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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, March 23/24, 2013 and May 13/14, 2013. Archives of all of these events and webcasts are available on www.hr.com.
To date, over 10,000 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.
What are your goals? What’s your plan? Where do your see yourself in five years? What do you truly want out of your life? What do you want from your career? What do you need from your team? As kids we are taught to dream and no dream we are told is too hard to achieve if you put your mind to it. When we become adults and hit the workforce, something changes. We stop dreaming, stop reaching for the stars and start running on a treadmill that takes us nowhere but in circles.
Is it time to get off the treadmill and take back control of what it is you want? Are you ready to not just dream, make goals, set a plan, aim for the target?
This webinar is for people who want to not just set goals or make a plan, but set those goals in action and work a plan. It will explore such things as how to effectively set goals, including variations on the SMART method and other systems for putting a plan in place. This workshop is also designed to help participants work their goals, share the vision and the plan, and find ways to achieve higher levels of success. During this one-hour session, this presentation will give clear examples of the pitfalls to avoid when in the creative process of goal setting and working the plan.
Strategic Planning is a necessity in many companies and workplaces. This webcast will cover the nuts and bolts for productive and effective strategic planning, including brainstorming, implementation, execution, evaluation and lessons learned.
Prescription drugs remain a critical centrepiece of employer plans – and a major cost driver for those plans. John Herbert, Director of Product and Clinical Services from Express Scripts Canada, the largest pharmacy benefit manager in Canada, will discuss the challenges that you as plan sponsors face when providing health benefits to your employees.
Spiraling costs have put Canada’s healthcare system in jeopardy and the prescription drug benefit is a significant piece of this problem. Express Scripts Canada’s proprietary research has determined that poor patient decisions contribute to up to $5.1 billion annually on prescription drugs. Research further reveals that poor patient decisions waste one out of every three dollars spent within a typical drug benefit plan. Sources of waste include channel waste and drug mix waste. In addition to these forms of waste, plan sponsors also experience costs related to non-adherence to drug therapy or “gaps in care.”
Learn about the factors that continue to transform the prescription drug landscape in Canada, including the national average for annual prescription drug spend, the trend for specialty drugs and the impact they will have on future drug spend. John will reveal that better care for employees is possible while eliminating waste - the most effective care can often cost the least. Finally, John will provide you with a look at what’s on the horizon for prescription drug plans, where the opportunities lie to make improvements to your plan and potential solutions to reduce waste and drive healthier outcomes without impacting your employees in a negative way. Learn how these trends should influence your organization’s health plans today.
Companies have used independent contractors for a long time. During a difficult economy, companies have sought ways to control costs and improve their bottom lines.
Using variable workers can help companies achieve these goals, but there are misconceptions about what an independent contractor is. More and more companies are becoming aware of the risks of misclassifying workers (i.e. by calling some workers IC’s when they should be handled as employees of some company).
Misclassifying workers creates real financial risk that continues to grow over time. The costs could be catastrophic to your company. In addition to risk from government agencies, civil lawsuits are another risk. Revenue Canada may assess individual members of a company’s Board (jointly and severally) for the following amounts in respect of remuneration paid to the worker in each year at issue: income tax which company was required to withhold and remit, plus penalties and interest thereon; employer and employee CPP contributions which company was required to remit, and penalties and interest thereon; and employer and employee EI premiums which company was required to remit, and penalties and interest thereon.
If your company makes considerable use of Independent Contractors, this issue is of profound importance to a wide range of corporate executives, including HR professionals, other senior management executives and Board Members as well.
There are several misconceptions about how to “safely” use independent contractors, which are also covered in this webinar. We will focus on what Revenue Canada and Revenu Quebec examine in determining worker status and describe some suggested “next steps” to take after the webinar.
Human resources professionals find that staying abreast of key HR trends and knowing which functions should be a top priority for your organization is always a challenge. At the same time, addressing misalignment of HR priorities between HR and the Business is an important consideration in an HR strategic plan. HR leaders must develop an annual HR strategic plan that effectively brings people strategies in line with business goals.
McLean & Company fields its annual HR Trends & Priorities Survey with both HR and business respondents to give you a holistic view of current trends.
• Both HR and the Business anticipate an increase in organizational revenue, employee engagement, and labour costs. This growth will have a significant impact on talent acquisition and talent management.
• By the end of 2013, over 75% of organizations project that they will have implemented social media for recruiting, wellness initiatives, and high potential employee programs.
• Both HR and businesses rate leadership development, employee engagement, and employee development as the top three priorities for 2013.
• HR must identify your organization’s high priority areas in need of improvement based on the level of business priority and current effectiveness.
• Utilize the data and feedback gathered in McLean & Company’s HR Trends and Priorities for 2013 study to inform your HR strategic plan this year.
This webcast will help you:
• Understand the current top trends and priorities for HR and the business.
• Pinpoint areas of misalignment between HR and the business.
• Learn how to identify what areas should be top priority.
HR needs to be more strategic - what the heck does that mean?
Don’t just hire individuals. Hire problem solvers and build teams.
