Category Archives: Human Resources

Important Information for Managers Regarding Hiring Student Workers and Temporary Employees

As a manager, it is important to understand new and current processes in place so that you may communicate with you team and ensure you and  they are appropriately utilizing the resources available to them.

beautiful business woman and her team in an officeTwo recent posts by  HR provide updates on the hiring process for temporary employees and student workers as well as the use of the new ePAF process for these employee types.

Please review these posts and then ensure your team understands the new processes and is utilizing the appropriate forms.

Questions about the hiring packets may be directed to the HR Talent Management Team at RecruitU@smu.edu.

Questions about the new ePAF should be directed to Payroll at payroll@smu.edu.

Professional Development as a Tool to Connect With and Retain Your Employees

Professional development, when properly utilized, helps organizations attract and retain top talent, increase employee engagement and satisfaction, and boost innovation within the team.  When a manager supports and encourages professional development, employees are more likely to translate their knowledge into team success.

What can you do to ensure your employees are growing in the ways that support your team’s goals?

1. Make professional development part of your regular conversations

manageManagers should include professional development as part of their regular goal setting conversations to ensure any gaps in hard (the “what” they do) or soft skills (“how” they do it) are identified and managed before they become an issue.   Asking the employee to look for ways to close the gap (through workshops, readings, job shadowing, cross functional teams, etc..) encourages employee ownership of the learning.  Additionally assessing a team’s needs and having the team identify ways to fill the gap encourages employees supporting each other toward success.

2. Create opportunities for your employees to share and learn from others

team5People enjoy learning from others. Finding ways to allow those with expertise share their knowledge or skill with others fosters collaborative environments and strong connections. This can be as simple as bringing the team together to hear what a team member learned in a workshop or conference session or to discuss a book they just read.

3. Share your own experiences about your professional growth

team4Help your team understand how you got to your current role and where you hope to be in the future. Your team will learn that you value growth and development and, if you are candid, will be more likely to discuss their own concerns and take advantage of opportunities to get better.

Regular conversations about personal goals and professional development shows your employees that you care, that you support them, and that you encourage their personal success.

Professional Development resources available at SMU:

HR Professional Development Workshops: open to all employees, free of charge

HR Manager Lunch and Learn Series:  pop up sessions on topics that matter in the moment

SMU Manager Orientation Program:  open to all newly hired, current, and aspiring managers; also free of charge

Total Orientation Process for New Employees:  supporting new employees during their probationary period of employment

Tuition Benefits Program: available for regular benefits-eligible employees, their spouse, and dependents

IT Training:  open to all employees, free of charge

Lynda.com:  online learning offered via SMU OIT and available for all employees

SMU Continuing and Professional Education (CAPE):  offering an SMU employee discount.  Call or email for specifics.

SMU Cox Executive Education Professional Development: Friends and Family Discount of 50% off all Programs for Individuals, including  the Summer Business Institute.

Kelly @ SMU – Hiring Manager Information Sessions for Temporary Staff Positions

 

Kelly@SMU

Woman at computerSMU previously announced the selection of Kelly Services as our preferred provider for temporary staffing services and solutions.

 

Since 1946, the world’s most respected institutions have turned to Kelly for strategic and innovative staffing solutions. Their portfolio enables them to meet staffing needs across all departments, from office to IT, service to healthcare, and many more!

In this strategic supplier capacity, Kelly will serve as our “one call” solution for the SMU’s temporary staffing needs.

Successful Transition 

Kelly@SMUhas been working since May to transition the current in-house temporary employee pool and is available to assist in filling new temporary positions, as needed, going forward.

Hiring Manager Informational Session

You may have attended a session earlier this summer and if so, you do not need to repeat the session unless you would like to refresh on the process.

If not, Kelly@SMU would like to invite you and other SMU staff on your team involved with hiring temporary employees to a Hiring Manager Informational Session.

These sessions provide an overview of the new relationship and the processes for placing requests for temporary staff, and answer any questions and/or concerns you may have. It is extremely important that you make every effort to attend one of these meetings.

Sessions are scheduled on the following dates and times:

Wednesday August 31 4:00-5:00 pm HTSC Portico BCD
(3rd level)
Wednesday Sept 7 3:00–4:00 pm HTSC Forum
(1st level)

No RSVP is requested.

Questions may be directed to Leigh Wilson, SMU’s on-site Kelly representative located in the HR Office at leighw@smu.edu  or 8-3166 or you may contact HR’s Talent Management Team at RecruitU@smu.edu.

