customer service that you provide.
Time Management and Personal Productivity - September 24; November 26
Ever feel like you are occasionally challenged by multiple competing demands, having to deal with interruptions that redefine your day, making decisions about what is urgent and what is important or feel that you are just spinning your wheels? This workshop has been designed to provide participants with tools to help diagnose issues with time management and to leave with solid ideas on how to better organize the time that they have available.Recruiting with UAKjobsSeptember 18Learn the basics of using the UAKJobs.com system from setting up a job posting, managing the posting, change applicant statuses, submit the candidates for interview, attach recruitment documentation and initiating Hiring Proposal.Recruiting with UAKjobs - September 18
Learn the basics of using the UAKJobs.com system from setting up a job posting, managing the posting, change applicant statuses, submit the candidates for interview, attach recruitment documentation and initiating Hiring Proposal.Coaching for Exceptional Performance#########################################################################################################
All of these workshops will be presented in the University Lake Building. In light of parking difficulties on the main campus, workshops will mainly be offered starting at 1:00 pm and going to 5:00 pm so you won't lose a parking space.
Human Resource Services is also presenting workshops to individual work groups. Any of the workshops listed in the calendar as well as Performance Management Skills for Supervisors and Performance Management Skills for Employees can be presented in this manner.
As a very unique opportunity, Human Resource Services can also facilitate DiSC Assessment Profiles within established work groups. The DiSC Assessment Profile provides insight for team building, communication, conflict management and much more. Have questions about the DiSC? Call Steve Hinds at 786-1425