HUMAN RESOURCES

NETC offers many services to help your business stay on top of things, especially in regard to Human Resources. Discipline is key to a successful safety program. If you can't discipline an employee, you can't enforce policies, you have no safety culture. Therefore, HR is that link to success. Even if you don't have an HR person or staff, we can provide you all the necessary tools and policies to succeed.

• Human Resources Audit - One-time review of your policies, practices, and HR operations to assess your level of legal compliance and efficiency. Make recommendations and, upon request, develop a plan to improve operations.
• Employee Relations - Design employee communication tools such as policies/procedures, handbooks, improved orientation programs, and employee recognition.
• Performance Management - Establish a planning and evaluation process that supports your organization's mission and goals. Develop implementation tools and deliver performance training for your managers and staff.
• Preventing Sexual Harassment - Connecticut state law mandates all businesses with 50 or more employees conduct this training for all managers/supervisors within their first six months on the job. Participants learn how to define and identify various forms of harassment, how to handle complaints and ensure a comfortable work environment for all employees.
• Sexual Harassment Awareness - Usually supplements Preventing Sexual Harassment. Participants learn how the law defines sexual harassment, and to identify behaviors that may create a hostile work environment. It also covers what to do if they are a target of, or observe harassment in the workplace.
• How to Document Employee Performance - From an employee's first day of work, managers are expected to track his or her performance. What should be tracked? By whom? Where should the performance information be kept? How long should it be maintained? This session provides a step-by-step process for tracking employee performance, putting your managers on firm footing with your employees and with the law.
• Conducting Performance Appraisals - This continues the momentum of the previous workshop, How to Document Employee Performance. Managers learn how to take the employee performance data they have collected and develop an annual performance appraisal. This session incorporates your organization's performance appraisal tool and educates the management team on your specific appraisal process. Managers practice sharing feedback with employees.
• How to Hire the Best - This session reviews the recruitment and selection process and can be tailored to new managers who have not hired before or to experienced managers whose skills need further honing.
• The Behavioral Interview - The behavioral interview is a tool used to learn about the candidate's past experience, which is the best predictor of future performance. Participants learn interviewing techniques that will evaluate candidates against an organization's core competencies. The process helps managers identify qualified candidates whose values and behaviors will most closely match the organization's culture.
• Compensation Basics - Most employees don't understand how their pay relates to their performance on the job. (In some organizations it may not). Additionally, employees don't usually see the complete value of their compensation package. This session can be used as a communication/education tool for all employees. It can also be custom designed for your management team to learn how they reinforce your organization's compensation philosophy and policies to ensure fair and competitive pay.

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