1 Masters Series The Masters Series sessions are designed to provide a comprehensive learning experience for senior level HR professionals and are included in the regular registration fee. These programs have been submitted to the HR Certification Institute for review. Sessions ASSESSMENTS THAT MATTER: REPLACING GUESSWORK WITH EMPIRICAL ANALYSIS MONDAY, OCTOBER 6, 2014, 10:30AM 12:30PM for 2 Business Management & Strategy Credits. for recertification credit. Dr. Harold S. Resnick Rusty Bozman HR leaders earn their seat at the C table by contributing meaningfully to the business strategy and direction. When HR leaders understand their company's business well enough to ask the right questions, they possess the ability to generate the right data, convert that data into validated information and measurably show how to maximize the company's return on investment in its human resources. This session will provide a framework for selecting and designing assessment tools that provide this information, and provide the analytical basis for more effective decisionmaking at executive levels.
2 1. Develop a methodology for understanding what to measure. 2. Gain an understanding of the tools available and when each tool is best applied. 3. Learn how to match tools with the right types of analysis to generate meaningful information that drives ROI decisions Dr. Harold S. Resnick Harold S. Resnick has more than 40 years of successful business experience as an entrepreneur consultant to Fortune 500 companies - corporate executive university professor author Board member - and public administrator. An entrepreneur for the past 27 years, he founded Work Systems Associates in 1984, and grew it to become a multi-national consulting firm. He was also the founder and CEO of Generation21, the first web-based training and knowledge software platform. Gen 21 was sold to Renaissance Learning, a Nasdaq company, in In 2000 Dr. Resnick and his wife relocated to Ponte Vedra Beach where he continues to maintain a select private consulting practice in the areas of organizational development and leadership development. A native of New York, Dr. Resnick received his baccalaureate degree from the City College of New York. Masters and doctoral degrees were earned at Wayne State University in Detroit. Rusty Bozman For over twenty-two years, Mr. Bozman held various senior leadership roles in all aspects of Human Resources for large publicly traded and private organizations. Mr. Bozman built his career establishing human resources strategy in the information technology, healthcare, and real estate sectors, with organizations including Computer Associates International, The St. Joe Company, Blue Cross Blue Shield of Maryland, and with a contractor supporting the Department of Defense. Throughout his career, Mr. Bozman developed expertise in the areas of total rewards, executive and sales compensation, benefits, organizational diagnosis, empirical analysis and survey development. Mr. Bozman is a Certified Compensation Professional, holds a B.S. in Psychology from the University of Florida, and a M.S. in Industrial / Organizational Psychology from the University of Baltimore, MD. He served on the 2010 Board of Trustees and as a 2009 Board Member for the Jacksonville Regional Chamber of Commerce, and held board seats on various charitable and county organizational boards, including the 2005 Super Bowl Host Committee, Duval County voting precinct volunteers, and as a volunteer with Habijax (Habitat for Humanity). He is currently an active member of San Juan Del Rio Catholic Church.
3 EMPLOYMENT LAW FOR HR EXECUTIVES MONDAY, OCTOBER 6, 2014, 1:00PM 3:00PM for 2 HR Credits (General). for recertification credit. WILLIAM KRIZNER Every entry-level HR professional should understand the importance of compliance. A quality mid-level HR professional may even be a topical expert in a specific regulation or employment law. To achieve and sustain an executive HR level role, understanding employment law and enforcing compliance is not sufficient. To add value to the organizational bottom line, the senior and/or executive HR professional must know why the law exists and how it applies to their unique operations and organization. In this master s session, we will provide an overview of key regulations impacting the workplace of which the first chair of HR needs a comprehensive understanding. 1. Comprehensive understanding of why compliance matters. 2. Business value-add suggestions for protecting organizational bottom line. 3. Communication strategies for gaining acceptance and endorsement of compliance initiatives among all organizational executives and leaders. Mr. Krizner has published dozens of articles relating to various employment law topics; including hiring, proper termination procedures, employee monitoring, and the dangers imposed by the Americans with Disabilities Act and the Family Medical Leave Act. Mr. Krizner also regularly provides speaking engagements for state and national associations on varying employment law topics. He personally represents more than a thousand clients mainly in Florida, California, South Carolina, Maryland, Georgia and Pennsylvania, including organizations from nearly every major industry and many of the largest organizations in the Tallahassee area. The Firm's clients employ more than two hundred thousand employees. Mr. Krizner is admitted to the Florida Bar, the United States District Court in the Northern, Middle and Southern Districts.
