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The Institute for Human Resources (IHR) Canadian Masters in HR Strategy and Execution certification program launched in August 2011 with a two-day virtual event. Subsequent events have been held on February 22/23, 2012; May 2/3, 2012; August 1/2, 2012, November 19/20, 2012 and March 23/24, 2013.. Archives of all of these events and webcasts are available on www.hr.com. To date, over 7,000 HR professionals have registered for this program. The purpose of this introductory session is to provide you with an update on the webcast topics and speakers that will be presenting over these two days. In addition, for those of you who have not participated in one of these events in the past, you will be shown how to register for any newly-added webcasts and make use of the virtual Exhibit Hall, where you can increase your knowledge on product and service suppliers in the Canadian marketplace. You will also learn how to network with your peers by visiting the lounge. The Institute for Human Resources has launched 23 different certification programs and in this case, the program has been designed for those HR professionals who are responsible for Canadian employees. This short webcast (about 15 minutes in length) will provide you with complete information on what is required to obtain certification from the Institute for Human Resources.
The management of this Institute would not be possible without the input from the Advisory Board. This session will also introduce all the members of the Advisory Board to you. A calendar of future events will be shared so that members can pre-register now to add the dates to their calendars.
The majority of small businesses fail due to internal deficiencies such as:
1. Management: Often times inexperienced managers make decisions that can have huge financial impacts on an organization. For example, inconsistent management practices can lead to human rights allegations, unionization, or key talent leaving your business for other opportunities.
2. Operations: Failing to develop standardized operational practices necessary to reduce risk can have devastating results. New business owners frequently lack relevant business and management expertise in areas such as finance, purchasing, selling, production, and hiring and managing employees. Unless they recognize what they don't do well and seek help, they may soon face disaster; for example, financial or information theft, poor planning resulting in overspending, or confidential client records being made vulnerable.
3. Legislation: Every business in Canada has the obligation to meet the requirements under Employment/Labour Standards, Occupational Health & Safety, Human Rights and more. Simply believing that you and your employees know what to do will not protect your business. Not having the applicable documentation in writing can result in large fines or charges that may include a cease of operations until your business complies.
4. Vision: Not having a clear vision of how your company functions and where you see its future can result in customer disengagement, wrong hires and ultimately ineffective decisions that don’t support your company’s longevity.
5. Entrepreneur Burnout: Operating your own business requires a huge investment in time, money, energy, and emotion. The expectation to know everything and handle all components can lead to long days, limited time away from work, and ultimately may result in burnout which will drain your motivation, creativity, and drive to excel.
The good news is that if business failure is caused by internal deficiencies, then employers can implement the strategies necessary to mitigate them.
During this webcast you are going to learn about:
• Common Internal Threats
• What You Can do to Protect Your Business and Mitigate Risks
• Essential Policies to Develop
• How to Gain Support
• The importance of Implementation
There’s little argument today that a workplace health/benefits plan cost management strategy that relies on plan cutbacks and increasing employee cost is not sustainable. Many Canadian organizations feeling the pain of benefits cost increases still focus, however, on short-term, cost-control opportunities. Often, organizations undertaking these measures would prefer to be shown a better way to manage their spend, and this session will explore some opportunities for employers in this regard.
Organizations often consider their health/benefits programs from a cost perspective rather than the value to the organization. We know however, from decades of research, that organizations benefit from improved employee health; for example - through more sustainable health care and disability costs. And current employee engagement research has shown that improved productivity and overall performance improve as employee engagement increases.
We are now beginning to draw links between these research streams, and the benefits of healthier employees are increasingly linked to key organizational performance metrics such as engagement, productivity, customer satisfaction and profitability. As awareness of the value of employee health/well-being grows, demand is heightened for health/benefits programs and initiatives to deliver clear, measurable results for the organization and its employees.
The challenge many Canadian employers – and other workplace health stakeholders face – is therefore not so much WHETHER to seek to improve employee health/well-being but HOW to get started in a practical manner and show results as soon as possible – without a significant investment of new money or resources, and without negatively impacting employees.
In this session, we will discuss how organizations can adopt a “value-based” approach, and will explore some of the emerging trends in workplace health and benefits in this regard. We will also look at some practical considerations for employers and employees, for example: defining and measuring the value of an organization’s health/benefits programs; designing or re-structuring health/benefits incentives to improve employee management of their health; addressing the rise in health/benefits claims having a psychological and/or chronic illness element through managing the “whole person” and better linking health and benefits programs and resources; and appropriate use of high value services, including prescription drugs and other resources.
