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Human Resources Management
You started a new company. It went through several iterations but the business model is working. Now it's time to delegate some of those hats and start growing the company. But rapid growth has its own challenges. In Scaling Startups, entrepreneurs that grew their business(es) into multi-million to billion dollar industry leaders in a matter of years share their insights, travails and solutions that can help make you a greater success too.
Finding and Cultivating Talent
Cultivating Talent
Driving People Performance
DVD / 2017 / (College, Adult, A.P.) / 20 minutes
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You started a new company. It went through several iterations but the business model is working. Now it's time to delegate some of those hats and start growing the company. But rapid growth has its own challenges. In Scaling Startups, entrepreneurs that grew their business(es) into multi-million to billion dollar industry leaders in a matter of years share their insights, travails and solutions that can help make you a greater success too.
Leader's Changing Role and Leadership Skills
Leadership Part 1 & 2
Delegation Skills
DVD / 2017 / (College, Adult, A.P.) / 20 minutes
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Peter Walbridge provides an understanding of confidentiality expectations:
The challenge of confidentiality
Personnel data & confidentiality
The expectation of confidentiality
Confidentiality obligations in employment contracts
Implement an HR charter
DVD / 2015 / 7 minutes
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Critical information about the people issues in business from Peter Wallbridge.
The value of the HR dashboard
Staff numbers
Staff turnover
Performance assessment data
Demographic data
Remuneration data
Training & development data
Engagement surveys
Occupational health & safety data
Who manages the data?
DVD / 2015 / 14 minutes
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Peter Wallbridge explains the life cycle of employees from recruitment to exit.
HR fundamentals
HR strategy
The HR lifecycle
The employment value proposition
Recruitment & position descriptions
Induction essentials
Training & development
Performance management
Exit from employment
Legislation & compliance
Case management
Managing change
Remuneration
DVD / 2015 / 17 minutes
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In theory, appraisal interviews are a chance for a company to give feedback to employees about how they're doing, and for employees to air their feelings and concerns. But what happens in the real world?
MARK'S BIG IDEA 6 mins
It's Mark's regular appraisal interview with his boss George. Mark is keen to be involved in a new project. George explains why this won't be possible. Mark accepts this and seems to be okay about it - but is he really...?
RUTH: "JUST THE RIGHT PERSON" 9 mins
Ruth has her appraisal interview with her manager, Oriel. Ruth is keen and enthusiastic and seems to be doing well. Oriel gives her lots of positive feedback. But Ruth's having problems with her professional exams - and looks like she might fail them. Oriel suggests training as an answer.
THE PROBLEM WITH GEORGE 8 mins
Manager Karen has an appraisal interview with her subordinate George - a manager of the "old school". The company is experimenting with a new team-working approach to its work, which Karen is keen to promote. But George can't see the need for change and is dragging his heels - to put it mildly.
DVD / 2012 / 23 minutes
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What's meant by a human resources strategy? How does it work in practice?
INTRODUCTION 14 mins
You need a strategy for managing people - but what should it include? What's meant by soft and hard HRM? Why do strategies fail? This is illustrated using examples drawn from the Centor insurance company and food company General Mills UK.
CASE STUDIES 14 mins
Case studies of companies with two very different approaches to human resource management. At the Blakeway manufacturing company the managing director thinks motivation is mainly about money. At General Mills UK, marketer of famous brands like Betty Crocker and Haagen Dazs, they believe their business is all about their people.
VOICES FROM THE HR DEPARTMENT 9 mins
Four managers in four very different companies explain the challenge of human resources management - from recruiting and mentoring people to disciplining and sacking them. Examples include Sainsbury's supermarket and the upmarket McDonald chain of hotels.
EXTRA: The Centor insurance firm sees people as vital to their success. Their ideal employee is a "Centor person" - but what is a Centor person?
DVD / 2012 / 37 minutes
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What's the difference between a leader and a manager? What kinds of managers are there? What are the problems of managing in the real world?
INTRODUCTION 14 mins
Leaders and managers are not the same thing - leaders have extra qualities. Leaders need to be good at motivation and managing style. There are different management styles, too: autocratic, democratic, laissez-faire and paternalistic. But what are "Theory X" and "Theory Y" managers? Are "people-oriented" managers better than "task-oriented" managers? And what about useless managers?
CASE STUDY 14 mins
Stephen Maynard, boss of manufacturing company Blakeway, has been good at buying up failing companies and turning them round - but what kind of a manager is he? Is he good with people? How does he see himself? How do his colleagues and his employees see him?