Manager Workshop Supporting the SMU Performance Review Process

Performance Management:
Goal Setting Check-in Session

manage
Are you hosting impactful meetings with your direct reports to create development goals that will take your team to the next level?

Are you supporting their development with meaningful feedback that either encourages or course corrects required core competencies?

 

Join us for a review of goal-setting best practices and ways to share  feedback that guides your employees in the direction you need them to go to ensure everyone is on the path to meaningful performance review sessions in 2017! 

July 27, 2016 8:30 – 9:30 am HR Training Room, Expressway Tower, Room 208
August 1, 2016 1:00 – 2:00 pm Perkins Admin Bldg (PAB),
Room 311

 Facilitator:  Mary Stall, Organizational Effectiveness

Enroll Now via my.SMU>Self Service>Learning and Development>Request Training Enrollment.  Search by course name, Perf Mgmt Goal Setting, or by course code HRPMGS        

                                         

Manager Orientation – Don’t Miss These Opportunities to Complete the Program

SMU offers the New Manager Orientation Program for:

  • Newly hired staff members who supervise others
  • Current staff or faculty promoted to a managerial position
  • Current staff and faculty managers who wish to participate
  • Staff and faculty members aspiring to future management positions

managersNewly hired staff members who supervise others or current staff members promoted to a managerial position are required to complete the program. Staff or faculty members who aspire to management and wish to take courses may enroll as well.

Required Workshops:

Legal and Risk Management for Managers March 31 10:00am-12:00pm

SMU is committed to a strong and active risk management program which includes appropriately managing contracts entered into on behalf of the University. Knowing the resources and programs available to manage risk at SMU, as well as the appropriate procedures to follow when risk is encountered, will support the University’s goal of creating a safe and healthy environment for all employees.

Workplace Diversity Issues for Managers April 123:00pm-5:00pm

A solid working knowledge of SMU’s policies and procedures will help promote a healthy workplace, free of discrimination, that will not subject the University and its managers to liability. In addition, you will learn how to provide effective defenses to meritless claims.

Introduction to HR:  the next regularly scheduled session will be in the Fall of 2016.

Elective Workshops:

Managing and Coaching for High Performance March 22 1:00pm-5:00pm

Learn how to encourage employees to strive for excellence and take more pride and ownership in their work. Discover the five steps to creating an environment for success and then encourage the talents of your staff to grow.

Speed of Trust March 29 1:00pm-5:00pm

Learn about the 13 behaviors common in high-trust organizations and how these behaviors can increase both productivity and employee engagement on your team.

5 Choices April 6 9:00am-5:00pm

In today’s world, there is a greater abundance of opportunity for both organizations and individuals to accomplish extraordinary goals. However, all too often, the demands of our jobs, coupled with the barrage of information coming at us from so many sources (e.g. texts, emails, reports, tweets, blogs, web-sites, etc.) is overwhelming, exhausting and distracting. If we react to these stimuli we may fail to accomplish the things that matter most in our professional and personal lives.  The 5 Choices to Extraordinary Productivity provides you with tools that help you re-assign significant amount of time and energy on your most important goals – both inside and outside of work.

Employee Relations Essentials April 7 9:00am-11:00am

Pre-Requisite:  Managing and Coaching for High Performance

Attendance in this workshop will acquaint managers with the tools and resources available to them to manage employee performance, as well the policy and procedures that support a manager in holding an employee accountable for job performance.

Read about additional Professional Development Workshops (link to PDW blog post)

Questions?  Email us at DevelopU@smu.edu

SMU Resources for Developing Your Employees

Guest post by Laurene Klassen, Manager, IT Training and Communications

gallupWe hear often about the research that the Gallup organization conducts on employee engagement and if you’ve attended training offered by the Department of Human Resources, you’ve most likely heard about the “Q12”, or the 12 questions developed by Gallup that can help determine the level of an employee engagement.   However, did you know that the number one reason employees leave their job is the lack of a relationship with their supervisor?  One of the 12 questions is “Is there someone at work who encourages my development?”.

growAs managers it’s our responsibility to develop our employees. Taking an active role in developing an employee’s skillset can not only demonstrate confidence in building a  team but it can greatly impact the people you’re working with by showing genuine concern for their development.

What resources are available to assist employees who may fall short of the skillset that they need or are looking to go to the next level?

