HR Strategy: Creating Competitive Advantage through People October 26-30, 2009

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1 HR Strategy: Creating Competitive Advantage through People October 26-30, 2009 Be part of an exciting learning experience when two premiere universities join forces to present the week- long program, HR Strategy: Creating Competitive Advantage through People. Companies send a small team (4-5 people) to the course to experience a unique curriculum. Each team learns best practices from other participating companies, while also working together on issues specific to their company; the type of work from which we find deeper learning and transfer take place. Teams can be comprised of mid to senior level HR generalists/managers or can be multifunctional teams that include HR managers. Course Objectives: Each company team will come to this course with a focused business problem for which they are expected to begin generating the HR solution through their work in class. The course curriculum covers: Understanding and identifying how companies create value for key stakeholders (shareholders, customers, employees, communities, etc.), and how the value chain informs strategy formation. Identifying HR activities that help optimize value creation for stakeholders, vertically aligning HR practices with corporate strategy, and horizontally aligning HR practices with each other into a coherent whole. HR s Role in Driving Organizational Change the Accelerating Change Module helps identify the steps for a successful change process, while separating change content from the change process; this session outlines and discusses diagnostic and planning tools for change. Leading the HR Function: The Next Paradigm HR s critical roles in building capabilities, providing critical information to influence corporate strategy formulation, and guarding against human frailties in executive decision- making. For more information or to reserve a spot for your team, contact: Patricia Hanenberg [email protected] Why We Like the Consortium Model: Increases the transfer of training and knowledge back to the workplace. Teams work on existing company issues, are encouraged to present solutions, and receive immediate feedback and suggestions from other participants and faculty. Improves the overall effectiveness of your HR organization and change efforts. Our team- training format helps create a support network within participating organizations, making team members champions for their change efforts back in the office. A great learning experience for people two to three levels beneath the chief HR officer. Also useful for a group from the same business unit who are wrestling with a particularly critical or thorny business issue. Program Fee: $17,000/ team of up to 5 people Location: Rice University Jones Graduate School of Business

2 Christopher J. Collins is an Associate Professor of Human Resource Management in the School of Industrial and Labor Relations and Director of the Center for Advanced Human Resource Studies (CAHRS) at Cornell University. He earned his Ph.D. in Organizational Behavior and Human Resources from the Robert H. Smith School of Business at the University of Maryland. Dr. Collins research interests include strategic human resource management, the link between HR practices and knowledge creation and innovation, the role of leadership and HR practices in creating employee engagement, and employment brand equity. His research has appeared in the Academy of Management Journal, Journal of Applied Psychology, Personnel Psychology, Human Resource Management Review, Human Performance, and the Journal of Business and Psychology. Dr. Collins also serves on the editorial review board of the Academy of Management Journal and the Journal of Applied Psychology. Dr. Collins has worked as a private HR consultant to multiple Fortune 500 organizations and several entrepreneurial organizations. His consulting work has primarily focused on strategic human resource management issues including talent management, creating employment brands and attracting top talent, strategic HR planning, and retention. Dr. Collins is a member of the Academy of Management, Strategic Management Society, Society for Industrial and Organizational Psychology, and Society for Human Resource Management. Prashant Kale is currently Associate Professor of Strategic Management with the Jones School of Business, Rice University and a Research Fellow with the Mack Center for Technological Innovation at the Wharton School. He is also a visiting faculty for executive education at the Kellogg School of Management, Northwestern University and at the Wharton School of Business, University of Pennsylvania. Before coming to Rice, Prashant was a full time faculty at the Ross School of Business, University of Michigan. Prashant has an undergraduate degree in engineering, a MBA from the Indian Institute of Management, Ahmedahad and a Masters and Ph.D. in Management from the Wharton School of Business, University of Pennsylvania. Prashant does research in the areas of corporate strategy, strategic alliances and mergers and acquisitions. Some of his current projects examine issues such as how do companies choose whether to ally or acquire, how do acquisitions create value in emerging markets, and how do companies build their alliance or acquisition capability. His research has received awards from the Academy of Management and the Strategic Management Society, and his work has been published in journals such as the Strategic Management Journal, Harvard Business Review, MIT Sloan Management Review, California Management Journal, Managerial and Decision Economics, etc. Prashant regularly teaches courses in the above areas to MBA and executive students and he has also been involved in research and teaching engagements with several leading international companies such as Hewlett Packard, Pfizer Warner Lambert, US Steel, Dun and Bradstreet, Philips, Quintiles, Skoda, the Tata Group and several others. He is also on the investment board of a couple of venture capital firms that invest in technology start ups in the US and India.