4 LEADING IN TRANSITIONAL TIMES! MONDAY, OCTOBER 6, 2014, 3:30PM 5:30PM Rick Willis Leadership is the most critical when the landscape is constantly shifting. Unfortunately, this is also when it s most challenging. Leading in Transitional Times is designed to teach professionals who have a role in maintaining and maximizing productivity during times of change. Leading in Transitional Times Defines methods to establish relationships with the key individuals in the organization responsible for leading and executing a change initiative. Outlines a process to develop, influence and execute strategies for managing organizational change that balances the needs of the organization and its employees. Teaches leaders how to develop and communicate the vision of the organization through times of transition. Gives a framework for leaders to use as they oversee the lead transition, whether it be new systems, culture or any change initiative. 1. Harness a vision by engaging the intellect and emotion of stakeholders. 2. Define expectations and how they will change for all stakeholders involved. 3. Communicate effectively using timely and relevant information. Rick Willis is a senior facilitator within Eagle s Flight primarily working with executive level clients focusing on Leadership Development. In his role as Vice President of Leadership Development, he is also responsible for developing and expanding Eagle s Flight s market share in the leadership sector. Rick brings a wide range of high-level experience to Eagle s Flight including business ownership, executive leadership in both private and public companies and Board of Director positions in both profit and non-profit organizations. His extensive track record spans over 35 years across several industries, including manufacturing, healthcare, computer, venture capital, advertising, and education. Rick has led organizations as small as 4 and as large as 5,000. Rick draws from this leadership background when sharing his perspective with the audience. His approach enables him to promote new discoveries and innovative ideas, share perspectives on leadership and build commitment to continuous learning and improvement. Rick is a graduate of the University of Western Ontario where he earned his Honors B.A. in Business Administration, majoring in Marketing and Finance.
5 REALITY BASED RULES OF THE WORKPLACE THE NEW HR FOUNDATION FOR DRIVING STRATEGIC RESULTS AND FULFILLING ORGANIZATIONAL MISSIONS TUESDAY, OCTOBER 7, 2014, 10:30AM 12:30PM for 2 Business Management & Strategy Credits. for recertification credit. Cy Wakeman, CSP Organizational Strategic Plans are calling for talent to deliver aggressive agendas with limited resources in a whole new set of work realities. It is vital that HR professionals adopt a whole new approach in regards to ensuring that human resources are able to deliver on strategic goals of the organization. The session introduces a revolutionary new performance metric for quantifying employee value to the organization. Join Cy as she reveals five groundbreaking findings, New Rules of the Workplace that call for HR to completely change its approach to managing change, measuring performance, and creating engagement in order to truly support business missions and strategies. 1. Reveal a new employee value metric and formula a key performance indicator of employee contribution to strategic goals. 2. Provide a new coaching model to communicate and reinforce those organizational behavioral expectations proven to most highly impact results emotional expensiveness. 3. Highlight ways in which key HR systems and initiatives need to be significantly altered to drive results and deliver value on the organization s strategic initiatives. Cy Wakeman is a dynamic national keynote speaker, business consultant, New York Times bestselling author, and trainer with over 20 years experience cultivating a revolutionary approach to leadership. Grounded in reality, Wakeman s philosophy teaches people how to turn excuses into results and transform unhappy employees into accountable, successful members of the workforce. Through her prolific work with companies such as Bayer, New York Presbyterian, National Institutes of Health, Hallmark, Verizon Wireless, TD Ameritrade, Wells Fargo, Gilead Sciences, Hospira, Inc., Medtronic, Inc., Cintas, Kroger, and E*Trade. Wakeman has helped eliminate tired, impersonal management techniques in favor of a reality-based revolution. Wakeman s acclaimed new book, The Reality-Based Rules of the Workplace, shows employees how to calculate their true value to their organization. With an original formula for measuring current performance, future potential, and emotional expensiveness the toll an individual s actions and attitudes take on the people around them, Wakeman shows employees how to become invaluable team members and learn to love their jobs again.
