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The Institute for Human Resources offers certification entitled Canadian Masters in HR Strategy & Execution, this is specific to the needs of the Canadian HR professional. Set yourself apart from others and gain competitive advantage with a certification in this discipline!! The presence of Human Resources in Canada has been on the rise since 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 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, covers a diverse arena of topics e.g. compensation, wellness, rewards & recognition, sourcing-selection-recruitment, training & development, talent management, human resource information systems, benefits…. and the list goes on.
This two-day virtual event offers a fantastic line up of trending HR issues and topics tailored for the Canadian and audience delivered mainly by Canadian professionals. Topics include: Employee Surveys, Conflict Resolution, Labour Management Challenges, Health Spending Accounts, Reward & Recognition, Personality Assessment, Talent Analytics and Maximizing your Communication. 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 Virtual Event, 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.
Employee surveys have received a great deal of criticism lately from both consultants and employers. “They don’t work” and “They’re a waste of time” are common complaints. Yet, when investigated, many of these complaints have to do with bad surveys rather than good ones. Many employee surveys are not conducted according to best practices, as informed by nearly 100 years of psychometric theory and survey methodology. Then, when the desired results are not achieved, employee surveys are categorically viewed as flawed and of little value. Essentially, we often don’t know what we don’t know about good survey methods.
Dr. Fairlie, an HR professor and consultant, will present the 10 deadly sins of employee surveys, and how these can be atoned for through best practices. The webcast will be evidence-based, as informed by published research, with little hearsay, opinion, or folk wisdom. When done well, employee surveys can be a powerful tool for diagnosing complex organizational problems, discovering strengths, and establishing competitive advantage.
In addition, you will learn about:
• Suggestions for employee surveys practices;
• How you’ll miss finding the real issues over 50% of the time when you commit the deadly sins;
• The strongest workplace drivers (which are ignored on most surveys);
• Why it’s not all about employee engagement;
• The value of surveys over other data-gathering methods;
• A better method of benchmarking than comparing yourself to other employers;
• How HR can argue their case and wow other functions with defensible, diagnostic reporting.
This session will be beneficial for HR professionals and other leaders who want the facts and best practices around employee surveys.
Turning Confrontation to Conversation
Conversation can go from good to bad in the blink of an eye. Leaders and HR professionals spend a great deal of time leading team members through conflict resolution and helping restore relationships after the crisis. In this workshop, participants will learn how to turn a confrontation to a respectful conversation, have the conversations that matter most, and are mostly avoided and restore relationships following the resolution.
Research shows that leaders and HR professionals are often spending upwards of 60% of their team managing differences, repairing relationships between team members, facilitating conversations, coaching and mentoring teams through challenging conversations.
When conflict is well managed relationships can improve or at least be restored, trust can be built, and teams can move forward with little interruption. When conflict is avoided or poorly managed, the impacts can be long lasting, and detrimental to a team's success.
Presenter, Charmaine Hammond, is a communication and conflict resolution expert. She has spoken to more than 60,000 in five countries, has mediated hundreds of complex workplace conflicts, mentored leaders and HR professionals in this field, and, has facilitated many teams in the process of building team charters and health team relationships.
In this workshop participants will learn:
· 5 reasons dialogue goes from a conversation to a confrontation and strategies to manage these challenges more effectively
· 5 steps to turning a confrontation into a conversation
-How to manage fear and other emotions that surface during difficult conversations
· How to facilitate conflict resolution discussions and build a follow up agreement plan
Participants will receive an electronic copy of Charmaine Hammond's "Courageous Dialogue" ebook and access to a complimentary follow up tele class to address questions regaring application of the skills and theory in the workplace.
In today’s business environment, the level of guest service a hospitality organization provides is critical to its profitability and on-going success. Labour costs are without question a hospitality firm’s largest operating expense and, as such, management is constantly challenged by the balance of payroll cost containment and uncompromised guest services. To maximize yield and operate at full efficiency, hospitality organizations must equip their management with real-time information to monitor staffing, analyze budget performance and control labor costs, all while continuing to focus on outstanding guest service.
Given recent industry recession and economic downturns that have occurred, the hospitality industry is currently dealing with labour management issues and challenges.
Within this session we will highlight the importance of managing the labour and workforce challenges currently plaguing the hospitality industry in order to increase efficiency and functionality allowing for hospitality operations to remain competitive in an uncertain economic climate.
Topics include an overview of the current state of the hospitality industry in Canada, growing trends and challenges facing the industry, how workforce management can be leveraged to lower costs and increase efficiencies across an organization, the unique challenges of labour scheduling and forecasting for the hospitality industry, and much more.
The goal of this session is to outline the labour management challenges facing the hospitality industry and the need to adopt workforce management solutions in order to operate profitability and efficiency into the future.
The future of the hospitality industry will be immeasurably worse without the adoption of workforce management solutions that help raise efficiency and increase profitability, while at the same time resolving some the integrated strains that are unique to the industry.
Organizations are continuing to tighten their belts and HR professionals are being pressured to find ways to lower costs on the same medical expense benefits they need to attract and retain the best talent. Meanwhile, increased insurance premiums, extensive paperwork, coverage restrictions and unexpected out-of-pocket expenses are making employees feel disenchanted with their current benefits. Is there a way to lower costs while increasing coverage?
Health Spending Accounts (HSAs) are the answer. Either as a stand-alone offering, or integrated with other group benefits, HSAs give employers’ greater control over their medical expense benefits while providing employees with more extensive coverage and fewer restrictions.
