Building Trust With the Human Resource Department

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Overview

Trust is the glue that is required for a good relationship with an organization’s employees. The Human Resource Department must be able to recognize the signs that employees do not trust its policies and actions. In the webinar, participants will learn the definition of trust and what elements are part of trust. At times, a Human Resource Department must rebuild trust. During this webinar practical ways to restore trust will be presented. At times, it is necessary to communicate bad or unpopular news. Methods on how to communicate difficult information will be considered.

The concept of how organizational justice affects business and organizations will be introduced. Finally, the difference between trust and persuasiveness will be compared and its practical application in the workplace.

Why you should Attend

After attending participants will be able to identify the four elements of trust required for an effective Human Resource Department
After attending participants will be able to use at least three methods to rebuild trust in the Human Resource Department
After attending participants will know how to effectively communicate bad news to employees
After attending participants will understand the three dimensions of organizational justice
After attending participants will be able to distinguish between trust and persuasiveness

Areas Covered in the Session

What is Trust?

A definition
What makes up trust

Trust and the Human Resource Department

Symptoms of lack of trust
Reduced productivity
High employee turnover
Less effectiveness in reducing new employees
Reduced feedback and communication

Elements of Trust

Consistency
Compassion
Communication
Competency

Rebuilding Trust in the Human Resource Department

Make the business case for trust
Seek data that shows the cost of lack of trust
Become more aware of issues affecting employees
Become more responsive
Promote active listening
Proactively communicate actions/issues affecting organization
Practice transparency
Work on productivity

Communicating Through Difficult Circumstances

Layoffs
Bad economic news
Pay and benefit cuts
Unpopular change initiatives
Discipline of employees
Conflict in the organization

The Concept of Organizational Justice

Three types of organizational justice: Procedural, Interactional and Distributive
Handling employee complaints and grievances
Fair rewards system

Difference Between Trust and Persuasiveness

Connection between trust and persuasiveness
Being truthful in dealings
Address weaknesses in assertions
Words and actions must be consistent
Character is a form of persuasion

Outside Interventions

Training
Coaching
Mentoring
Mediation
Outside Facilitation

Who Will Benefit

Human Resource Managers
Human Resource personnel
General Management
Team Leaders
Coaches
Department Managers

Speaker Profile

Bob Churilla is a partner in a conflict management and organizational development firm, Conflict Resolution Professionals Group (CRPG). In addition, Bob is a Visiting Professor at a private University. Bob has worked with the United States Postal Service, Veterans Administration, Transportation Security Administration and the Equal Employment Opportunity Commission as a mediator and consultant. He has also consulted with local, state and private employers, government agencies, churches and nonprofit organizations. Bob has a Ph.D. in Conflict Resolution and a Juris Doctorate degree.