University Business Processes

pre-requisite: Introduction to University Business Processes HRD700***

Manager's HR Toolkit

What Every Northwestern University Manager Needs to Know

HRD755 - How Compensation Works: An Overview for Managers

This workshop provides an understanding of Northwestern University 's compensation philosophy and how the Office of Human Resources Compensation Division partners with Schools and departments to manage and administer a fair, equitable and competitive pay program for staff employees.

This workshop is for supervisors and managers with direct reports, and people who are responsible for the administration of HR policies in their units.

Key Points

• Structuring a job description
• How jobs are evaluated and the use of salary surveys
• How performance relates to merit increases
• Salary ranges: how they're developed and how to use them for salary administration
• When to ask for additional pay

Next available in the Summer 2012 offerings
**$50 no-show/cancellation fee. Chart string required to register.**
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HRD821 -Navigating Difficult Employee-Relations Issues

An employee who is having performance issues shares with you that he has trouble concentrating because he has Attention Deficit Disorder (ADD).  How do you respond?  

• Become his confidant?
• Refer him to Perspectives (NU’s Employee Assistance Program)?
• Share with your HR Consultant and/or your manager (in confidence) that he has ADD?
• Tell him he needs to figure it out and improve his performance?
• None of the above

The answer is E) none of the above.  ADD is an issue that is protected under the law as a disability.  Once we are aware of some employee issues, we are legally placed on notice and must respond appropriately.  Does that mean employee performance can’t be managed in these situations? Come learn how to respond to difficult employee issues like these and take the guess work out of knowing the right thing to do, when the right thing isn’t so obvious.  You’ll leave this session with the skills and tools needed to face difficult situations without fear or reservation and respond appropriately every time.

This workshop is for supervisors and managers with direct reports, and people who are responsible for the administration of HR policies in their units.

Key Points

• Which employee issues are protected under the law and what response is required
• The legal ramifications of what you do (and don’t do) as a manager
• How to ensure equal and fair treatment of employees
• How to effectively manage the disciplinary process under all circumstances
• How to advise and when to refer Family Medical Leave Act (FMLA) issues to HR
• When and how to apply Intermittent FMLA
• When to handle difficult situations and conversations yourself and when to get help from (and refer employees to):
• Perspectives
• Your HR Consultant
• Office of Equal Opportunity and Access
• Office of Work/Life Resources
• Office of Sexual Harassment Prevention

Next available in the Summer 2012 offerings
**$50 no-show/cancellation fee. Chart string required to register.**
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HRD690 - ADA Accommodations: Step by Step Guidance for Supervisors and Managers

This interactive workshop instructs supervisors and managers on the basic requirements of the Americans with Disabilities Act of 1990 and its impact on the workplace.

This workshop is for supervisors and managers with direct reports, and people who are responsible for the administration of HR policies in their units.

Key Points

• Understand the definition of a disability
• Identify employees who are protected
• Learn about employer requirements, University policy and procedures
• Determine appropriate responses to performance deficiences that may be linked to a disability
• Determine appropriate responses to requests for accommodations

**$50 no-show/cancellation fee. Chart string required to register.**
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HRD820 - Work/Life Strategies for Enhancing Workplace Performance

In order to attract and retain the best employees, NU offers a variety of policies and programs that help staff members integrate the competing demands of work and personal life.  Whether or not your employees are able to use these programs depends largely on your knowledge, awareness and willingness to support them.  Work/life strategies aren’t a nice-to-have perk; they play a pivotal role in the engagement, motivation and performance of your staff. Come learn how to inspire high performance by implementing strategies at the department/team level that enhance work/life integration.

This workshop is for supervisors and managers with direct reports, and people who are responsible for the administration of HR policies in their units.

Key Points

• Why a strong work/life culture matters and why work/life strategies are important to you as a manager
• What work/life resources are available to you and your staff – probably many more than you think!
• Implementing flexible work options: If you offer flex time for one person, do you have to offer it to everybody?  (The answer might surprise you.)
• Responding to and maintaining a professional relationship when an employee shares a delicate personal concern
• Customizing approaches that work for you and your employees
• Proactively addressing challenging situations that have work/life components before they impact performance
• Building a culture that supports work/life integration

Next available in the Summer 2012 offerings.
**$50 no-show/cancellation fee. Chart string required to register.**
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