Human Resources Training
Workplace Aggression: Taking a Proactive Approach
In Workplace Aggression: Taking a Proactive Approach, participants will learn how their organization can proactively approach workplace aggression. They will learn how to identify improvements their organization can
make to address workplace aggression, and how to establish a workplace aggression policy. In addition, they will learn how to use preventive hiring techniques to eliminate workplace aggression and how to discipline
and dismiss employees who behave aggressively.
Human Resources Training Curriculum on CD-ROM teaches you to:
- Follow three steps that enable them to take a proactive approach.
- Include three elements when creating a workplace aggression policy.
- Fulfill three responsibilities as a member of an emergency response team.
- Discuss the importance of an Employee Assistance Program.
- Follow four steps when conducting an interview.
- Follow the appropriate guidelines when disciplining or dismissing an employee.
Content Emphasis: Skills-Based
Audience: Managers who want to learn how to successfully establish a workplace aggression policy and use proactive hiring techniques.
Total Learning Time: 2 - 4 Hour(s)
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Product
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CODE
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Price
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Order
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Workplace Aggression: Taking a Proactive Approach CD
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ng47103
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$110
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Course Contents
Unit 1: Background Information
Duration: 0.5 - 1 Hour(s)
- Understand the importance of a proactive approach toward workplace aggression.
- Follow the three steps that enable you to take a proactive approach.
- Explain why customization is important when being proactive.
- Simulation Overview: In this simulation, you will meet with Maxwell Carson, Icon's Director of Human Resources, to discuss the importance of taking a proactive
approach toward workplace aggression. Through your questions, you will learn about the three steps to taking a proactive approach toward workplace aggression
and why it is important that each approach is specific to its environment.
Unit 2: Establishing a Workplace Aggression Policy
Duration: 0.5 - 1 Hour(s)
- List the three ways you can identify areas of your organization that need to be improved in regards to workplace aggression.
- Include three elements when creating a workplace aggression policy.
- Effectively communicate your workplace aggression policy to your employees.
- Discuss the importance of an Employee Assistance Program.
- Fulfill three responsibilities as a member of an emergency response team.
- Simulation Overview: In this simulation, you will meet with Roger McAlister, a consultant with Crown Consulting, to discuss the role a workplace aggression
policy plays in taking a proactive approach toward aggression in the workplace. Through your questions and Roger's answers, you will learn how to create an
effective policy and what an organization can do to supplement its policy.
Unit 3: Using Preventative Hiring Techniques
Duration: 0.5 - 1 Hour(s)
- Discuss the importance of networking when looking for new employees.
- Use four tools when screening candidates.
- Follow three guidelines when reviewing applications.
- Follow four steps when conducting an interview.
- Simulation Overview: In this simulation, you will meet with Carla Jackson, a Human Resources Assistant, to discuss the techniques used in the hiring process
to identify people with aggressive dispositions. Through your questions, you will learn how following the proper guidelines when hiring individuals can be a proactive
measure in preventing workplace aggression.
Unit 4: Disciplining and Dismissing Effectively
Duration: 0.5 - 1 Hour(s)
- Differentiate between instances when discipline is appropriate and when dismissal is appropriate.
- Explain how both discipline and dismissal are methods for proactively addressing workplace aggression.
- Follow the appropriate guidelines when disciplining an employee.
- Follow the appropriate guidelines when dismissing an employee.
- Simulation Overview: In this simulation, you will be meeting on an individual basis with two employees who have been behaving aggressively in the workplace. In your
first meeting with Dean Kramer, Director of Information Services, you need to discuss Dean's recent confrontation with one of his co-workers. In the second
meeting, you will meet with David Morris, an Engineer, who has taken some inappropriate actions. You must determine if these situations require discipline or
dismissal and effectively carry out the appropriate process.
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