Health Spending Accounts (HSAs) are the government’s way of helping Canadians to pay for needed health care expenditures beyond what is covered by provincial health plans. They offer businesses a way to simplify their employee benefits while allowing HR professionals to offer more with fewer resources. Isn’t it about time that you learned about this solution to the challenge of increasing costs, reduced benefits and internal cost control?
Only now, 25 years later after HSAs were introduced to Canada, has technology simplified HSA education and administration to the level that it is now a practical consideration for a large segment of employers.
This presentation covers the basics of this 25 year old non-insurance product. It explains just what HSAs are, how they work, who benefits from them, what services they cover, and their limitations. The latter part of the presentation addresses how HSAs, when combined with Internet technology, are easier to manage and provide easy access, improved coverage and increased control over your medical expense benefits.
Isn’t it great to be praised? Doesn’t it feel wonderful when your efforts in a particular area are publicly recognized? It gives you a fresh burst of energy and makes you want to keep striving. Well, the same is true for your employees. They want to know their work makes a difference and that you appreciate their efforts. As the economy improves, it is more important than ever to keep employees motivated and satisfied in their jobs. Employees who understand their work is valued are more likely to be loyal and productive, which can make or break your company’s success. Compelling research from OfficeTeam and the International Association of Administrative Professionals (IAAP) shows the integral role employee recognition plays in increasing productivity and improving a company’s bottom line. The good news? Recognition doesn’t have to be expensive to be effective. In fact, the types of recognition professionals seek may surprise you. The findings also reveal how targeted rewards can build morale, which types of incentives are most effective and common stumbling blocks to avoid when recognizing staff. In addition, you’ll learn about the costs of not offering praise, how not to praise an employee, and cost-effective and meaningful recognition ideas that can increase productivity. After the webinar hosted by Christine Lucy, don’t forget to visit www.officeteam.com/recognition to check out our Recognition Gone Wrong video bloopers, which highlight funny examples of what not to do when recognizing colleagues. On that site, you also can download an advice pamphlet offering 30 creative recognition ideas.
This session is going to focus on innovations in the use of personality assessment. First we’ll talk about how to analyze and understand the different personality requirements of jobs. Next, we’ll discuss how to customize personality assessment as part of the talent acquisition process for different occupations, as well as to forecast leadership potential.
Talent acquisition professionals understand that the goal of the hiring process is to find candidates who best align with the unique demands and requirements of a specific job. Other selection tools and strategies like work simulations, employment interviews and entire assessment centers are designed based on a job’s requirements to predict success. Why then, has personality assessment not been used in the same way?
Most personality assessments provide information about a person – but not relative to specific job requirements. Sure, you might be assertive and outgoing, but what if it’s more important for a specific job that your strengths be dependability and responsibility? What then?
During this session we’ll talk about the process of analyzing jobs to discover their underlying personality requirements, and how to use personality assessment in a customized way for each occupation to ensure success. Additionally, we’ll discuss how specific information regarding personality can be used to forecast managerial performance and leadership potential.
Finally, we’ll talk about how technology can be leveraged to preemptively profile candidates against several occupations at once to identify those with which they align the best.
The session is intended to provide information on new applications of personality assessment to facilitate better decision making for occupation compatibility and leadership potential.
Every organization has information on the things that matter, that includes their people. However too often that information is captured but not made whole, reported on but not actionable and many organizations resort to smart assumptions or informed guesses. “Big data” is changing that, There are sophisticated, new methods available to help HR teams drive on-the-ground decisions supported by data. Currently, much of the “big data” HR professionals can tap into is process and cost data. Predictive data about an organization’s talent potential is fleeting at best – and at worst, may not exist at all. Learn how SHL taps into a vast global database of more than 30 million data points to create benchmarks and predictive analytics based on objective measurements of talent potential – and how HR teams can incorporate Talent Analytics to improve strategic HR decisions.
Participants will learn why Talent Analytics is different than HR Analytics and how pivotal this information is when making predictive decisions on HR strategy. SHL will share examples of Talent Benchmarks and case studies to illustrate how big data helps to understand the potential in talent pools – and how it can change the way we set HR strategy.
The session will also offer tips and insights into how companies of any size can incorporate HR Analytics into their HR plans.
From using Analytics Benchmarks to help define jobs to using predictive assessments to accurately measure and develop talent potential, this session will explain new concepts in HR Analytics and provide practical, realistic ways to start implementing Talent Analytics without breaking the budget.
When you speak, do people listen? Is your message clearly understood? Being able to speak and get your message across the way you intend is crucial. With so many different ways in which we communicate today, not to mention the number of messages we receive in a day, it’s extremely important you ensure your message is not only clear and concise but also empowering and leading people through your vision, mission and core values. A cloudy message could lead to a storm of muddled confusion. And, let’s face it, when you work with words, words become your work...in some cases, those words become your lifeline. Miscommunication can lead to lost tenders and contracts, which translates to lost revenue. Not to mention, misconstrued words and phrases can also lead to an unhappy and unsettle work place.
So, before you speak again, ask yourself: WHAT’S YOUR MESSAGE? Are you focussed in your thoughts, clear with your vision and ideas when you are presenting? Are the words your using just words, or powerful messages?
This webinar is for people who want to take their presentation skills to a level of pre-eminence. It will explore such things as the holy grail of all communication, amazing phrasing that empowers and inspires, and not so amazing phrasing that fizzles flat. For the novice, there will be introductory ideas of how to make your message stand out above the rest. For the experienced presenter, it will review what makes a message powerful. Could your next presentation use an infusion of amazing phrasing and message clarity? Refine your message and move your clients and audiences to action!