PLUS: Two cases studies of managers in action in very different companies - food company General Mills UK and the Centor insurance company.
DVD / 2012 / 30 minutes
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PART 1: An Essential Guide
Recruitment should be seen not just as a process of filling vacancies, but as a part of workforce planning generally. The first stage in filling a vacancy is to define the vacancy - the job description.
The selection procedure varies from simply interviewing people to complex assessment processes involving tests of various kinds. Psychometric tests are supposed to find candidates with the right personality for a job. Many companies also require probationary periods. But why, despite all this, does recruitment so often go wrong?
PART 2: The Recruitment Challenge
Insurance company Centor claims the success or failure of its business hinges on the ability and attitude of their people. They need a "Centor person" to fit in with the culture of the firm. But how do they find this Centor person?
PART 3: Writing CVs
Putting together your curriculum vitae is a vital part of a job application - but why do most people get it wrong? Neil Taylor presents the dos and don'ts of writing a CV - and covering letter. You've got to grab the reader's attention. But whatever you do, don't say you're a "passionate team player"!
Extra
Case study of the Centor insurance company.
DVD / 2012 / 49 minutes
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PART 1: A Brief Guide
Training is a way of making staff more valuable to the company and feel more valued. Development is a wider concept - about helping an employee to realise their full potential.
Different types: There are different kinds of training, including induction training, on-the-job and off-the-job training. Training in "hard skills", such as computer skills, or factory skills, is easier to justify than "soft-skills" training - such as interpersonal skills. Coaching and mentoring are also forms of training.
Training Decisions - Businesses waste huge sums of money on the wrong kind of training. That's why they need to apply a training needs analysis and monitor the results of training. Progressive organisations see training as part of their very fabric - they see themselves as "learning organisations".
PART 2: An Apprentice's Story
Apprenticeships are widely promoted as a way of gaining skills at work - but what's involved in being an apprentice? We visit a woman painter and decorator at work.
She explains how she to get her apprenticeship she worked part of her time on building sites and part of her time at college. But did the apprenticeship teach her things she couldn't learn on the job?
DVD / 2012 / 21 minutes
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An interview with Andrea Herran, Human Resources, Aquion
A key component of a successful business is its workforce. It is the job of Human Resources to help define what the needs of a workforce are, and to help meet them through human resource management. HR needs to be in the middle of the company, having a hand in each department in order to be successful.
DVD / 2007 / ( Grades 9-12, College, Adult) / Approx. 7 minutes
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Featuring Metropolis Coffee Company
Metropolis Coffee Company has earned its share of awards and devoted regulars. This Chicago coffee house employs a widely diverse and talented staff of baristas and other workers and encourages an atmosphere of relaxed behavior and appearance. Metropolis knows that this type of open atmosphere can lead to happier workers, employees who are more productive and who stay with the company for the long haul. With their fresh take on the employer/employee relationship, they're forging a new path that other businesses can learn from.
DVD / 2007 / (Grades 9-12, College, Adult) / 6 minutes
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Most people are familiar with the slogan, "You're in good hands with Allstate." What they may not realize is that Allstate's employees are in good hands as well. Allstate attracts and retains employees with a comprehensive package of benefits. These include traditional offerings such as health insurance, a pension plan, and profit sharing. But Allstate goes beyond the basics and offers additional benefits such as flexible work schedules and educational support. In part, Allstate's generous package of benefits is a response to a changing labor market.
DVD / 2007 / (Grades 9-12, College, Adult) / Approx. 7 minutes
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Allstate keeps its employees in good hands by providing a comprehensive benefits package, including flexible work schedules and health care. Allstate understands that its employees are an important component of its business, and has been one of the fastest responders to the changing work environment. They have a wide variety of diversity in employees and train them to have a wide range of skills to meet customers' needs. To retain employees and make sure they are satisfied, Allstate provides on-site amenities, such as a fitness center, personal trainers and a salon.
DVD / 2007 / (Grades 9-12, College, Adult) / Approx. 7 minutes
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Featuring Zappos.Com
The successful web-based company, Zappos.com, has built a well-run organization that sells shoes online. Zappos.com holds a 20% share of the $3 billion online footwear business. One of the reasons a company such as Zappos.com is successful is because they use workflow analysis and job design to efficiently divide the required work into jobs, resulting in improved productivity, customer service and service delivery.
