We provide on and off-site training to managers and employees on HR and Compliance, Management Practices, and Soft Skills.
EnformHR offers customized training and development programs to communicate your company’s policies and practices, educate and develop employees, facilitate teamwork, and promote a safe and productive work environment.  Additionally, we provide a variety of soft-skills training. Guard your business against litigation by creating awareness among managers and supervisors on how to recognize and prevent harassment while still performing their responsibilities within the company.
This program trains your employees on how to identify harassment, the details of your company’s non-harassment policy and complaint procedures, and their role in preventing harassment from occurring in the workplace. No one wants to hear “Do what I say, not as I do.” This seminar trains managers and supervisors on how to lead by example to get the most out of their team, and improve morale. This program focuses on training all staff members involved in the hiring process to utilize applicable laws and best practices to ensure that this process is consistent, effective and in compliance with federal and state employment laws. Learn how to design an evaluation system that will ensure that your employees’ performance is supporting your organization’s goals. Provides your managers with the tools they need to support workplace diversity, foster teamwork and cooperation within the organization, and capitalize on employees’ strengths to build the business. Creates diversity awareness among employees to support teamwork, improve morale, and ensure a positive, productive work environment.
In this seminar, learn how to improve communication which will help build your teams dynamic.  Effective communication helps us better understand a person or situation and enables us to resolve differences, build trust and respect, and create environments where creative ideas, and problem solving can flourish. We develop objectives with the client that they would like to see achieved and then measure accordingly. Training and development is an essential part of any company that will allow the business to survive and grow. Extensive training may also be required to bring existing employees up to speed when companies update systems or when training needs are altered due to external or internal changes.
Many vendors that supply training software for different areas within organizations are beginning to offer deep discounts at the end of the year. Some vendors that supply training software are now offering options that provide a superior solution to the dilemma of how to extend the 2014 training budget into 2015 while keeping the training relevant and current. HRIS Vendor Match ServiceWatch our short video to find out how our free match service can help you find the perfect HRIS payroll system solution for your company.Trusted By HR ProfessionalsWe are a proud member of the Better Business Bureau.
At MCI, we believe that the right training course at the right time can add great value to an employee's learning process. The MCI Group also uses external partners to fulfil our demands for education and training. Once an effective training and development program is established and utilized by the organization it can begin seeing increases and benefits in the following areas: productivity, motivation, quality, job satisfaction, commitment (employee retention), and reduced absenteeism. In order to provide the training and development that reaps these many benefits, it costs money, time and other resources. In today’s competitive business world, most organizations are looking at ways to reduce expenses in order to increase profits.
Research has shown, however, that when employers invest time, money and resources in their employees with training and development the employees develop a commitment to the organization. In contrast, some employees have been known to say they “saw it coming” before they were fired or let go. Training and employee development is not just for the employee but is as beneficial to the employer as well. Roy Barker is Director of Special Projects at Moore Diversified Services, a Fort-Worth, Texas-based organization specializing in operations analysis, marketing development, and investment advisory services. I want to connect ideas on marketing, training and personal development and make these ideas accessible for organizations and people so they perform better.
I am blessed to have great support from my team at PCG Companies but most importantly I have a great wife and boys to keep reminding me what is important. Putting together a list of excellent books on any subject is always a highly subjective exercise.
Training and Development presents a step-by-step approach to developing training programs organized around the Needs-Centered model of training. It has been estimated that 70 percent of employee development takes place through informal learning, rather than through formal learning events. First published in 2002, this book is full of training myth-busting research and ready-to-use tools, delivered in a lighthearted and entertaining style.
Products, technologies, and workplaces change so quickly today that everyone is continually learning. This book was written for the experienced, L&D professionals looking for ways to be more effective. In spite of the proliferation of online learning in higher education, creating online courses can still evoke a good deal of frustration, negativity, and wariness in those who need to create them.
Learning professionals are finding success applying game-based sensibilities to the development of instruction.
