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The field of Human Resources can no doubt be equated with business essentials. That’s why it is imperative to understand what makes people productive, motivated, and inspired (to name a few). Human Resources, as a disciplinary study, examines a diverse arena of performance topics: compensation, wellness, rewards & recognition, sourcing-selection-recruitment, training & development, talent management, human resource information systems, benefits…. and the list goes on.
The presence of Human Resources in Canada has been on the rise since its first discovery in the mid 1950’s (then referred to as ‘Personnel’). Canada has enjoyed many successes, both in the private and public sector, in the HR field. Subsequently, national and provincial association groups have formed and post graduate programs have expanded. The profession of Human Resources is true to its name: caring about the resources that humanize work at its best!
The Institute for Human Resources offers certification in the niche of Canadian Masters in HR Strategy & Execution. Set yourself apart from others and gain competitive advantage with a certification in this disciplinary!! This two-day virtual event offers a fantastic line up of trending HR issues and topics for the Canadian and international audience. Topics include: Payroll, Emotional Intelligence, Leadership, Mentoring, Communication & Technology, and Workplace Satisfaction. Gain the knowledge that drives the ability to be a true expert and industry leader in your field.
Join the hundreds of professionals for an introduction on Canadian Mastery of HR Strategy & Execution, where you will learn more about HR.com, The Institute for Human Resources (IHR) and how to navigate and get the most out of this two-day virtual event.
Ever had an employee just walk out one day, no notice? What about a wishy-washy decision maker? Oh, and the supervisor that talks down to the employees? And there’s the person that feels nothing ever goes right and loves to tell everyone about it. All these situations are tied to emotional intelligence.
Since Goleman’s 1997 book, Emotional Intelligence, the popularity of the label has grown into a common term, substantial research data and a current buzz word. This webinar will explore the current core approaches plus ideas and examples of techniques to help raise emotional intelligence in the workplace.
A quick overview of current flood of resources available will help participants make more informed decisions on what to choose and what to avoid. Using the model of a Canadian company that has the world’s largest database of EI research, we will create a better understanding of what is considered in measuring EI. With real world examples, the participants gain knowledge to identify lower or high emotional intelligence and why high is not always the best goal.
The good news about emotional intelligence is that it is trainable and, generally speaking, higher is much better for business. Taking several of the subtopics, activities will be suggested on how to increase a person’s score in the area. Depending on interaction, questions and the time available, the number of subtopics covered in this portion will be flexible.
Come join us for a quick paced hour full of information and practical applications designed for the workplace.
Create a happy workplace for all your employees!
Many people are chasing success in order to find happiness. Yet, over a decade worth of research by The Conference Board, Mercer, CNN Money and others, is proving that in fact, happiness breeds success. The performance of positive employees is higher than their negative counterparts in terms of productivity, sales, energy levels, turnover rates and health care costs.
For example, according to Shawn Anchor, Harvard researcher and author of “The Happiness Advantage,” optimistic sales people outperform their pessimistic counterparts by up to 37%. CNN Money reports that 84% of workers are unhappy at their current jobs.
So we actually need to find ways to be happy while we’re working to drive our businesses to top performance in their respective categories.
Creating a happiness culture has become an important way to create market success and differentiation.
But authentic happiness goes beyond onsite daycare, free meals or any other externally motivated form of happiness. The more lasting business advantage comes from intrinsic happiness.
Valerie Sheppard guides the attendees to an unbreakable connection with their authentic source of happiness. She’s developed a simple 4-step process that will help anyone who applies it get and stay happy no matter what’s going on around them. Participants will: explore the rules of the happiness game and which one relationship is the real key to winning it; discover how to clean house so emotional Junk-in-the-Trunk isn’t getting in the way; create a new model for being happy; and adopt practical ways to overcome depression, anxiety, fear and anger and keep the joy flowing abundantly forever.
Today organizations are faced with many challenges. In a recent Harvard Business Review Blog on leadership it was identified that nearly 60% of companies are facing leadership talent shortages that will impede their performance. A further 31% expect to be impacted in a similar fashion during the next several years. All of this coupled with the ongoing business challenges of an aging workforce, the overall talent shortages, lack of succession planning/succession development, a mobile workforce that may change jobs as much as 20 times over the course of their career and a disengaged workforce have created the need to have strong leaders at the helm.
This presentation will look at the role of transformational leadership and how it is the leadership style required to lead us into the future. We will look at the definition of this style of leadership and the qualtiies of a transformational leader. As we go through this discussion we will look at why we actually need this type of leadership style. We will share experiences of where the lack of a transformational leader has resulted in a disengaged workforce resulting in impacts to productivity and profitabilty.
We will then explore the aspect of mentoring and the history of mentoring. Mentoring has been around for centuries and continues to evolve and have a more prominent role in a lot of organizations. We will look at what the business value for mentoring is and what are the skill sets of a good mentor.