DVD / 2007 / (Grades 9-12, College, Adult) / Approx. 7 minutes
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Featuring Texas Instruments
Texas Instruments laid the foundation for modern electronics in the 1950's by creating the first commercial silicon transistor and inventing the integrated circuit or microchip. Texas Instrument engineer and microchip inventor, Jack Kilby, won the Nobel Prize in 2000 for his work that blossomed into a worldwide integrated circuit market with sales in 2006 totaling 210 billion dollars. Clearly, Texas Instruments has made a commitment to attracting the best and the brightest to its workforce. But like all companies, its hiring practices are in part governed by federally mandated equal employment opportunity regulations.
DVD / 2007 / (Grades 9-12, College, Adult) / 9 minutes
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Featuring Texas Instruments
An employee benefits package often helps differentiate a company from its competitors, but benefits can average 30 to 40 percent of total payroll costs and Healthcare costs in particular continue to rise at a significant rate. Employers have to be vigilant about balancing the growing cost of benefits with the need to use benefits as a key part of organizational HR strategies. Few companies can match the 75-year record of innovations from the inventive minds at Texas Instruments. Texas Instruments continues to attract the best minds in the business with its carefully constructed package of employee benefits.
DVD / 2007 / (Grades 9-12, College, Adult) / 9 minutes
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Featuring Xerox Corporation
For many years, Xerox Corporation has been recognized as a leader in managing diversity. Xerox consistently ranks among the top corporations for building and maintaining an inclusive corporate culture. Why has Xerox received so much recognition? It's the result of a comprehensive, ongoing diversity management strategy.
DVD / 2007 / (Grades 9-12, College, Adult) / 9 minutes
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Featuring BuyCostumes.com
BuyCostumes.com must depend on its employees to perform and deliver year round. In this corporate machine, employees aren't faceless cogs. Rather, they are truly the reason BuyCostumes.com in one of the fastest growing apparel companies online. When performance management is used effectively as BuyCostumes.com has discovered, employees are truly developed as company resources. They power the company's phenomenal success and will continue to drive future growth.
DVD / 2007 / (Grades 9-12, College, Adult) / Approx. 7 minutes
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Featuring Texas Instruments
Texas Instruments has become a household name due to their innovative, technological work. TI chips are in more than 50% of the world's mobile phones. As a company, Texas Instruments combines excellence in technical innovation with the devotion to servicing customers. In this company, employees are the source of technical genius and the developers of the new frontier. It's crucial then that Texas Instruments recruits the best and brightest to keep their company successful.
DVD / 2007 / (Grades 9-12, College, Adult) / Approx. 7 minutes
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Featuring Buycostumes.Com
BuyCostumes.com is one of the fastest growing apparel companies online. The company believes that safety equals success for each individual in the company and for the organization as a whole. BuyCostumes.com works to cultivate a culture of safety and wellness for its employees. By providing a safe, secure and fun place to work each employee is free to perform and meet the company's high expectations.
DVD / 2007 / (Grades 9-12, College, Adult) / Approx. 7 minutes
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Featuring Zappos.Com
Zappos.com, the online shoe retailer, is known for their expansive inventory of shoes, free shipping both ways, and great customer service. They want to provide the best customer service online in any shopping category. Envisioning that one day 30% of all retail transactions will be done online, Zappos.com believes that the business will go to the company with the best service and selection. They are positioning themselves to be that company. To succeed in this vision, Zappos.com must hire the right people and put them in the right jobs.
DVD / 2007 / (Grades 9-12, College, Adult) / Approx. 7 minutes
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Featuring Focus HR Consulting
Human resources, or employees, are the lifeblood for any successful company. But it is not enough to simply have employees. Organizational effectiveness is dependent on the successful management of a company's human resources. Human resource management ensures that a company's human resources are there at the right time, in the right number, in the right position, with the right skills, and working towards meeting the company's goals. In this way, human resource management is invaluable.
DVD / 2007 / (Grades 9-12, College, Adult) / 9 minutes
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Featuring Xerox Corporation
Xerox Corporation, the world leader in document management technology and services, uses talent management to attract exceptional people and develop future leaders. The explosive global growth of Xerox in recent years, paired with the company's drive to remain the industry vanguard, requires forward thinking employees who remain on the cutting edge through continuous education and development.
DVD / 2007 / (Grades 9-12, College, Adult) / 9 minutes
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Featuring Focus HR consulting
Employers recognize that people want to be compensated appropriately for their work. Determining what is appropriate can be a challenge, a challenge that falls at the feet of human resource departments, managers, and employees. Andrea Herran is the owner of a human resource consulting firm, Focus HR consulting. She works with a variety of different businesses to, among other things, design compensation packages that will be the most beneficial to both the business and its employees.