Whether you’re an HR or OD professional or work in a training department, learn to apply the principles of follow-through management within your organization in the new edition of this bestselling resource. This book fills a need for trainers, participants, and managers by providing a practical guide on how to get the most from a learning and development program. With a globally-aging workforce, organizations are reexamining adult learning theory and how it is applied to employee development. In this updated landmark book, the authors have gathered the seminal work and most current thinking on adult learning into one volume. First introduced in 1998, this book strikes a balance between research and real company practices and provides readers with a solid background in the fundamentals of training and development such as needs assessment, transfer of training, learning environment design, methods, and evaluation.
The second edition of this popular book is written by a practitioner who is internationally known for offering practical guidance to senior executives, HR directors, consultants, coaches, and trainers who are responsible for organizational learning and leadership development. Knowing how to design effective training instruction is a core competency for every trainer. There are many books that try to help training programs justify their existence and quantify their value to the corporation.
How People Learn examines these findings and their implications for what we teach, how we teach it, and how we assess what our children learn.
Jon Warner is an executive coach and management consultant and in the past has been a CEO in three very different companies. ReadyToManage is your one-stop shop for world class employee and personal development resources.
Training has been one of the top requests noted and expressed by a multitude of employees as a priority they desire from their employers. There are many types of training that can be offered, which could be very beneficial to any organization. Last fall, Robyn Crigger facilitated a planning session with members of my Human Resources team.
We have hired Compass Career for their expertise in human resources primarily career transitions.

Compass Career Management Solutions are outstanding in the care and professionalism with which they attend to their business. Working with your firm did a lot to give our employees comfort during the transition in their careers. We make it easier by providing managers and supervisors with tools and training they need to execute fair, consistent discipline in compliance with federal and state employment laws. This program also helps train your line managers so that appraisals and evaluations are fairly and accurately written and executed.
Depending on the objective, measurement could include anything from a satisfaction survey to reduced turnover to increased profitability.
When something falls outside our scope, we are happy to research and recommend a provider and training that will meet the client’s needs.
I have been going to this conference for the last three years, and I must tell you that it was the best session I have ever attended at the event. Our Human Resources Blog receives contributions from an array of HR professionals who have a passion for human resources and are knowledgeable in their respective specialties. During some years, companies may require a greater number of new employees to be hired due to cyclical changes, growth, or expansion.
Training needs should be continually evaluated and adapted as needed in this rapidly changing world.
Training generally cannot be purchased in advance and stored, as can most products and services that are needed for the business to function. This can help companies to use up the last of the training budget for 2014 and invest in a bright future for 2015.
Learning credits may be purchased in advance and used to procure training software or spots in training courses as needed.
Unfortunately, when training is only looked at as an expense, it can be the first category to go to the chopping block.
Are these positions not worthy of training due to the high turnover or is a high turnover due to the lack of training? For those employers that view training as an expense, a trade-off for production or just plain wasted time, they may not have an effective training program in place. Nonetheless it is often useful to try to sort through the clutter and at least try to assemble some worthy nominations based on a book’s quality or popular appeal (and all the books on this list have regularly topped the best selling and popular lists internationally).
This book suggests that every aspect of developing a training program should be based upon trainee needs. Employee Development on a Shoestring offers insights and lessons for leveraging non-training activities for on-the-job employee development. This new edition has been updated, expanded and enhanced to reflect almost a decade of progress. Essentials of Online Course Design takes a fresh, thoughtfully designed, step-by-step approach to online course development.
This book shows how to design online instruction that leverages the best elements of online games to increase learning, retention, and application. Incorporating new research on learning and learning transfer, along with new case studies, interviews, and tools, this edition shares guidelines, proven in practice by many Fortune 500 companies, on how to design comprehensive learning experiences in leadership and management, sales, quality, performance improvement, and professional certification. The book offers proven tools that help training participants get the most from the programs and includes the tools necessary to the transfer and application of critical new learning.
