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Canadian Masters in HR Strategy and Execution Virtual Workshops

August 25-26, 2011
This event has ended. Click Enter Event to view the archive.
Attend the workshops from your desk! .

Do you want that competitive edge in your professional space? Do you want to assert your knowledge of current HR topics, trends within your domain? Why not set yourself apart from your peers and get certified with and the Institutes for Human Resources (IHR).

The Institute for Human Resources (IHR), the certification and accreditation process arm of, has a program for you! Many HR professionals have a general HR degree or certification with a wide spectrum of HR functionalities learned. The IHR is the only institute that focuses on niche areas within Human Resources. A specialty certification increases your market value, adds value to your work experience, furthers your knowledge, and recognizes you as an industry leader and/or expert in the field.

Conference Webcast Schedule
Ward Clapham, President(Proactive Insights)

Positive Tickets - COPS Catching Kids Doing Things Right
Ward Clapham is the founder and lead champion of the Positive Ticket program that has captured the imagination of police services, businesses and communities from around the world.  It is estimated that over half a million Positive Tickets have been given out to date and growing daily.

Positive Tickets are issued to youth for good behaviour.  The program is based on the simple philosophy that recognizing and rewarding good behaviour will inspire and motivate greater good behaviour.  Positive Tickets are used as the vehicle to make a connection and building trusting relationship with youth.  Positive Tickets are simply coupons, vouchers, tokens, or notes that have value for goods, services, or some type of credit, acknowledgement, or appreciation.

The Positive Tickets program embraces and acknowledges that people- youth or adults-are the most valuable resource in a community.  People are the greatest asset.  Therefore, we should constantly strive to recognize and reward our greatest assets for the good that they do.  Positive Tickets is just one of the many proactive, intentional, positive initiatives that can transform communities and shift mindsets and attitudes.

Ward shares how he has now taken his vision of positive police-kid relationships one step further.  In addition to transforming police departments and communities, he is now assisting organizations and businesses on ways they can put the Positive Ticket philosophy into action by rewarding and recognizing employees and customers, thereby enhancing the bottom line.

Steven Stein, CEO(MHS Inc.)

The Emotionally Intelligent Organization
Steven J. Stein

What can you do to make your organization more emotionally intelligent? And what difference would it make anyway? In this presentation Dr. Steven Stein will present some of what he’s learned about emotionally intelligent organizations. Whether or not you’ve read one of his books – Make Your Workplace Great: The 7 Keys to an Emotionally Intelligent Organization, The EQ Edge: Emotional Intelligence and Your Success, or Emotional Intelligence For Dummies – you’ll learn some of the inner secrets of those “soft, intangible” qualities that help make great organizations great. Dr. Stein has worked with American Express, Air Canada, the US Air Force, FBI Academy, Canyon Ranch, Coca Cola (Mexico), professional sports teams and others as part of the quest to understand how emotionally intelligent organizations proper (and emotionally challenged organizations flounder). He’s even landed on an aircraft carrier (USS George Washington) and tested Top Gun navy pilots. He has contributed to many forms of media, both old and new – including The Fifth Estate (CBC), Breakfast Television, Globe and Mail, National Post, Toronto Star, and numerous blogs and twitters. In his spare time he screens candidates for reality TV shows and plays saxophone in a jazz band.

Leah Martuscelli, Director of Organizational Effectiveness(Mackenzie Health)
Paul Dodd, President(Head2Head, Inc.)

This panel will talk about about In an uncertain economy, succeeding in the next five years is a critical issue for Canadian businesses. Having the best talent in the right roles is key to revitalizing stagnant organizations. But does your message attract the right hires?
This is what Recruiting 3.0 looks like: where organizations are marketing to the best candidates to ensure success at every business level. Incorporating social media, leveraging connections to create a larger talent database and getting the highest quality candidates to engage with your brand and come to you – this is how we can do more with less and invest in a creative approach to talent acquisition.
Discuss the evolving role of the recruiter as a strategic partner and how, along with a robust corporate culture, your organization will attract talent to drive innovation. Acquiring the right people at every level is where talent management originates; talent pooling, hiring for attitude and investing in an engaging corporate culture are just the beginning. Why settle for only surviving? Create a magnetic culture and sell the story that sets the stage for success.
What does the next 5 years look like; what are the key business drivers that are forcing organizations to look to fully integrate; what do you see as the largest impact on Talent Management with the ever changing world of social media; how do you create a magnetic cluture to thrive; as an HR leader what do you want your technology to do for your organization.

Paolo Gilfillan, Director of Sales and Marketing(Synerion North America Inc.)

Attend this webcast to learn more about workforce management (WFM) as a whole, including its generic definition, as well as details about what it encompasses and the different components. Industry best practices will also be discussed, including implementation strategies and opportunities for customization. We will take a look at what workforce management and time and attendance began as, and how it has evolved over time by analyzing the history and current trends. What started out as simple punch in and punch out systems seen commonly in factories has turned into technologically advanced solutions with biometric, self-service, and analytical capabilities, suitable for all areas of business.