Begin with a goal setting conversation

As we enter the annual performance review season HR has made many resources available to managers, including the Target and Gaps grid tools. These are great resources to engage your employee and evaluate current circumstances. Once you’ve identified additional skills for development it’s time to arm your employees with the resources they need to be successful in their roles and to develop themselves.

Provide readily available resources

How frustrating would it be to learn that you had to show up at a specific place but not be told how to navigate there? When you’re looking to coach your employee in their development provide clear direction and communication not only of what you need from them but resources on how to get there.   HR regularly offers a variety of  Professional Development Workshops and Customized Learning Experiences for your team and/or employees.  Did you know that OIT offers many resources as well?

training
Technical Training sessions
 are regularly offered by OIT. These are often essential tools for getting your employee up and running with the latest technology; especially new employees.

SMU has also purchased a campus license for lynda.com. Managers can assign self-paced training for their team members on a wide variety of topics.

This can be customized to assign specific topics or entire courses. With over 3,700 courses at your fingertips don’t miss out on this opportunity to utilize this valuable resource for your team. Below are a few examples of training, visit smu.eduedu/lynda to log in.

Avoid Scrap Learning

Scrap learning is learning that is delivered but not applied back on the job.  So how do we avoid it?  Though a manager may provide time for training, getting the employee to take the leap in changing behaviors or applying a new skillset to the job may be challenging. Studies have shown that when managers follow up with their employees on learning received and assist them with practical application, the chance for scrap learning is greatly reduced.

Want to learn more about OIT Training resources – both training opportunities and lynda.com tutorial based learning?

Email ittraining@smu.edu.

Interested in HR Training resources? Email DevelopU@smu.edu.

Last Scheduled Session on the New Performance Review Process at SMU

Join us for the last scheduled session for an overview of NEW CAMPUS-WIDE FORMS, strategies for hosting an effective performance review and creating employee goals that motivate and engage.

perfrevHR has developed an interim Annual Review Process complete with new forms that will help managers and their team members review performance from this past year and plan for the upcoming year. This interim process will help prepare you and your team to use the new online performance management system, which is currently scheduled to launch within my.SMU in early 2017.

We’ll review the new  forms and talk about best practices for hosting performance review meetings, as well as provide an overview of the upcoming performance management process.

Thursday, March 17 from 3:00 – 4:30 pm in Huitt Zollar Pav, Embrey Bld, Room 115.

Enroll in this session via my.SMU>Self Service>Learning and Development>Request Training Enrollment.  Search by Course Name of “Performance Review Workshop”.

Visit the updated HR webpage for Performance Reviews and click on the Annual Review tab.

If you are unable to attend this last session, please email us at DevelopU@smu.edu so that we may find an alternative way to share this information with you.

Manager Orientation Training – What’s In It for You!

Know the Resources Available to You

Businessman taking file from co-worker
SMU knows that managers play a key role in living out the mission and achieving the goals of the University. The primary objective of this orientation program is to support a new manager’s successful transition to a supervisory role within the University.  It’s important to note, however, that the training is not just for new managers!

Manager Orientation is designed to provide anyone who supervises staff with essential skills and key information needed to successfully manage both employee performance and organizational initiatives. All managers can benefit from understanding University policies and procedures, knowing the right people to contact for assistance, and learning critical skills that support successful working relationships.

The Program consists of 3 required and 3 elective workshops.

Who Should Attend?

  • Newly hired and newly promoted managers are required to complete the program within their first year of hire or status change.
  • All managers can benefit from a refresher on these topics — especially the three required workshops covering SMU policy, practices and work culture.
  • Employees aspiring to a manager role in the future —  help them get a jump start on the program by encouraging them to start the training before the promotion.  Having the information ahead of time helps the employee know what to expect in the future and may help them develop the needed skills more quickly.

Upcoming workshops include (* indicates a required workshop to complete the program):

Project Management Essentials for the
Unofficial Project Manager
Jan 26 8:30 am-5:00 pm
*Legal and Risk Management for Managers Feb 2 3-5:00 pm
Coaching – Power of Questions Feb 16 1-5:00 pm
*Workplace Diversity Issues for Managers Feb 18 10:00 am-noon
Presentation Advantage March 1 8:30 am-5:00 pm
*Introduction to Human Resources  March 2 2 – 4:00 pm
Managing and Coaching for  High Performance March 22 1-5:00 pm
Speed of Trust March 29 1-5:00 pm
*Legal and Risk Management for Managers March 31 10:00 am-noon
5 Choices April 6 9:00 am-5:00 pm
Employee Relations Essentials April 7 9:-11:00 am
*Workplace Diversity Issues for Managers April 12 3-5:00 pm

Enroll via my.SMUat  https://my.smu.edu and navigate to Self Service>Learning and Development> Request Training Enrollment.  Follow the on-screen directions to select and submit an enrollment request.