With an understanding of transformational leadership and the skills that are required we will then draw a comparison to how it relates to mentoring and the common skill sets shared by both. We will examine the positive impacts that transformational leadership and mentoring bring to an organization and the business value that can be recognized from this partnership of skills.
What makes some business leaders so highly effective and influential? Why is it that some have devoted followers and teams that will do anything for them? Their staff, vendors and other circle of influences want to partner with them all the time. What is it that some of the most successful leaders today have that you may be missing? What is that special sauce that makes them so irresistible? The answer is that they know the secrets to exercising their influence and building relationships using tried and true rules of engagement that make others so loyal to them. Loyal staffer, vendors, clients and peers will propel you to advance more quickly than without them. They understand the importance of building TRUST as the grounding force. In this session you will learn the value based leadership tools that help get everyone on the same page. Because what an individual subconsciously believes to be true, or values, is what drives their behavior, being able to identify what your underlying values are will determine the way you build relationships with others. The key to effective leadership is being able to build sustainable relationships and circumventing the chaos that often disrupts harmonious teams and careers. Advancement doesn’t happen without consistency, clarity and great communications. Wouldn’t it be nice to be able to unlock the secret formula that ties all of these elements together to create your own influential leadership? If you’re “done” with all the drama, truly desire to get everyone on the same page and begin moving forward rapidly, this session will give you some much needed insight and a critical tool for doing so.
Doing more with less is standard operating procedure these days; HR departments and their budgets have been cut significantly. But doing more with less is not just about leveraging technology - it’s also about leveraging relationships to gain the support and cooperation of managers at all levels.
Just like any service organization, HR needs to put its customers first. But in some cases, internal relationships can become adversarial. Those who work more closely and collaboratively with their internal clientele are more highly valued and are much more likely to have influence in their organizations. Working on internal relationships can make a big difference.
1. Do managers send their employees to you, expecting you to make decisions that are rightfully theirs?
2. Do you notice that your managers don’t know what’s in your Employee Handbook?
3. Do you have problem children who seem to need an inordinate amount of handholding?
If you answered “yes” to any of these questions, you'd benefit from spending some time on enhancing these important relationships. You may in fact be enabling the very behavior that stretches you to the breaking point!
Streamlining HR doesn’t mean forgoing any of the critical responsibilities you have, it simply means becoming more efficient and effective by spreading the work around a little more evenly. Engaging a team of supportive colleagues outside of the HR department can have profound effects on the employee experience in your organization.
In this session you will learn to work best with each of your internal clients – especially those managers who tend to defer too much of their duties to HR. Learn to push back without alienating others as you build more collaborative, supportive relationships.
HR programs have traditionally been very conservative and staid, focused on getting the message or the training to the workforce under cost effective and normal means. And yet, HR finds itself being tagged as “culture central” for the organizations whose workforce they manage. To effectively engage the workforce, make the company a choice for prospective employees to apply, and utilize low cost technologies to deliver the programs, the HR world has turned to the virtual environment.
Communicating with and engaging the workforce, HR has had to adjust how they deliver programs and the need to be viewed as innovative and leading edge. The varied workforce and HR's need to reach out through many communication channels because of the new workforce composition, has created an opportunity for HR to use some of the newest technology, one of those being virtual environments.
This environment, when effectively made available to the workforce, can be a very engaging, interesting, and a cost effective way to deliver HR programs and many types of communication. Areas of corporate communications, training, leadership development, and business continuity are only some of the programs we will discuss. And the appeal to the newer workers, the ability to deliver globally, and the application of a mobile device has created a great deal of interest within the HR community.
We will explore the technologies leading up the use of virtual environments, the considerations and the implementation approach for making the most use of the virtual simulations.
Join us for an entertaining tour of HR programs transferred into the virtual environments creating a "game changing" place for HR to conduct their business.
Canada and the Unites States are so close geographically, that if you don’t have Canadian payroll on your plate yet, it may just be a matter of time before you do.
This session will cover a basic introduction to Canada and processing payroll for employees in Canada. A dollar is not a dollar and Canada has its own currency, the Canadian dollar.
The jurisdictions are provinces and territories, each with their own tax tables, worker’s compensation boards and employment standards.
Employment standards cover labour laws and vary throughout the country. What is considered statutory, mandatory and voluntary payroll deductions is the tip of the iceberg. It is important to be aware of additional provincial taxes and levies as well as special taxing considerations.
We’ll run through a sample net pay calculation to show how the statutory calculations are made, including the employee and employer portion. Once the payroll deductions are made, they will need to be remitted and we’ll review the agencies responsible and the due dates. There is new legislation every year in which there are several resources to help you keep on top of any relevant changes.
An overview of some of the yearend processes and considerations relating to payroll will wrap up the presentation. The goal is to give you a taste of important areas relating to Canadian legislation surrounding payroll and some resources to put you on your way to compliance. Payroll in a foreign country doesn’t have to be scary with the right tools and resources.