Workforce management solutions can provide companies with numerous benefits in many areas. Implementing an automated system reduces administrative time and errors, improves security, decreases risks, increases control, and saves money. Companies can make the most out of their systems by customizing and utilizing unique capabilities. WFM solutions can be integrated into almost any organization, but this webcast will highlight industries that can especially benefit from an automated system. Additionally, we will provide some suggestions for potential vendors with proven professionalism and credibility.

Purchasing a customized workforce management solution requires time and monetary support from a company, but the benefits are endless. This webcast will discuss how organizations can ensure a strong return on their investment, and ultimately optimize their most valuable asset – their people.

Christine Lucy, National Director of Strategic Partnerships(Robert Half Canada )

During the following virtual event webcast Christine Lucy will cover the following topics of discussion: Psst … Managers, did you know your employees may have concerns they’re not sharing with you? Even at small, tight-knit firms, secrets could exist. Some workers may be dissatisfied and looking to leave the firm, for instance. Others may privately wish they could advance into more significant roles. This presentation will help you uncover secrets your employers may be harboring and learn how to better gauge the pulse of the office environment. Knowing which issues are of greatest concern to your team will allow you to address them, leading to improved morale, motivation and retention rates.

Nadia Ciani, Human Resources and Communications(Manpower Canada)

Winning in the world of work requires a new way of thinking about and approaching the global workforce. Is your company prepared?

Throughout history, the world occasionally experiences a change so transformational and all encompassing it redefines the epoch. We have experienced the Iron Age, the Industrial Age, the Information Age and now, we are entering a new age, the HUMAN AGE, where the true power of human potential will be fully realized. Winning in the changing world of work requires a new way of thinking about and approaching your workforce. Talent has replaced capital as the chief agent of economic growth.
Accessing, attracting and developing talent is top of mind for most executives.
Companies need to re-examine their work models, people practices and talent sources if they are to win in the changing world of work.

We invite you to join Nadia Ciani, Vice President Human Resources and Communications, for Manpower Canada, as she shares insights on “Talentism” in the Canadian workforce.

Doug Brown, President(Engaged2Perform)

The relationship between the manager and employee is one of the fundamental drivers of employee engagement. The ability of the manager to communicate effectively, build trust and understanding and also inspire, motivate and encourage high performance has a direct influence on the commitment and engagement of their employees and the results they generate. Effective leaders nurture employees who provide increased discretionary effort, interact better with colleagues, understand the need for change and adapt easier, submit ideas and suggestions for new efficiencies and cost control measures more often, etc. Yet how many managers truly understand the importance of their management and communication styles and its impact on employee engagement levels OR how their personality, listening skills and understanding of employee needs influences performance and results? Managers and executives come from different backgrounds and experience and vary in their abilities to meet the emotional requirements of their team. When organizations consider strategic planning for employee engagement it is important to have mechanisms in place to understand where engagement is weak as well as strong. Are there areas where managers or departments score poorly on engagement? Research clearly demonstrates that leaders who do well in these areas run more profitable departments and are able to meet goals and objectives with increased frequency. This web cast will explore what ideas and strategy is required to help managers achieve a highly engaged team and how organizations can support their managers to take their team’s performance to the next level.

Jeff Nugent, President and CEO(Contingent Workforce Solutions)

The Contract Workforce is the fastest growing sector of the North American workforce and now accounts for between 25-30% of the total workforce. With a fundamental shift in the demographics of the workforce under way and the current uncertain economic times, Human Resource professionals are recognizing that an agile workforce that can expand and contract to meet the peaks and valleys of the business demand is the new reality.

In order to be ready to meet the demands of the new workforce HR professionals must start taking a holistic view of their entire workforce and build models to hire talent and integrate the contract workers into their talent mix.

During his session Jeff Nugent the Founder and Managing Director of Contingent Workforce Solutions will walk session attendees through the process of building proactive contract talent pools to create their own "just in time" labor pools. From building contractor applicant tracking systems, to setting up retiree and alumni programs to developing and executing contractor social media recruitment programs Jeff will present industry leading practices that will help employers hire contract workers directly without the use of staffing firms and their expensive markup fees.

Also, as an expert in contract workforce management and tax and employment legislation Jeff will highlight the benefits of using simple 3rd contract workforce engagement models that will help employers gain visibility, ensure compliance with internal policy and external employment and tax law all while streamlining the process, mitigating risk and saving employers a ton of money.

