Saturday, October 20, 2012

The Importance of Human Resources and Employment Law Training

In business today, proper human resources training is essential, as is employment law training. Any company with its sights set on success must insist all supervisors receive adequate skills training both of these areas. Managers, especially those that are new to the leadership position, usually lack information and experience in dealing with HR law issues.

The Basics of Human Resources Training

Human resources training helps managers handle the various problems that may arise within a working environment. One of the main challenges that a manager faces is conducting interviews that result in the right person being hired and are legally safe and compliant. Hiring the wrong person f has the potential to be a total nightmare in the workplace. Proper training can prove to be incredibly valuable in this area.

Basic training can help managers know which questions they need to ask in order to hire the best candidate for the job. Preparation in order to know exactly what skill sets and personality you are looking for is key when it comes to hiring the best-qualified staff members.

The right training makes it possible for managers to work better and pay closer attention to problems that may cause rise to HR legal issues. In addition, it ensures that your managers understand the goals and values of your company so they are able to be the role model of behavior to their employees.

Communication is also an important skill for managers to master. Human resources training can also provide your managers with improved written and oral communication skills that are critical to a manager or supervisor's success.

Why Mangers Need Employment Law Training

Today, more than ever, it is crucial that managers become familiar with employment laws. Ensuring consistent application of policies and avoiding potential liability issues are all part of a manager's job.

Employment law training will teach managers what is and is not okay to ask applicants during the interviewing process. For example, it is unlawful to ask a female applicant about her marital status or if she has any children. You also cannot ask applicants about citizenship status or disabilities. The reason for this is because if the person does not get the job for which he or she is applying, they could possibly claim discrimination, even when that is not the case.

Issues of harassment are also important areas for managers to understand. In many cases, state laws may hold the company and their managers liable for harassment that the manager engages in or condones. It is important that managers learn how to not only avoid engaging in harassment themselves, but also how to make sure their employees do not harass one another as well.

Bill Walsh has successfully developed/delivered over 2500 training engagements in the U.S., Canada & the U.K. He has appeared on radio, TV & has been quoted in Fortune Magazine & the Wall Street Journal. For more info & proven solutions to your training problems visit

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