6 An expert blogger on FastCompany.com and Forbes.com, Wakeman s ideas have been featured in The Wall Street Journal, The New York Times, The New York Post, and on SHRM.com. She has written two books, Reality-Based Leadership: Ditch the Drama, Restore Sanity to the Workplace, & Turn Excuses into Results (Jossey-Bass; 2010) and The Reality-Based Rules of the Workplace: Know What Boosts Your Value, Kills Your Chances, & Will Make You Happier (Jossey-Bass; 2013). STRATEGICALLY LEADING WORK TUESDAY, OCTOBER 7, 2014, 1:00PM 3:00PM for 2 Business Management & Strategy Credits. for recertification credit DAVID STURT Following one of the world s largest workplace studies, which assessed 1.7 million cases of award-winning work, the O.C. Tanner Institute in conjunction with Forbes Insights revealed data that proves that personality, experience level, and employee engagement scores don t create the best work skills do. In the Strategically Leading Great Work presentation, participants will learn the five skills, understand how to apply them to their own work, and learn how to manage their teams to create bigger, better and more longer-lasting results. 1. Participants will learn the 5 Skills (things people do) that predict award-winning work. 2. Participants will learn how to practice the 5 Skills in their own job and increase the impact they have on their entire organization. 3. Participants will be able to communicate, teach, and build a strategy for their organization or departments, focused on how to practice the 5 Skills, so their teams can increase results. David Sturt is Executive Vice President of the O.C. Tanner Company. His career began in market research, where he analyzed the impact of recognition on people and their work. In the two decades since, he has developed products and services that engage employees, inspire contribution, and reward outstanding results in organizations around the world. He regularly consults with Fortune 1000 leaders and speaks to audiences worldwide. He has been interviewed by the Wall Street Journal, MSNBC, Human Capital, and is a contributor at Forbes.com.
7 SHOW ME THE MONEY: MAKING DOLLARS AND SENSE OF HR'S FINANCIAL IMPACT TUESDAY, OCTOBER 7, 2014, 3:30PM 5:30PM for 2 Business Management & Strategy Credits. for recertification credit. LaFern Batie, MBS, SPHR This session will explore eight key HR areas with the most financial impact and ways you can demonstrate your value to the bottom-line. Do you know the real bottom-line financial impact that your HR team has? How do your people, programs, processes and systems contribute to your organization's financial viability? You will learn how to create and share business metrics that drive solid decision-making and build credibility. This interactive session is not about trying to mold you into a bean counter but to help you identify, measure and clearly communicate the value your HR team adds to your organization's profitability. Eight impact areas will be explored and aligned with the organization's strategic plan in order to clearly articulate HR's value. 1. How to create and share business metrics. 2. How to identify, measure and clearly communicate the value your HR team adds to your organization's profitability. LaFern Batie, Business Strategist and Management Consultant, is the CEO of the Batie Group, LLC, a management consulting firm serving organizations around the globe. With extensive Fortune 500 corporate leadership experience and widely recognized expertise, LaFern works with international organizations and leaders across diverse industries to maximize their collective and individual performance. Business leaders rave about her high business acumen, ability to quickly connect with teams, thorough and efficient approach to identifying challenges and commitment to helping them achieve results that exceed their expectations. She designs and facilitates leadership development and learning seminars, as well as organizational effectiveness and personal skills enhancement initiatives. As a well-known and highly regarded business leader, LaFern s vast professional experiences include accounting, operations management and human resources leadership. A member of the National Speakers Association and the International Coach Federation, LaFern serves in various leadership roles within business, professional and community organizations. She earned a Bachelor of Science degree in Accounting from Salisbury University, a Master of Business Administration from the University of Maryland, a Leadership Certificate from Harvard University and is a certified Senior Professional in Human Resources. Her professional corporate coach training was obtained from Coach University, the Lore Institute and the CaPP Institute.
8 NINE MINUTES ON MONDAY WEDNESDAY, OCTOBER 8, 2014, 8:30AM 10:30AM James Robbins The Nine Minutes ritual can be implemented the very next Monday, giving you a simple plan to increase the effectiveness of your leadership. How do you lead effectively when you barely have enough time to get your own work done? Nine Minutes on Monday is a simple tool to help keep your leadership priorities in front of you. It will provide a blueprint for you to follow, taking much of the stress out of leadership. You will learn a simple system to keep leadership priorities in front of you as well as the nine employee needs which lead to higher employee engagement and productivity. Robbins will share three simple questions to help you create more purposeful workplaces and the three essential ingredients employees need to make their jobs more motivational. By following the Nine Minutes on Monday formula, you will see an increase in employee engagement, a greater loyalty in your staff, and higher morale among your team. 1. The "9 Minute" template for maintaining focus on your leadership priorities--no matter how busy you are. 2. A four-step formula for addressing subpar performance and driving complacency from the workplace. 3. Three key ingredients that will immediately increase the motivation level of any employee. James is a rare mix of management consultant, adventurer and motivational speaker. He has been teaching leadership and peak performance for the last 12 years. After leading non-profit organizations across North America, James founded The Robbins Group in 2003 to help organizations increase their productivity and lower their employee turnover. James is also the author of Nine Minutes on Monday, - The Quick and Easy Way to Turn Managers into Leaders. He has given over 1,000 presentations in the last 10 years and when not speaking he keeps busy planning adventures and raising teenagers.