Adult Learning Basics addresses individual learning competencies, organizational learning climate, and technology-related issues as they affect the adult learning process. Rothwell, a renowned learning expert, simplifies the complicated and often academic subject of adult learning. However, trainers today are feeling increased pressure to prove whether instruction is worth its cost. Of those I have read, I think this one comes closest to having a workable and solid program for capturing the value training creates. I also like the sensible approach the authors take to the cost and time such measurement programs take.
However, it does offer considerable diversity of reading material (from the highly academic to the heavily anecdotal) and therefore offers great insight into the critical subject of Training and Development theory and practice. Jon Warner is a prolific author, management consultant and executive coach with over 25 years experience. The book uses exemplary teaching to illustrate how approaches based on what we now know result in in-depth learning.
Could you suggest couple of books which should be read first for conceptual knowledge of the subject. In order to post comments, please make sure JavaScript and Cookies are enabled, and reload the page.
Their strengths are their quick response, accessibility, high integrity and effective services. They pay attention to the details and needs of their clients and leverage their years of experience in industry as well as in outplacement services to help their clients move forward to their next opportunities. Every one of them expressed appreciation to us for using your services in their termination from our firm. They have been and continue to be an excellent resource for handling specialized human resource functions that we could not complete using our own personnel.
You are a great speaker and engaging, as you have the talent of connecting to your audience. However, not every year is equal and some years may see a significant portion of the training budget go unused.
These employees will all require training in order to become productive members of the company.
However, this may cause training costs to spike when swift and monumental changes occur and may cause lulls in training costs during years that relatively few changes occur. Some companies that sell training programs and software are realizing the benefit in helping companies to easily “roll over” their training budget, however, and are making it easier for companies to extend their 2014 budget into 2015 and beyond.
If no monumental changes are expected to occur in the industry or organization, it may be wise to purchase training for the following year while these sales are in place. These learning credits can be purchased in large or small amounts as desired, which will allow companies to take advantage of bulk discounts without immediately having to book the courses or specify which employees will be attending training.
It is suggested that businesses need to accurately analyze what these training programs are worth. Research has also determined that with training and development the employee believes the employer cares about the employability of the employee. In other words, with ongoing training and development the employee does not feel the employer is leaving them to “sink or swim” on their own or that the employer is not “creating” a reason to fire them. Also if an employer’s turnover is high, they may need to evaluate how they train new employees, evaluate existing employees and what programs are in place to develop employees to be productive members of their organization. The list of Top 20 of the best books on Training and Development below includes only those written in the last 10 years (2002-2012). It includes application and discussion questions at the end of each chapter, offering readers the opportunity to put principles and skills to the test.

It therefore offers specific implementation techniques for developing motivated, engaged employees in today’s “do more with less” business environment and acts as a tool kit for any employee developer including: Step-by-step guidance for initial goal-setting, templates, worksheets, checklists, ways to capitalize on development ideas that are easy to implement immediately and cheaply, and the hidden value of job rotation, stretch assignments, and special teams. This is a book that faithfully practices what it preaches, engaging the reader from page one and immediately involving them in the first of many try-it-yourself exercises in learning. Whether it’s giving a presentation, writing documentation, or creating a website or blog, we need and want to share our knowledge with other people. He wrote the first major accounts of informal adult education and the history of adult education in the United States, authoring more than 200 articles and 18 books. This book gives you simple ideas and concepts to illustrate these needs and illuminate learning and development efforts for you, your clients, your teams and your company leadership.
At its core is a set of standards that are based on best practices in the field of online learning and teaching. It explains how to match different game strategies to types of learning content for the right learning outcome and discusses how gamification techniques can be used in a variety of settings to improve learning, retention and application of knowledge. The book explains how to create an environment that supports the participant’s successful transition from program learning to producing valuable results. He defines the seven kinds of adult intelligence and provides the necessary background for successfully addressing the different learning styles for maximum benefit. Part I focuses on the context for training and development and includes a chapter devoted to strategic training. This title also shows you how to put together quality, performance-based training that will be delivered in a classroom setting. So, there are programs of short duration and of limited value that require one kind of measurement (maybe just smile sheets) where other, expensive, long, and strategic programs really are intended to produce long term value. An internationally known speaker, he has written several books on organizational training and measurement. This new knowledge calls into question concepts and practices firmly entrenched in our current education system. They keep their clients (past and present) informed on important and current issues as well as new services through e-newsletters, small group meetings and personal visits. He is an effective listener and has a great sense of humor to restore a sense of pride in myself. We genuinely appreciate all you do for our students as well as your efforts to assist with the faculty.
