WORKSHOP OVERVIEW:
Modern organizations are composed of educated, diverse, skilled workers. They expect a say in how their jobs are done and how their organizations are run. This requires a new view of work, a view that involves teamwork as never before. This course will take participants toward team building.
WHO SHOULD ATTEND:
Managers, supervisors, and key staff who are responsible for developing and monitoring mission-based performance measures for a government organization.
OBJECTIVES:
Participants will:
- Compare and contrast groups, aggregates, and teams.
- Describe the four phases of team development.
- Given a case or situation, write out the problems with team building a supervisor can expect with recommendations for overcoming those problems.
OUTLINE:
A. How Do You Know When You Are a Team? Groups, Aggregates, and Team-What they are; What they are not.
B. The Four Phases of Team Development: Forming, Storming, Norming, and Performing
C. The Four Steps Toward Team Building: Goals, Roles, Rules and Tools
D. Application Cases and Simulations
LEF COMPETENCIES:
Team Building, Cultural Awareness, Conflict Management
HRD046
TOOLS AND PROCESSES FOR PROBLEM SOLVING AND CONTINUOUS IMPROVEMENT - 1.2 CEU’S
WORKSHOP OVERVIEW:
Managing and continuously improving the quality of services provided to the taxpayers/citizens/customers of the state of Oklahoma requires a systematic approach involving employees at every level. Managers and supervisors learn and practice techniques that foster participative management and employee involvement in a culture of shared responsibility for problem solving and continuous improvement.
WHO SHOULD ATTEND:
Managers, supervisors, senior level personnel and employees who are involved in team-based operations and initiatives.
OBJECTIVES:
Participants will:
1. Explore and apply the uses, applications, and advantages of problem solving and continuous improvement processes to work scenarios.
2. Use selected tools to collect, display, analyze, and reduce information.
3. Use a variety of tools for generating ideas and prioritizing, summarizing and evaluating results.
4. Satisfy the prerequisites of the HRDS Basic Facilitation course.
OUTLINE:
A. Review key concepts and practice team interactive skills
B. Apply the continuous improvement process to a practice situation and an actual work unit situation
C. Review the problem solving process and apply to a practice situation
D. Practice using tools for data analysis and consensus building
LEF COMPETENCIES:
Customer Service, Accountability, Problem Solving, Influencing/Negotiating, Service Motivation, Strategic Thinking, Oral/Written Communication, Team Building, Planning and Evaluation
HRD081
VIOLENCE IN THE WORKPLACE- 0.6 CEU
WORKSHOP OVERVIEW:
Workplace violence is a major concern. This class will help individuals recognize who could be a candidate for violent behavior, discuss prevention strategies, and establish security guidelines. The participant will learn the definition of workplace violence, the categories of workplace homicide, and comparisons between the US and other nations.
WHO SHOULD ATTEND:
Managers, supervisors and senior-level professionals who will be handling information for workplace violence programs in their agencies.
OBJECTIVES:
Participants will:
- Identify workplace violence.
- Identify why this issue is so important for today.
- Identify potential perpetrators of workplace violence.
- Begin developing a plan that deals with the issue of workplace violence.
OUTLINE:
A. Understanding Workplace Violence
B. Who are the Likely Perpetrators
C. The Workplace Violence Plan
D. Safety Education for Employees
LEF COMPETENCIES:
Conflict Management, Technical Credibility, Accountability
HRD047 CPM REQUIRED
