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September 2008
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On-the-job training
is how most of us learn how to manage and supervise our employees.
To complement this learning strategy, it's also beneficial to
train your managers with the spirit of a team learning environment.
The following
is a partial list of the training programs I offer. Feel free
to call me to learn more about how training customized to your
supervisors' needs can benefit your organization:
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Managing the
Employee Life Cycle
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From
Buddy To Boss
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Leadership
Skills
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Employment
Law
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Sexual Harassment
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Communication
Skills
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Giving Performance
Feedback
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Conducting Performance
Reviews
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Interviewing
Skills
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Motivation &
Employee Relations
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Discipline,
Documentation and Dismissal
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Team Building
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Professionalism
and Ethics
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Managing Change
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General Management
Skills
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Orienting and
Training Employees
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Building Supervisory
Relationships
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Presentation
Skills
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Conflict Resolution
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Dealing with
Difficult Employees
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If
you're not
having fun
with your
human resources,
call Arlene today
at 952-996-0975
Arlene@ArleneVernon.com
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Employee
Life Cycle Model of Supervision
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 A
few months ago I wrote an article for the Minnesota Society
of CPAs on my Employee Life Cycle model of supervising employees,
which I thought you'd be interested in reading.
It offers a human resources
approach to management and reminds us that supervising each
of our employees in the same manner isn't necessarily the most
effective management style.
Our employees are in different
stages of performance and development depending on a variety
of factors, including experience, background, work assignments,
skill level, etc. As such each employee requires a customized
style of supervision for our supervisor-employee partnership
to be effective.
I have attached a pdf of
this article for you to read. Click
Here.
Copyright (c) 2008 Arlene
Vernon, HRx, Inc.
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| IMPLEMENTING
THE MODEL |
Now you have a sense of
how our employees move through to cycle not only at hire, but
again and again as we offer them new opportunities to grow.
We also can't forget that our employees can be functioning in
multiple levels of the life cycle simultaneously. Our awareness
of each employee's multi-dimentional needs gives us the opportunity
to be more creative in guiding them through the depth of their
work experience.
For example, you have an
experienced employee who you have just assigned to a new project.
This employee may be in the orientation and training phases
of the life cycle for the new project. At the same time, this
employee could be in the reward or challenge phases for those
responsibilities that they have mastered and perform regularly
and successfully.
Unfortunately, it's too
common where we assume that the employee is in the experienced
challenge phase for all parts of their jobs and we forget
to give them the guidance they need to succeed in new aspects
of their responsibilities. The result could be that (a) the
employee asks for assistance, (b) we recognize the need a little
late and come to their rescue (with training and guidance) or
(c) they don't succeed in the new assignment.
Our task is to learn to
proactively recognize each employee's supervision phase and
plan to set the stage for employees' needs before problems arise.
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| About
Arlene Vernon |
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Arlene Vernon,
PHR, partners with small businesses as their Human Resource Xpert
to create their HR systems and solve their HR problems.
If you have gaps in your HR operation, have an employee problem
to solve, or want to enhance your managers' skills, call Arlene
today. Learn how HRx can save you time and help you avoid costly
HR mistakes. HRx, Inc., Eden Prairie, MN 55344, 952-996-0975,
www.HRxcellence.com.
Arlene@ArleneVernon.com
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