Speakers Bio:
With 16 plus years of contract workforce management experience Jeff is a thought leader within the contingent workforce management industry. Jeff has worked with countless top employers in developing and implementing CWM best practices and technology tools that enable clients to take a holistic approach to strategically managing their contract workforce as part of an organization’s overall talent pool. As the Founder and Managing Director of Contingent Workforce Solutions (CWS) Jeff has lead the company to become one of North America’s top vendor neutral contract and temporary workforce consulting and business process management companies. CWS provides independent contractor administration and payrolling, vendor program management (MSP) and strategic consulting services. Prior to CWS Jeff was a Vice President of Business Development & Strategic Solutions at one of Canada’s largest IT staffing firms and held progressive positions with companies such as UPS, Lexmark, Union Gas & Open Text, . Jeff holds an Honours Bachelors of Business Administration & Organizational Behaviour from Wilfrid Laurier University in Waterloo, Ontario, Canada. He is Human Capital Institute’s Expert Advisor on Contract Talent Management and sits on the board of various HR and staffing industry associations

Carl Richards, Speech Coach/Corporate Trainer, Professional Speaker(C.A.R.L. Communication And Real Leadership)

This workshop is for those who want to catapult their business to the front of the line, and keep it top of mind.   For seasoned professionals, it offers strategies on tweaking and effectively sharing your brand through oral communication.  For new business people, it showcases different business communication techniques, and provides instruction to add punch to your message.

In business having confidence and belief in your brand and in your message is crucial. So is having a clear picture of how your business is perceived by your clients, and the public. This session will give insight on how to create a vision and mission, and what values and rewards clients want most. It will delve into how public perception plays a role in business growth.

In addition, this workshop will explore in great detail concepts of leadership.  It will analyze and define leadership qualities of the highest standard, and focus on the leader models of today.  It will also provide some insight on the leadership traits of tomorrow.   Through this section, the moderator will focus on such things as being a person of your word,  keeping the commitment, leading from the front with a positive attitude and outlook.  Participants will also be given some basic tools for sharpening their core message while highlighting some basic skills for  preeminent delivery, a key to being an effective leader.     

Patricia Kriz, Health and Safety Consultant/Trainer(Osg)

Ontario’s Ministry of Community and Social Services have made changes to the 2005 Accessibility for Ontarians with Disabilities Act (AODA) requiring organizations to comply with a variety of Accessibility Standards in areas such as employment, delivery of goods and services, transportation and communication.

The Customer Service Accessibility Standard applies to both private and public sector organizations that provides goods and services to the public in Ontario and that have one or more employees in Ontario.

The AODA has two distinct dates that have been set to achieve compliance with the Customer Service Accessibility Standard. According to the regulation, public sector employers must be in compliance by January 1, 2010 and private sector organizations must comply by January 1st 2012.

This conference will briefly explore the Customer Service Accessibility Standard and will discuss the steps necessary to achieve compliance. Compliance requirements include:

• Establishing policies, practices and procedures on the provision of goods and services to people with disabilities
• Ensuring that those policies practices and procedures are consistent with certain core principles in the AODA, namely the principles of independence, dignity, integration and equality of opportunity
• Establishing policies on allowing disabled people to use personal assistive devices, to be accompanied by a support person, guide dog or other service animal
• Communicating with disabled persons in a manner that takes into account their disability
• Providing advance notice to the public when there is going to be a temporary disruption in services or facilities used by persons with disabilities
• Establish a process for people to provide feedback, including a complaints mechanism, and make information about the feedback process readily available to the public
• Make policies and procedures available to the public upon request
• Training on how to interact and communicate with persons with various types of disabilities

Jacqueline King, Litigation Partner, Mediation Arbitration(Shibley Righton LLP)

Social networks are a useful tool for employers since they can reach more applicants and learn more about them. A recent survey found that 45% of employers used social networks to screen potential employees. However, all employers should know that they are subject to laws, specifically the Personal Information and Protection of Electronic Documents Act (PIPEDA) – which governs the collection and use of private, personal information, and there are specific applications for federal employers.

Lawyer Jacqueline King of Shibley Righton LLP is one of Canada’s top litigators and an expert on social media in the workplace. Her Webinar ‘Screening potential employees with social media – do’s and don’ts, and what you should know’ takes place on August 26 at 3.30 p.m. EST. It will be of great interest to any employers who use social media.

The Webinar will cover the following:
-       What are these social networks
-       How you can use them
-       What employers should know about posting personal information
-       Legal decisions concerning privacy issues about information posted on social media sites
-       How employers can protect themselves

Sponsors for this event:

IHR Certifications
Are you becoming an industry expert?    Each One Hour Webcast on is reviewed and can qualify for an Institute for Human Resources credit.    The Institute for Human Resources Certification Program provides HR Professionals with an opportunity to specialize in one vertical or domain, making them an Industry Expert.   Each of’s webcasts are reviewed and evaluated against the verticals/domains criteria, and one credit hour can be applied to the appropriate vertical or domain.   For more information regarding the IHR Certification Program, please click here or visit:
Did you know that each one-hour webcast is submitted to qualify for HR Certification Institute recertification credits? The archive of the webcast also qualifies recertification credits, for one (in some cases two) year(s) after the original broadcast. You can get your PHR, SPHR, GPHR and credits all without ever leaving your desk. We know how busy today's successful HR professionals are, which is why we're committed to delivering the best education to you in an easy and entertaining format. For more information about certification or recertification, please visit the HR Certification Institute homepage at
"The use of this seal is not an endorsement by HR Certification Institute of the quality of the program. It means that this program has met HR Certification Institute’s criteria to be pre-approved for recertification credit."

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