In a time of talent shortages and economic competitiveness, employee engagement has never been so important to your organization’s success. This presentation will address how to quickly and effectively engage your employees by weaving engagement into the entire employee lifecycle, from his/her first day with the company, to his/her last day on the job.
The speaker will share the importance of properly on-boarding employees, how to boost employee performance and productivity through engagement, and how a departing employee can help improve the workplace.
Webcast participants will learn how to optimize the employee experience to maximize success and minimize turnover by addressing the following areas:
- Accelerating productivity and engagement through on-boarding, orientation & training, and socialization
- Boosting performance by optimizing engagement on the job
- Managing retention through controllable and regrettable exits
Attendees will learn:
- The underlying concepts that impact employee engagement and retention;
- The critical touchpoints in building engagement;
- Best practices for on-boarding, orienting and socializing new employees;
- How to quickly boost the productivity of new employees;
- Why employees disengage and leave organizations;
- How to establish credible data to optimize engagement throughout the employee lifecycle;
- How to leverage survey results to make organizational improvements.
Who Should Participate? This presentation focuses on employee engagement, performance, and retention. Participants will learn actionable solutions that they can implement in their workplace to impact the organization’s human capital results and bottom line performance. Human Resource Professionals, Leaders, Managers, and those in the area of Training and Development will benefit most from this presentation.
As President and founder of TalentMap, Sean Fitzpatrick has helped many leading public and private sector organizations maximize engagement and boost productivity through TalentMap’s integrated employee feedback system.
Sean has a wealth of experience developing and implementing employee measurement systems. He has worked with large and small organizations in every industry across the country, including many with distributed workforces. Some of TalentMap’s clients include the Government of Canada, Alberta Health Services, Stantec Engineering, Research in Motion, Mitel, Great West Life, Canadian Red Cross, Bayer Canada, Royal Bank, and many more.
The session will cover where workplace wellness is today, who’s involved, who’s getting involved, who’s not getting involved, what’s being promoted and where you can find information. We’ll look at the role of Linkedin in the field of workplace wellness and discuss its effectiveness and the effectiveness of social media in promoting workplace wellness. It will describe the common questions being asked today and the struggles of sustaining a wellness program.
From there we will move to where I believe the future of workplace wellness must go and thus the evolution of it in the creation of a healthy workplace. We’ll talk about what it takes to create that healthy workplace and include the must have part of this future state. The session will describe what the four areas are that will make the workplace healthy and sustainable. It will describe the areas in some detail and discuss what makes each area successful.
The session will focus specifically on the fourth and newest area and how this area must integrate with the more traditional areas of wellness to allow the organization to achieve its goal of financial sustainability in an ever-changing world.
This session is important because it guides conference registrants to think beyond the traditional model and on to what can be achieved by an organization. It will broaden perspectives and give people something to consider when they are trying to promote wellness within their organization. It will show that an integrated, holistic approach is much easier to sell than even a well intentioned, well performing standalone program. It will provoke and make you think. FInally, we will discuss why this can be one of Canada's legacies.
Do you ever have the uneasy feeling that the independent contractor your company has been using is actually an employee? Or that the Employment Agreements your employees sign are dangerously inconsistent? What about the feeling that that there is some overtime owed to a group of employees, but they just haven’t complained yet…In this webcast, HR Options will discuss the common mistakes employers make, and solutions to avoid them.
Our discussion will include topics such as misclassified Independent Contractors and how to mitigate the risks involved when a contractor blurs the lines of an employer-employee relationship. This includes clarifying how to treat a dependent contractor as well. We will also discuss incomplete Employment Agreements and which policies to include in order to protect your company in the event there is a separation of contract for poor performance or disability. We'll also distinguish between fixed-term versus indefinite term contacts, and when to use restrictive covenant agreements. Another important topic of this webcast will be the application of specific employment standards, including the proper application of the Employment Standards Act to workers, including managerial/supervisory positions. We will focus on the appropriate ways to handle terminations and benefits in difficult situations, such as, when illness is a factor. Common law and best practices will be discussed.
This webcast will give us the forum to discuss the common pitfalls employers can fall into, even with seemingly appropriate human resources practices in place. We will discuss practical solutions to ensure your human resources infrastructure is as effective as possible to keep employee complaints at bay.
