This webinar has been approved for 1 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.
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Training Doyens is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1 PDC for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
OVERVIEW
Employers do investigations every day. These fact findings generally entail conversations with employees so as to gather observations and determine facts.
Witness interviews are often especially challenging because many employees for a variety of reasons are reluctant to be involved and can be less than forthcoming. Friends of employees and those accused of an offense are often downright angry and vengeful. Investigations by their very nature tend to leave at the least some employee relations damage amongst employees.
Some investigators, unable to gather information, turn to body language to make determinations of credibility. Not only can that approach be fraught with indefensible and challengeable findings, TV shows while entertaining, are not good training for interpreting body language.
WHY SHOULD YOU ATTEND
This webinar will help investigators move through what often seems an investigatory maze. This webinar will cover employee investigations best practices and ways to assess credibility of witnesses combined with the facts as presented.
It's also critical that an employer learn how to take steps to avoid retaliatory behavior towards individuals involved in investigations or making complaints. Additionally, there are steps an employer can take to minimize the inevitable gossip and side taking that disrupts business.
AREAS COVERED
- How to prepare and what to do before an interview.
- Organizing your interview so you can ask good questions.
- Strategies for the reluctant witness.
- The angry "hothead". Dangerous or something else?
- What about tape-recording: Is it a good idea?
- Body language: Can you tell if a witness is giving false or skewed testimony? Developing behavioral baselines.
- Considering cultural diversity.
- The note taker and their role.
- Taking notes and pacing the interview.
- Starting and ending your interview.
- Educating all parties about retaliation
- What about witnesses that are not your employee? Tips for customer complaints and joint employment interviews.
- When are employees entitled to representation during an investigation?
LEARNING OBJECTIVES
In theory, investigatory interviewing sounds easy but in reality, it's often not.
The assigned investigator in many workplaces is often an already overburdened employee to whom another time-consuming project is now assigned, often to their dismay. This investigator may have had little to no training in how to perform workplace investigations. Or they may have had training in the process of investigatory mechanics but never actually performed an investigation. One common challenge is struggling to gather information during witness interviews.In HR investigation process, it's crucial that interviews are structured to capture and gather all available accurate information, notwithstanding employee emotions that are often running high.
WHO WILL BENEFIT
- Employee Relations
- Human Resources- Generalists, Business Partners, Managers, Directors, VPs
- Safety
- Branch Managers
- Small business owners
- Plant Managers
SPEAKER
Years of Experience: 20+ years
Areas of Expertise: Human Resource Development, Performance Management, and Conflict Management
Teri Morning, MBA, MS, SHRM-SCP, is President of Hindsight Human Resources, LLC. and specializes in solving company “people problems.”
Teri also sources software solutions for compensation and performance management.
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, Teri is certified in Project Management and IT Management, qualified as a Myers-Briggs practitioner and holds the SHRM certification of a Senior Certified Professional.
View all trainings by this speaker
OVERVIEW
Employers do investigations every day. These fact findings generally entail conversations with employees so as to gather observations and determine facts.
Witness interviews are often especially challenging because many employees for a variety of reasons are reluctant to be involved and can be less than forthcoming. Friends of employees and those accused of an offense are often downright angry and vengeful. Investigations by their very nature tend to leave at the least some employee relations damage amongst employees.
Some investigators, unable to gather information, turn to body language to make determinations of credibility. Not only can that approach be fraught with indefensible and challengeable findings, TV shows while entertaining, are not good training for interpreting body language.
WHY SHOULD YOU ATTEND
This webinar will help investigators move through what often seems an investigatory maze. This webinar will cover employee investigations best practices and ways to assess credibility of witnesses combined with the facts as presented.
It's also critical that an employer learn how to take steps to avoid retaliatory behavior towards individuals involved in investigations or making complaints. Additionally, there are steps an employer can take to minimize the inevitable gossip and side taking that disrupts business.
AREAS COVERED
- How to prepare and what to do before an interview.
- Organizing your interview so you can ask good questions.
- Strategies for the reluctant witness.
- The angry "hothead". Dangerous or something else?
- What about tape-recording: Is it a good idea?
- Body language: Can you tell if a witness is giving false or skewed testimony? Developing behavioral baselines.
- Considering cultural diversity.
- The note taker and their role.
- Taking notes and pacing the interview.
- Starting and ending your interview.
- Educating all parties about retaliation
- What about witnesses that are not your employee? Tips for customer complaints and joint employment interviews.
- When are employees entitled to representation during an investigation?
LEARNING OBJECTIVES
In theory, investigatory interviewing sounds easy but in reality, it's often not.
The assigned investigator in many workplaces is often an already overburdened employee to whom another time-consuming project is now assigned, often to their dismay. This investigator may have had little to no training in how to perform workplace investigations. Or they may have had training in the process of investigatory mechanics but never actually performed an investigation. One common challenge is struggling to gather information during witness interviews.In HR investigation process, it's crucial that interviews are structured to capture and gather all available accurate information, notwithstanding employee emotions that are often running high.
WHO WILL BENEFIT
- Employee Relations
- Human Resources- Generalists, Business Partners, Managers, Directors, VPs
- Safety
- Branch Managers
- Small business owners
- Plant Managers
SPEAKER
Years of Experience: 20+ years
Areas of Expertise: Human Resource Development, Performance Management, and Conflict Management
Teri Morning, MBA, MS, SHRM-SCP, is President of Hindsight Human Resources, LLC. and specializes in solving company “people problems.”
Teri also sources software solutions for compensation and performance management.
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, Teri is certified in Project Management and IT Management, qualified as a Myers-Briggs practitioner and holds the SHRM certification of a Senior Certified Professional.
View all trainings by this speaker
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