Employee Write Ups: Do's and Don'ts for Documenting Employee Performance

01:00 PM ET | 10:00 AM PT | 12:00 PM CT Duration 60 Minutes

This activity has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org

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Best practices in documentation and worst practices

Description

n HR and as managers we are always advised to document, document, and document. But deciding what should be documented, how situations should be stated, what words to use, what to include or not and how not to can be tricky if someone has never been trained. Who sees the documentation and how it is used becomes trickiest of all. For many company documentation has been used to their detriment, whether deservedly or not.

This webinar will cover best practices in documentation and worst practices. How to help your managers understand the importance of documentation is enough so that it will become a priority for them. We'll cover how to and how not to write, store, present and use documentation.

Why Should you Attend

From a business perspective, training management employees how to write documentation and how to use the tools of employee development is undoubtedly the easiest and cheapest thing an employer can do to stave off unwarranted employment claims and to avoid losing valuable employees.

From an HR perspective, training managers of the basics of HR compliance can help to defend against a whole host of unwarranted employment claims, including those that often begin from miscommunication, misinformation, and mismanagement.

Even routine situations handled badly have the opportunity to blow up into suspicious explanations, hurt feelings, lowered productivity and worst of all, loss of talented employees.

Badly worded documentation and suspiciously timed administration is at a minimum problematic and at worst, hard to justify in employment claims. Inconsistent documentation, which may be just bad management practices, can cause employment claims from suspicious employees. Considering that writing ill-suited documentation and administering inconsistent discipline is generally carried out by managers who practice a host of other bad management habits; taken together the factors create a situation akin to a compliance powder keg waiting to explode.

Areas Covered

•    Managing from Day One - Using the 4 tools of a manager; coaching, performance reviews, performance                    improvement plans and discipline
•    The 12 elements of quality documentation
•    The 12 elements of problematic documentation
•    Avoiding questionable timing
•    Words and phrases to avoid. What to do instead
•    Having the hard conversations and what to do when those conversations don't go as planned
•    What to do if someone is struggling doing their job for whatever the reason - having a process
•    What to do when an employee complains they are being managed or disciplined unfairly

Who will Benefit

•    Managers
•    Branch Managers
•    Store Managers
•    HR Generalists
•    HR Managers
•    Plant Managers
•    Management
•    Business Owners

Industries who can attend

This 60-minute online course is intended for professionals in the All industries and companies


Speaker Profile

Teri Morning

Teri is the founder and President of Hindsight Human Resources.
Teri Morning, MBA, MS, specializes in solving company "people problems." She provides HR department expertise to small and mid sized companies.

Teri also sources HR software solutions for incident tracking, employee relations, safety (Incident Tracker), compensation (Compease) and performance management (Performance Pro).
Twenty+ years human resource and training experience in a variety of fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit companies.


Teri has enjoyed consulting with employers on their problems and trained managers and employees for over 20 years, meeting and working with employees from all types of businesses.
In addition to a MBA, Teri has a Master's degree in Human Resource Development with a specialization in Conflict Management.

Teri was certified by the State of Indiana in mediation skills, and Teri is currently certified in Project Management and IT Management and qualified as a Myers-Briggs practitioner. Teri has held the PHR, SPHR, SPHR-CA and SHRM-SCP certifications

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