Without question, the war for talent has created immense pressure to attract and acquire the right people – the need to clearly understand these requirements is the difference between merely reacting and hiring people and forward-thinking strategic recruitment. The cost of hiring the wrong person is more than a dollar amount – it can significantly impact an organization’s ability to achieve its goals or reach its targets.
Being strategic means solving problems. The ability to solve problems is the difference between a successful implementation and a strategy that struggles, lags behind and fails to deliver. Solving problems is the first step to innovation. Innovation is the opportunity that lies on the other side of problem solving – the potential to leverage new-found solutions to address new and previously undefined problems is where an organization can truly realize the value of an innovative problem-solving process and the design of effective problem-solving teams.
By profiling a job candidate or an existing employee, HR can truly understand an individual’s unique problem-solving style. Learn how to assess an individual’s dominant style and preference for acquiring and expressing knowledge. In this webcast, you will learn more about the Basadur profile, your own unique profile and see how thinking styles are an element of diversity to leverage in your organization to innovate and deliver differentiated value and business results.
In this webcast you will learn:
1) Real examples showing how the profile has been used for innovation and effectiveness
2) How teams can significantly increase their innovation results
3) Clear cut next steps to impact your organization quickly
4) The help you can count on for a quick burst of energy
5 Practices To Create New Pathways For Improved Thinking and Performance
The concept of integrating the latest neuroscientific research
into the workplace has taken the business community by storm.
Barbara Morris is one of the most exciting and engaging speakers
on this topic. In ‘Leading With Your Brain and Mind,’ she shares
deep scientific insights designed to improve our effectiveness as
leaders and professionals. How does the brain function? What are its
limitations? What is its potential? And most importantly, can we redirect
or re-train it to improve our effectiveness?
Understanding the science of the brain and how it works is key to
identifying and establishing new behaviors that increase our success.
We can transition from old habits that don’t work well for us, to
new ones that do. In this interactive session, Barbara shares with
participants 5 step-by-step practices for establishing new pathways to
It’s not rocket science. It’s neuroscience!
Let’s face it, our brains don’t come with a user’s manual! But we do now have the benefit of the latest research in the field of neuroscience, which tells us that it is possible to teach our brains to redirect our brain chemistry, to drive change and performance.
Integrating deep neuroscientific insights into the workplace has
sensational potential for every business professional of every level.
Consider this: what if you could re-train your brain to be superfocused
at work, to achieve insights that others miss? What if you could refuse to be distracted in the workplace? And what if the benefits of becoming more focused, more effective and more insightful, could extend beyond the workplace, to create a more satisfying personal life as well?
This webcast will define Effective Listening, describe the interferences which prevent us from being good listeners, outline what is necessary to be an active listener and leave you with a summary of how that works.
The elements covered will include the following:
- Definition of Effective Listening
- 3 Modes of Listening
- Reasons for poor listening
- Roadblocks to listening
- Definition of Clear Communication
- 10 tools for Effective Llistening
- Effective listening: what does it look like?
- What Listening means
- Effective Listening Summary
By the end of the session the participants will have a clear picture of how to improve their listening skills so that they will be able to reduce the conflict in their lives, increase their performance levels, productivity, efficiency and creativity, and greatly enhance the happiness factor in every aspect of their lives….at work, at home, at play and in volunteer activities.
Further information about this topic can be found on my website under modules and in the blog section:
The Key Take Aways from this Session:
- Interferences and Roadblocks
- What Effective Listening Means (as opposed to poor listening)
- What Effective Listening Looks Like in Practice
Who Should Attend:
Anyone who wishes to enhance their ability to develop meaningful and long-lasting relationships in both their business and personal lives will benefit from this most important communication module.
Effective Communication is the key to successfully achieving all that we wish for in our lives, so the better we understand its complexities, the more likely we will be able to employ clearer communication strategies when engaging in conversations.
What does an employer do with the employee that talks back, lies or steals? For that matter, what does an employer do with the employee that explodes with angry outbursts? The employee that's chronically late? Or the employee that is prone to mistakes, despite ample coaching?
These questions are not easy to answer, and there may be a number of options available to human resources personnel. One option, however, will be to terminate the problem staff's employment for just cause.
In Canadian law it has long been recognized that an employment contract governs the relationship between all employees and their employers. Implied in this contract is the recognition that employees who see their employment terminated are normally entitled to reasonable notice of termination, or payment in lieu.
The main exception to this principal is when the employer can show that it has just cause for termination. In these cases, the employer must argue that the employee's conduct is incompatible with continued employment. In other words, the employer can point to the employee's actions and argue that he or she fundamentally breached their employment obligations. Because the employee broke the employment contract, the employer can therefore end the relationship without any severance payment.
This webinar will discuss just cause terminations as part of the Canadian Masters in HR Strategy and Execution, presented by HR.com. In this important presentation, employment lawyer David M. Brown will discuss the principles of just cause terminations, including the evidentiary burden and legal tests, the concept of proportionality and the importance of well documented progressive discipline.