DVD / 2007 / (Grades 9-12, College, Adult) / 9 minutes
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In 2002, Xerox Corporation was struggling. A new CEO, Ann Mulcahy, launched a variety of initiatives that she hoped would bring Xerox back to greatness. One of her key strategies was to deploy lean Six Sigma, a methodology for analyzing business processes and finding ways to reduce both errors and unnecessary steps. Xerox hoped that lean Six Sigma would help return the company to profitability. But deploying this discipline methodology required changing the company's culture to a culture of continuous learning. For Xerox, with over 50,000 employees and locations worldwide, this meant a major new commitment to educating employees.
DVD / 2007 / (Grades 9-12, College, Adult) / Approx. 7 minutes
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Featuring Saturn
In the mid 1980's Saturn grew out of a unique collaboration between General Motors and the United Auto Workers, both of whom realized that the then-current path of management/labor/union relations in the U.S. auto industry in the early 1980's was crippling their ability to be competitive with foreign auto makers. Saturn and the UAW staked the success of their experiment on the success of a team approach to management and manufacturing. Such a relationship of cooperation allowed Saturn and the UAW to rethink and model differently their approaches to the roles that management and the union traditionally took.
DVD / 2007 / (Grades 9-12, College, Adult) / Approx. 7 minutes
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Featuring Texas Instruments
It has become clear that paying a minimal to medium fixed salary regardless of output does not encourage employees to push the performance envelope. A well-implemented incentive plan gives employees the motivation to achieve and surpass performance goals. From reflection seismology to DLP technology, Texas Instruments has been on the leading edge since 1930. Texas Instruments has implemented a number of incentive programs in its time and has a great deal of experience in their execution.
DVD / 2007 / (Grades 9-12, College, Adult) / Approx. 4 minutes
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Have respect and good manners begun to slip in your workplace? Is rude behavior becoming the norm?
Bullies often act just under the radar, denying their hostile intent or shrugging off their behaviors as humorous or insignificant. Yet, the constant tension they create - and the way their harmful activities tend to build over time - not only damages the individual targets of their behavior but also the workgroup as a whole.
That's why you need to bring bullying out into the open. So you can deal with it directly and put an end to it.
How to speak up or seek help
This brand new release is intended to do just that. In five dramatic stories taking place in settings that range from a hospital to City Hall, victims and witnesses will see how to speak up and challenge a coworker's mean-spirited behavior in a straightforward way that earns them respect. They'll also learn they do not have to face this problem alone. If they are not comfortable challenging a bully on their own - or if they do speak up and the behavior continues - they can reach out to supervisors, HR or other designated resources to help resolve the issues.
As for any bullies who may be watching: this video clearly shows that mistreating a fellow employee makes you look bad in the eyes of others and will not be tolerated in your workplace.
DVD (Closed Captioned) / 19 minutes
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Constructive disagreement can add value, as employees compromise and reach better decisions based on input from others.
Conflict becomes destructive when anger, jealousy, and other strong emotions turn the focus away from problem solving and toward personal attacks. Destructive conflict can ruin relationships among workers, interfere with productivity, destroy teamwork, and contribute to employee absenteeism and turnover.
While acknowledging common sources of conflict, this entertaining video provides eight specific, reliable solutions: skills that help you put aside your differences, control your emotions, and move forward.
Learn these solutions:
Responding with empathy
Active listening
Setting a limit
Finding something to agree with
Using "I" language instead of "You" language
Disengaging to cool off
Appealing to mutual self-interest
Attacking the problem, not the person
Now, it is true that there are many things you CAN'T control when you are dealing with your coworkers or colleagues. But there are skills you can learn to keep disagreements constructive and resolve conflicts in a positive way. The most important thing to keep in mind is that resolving conflict is not about one person proving the other person wrong. Resolving conflict is about working WITH the other person to solve the problem and maintain the relationship.
Bottom line: there will always be conflict. The secret is learning to manage it successfully. Doing so empowers you to take control of your life - and career.
DVD (With Study Guide) / 17 minutes
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Featuring: Jesse Goldhammer
This easy-to-understand course covers the most common and dangerous threats you face in the virtual world. It provides best practices you can implement today to help you and your company stay safer online.
Every employee with online access needs to know about safeguarding your systems and networks. Just one click on a malicious link in an email or visit to a fake website can provide access for cybercriminals, risking tremendous financial loss and downtime, release of trade secrets or sensitive data, and damage to your organization's reputation.
What will you learn?
