Strategic HR Training and Development
  • CODE : SILV-0008
  • Duration : 60 Minutes
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Stuart Silverman has been practicing law for over 30 years and is the principal of the Law Offices of Stuart M. Silverman, P.A., located in Boca Raton, Florida. The emphasis of his practice is in the area of labor and employment law, and business and commercial litigation. Mr. Silverman has represented both private and public employers, as well as individual employees in a whole host of complex business disputes and employment settings at administrative levels, and state and federal trial and appellate courts. His extensive employment litigation experience includes claims under age, race, sex discrimination, wage and hour claims, whistleblower and retaliation claims, ADA and FMLA claims, public employee's claims, as well as disputes under employment contracts, non-compete agreements, trade secrets disputes, and partnership breakups. Mr. Silverman is a frequent speaker on his areas of practice.

Mr. Silverman is also a member of the Workplace Violence Prevention Institute (WPVI), a group formed to investigate solutions and strategies from a proactive and systemic perspective to minimize the risk of workplace violence, specifically violence caused by employees or former employees. He earned his B.A. degree, with high honors, and his J.D. degree from Rutgers University. Mr. Silverman is admitted to The Florida Bar and the U.S. District Court for the Southern District of Florida.

Strategic HR training is a fine line of clear education that supports specific goals, and it is not accomplished through extremes. From the employer downloading free PowerPoints off a website to the employer engaging the most expensive consultant to drone on for hours, both approaches will fail and will create both disengaged employees and legal problems.

Strategic HR training is a deliberate, systemic approach toward employee education through engagement, compliance, organizational plateaus, specific needs, and legal defenses. A successful strategic system of training will accomplish the following goals:

  1. Understanding of nonsupervisory employee obligations
  2. Understanding of nonsupervisory employee expectations
  3. Supervisory employee HR training
  4. Development of upper management-employee relations
  5. Efficacious C-suite employee relations
  6. Satisfactory equal employment obligations
  7. Education on workplace policies
  8. Development of effective legal defenses
  9. Engagement of staff into workplace goals and endeavors
  10. Education on specific work-related goals, needs, and interests

Within reasonable timeframes, using engaging speakers, readily accessible language, and positive reinforcement.

By developing a strategic plan for training and education, HR can accomplish goals unavailable through any other means. This program will present realistic best practices: the creation of an effective program, discussion of non-negotiable training topics, and how to benchmark success.

Course Level - Intermediate - Advanced

Who Should Attend

  • HR management
  • CFOs
  • Comptrollers
  • Any senior professional with administrative or employee-related job duties
  • $200.00

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