2015 TRAINING CATALOG Table of Contents Three Easy Ways to Register... 2 About CAI Benefits of Membership... 4 Training Philosophy... 5 Learning and Development Team... 6 What s New for 2015... 9 Alternative
The CFO Forum Conference Program as of April 8, 2015; Program subject to change KEYNOTE ADDRESS How International Economies Impact Us David Hale, Global Economist and Advisor to Fortune 500 Companies STRATEGY
IOSR Journal of Business and Management (IOSR-JBM) e-issn: 2278-487X, p-issn: 2319-7668. Volume 17, Issue 4.Ver. III (Apr. 2015), PP 32-44 www.iosrjournals.org Succeeding at succession through talent management
WHITE PAPER BY TALEO RESEARCH & DEVELOPMENT DIMENSIONS INTERNATIONAL Emerging Leaders: Build Versus Buy Table of Contents Executive Summary...3 The Need for Leadership...4 Lack of Leadership Preparation...5
Career Management Making It Work for Employees and Employers Stuck in neutral. That s how many employees around the world would describe their career. In fact, according to the 2014 Global Workforce Study,
Internal Auditing Around the World How Internal Audit Functions Develop Great People VOLUME VIII Introduction Interdependent people combine their own efforts with the efforts of others to achieve their
Law Firms at a Rediscovery Watershed: Embrace ediscovery Entirely or Collaborate for Client Service? Benchmarking Report By Ari Kaplan INTRODUCTION As corporate legal teams increasingly focus on transparency
Developing an Effective Health Care Workforce Planning Model Contents Executive Summary...1 Getting Started with a Workforce Planning Model...2 Data Collecting, Understanding, and Using...3 Strategy Understanding
E E Y O L EMP GROUPS DRIVE RESOURCE that BUSINESS Sponsored by DIVERSITY LEADERSHIP INNOVATION CONTENTS Company Directory 3 From The President 4 Introduction 5 About The Analysis 7 Part 1: What Are ERGs?
Dr. Stephen C. Schoonover is the president of Schoonover Associates, Inc., a management consulting firm that specializes in leadership and executive development, organizational effectiveness, change initiatives,
Elements of Effective Succession Planning A Working Paper for the UCEDDs This material is funded in part by the Administration on Developmental Disabilities under Contract #233-01-0022 to the Association
octorate in Business dministration Doctor in usiness Administration octorate Online Doctorate Business dministration in Business Doctorate Administration Business Administration A new evolution in advanced
building a performance measurement system USING DATA TO ACCELERATE SOCIAL IMPACT by Andrew Wolk, Anand Dholakia, and Kelley Kreitz A Root Cause How-to Guide ABOUT THE AUTHORS Andrew Wolk Widely recognized
Succession Planning: Beyond Theory By Jennifer L.C. Flynn, BComm, JD, MACT, CHRP Legal Education Society of Alberta ACLEA s 50th Annual Meeting Boston, MA, August 2-5, 2014 TABLE OF CONTENTS Succession
SHRM Foundation s Effective Practice Guidelines Series Onboarding New Employees: Maximizing Success By Talya N. Bauer, Ph.D Sponsored by Right Management SHRM Foundation s Effective Practice Guidelines
Career Planning & Adult Development JOURNAL Volume 31, Number 3 ISSN 0736-1920 Fall 2015 CAREER DEVELOPMENT in CORPORATIONS Rich Feller and Ruth Pankratz Guest Editors n Career Development at GM: Accelerating
TAKING OUR PLACE: U NIV ERSITY O F MAN ITOBA 2 0 1 5-2 020 STRATEGIC PLAN TABLE OF CONTENTS Message from the President...3 Introduction... 4 Planning Context....5 Consultations: What We Heard....7 Acknowledgement...
2014-2015 Academic Catalog Master of Science in Managing Human Capital Program Master of Science in Managing Human Capital Program Erivan K. Haub School of Business Claire Simmers, Ph.D., Chair, Management
SF STATE Extended Learning 2013/2014 FREE INFORMATION SESSION Downtown Campus 835 Market St., 6th Floor (Powell St. BART/Muni) For upcoming information session, please visit www.cel.sfsu.edu/hrm/ Please
education Year in Review This is the story of 2010 the critical initiatives, activities and accomplishments of the SOA. Turn the pages and find how working together, member engagement, commitment to the
Master of Business Administration (MBA) Program STUDENT HANDBOOK TABLE OF CONTENTS Program Overview... 3 Program Components... 3 Mission... 3 Program Goals... 4 Admission Criteria Master of Business Administration...
Nonprofit Executive Succession-Planning Toolkit Federal Reserve Bank of Kansas City Denver Oklahoma City Omaha Foreword The Federal Reserve Bank of Kansas City has a broad range of responsibilities. As