How to manage cyber risks
How to distinguish between and handle spam, ransomware and malware
Password best practices
When to use VPN's, encryption and 2-factor authentication
Software and hardware precautions
Defending against "social engineering" attacks
And more...
DVD / 35 minutes
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Federal regulations require drug-free training for certain agencies, contractors and occupations.
Even if drug-free training is not legally mandated in your business or industry, everyone benefits from raising employee awareness on the impact that drugs or alcohol can have on your workplace.
Performance and safety sink fast when employees abuse alcohol or drugs. Others may feel they have to take up the slack when their coworkers attempt to work under the influence - falling short of expectations and increasing the risk of accident or injury.
This program features believable scenes in construction, manufacturing, hospitality, food service, and business. It raises your employees' awareness of this widespread problem, shows the harm that can be done to themselves and others, and encourages them to get help if they or a coworker is affected by drug or alcohol abuse.
DVD / 14 minutes
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Use this employee discipline DVD's six-step process to turn problem employees into valuable contributors.
You have a discipline problem with an employee. You've tried looking the other way. You've tried gentle reminders. Maybe you've even tried getting mad. Nothing changed. So now what do you do? How do you handle the situation in the best possible way for the employee and for your organization?
This new employee discipline DVD gives you six steps of positive, progressive discipline which begin with coaching and escalate to stronger measures only as needed to solve the problem. In many cases, employees will respond early in the process. But if not, the later steps help you address continuing performance shortcomings calmly and professionally.
You'll see the best ways to:
Clarify what's expected.
Convince the employee that change is necessary.
Get the employee's agreement to change.
Come up with an action plan together.
This process is not intended as punishment. Instead, these steps help employees satisfy expectations - and possibly save their jobs. And if they do not have a commitment to improve, you will know that you have given them a fair and legal opportunity.
Disciplining employees is never easy. But if you follow the steps of positive, progressive discipline, it doesn't have to throw you for a loop every time. Instead of disruption and anxiety, positive, progressive discipline can make working with employees to help them improve their job performance a rewarding part of any manager's or supervisor's job.
Award
2009 Telly Award Winner!
DVD / 21 minutes
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Alert your employees to online hazards and show them how to use social media wisely and appropriately.
Social media is everywhere - including our workplaces. While it can serve useful business purposes, it can also open the door to hackers, circulate rumors and abusive comments, create public relations nightmares, and be a real drag on productivity.
In fact, many employees spend up to two hours every workday on non-business related websites - often not realizing how their multiple side-trips can consume their time and lead to other problems, as well. And it's not just during the workday. After-hours posts can also have an impact if they violate policies or cause friction between coworkers.
So how do you avoid the dangers of potential harassment claims, exposure to computer viruses and malware, and release of confidential data? And how do you convince employees that spending too much company time on social media is just not OK?
This new video will help. Dramatic scenes filmed on location in a variety of industries show:
A receptionist's computer is hacked after she opens a suspicious email attachment.
A waiter posts a photo from behind-the-scenes that could harm a restaurant's reputation.
An office worker snipes at a coworker through social media, making everyone take sides.
Text messages are used to pursue unwelcome romantic interest in a colleague.
Trade secrets are released before a new product launch and quickly captured by a competitor.
Social networking and online video games create more work - and resentment - for coworkers.
Technology cannot be avoided - few of us could get our jobs done without it. But it needs to be used wisely and appropriately. Take advantage of this new release to make an impression on employees: "Do your own stuff on your own time and THINK before you post."
DVD (Closed Captioned) / 14 minutes
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Answer the question "Why be ethical?" and teach all employees, including managers and supervisors, an ethical decision-making process that protects your organization and makes it a better place to work.
Ethics matter. It's not just the big scandals you see in the news, but the small everyday decisions that add up, too. In fact, that's where you need to draw the line - with the little things - before serious damage is done.
This employee ethics training video follows four realistic scenarios that demonstrate the importance of basic values such as respect for others, fairness, and honesty. And it teaches a three-part decision-making process that helps employees find their way to a solution even in complex situations where the right answer doesn't come easily.
Employees will learn to recognize behaviors that may do harm, determine whether they are personally responsible to take action, and compare possible outcomes to select the solution that best repairs the ethical breakdown while protecting the integrity of the organization.
Employees all share the responsibility to act ethically and to speak up if they see coworkers behaving badly. Use this training DVD to raise awareness, provide a framework for ethical decision making, and help create a company that employees can be proud of.
DVD (Closed Captioned) / 16 minutes
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