3 Dave Pace is based in Dallas and is a member of Egon Zehnder International s Consumer Practice Group. His primary focus is with retailers, restaurants, consumer products companies and human resource functions across a broad spectrum of senior management assignments. Prior to joining Egon Zehnder International, he was most recently the Executive Vice President and Chief Human Resources Officer at Starbucks Coffee Company. Dave was also with PepsiCo Inc., both domestically and abroad. His time with PepsiCo included assignments with Pepsi Cola, Taco Bell and PepsiCo Restaurants International. He also held executive roles with internet start up HomeGrocer.com and applications software leader i2 Technologies. During his career, Dave has worked for organizations with operating entities in over 92 countries. He is the Founder and President of Jonathan s Stage, a non profit organization foundation focused on fighting leukemia and supporting education for learning different children. Brent Smith, Associate Dean for Executive Education and Associate Professor of Management and Psychology at Rice University. Professor Smith was formerly a member of the faculty at the London Business School and at Cornell University where he taught in the School of Industrial and Labor Relations and the Johnson Graduate School of Management. Professor Smith has conducted executive programs around the world including Europe, Asia, and South America. Professor Smithʹs teaching interests focus primarily on leadership and management development. He received his Ph.D. in Psychology from the University of Maryland in Professor Smithʹs research interests focus broadly on personality issues in work organizations including response dynamics in personality measurement; the personality correlates of effective work performance and the relationship between personality and organizational climate/culture. In addition, his current research focuses on individual differences in susceptibility to social influence and the personality correlates of justice perceptions. Professor Smith has twice been the recipient of the Scholarly Achievement Award from the Academy of Managementʹs Human Resources Division (1999, 2004) and recently received the Outstanding Publication in Organizational Behavior Award also bestowed by the Academy. His research has been published in the Journal of Applied Psychology, Personnel Psychology, Human Performance, and Leadership Quarterly. Professor Smith is editor of the book, Personality and Organizations, and is currently editing a book entitled, The People make the Place. In addition to his academic work, Professor Smith is a partner in the management consultancy, TalentSage, where he specializes in executive assessment, coaching, and development. Patrick Wright is the William J. Conaty GE Professor of Strategic Human Resources in the ILR School (Industrial and Labor Relations) at Cornell University. Prior to joining Cornell, he held positions as Associate Professor and Coordinator of the Master of Science in Human Resource Management program in the College of Business at Texas A&M University and Assistant Professor of Management in the College of Business at University of Notre Dame. He holds a BA in psychology from Wheaton College, and an MBA and a Ph.D. in Organizational Behavior/Human Resource Management from Michigan State University.

4 Professor Wright teaches, conducts research, and consults in the area of Strategic Human Resource Management (SHRM), particularly focusing on how firms use people as a source of competitive advantage. He has published over 40 research articles in journals such as Academy of Management Journal, Academy of Management Review, Strategic Management Journal, Organizational Behavior and Human Decision Processes, Journal of Applied Psychology, Personnel Psychology, and Journal of Management as well as over 20 chapters in books and edited volumes such as Research in P/HRM and Handbook of I/O Psychology. He currently serves on the editorial boards of Personnel Psychology, Human Resource Management Journal, Human Resource Management Review, Journal of Management, Human Resource Planning, and Journal of Managerial Issues, and has previously served on the board of Journal of Applied Psychology. He has co authored two textbooks titled Human Resource Management: Gaining Competitive Advantage (now in its third edition) and Management of Organizations. He has co edited a special issue of Research in Personnel and Human Resources Management titled ʺStrategic Human Resource Management in the 21 st Century,ʺ and Guest Edited a special issue of Human Resource Management Review titled ʺResearch in Strategic HRM for the 21 st Century.ʺ He has taught in Executive Development programs at Cornell University, University of Southern California, and Texas A&M. In addition he has conducted programs and/or consulted for a number of large organizations including Borden Capital, Sequa Corporation, PNC Financial Services, ServiceMaster, Nabisco International, Allstate Insurance, Hewlett Packard, McGraw Hill, Continental Airlines, Phillips Petroleum, TRW, Pentair, Whirlpool Corporation, Amoco Oil Company, and the Florida State government. With regard to his service role, Dr. Wright is involved at the national and regional levels in the Academy of Management. He was elected to the Executive Committee for the Human Resources Division of the National Academy of Management and as the Divisionʹs Program Chair for the 2002 Conference. In addition he served as co Chair of the Research Committee, member of the Board of Directors, and co chair of the 2000 conference within the Human Resource Planning Society (HRPS). He currently serves as a member on the Board of Directors for the Cornell ILR Center for Advanced HR Studies (CAHRS), HRPS, SHRM Foundation and World at Work (formerly American Compensation Association).

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