Training Program

njjel

I have been given a totally green HR Assistant and want to set up a training program for her. Has anyone done something like this and if so, what did you include in the training. This is to take place over a period of about 18-24 months.

Dutch2

What a great opportunity to train someone the way you want them to be trained. They won't need to un-learn any bad habits. What are the priorities of the position? When I did this a few years back, the training was set up in steps, a very brief education in all of the areas they would be dealing with and then basically one concentrated area at a time until the new assistant was comfortable handling/dealing with it on their own. What area is it most important that this person learns first, then so on...

njjel

Well basically she is being readied to replace me when I retire in 2-3 years so she will need to know it all.

SMace

She could get her PHR through SHRM

njjel

I don't feel she has enough background to go for that at this point. However, that is in the long term plan, thanks!

drehil

You have to have two years experience in HR before you can take the PHR.

NaeNae55

I was totally green when HR was dumped in my lap in 2001. I spent hours reading this website (the forum was about a year or so old at that time), and read every article in every publication that came my way. I joined our local SHRM chapter and attended every meeting and training session.

If I didn't understand something, or had questions regarding what I should do, I posted on this forum or asked a SHRM member I know.

In 3-6 months I began to feel like I understood what was going on, and in 9-12 months I felt competent. Now I post responses on this website a lot more than I post questions. I am also now serving on the Board of our local SHRM chapter.

I say, throw her in and give her access to this website. Reading the real-life cases makes everything a lot clearer, and much more meaningful, than just reading the law or reviewing forms and documents.

Good luck!

Nae

njjel

Nae - Sounds like you were successful! However I am directed by upper management to submit a formal training program so I'm still looking for what others may have done in that area.

C Wilson

>Nae - Sounds like you were successful! However
>I am directed by upper management to submit a
>formal training program so I'm still looking for
>what others may have done in that area.

I would look for seminars that are available in the next year and see how many will be benificial to someone starting out in HR. For instance: HR & The Law., Personnel Law, Dealing with Difficult Employees, Documentation and Discipline and include those in my training program. If you have a policy and procedures manual for HR that would be a good place to draft your training outline from. Once you start to write the list for the outline the formal training program should be fairly simple to pull together from there. Good Luck.

Cherrye

System

I think the best seminars offered for HR professionals are conducted by IAML (Institute of Applied Managment and Law) They have one called "The Certificate in Employee Relations Law", and another one called "The Certificate in Essentials of HR Management". Both are about 4.5 days long, but have great content and are presented by very knowledgeable attorneys, and very enjoyable (not cheap though) I highly recommend them for newcomers to HR. The other suggestion I would have is to focus your newbie's responsibilities in recruiting. To be successful at it requires the person to learn as much as possible about the organization, the various jobs required to produce your products or service, and forces them to learn the associated jargon about the types of background, experience, skills and abilities necessary to support your company. Have your employee spend the first couple of weeks talking to each of your department managers and lower level supervisors to get their various perspectives on what makes your company succeed (or fail) In my opinion, it the best way to indoctrinate those new to HR in the inner workings of the company. That, coupled with attending the seminar, and lots of reading should help get them up to speed.