- We customize our programs to the needs of your organization!
The purpose and goals of our training sessions are based on the needs of our customers. In order to provide a satisfying training experience, we examine the entire range of possibilities given the nature of our customer’s expectation. We take our customers’ needs and requests, such as “We would like to review a wide array of case studies,” and “Please present factual case studies,” and customize our sessions based on those needs and the profile of our participants.
- Our training programs encourage participation!
Recently, employees have been learning HR from webinars, the media, and how-to books. However, our training seminars are not a one-way street, human interaction is an essential element to our process. Our case studies and quizzes have no single correct answer and participants share experience, concerns, and questions in order to achieve a solution. Using this method, participants can truly gain understanding and learn from real-life experience. The success or failure of a lively and meaningful training environment and experience is contingent on group participation!
- Experienced HR professionals, not lawyers, lead training!
A lawyer’s defensive standpoint is generally asking “what exactly happened and how can we protect the company in accordance with precedent?” However, we believe that the best defense is a good offense and before legal issues arise there are many complicated and difficult-to-understand problems between people, employees, and procedure. Imageon’s seminars go beyond legal issues; we demonstrate our expertise in human resources. We cover precautionary measures that provide a departure from the American methodology of “…do as the Romans do.”
In order for Japanese expatriates to work effectively in an American workplace, it is critical for them to understand and be able to implement American business culture and practices.
Suggested participants: Japanese Expatriates new to US
Conducting a Successful Interview
Successful interviews are critical for attracting and retaining a company’s most valuable asset- its people. Hiring the right people for the right job results in increased productivity, higher staff morale, and lower total costs for the company.
Suggested participants: Managers who need to conduct interviews
When making employment decisions such as hiring, promoting, giving pay increases, terminating, transferring or training employees, it is critical that Management is able to document how and why it made such decisions. Effectively managing staff performance not only provides the Company with a layer of legal protection, it also leads to greater productivity and links performance to pay. The ability to consistently, fairly, and accurately evaluate staff performance is one of the Supervisor’s primary roles in the U.S.
Suggested participants: Managers and Supervisors who have subordinates
Best practices in HR change at a rapid pace. This interactive, team-based training focuses on American employment law, company policies, performance management issues, linking pay to performance, and effectively managing performance problems.
Suggested participants: People who need to strengthen HR Knowledge in US
Preventing Harassment in the International Workplace
Sexual harassment is a common and very costly reality of the American workplace. Sexual harassment claims can be damaging to the Company and to all individuals involved. The first step towards creating a harassment-free workplace is to provide training to staff at all levels in your organization.
Suggested participants: To protect and inform about Sexual Harassment
Introduction to EEO and American Employment Law
It is critical that Managers understand the basics of employment law. American employment law is a broad and complicated area, but every Manager must comply with U.S. employment laws in order to create a non-discriminatory workplace and minimize legal risk.
Suggested participants: Japanese Expatriates working in the US less than 2 years
Effective Management in the U.S.
In Japanese Companies in the U.S., Managers and Staff face unique challenges, including differences in language, culture, and management style. This training provides Managers with an understanding of how to effectively handle these challenges to motivate Staff, manage performance, improve morale and communication, and boost Company’s productivity and bottom-line.
Suggested participants: Managers and Supervisors
In order for locally-hired staff to work effectively with their Japanese expatriate colleagues, it is extremely helpful to understand Japanese cultural traits and the business norms and expectations of Japanese Managers. Local staff can then use this practical information to better communicate and work on a day-to-day basis with their Japanese colleagues.
Suggested participants: To improve communication between Local Staff and Japanese Managers