Resources:

Questions?  Email us at DevelopU@smu.edu.

The SMU Managers Blog provides timely and relevant information to support managers in their roles.
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The 5 Languages of Appreciation at Work

Did You Know?

  • 79% of employees who quit their jobs cite a lack of appreciation as a key reason for their leaving!
  • 87% of job seekers report the #1 characteristic they desire in a workplace is to feel valued!
  • 65% or North Americans report that they received no recognition or no appreciation at their workplace in the past year!

Lack of Appreciation Results in Stress in the Workplace

The impact of authentic appreciation when staff feel valued is measurable and includes the following:

  • improved relationships between manager, employee, and co-workers
  • increased job satisfaction
  • reduction in tardiness and absenteeism
  • decreased staff turnover
  • diminished internal tension and conflict
  • increased productivity
  • improved customer satisfaction
  • a more positive workplace
  • managers like their jobs more!

Want to Build a Stronger Team Through Appreciation?

Thumbs up

The program consists of 4 modules of training with an Motivating By Appreciation assessment so team members can learn their primary, secondary, and least valued language of appreciation.

 

 

The training covers:

  • the importance of appreciation
  • the 5 languages and what they mean
  • how to put the languages to                                                                               work in your organization
  • making it stick

Join us at the Staff Association sponsored Lunch and Learn Series in the month of February or contact Mary Stall directly to learn more about offering the training with your intact team.

Questions?  Email us at DevelopU@smu.edu.

The SMU Managers Blog provides timely and relevant information to support managers in their roles.
Sign up for the RSS feed and immediately receive posts in your Outlook inbox.

Crucial Conversations: This Award Winning Training is Now Available at SMU

Most of us could offer a guess as to what a “crucial conversation”  might look like.  We can also likely recall some of these conversations  we initiated or have stumbled into – often with less than stellar results!

ccCrucial Conversations is the title of a book co-authored by Kerry Patterson, Joseph Grenny, Ron McMillan & Al Switzler.  They define a crucial conversation as one where stakes are high, emotions run strong, and opinions vary. Their signature statement is “if you feel stuck — in a relationship, in your career, at home — chances are a crucial conversation is keeping you there”.

Training Course:  Tools for Talking When Stakes are High:  quote

Crucial Conversations is also offered as a training course, developed by Vital Smarts, which teaches skills for creating alignment and agreement by fostering open dialogue around high-stakes, emotional, or risky topics throughout all levels of an organization. Skillsets covered include learning how to speak and be heard (and encouraging others to do the same), in order to begin to surface the best ideas, make the highest-quality decisions, and then act on decisions with unity and commitment.

What Makes This Training Program Successful?

There are three concepts that make the training engaging and allow for participants to build the skill to handle these conversations well.

1.  Hands-on skill-building: participants lecc4arn a new skill, apply the skill via practice, and receive helpful feedback in order to get better.
2.  Videos  which show the correct, near miss and disastrous results for situations in order to learn from the success and failure of others.
3.  Follow up tools to support the transfer of skill from the classroom to the office.

HR is Certified to Offer Crucial Conversations Training!

HR can partner with your team or organization to deliver this one day training course.  There is a cost associated with the training and we are happy to visit with you about this and investigate the most effective way meet your needs.

What Changes Can You Expect After Your Team Has Completed the Training?

With crucial conversations skills, you’ll be able to:

  • cc2prepare for high-stakes situations
  • transform anger and hurt feelings into powerful dialogue
  • make it safe to talk about almost anything
  • be persuasive, not abrasive
  • improve nearly every professional and personal relationship
  • yield professional improvements in areas like productivity, quality, safety, diversity, and change management.

Interested? Email us at DevelopU@smu.edu.

Learn about additional resources available to you on our Managing Through Change webpage.

rssThe SMU Managers Blog provides timely and relevant information to support managers in their roles.
Sign up for the RSS feed and immediately receive posts in your Outlook inbox.