I've used them both professionally as a supplier and personally as my outplacement counselors. They bring a high level of trust, integrity and experience to all activities in which they engage their clients. As I was walking out, I could hear almost everyone in the room speaking about your presentation and they had the same sentiments. When the amount that is allotted for training goes unused, it can be counterproductive and harmful for future years in which more training is needed. However, expecting training programs that are purchased to stay relevant throughout the coming year may be unrealistic for organizations that have a huge basis in technology or other rapidly changing industries. Companies may find this to be an extremely helpful and efficient way to plan for future success.
While most organizations compile data and trends on advertising campaigns, sales department activities, and other activities that they can directly tie to increased revenue, it can be difficult to determine a Return on Investment (ROI) on employee training and development.
Sometimes you may have a talented and capable individual but they are just in the wrong position. Employers that are successful in reducing employee turnover embrace training and employee development as a necessary tool to further their organizational goals. The list also includes several excellent books that are in their 3rd, 4th and even 5th printing in this time frame. But if you’ve ever fallen asleep over a boring textbook, or fast-forwarded through a tedious e-learning exercise, you know that creating a great learning experience is harder than it seems.
Pedagogical, organizational and visual design principles are presented and modeled throughout the book and users will quickly learn from the guide’s hands-on approach.
Supported by peer-reviewed studies and examples from corporations who have adopted game-based learning successfully, the book illustrates how combining instructional design thinking with game concepts can create engaged and interactive learning experiences across a variety of media, from online to face-to-face. The tools and suggestions are a formula for success that will add value to virtually any learning and development initiative. Chapters in Part II focus on needs assessment, learning theories and program design, transfer of training, and training evaluation.
This book takes on this age-old challenge, first examining why learned concepts don’t make it into practice, then offering solutions that will work in the real world. You need to measure its effectiveness so you can document the value your training program added to the company. The authors have a five level process for information.
In this book, Brinkerhoff and his co-writer Anne Apking suggest that every organization should seek to provide its employees with learning and development opportunities that are both targeted to their individual needs and which produce measurable and worthwhile business results. As an area Chair, he exhumes true qualities of quite leadership and the productivity of high performing teams. Continued training and development, including evaluations, can determine strengths and weaknesses and what persons fit best with various positions.
The top 20 list therefore contains several veteran authors who have written many books on Training and development or adult learning. In this book the authors describe how we can all use the key principles behind learning, memory, and attention to create materials that enable an audience to both gain and retain the knowledge and skills being shared. The course design process begins with the elements of a classroom syllabus which, after a series of guided steps, easily evolve into an online course outline. Part III focuses on training and development methods and includes chapters devoted to traditional training methods, e-learning and the use of technology in training, employee development, and special issues in employee development, such as managing diversity, succession planning, and cross-cultural preparation.
Coauthor James Kirkpatrick, a training practitioner, introduces five prerequisites that help an organization achieve ultimate training success.
In High Impact Learning, authors outline a comprehensive, proven, and practical approach for bridging the gap between employee and organizational goals and launching training initiatives of visible and lasting impact.
A third section includes selected readings from previous editions to illustrate the theory’s evolution, as well as important articles from other key experts around the world for a comprehensive view.
Chapters in Part IV cover career issues and how companies manage careers, as well as challenges in career management, such as dealing with work-life conflict, retirement, and socialization. He includes practical examples (such as Toyota and Nextel) from his own work, plus 12 best-practice case studies. Level 5 is calculating the return on investment by using the information collected in levels 1-4 plus their monetary values and the collection of cost data.

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