“Sharing best practices is a win-win for the HR community and the businesses they serve. I hope you find these PowerPoint presentations useful both in terms of content and time savings. There’s no need to reinvent the wheel when we can share what makes us successful.” — Paul Falcone

Paul Falcone is a top-rated presenter and lecturer as well as faculty member at UCLA Extension’s School of Business and Management. The PowerPoint presentations that follow come from Paul’s various presentations at the Society for Human Resource Management’s (SHRM) national conference, the Professionals in Human Resources Association’s (PIHRA) annual conference, the American Management Association (AMA) and Business Management Daily webinars and tele-seminars, and other high profile organizations that have invited Paul to present over the years.

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Internal Investigations Workshop for HR Practitioners

Conducting effective internal investigations is a critical skill for both HR practitioners and line leaders alike.  But how can you ensure that your employees who file formal complaints feel heard and satisfied that their needs have been accounted for?  Further, what legal expectations do courts hold in terms of investigators’ roles and obligations in the fact-finding process?  From EEOC credibility determinations to case evaluations and appropriate and prompt remedial action, this PowerPoint presentation will help your leadership team maximize positive employee relations, while insulating your company from employment-related liability inherent in the workplace investigation process.

(43 slides)

from PaulFalconeHR

The Art of Verbal and Documented Disciplinary Interventions

Verbal employee interventions and, when necessary, formally documented corrective action, should be part of every leader’s professional toolkit.  And while the path of least resistance may be avoidance, providing employee feedback in a constructive and healthy manner is a critical skill that’s fairly easy to master if you’re armed with the appropriate tools and resources.  The “velvet glove” approach to tough conversations makes it easier for leaders to initiate conversations that address both performance and conduct challenges, including “poor attitude” problems.  Combined with written guidelines that shift responsibility for improvement away from your company and back to the employee (where it rightfully belongs), this PowerPoint deck provides you with an excellent resource to train your front-line managers and HR teams in the areas of communication, accountability, and performance improvement.

(35 slides)

from PaulFalconeHR

Situational Executive Coaching: How Do You Coach to “Normal”?

How do you deal effectively with executives who seem to cause—not solve—so many workplace problems? What’s the best approach to dealing with senior members of management who just don’t get it or who seam to defy the basic assumptions of “normal”? Whether they’re making off-color political remarks, referring to female staffers as “sweetie” and “honey,” or simply launching into good old-fashioned public shaming tirades where they censure others openly and inject ongoing resentment and embarrassment into their working relationships, these executives apparently don’t want to play nicely or otherwise get along with others. Follow this engagement process to help you structure your conversation to fix the problem once and for all . . . without a lot of drama. (48 slides)

from PaulFalconeHR

Managers as Mediators Brokering Employee Disputes

Nothing damages team morale and employee engagement more than interpersonal conflict in the workplace, and like scars, old resentments can run deep. Positively and constructively engaging warring parties who either avoid one another or, worse, actively undermine or confront one another is always a daunting challenge but one that can be managed successfully if you approach the situation wisely and set up the parameters of the meeting correctly. Treating employees like adults, holding them accountable for their own “perception management,” and providing them with career options at this critical juncture are essential. The good news: the proper intervention gives you a wonderful opportunity to reset both group and individual expectations and eliminate the drama from the workplace. (20 slides)

Employee Motivation and Engagement: Unique Techniques and Strategies for Motivating and Rewarding Your Staff

How do you motivate your staff when many companies continue to face tight merit pool caps, limited promotional opportunities, and daunting workloads that demand incredible levels of discretionary effort? More importantly, how do you become a manager who engenders respect and loyalty and serves as a role model for others? Becoming a leader who inspires team members by example and who creates an environment where people can motivate themselves stems from building trust, respect, and camaraderie in the workplace. This PowerPoint presentation addresses the importance of assessing your relationship with your key employees, engaging in “stay interviews” to ensure that they’re engaged and in tune with your department’s and company’s overall goals, and helping your staffers build their skills and success profiles to prepare for their next move in career progression. (37 slides)

Ethics for Human Resource Professionals

Establishing and reinforcing a company’s ethical culture and values always represents a challenge. But you need to understand historically how we got where we are in order to appreciate the rich fabric that makes up today’s complex workplace. From ethics theory to U.S. employment law history, from Sarbanes-Oxley to corporate governance standards, this PowerPoint presentation whisks you from the 1930s through to the first decade of the new millennium with an insightful overview of the laws that influence today’s business decisions. We’ll cover the real nature of employment-at-will, the rise of labor unions and their historical appeal to workers, the difference between progressive discipline and “summary offenses,” and “you make the call” workplace ethical scenarios that are sure to raise debate among your staffers. Finally, we’ll touch on ethical considerations in an international context, the environmental justice movement, and even pay trends in executive compensation. Turn to this guide for an on-the-mark overview of our labor history, employment laws, and our evolving workplace. (72 slides)

Ethics for Front Line Managers

If you’re a publicly traded company, corporate ethics training is a requirement of employment thanks to the Sarbanes-Oxley Act (SOX) of 2002, and this template will help you walk your front-line managers through the law’s key tenets. The presentation addresses the origin of SOX and the corporate ethics statement (AKA “code of conduct”), the importance disclosing potential conflicts of interest, Equal Employment Opportunity and workplace discrimination/harassment, and the policy of non-retaliation. Slides are also dedicated to Health, Safety and the Environment, the Use of Company Time, Property, and Supplies, how to report violations, and how investigations and disciplinary actions are generally managed. (33 slides)

Advanced Recruitment & Interviewing Techniques: Strategies to Attract and Hire the Best

Attracting and developing the strongest talent pool begins with direct sourcing candidates and segues smoothly into your interview questioning strategies and techniques. But knowing how to preempt a counteroffer, set the stage appropriately for reference checks, and structure job offers and deal terms are equally critical in ensuring candidate acceptances and a smooth onboarding process. This presentation combines strategies from both sides of the hiring desk—corporate recruiter and headhunter—to generate maximum candidate interest and close the deal effectively. (33 slides)

Mastering Progressive Discipline and Structuring Terminations

Understanding the role of progressive discipline (i.e., corrective action warnings) in the employee performance improvement (and, when necessary, termination) process is critical for every manager and supervisor in corporate America. Unfortunately many unsuspecting employers fail to document performance and conduct infractions thoroughly and step perilously into the minefield of employment litigation without the proper record in place. This PowerPoint presentation complements Paul Falcone’s bestselling book 101 Sample Write-Ups for Documenting Employee Performance Problems (AMACOM Books, 2010) as well as the Corrective Action Notice (AKA Written Warning) Template available in Paul’s online Web Store at The deck covers the critical areas of classifying infractions, the number of corrective action steps necessary, incident description writing tips, affirmative employer obligations to help rehabilitate the worker, and the importance of drafting consequences “with teeth” that will withstand legal scrutiny in the plaintiff litigation arena. (27 slides)

Making the Offer and Closing the Deal: Tips and Techniques to Get the Candidate Across the Finish Line

As an ancillary presentation to Paul’s “Advanced Recruitment and Interviewing Techniques” presentation, this PowerPoint focuses on the actual offer and the critical steps leading up to it. It addresses the importance of “candidate control” when negotiating critical job offer variables prior to extending an offer, posing “must ask” questions regarding the candidate’s current employment situation, being “over-qualified” and the nature of a healthy job match, the importance of “resignation drills,” and negotiating salary offers when a candidate’s expectations are out of alignment with your intended offer. (46 slides)