In this webinar, we will share three strategies HR Practitioners can use to exercise and promote leadership within Canadian public service organizations.
Most of us would agree that our work as OD\HR professionals is to facilitate organizational excellence by supporting managers at all levels to fulfill their ‘people’ leadership responsibilities.
The Question is “In our desire to maximize efficiencies and minimize risk in an environment of budgetary constraints, are we stifling leadership rather than nurturing it?”
THE ISSUE: IS HR CONTRIBUTING TO THE INCREASING LEADERSHIP GAP?
In reaction to severe cut backs in the Canadian public sector, certain HR practitioners and leaders have adopted a ‘protectionist mentality’ that has led to:
• developing a plethora of policies and procedures to codify and regulate behaviours to make HR processes appear more fair and transparent;
• recommending organizational structures with highly centralized decision-making models and raising delegation of authority to the highest levels;
• standardizing programs and products, and aiming for HR solutions that are “one-size-fits all” rather than looking for unique solutions to meet organizational needs.
This protectionist shift is effectively robbing front-line managers of the opportunity to develop their leadership, at a time where both staff and senior leaders are lamenting the inability of managers to inspire and engage, boost performance and foster innovation.
Over time, this may be leading to a Public Service where excellence, innovation and service will occur by happenstance, rather than by design.
This webinar will help Canadian HR practitioners work more effectively with managers at all levels to help them exercise their leadership and how the public service industry can put the ‘human element’ back into ‘human resources management’?
You will learn that through the provision of expert advice and support, HR can help those occupying managerial positions to show true leadership and by developing three key competencies outlined in this session they can become better leaders of people throughout the employment cycle.
****This presentation does not qualify for HRCI and IHR credits*****
HR departments are inundated with all kinds of paperwork requiring signatures, approvals, routing and filing. Learn how to get your documents working for you, whether they are policies, procedures, contracts or forms.
Today, companies are tasked with the challenge of keeping up with fast-paced business cycles and those that don't use web-based tools will get left behind. From document preparation and sending to signing or tracking and filing, Speaker Chad Seps will demonstrate how a robust, easy-to-use, online signature feature works for you and your business flow. With dashboard visibility, you’ll know what documents are out for signature, you can see which agreements are signed and when, and send reminders with a single click. Automated audit trails provide detailed information with dates of execution for each document. You can quickly send, track & file any document to one or 1,000+ individuals. All your documents are organized and archived online with no scanning or uploading required.
You should attend if you want to find out how to:
• Send to multiple recipients: Send the document to 10 or 1,000 employees in a few clicks.
• CC admins, co-workers, lawyers, finance contacts: All cc’s are automatically sent copies of the executed documents.
• Use eSignatures or fax signatures: you can get a signature on any document instantly – either electronically or via fax.
• Review a document’s signing history: Review a document’s history at a glance, and view an automated record without any data-entry or manual re-key.
• Automatically track and organize: See who has signed and who hasn’t – all in one central location.
• Send reminders: Remind people to sign the document, or remind yourself about renewals, terminations, and other important dates.
• Find documents in a flash: The super-fast and super-easy search lets you find that important document in seconds instead of hours, or days.
Do you have your finger on the pulse of your message? Is it what you intend it to be? Are you connected to the nerve centre of the audience...are you calling them to action? Doesn’t matter if it’s it written form or spoken word? Are you connecting to your intended audience, the way in which you want?
This webinar will explore how to make a solid connection with your intended audience, every time you address them. Today more than ever, business is all about communication, building, nurturing and fostering positive relationships with everyone you meet. Whether they be frontline staff, management, clients, or perspective employers, communication is what will make you successful or make you struggle. This workshop will examine the three key aspects of communication (both written and verbal), and why they are an essential part of every communication transaction.
Do you make mistakes? Is your message sometimes not as accurate as it should be? A message laced with errors or cryptic codes could lead to a business disaster or untrusting team or client. This webinar will explore how to structure your message for accuracy and detail without error.
When you need to have work done on your car, do you take it to your hair dresser? Ever asked your doctor to clean your pool? As silly as it sounds, all too often we are reluctant to seek professional help when it comes to our professional development, especially Communication. This webcast will suggest how to solicit a professional check up as necessary. It will also provide the necessary tools and resources needed for your HR, Corporate and Business Toolbox.