Effective Leadership Communications for HR Professionals
As an HR Manager, you will be asked to present to a senior leadership team many times in your career if you haven’t already. Defining a problem and identifying the appropriate call to action is difficult. The overall objective of this course is to help you develop a clear, concise communication when handling three different HR related scenarios including:
During this course, I’ll demonstrate how to set up a professional presentation, review the best method for telling your story and ways to prepare for your meeting. We’ll develop a succinct, straightforward set of communications to address common HR scenarios. The lessons will prepare you for that moment in front of your senior leaders; a moment to build credibility, improve your brand and bring visibility to an important HR issue.
HR Jetpack is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 2.50 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
This activity, has been approved for 2.50 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
The use of the HRCI seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval.
Module: High Employee Turnover Rate
Moving on to answering the next question, why is the problem occurring. You may have several sources of data. So let's get rid of all these questions here. You can expand our text box. We might need a little bit more room so let's make it the same size as our headings. And let's go up here first to our subtitle and get rid of Tell the story and we’re going to fill this in with, Potential drivers.
First, you want to know that employee engagement overall survey scores dropped from 70% to 60%. And you want to note, that it happened in two primary categories, in Management communication and Employee development scores were impacted the most. Now comments in the survey point out the reduction in funding for training which is always been a benefit at your organization. So we’re going to type in, Reduction in training budget. Exit interview data indicates unhappiness with the strategic direction of the company. Notice I don't type out the whole sentence here so the less words, the better. So we're just going to type, Concerns with strategic direction. Also, exit interview data indicates a lack of communication about company and department goals. So let's type, Lack of communication about the goals and finally, you want to note, that the economy has gotten better and more opportunity is available for your workforce. So let's put that in there as well, Improvement in the economy. And now in your Notes section, we’ll raise us up just a little bit more, and we can type in some more detail.
Now these here could be some of the main drivers. You may have pages and pages of survey comments and exit interview data. Now if anyone questions you, you can always refer back to your evidence. Tell them to come by your office at your work area later that week, if they'd like to take a look at it and if there's time you can open it up for discussion. It's always helpful to get your team's input on why the attrition rate is so high and has continued to climb over the past four years.
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Christina A. Danforth, SHRM-SCP & SPHR, launched HR Jetpack in 2016 to support the development and professional growth of her fellow HR colleagues. She started her HR career in 2002. After obtaining her Master’s in Business Administration degree, Christina joined United Technologies Corporation. She moved across the United States...