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Performance Management Virtual Event

November 29-30, 2011
This event has ended. Click Enter Event to view the archive.
Performance Management includes activities that ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas.

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
Grant Perry, Director(No Company Selected)

This session will provide you with an overview of the IHR Performance Management Best Practices and Trends certification program with the first two-day virtual conference taking place Nov 29 & 30. You will be given an outline of the program topics and guidance on how the virtual event will run. You will be introduced to members of the Advisory Board and learn about upcoming events and opportunities.
This session will provide you with an overview of the IHR Performance Management Best Practices and Trends certification program with the first two-day virtual conference taking place Nov 29 & 30. You will be given an outline of the program topics and guidance on how the virtual event will run. You will be introduced to members of the Advisory Board and learn about upcoming events and opportunities.

Rose Mueller-Hanson, Manager, Leadership and Organizational Consulting(PDRI)

Over 50 years of research and practice have been devoted to developing effective Performance Management (PM) systems. However, despite this effort PM rarely achieves its intended purpose of actually improving performance. Why? The truth is that in most organizations, PM is focused on a formal system of forms and steps, creating a “check the box” mentality that detracts from, rather than supports, actual performance improvement.

PM processes need to be turned right-side up. Fundamental change is needed for PM to realize its potential. This session will provide practical guidance and lessons learned for implementing three new rules necessary to drive high performance:

Rule 1: Shift Your Mindset
The promise of PM can only be realized if there is a fundamental shift our collective mindset about what PM is. That is, PM is fundamentally about the key everyday behaviors for which everyone is responsible.

Rule 2: Focus on the Behaviors that Matter
Redirect the energy and training time typically spent on navigating the formal PM process to teaching as sustaining the three behaviors that matter to the entire workforce:
1. Vision: Where the organization is going and how each person’s work fits.
2. Action: Real-time expectations and ongoing, informal feedback.
3. Growth: Challenging developmental experiences and the freedom to learn.

Rule 3: Weave the Change into your DNA
Sustaining this change goes beyond training; it requires weaving accountability, recognition, and rewards into the organization’s culture and transforming PM from an HR process to the way that work gets done every day.

Donna Price, President(Compass Rose Consulting, LLC)

Employee appraisals are often dreaded by both managers and employees. By shifting the appraisal paradigm to one of performance improvement planning and coaching, the appraisal becomes a tool for employee engagement and improved organizational results.Employee Performance challenges managers and business owners alike, but what if the dreaded performance appraisal shifted to performance improvement and real results were achieved? An Employee Performance Improvement System that takes the performance appraisal and makes it a working plan shifts the entire workforce culture into one of employee engagement and shifts the management approach to one of coaching. Bottom line results for the company are many: reduced manager stress, improved employee performance, better workforce management.

Learn how to take your workplace from appraisal to improvement and shift the workforce culture to high performing.

Deborah Nixon, President, Trust Learning Solutions(Trust Learning Solutions)

As an HR professional, one of the most important contributions you can make is in your role as Executive Coach. Coaching can transform lives and take a person to another level of awareness, performance and achievement. Coaching calls for trust and commitment from both the coach and the client. In this webinar, we will explore the role of the coach and what it takes to be an exceptional coach. We will explore the differences between internal and external coaches and the implications. We will look at the do’s and don’t of powerful coaching. As coach, you are often the linchpin to your client’s success.

Then we will turn to the world of trust. Trust is integral to your effectiveness as an HR professional. It is even more critical in your role as an Executive Coach. Coaching is built on the foundation of trust and relationships. As you and your client work together, you begin building trust as result of the shared experiences as you share your client’s journey. While most of us view trust as a soft skill, it is also a competence. Trust is something which you can learn to develop and improve. As we have to come to appreciate Emotional Intelligence, we will learn about the power of Trust Intelligence. What is Trust Intelligence and how do we develop competence in this area. This webinar will introduce you to the elements of trust which you need to strengthenin order to be seen as trustworthy.

When you excel at building trust, you excel at coaching excellence. And when you achieve coaching excellence,

Gene Pease, CEO(Vestrics (Formerly Capital Analytics))

With the generational turnover of Boomers retiring, Gen X rising and Millennials filling in the gaps, it’s no surprise that companies are scrambling to prepare the leaders of tomorrow. As investments in performance management increase, so does the demand on human resources professionals to prove the impact. Human capital initiatives have traditionally been considered too difficult to quantify, let alone able to be improved through data-driven insights.

Advances in the field of human capital analytics have given HR professionals a new tool kit with which to approach performance management. Not only can HR use business data to calculate an ROI on soft skills, but statistical modeling and data analytics provide insights into performance management that make the initiative stronger and the spend smarter. This presentation will explore the work of thought leaders, including John Boudreau and Tom Davenport, who have unlocked HR’s ability to quantify investments in people.

Advanced analytics can help prepare tomorrow’s corporate leaders by showing where—and with whom—the investment is working and where it can be improved. A case study pertaining to the performance management within VF Corporation, a $7 billion global apparel company that owns such brands as The North Face, Wrangler, Vans, Lee, JanSport and many others, will show participants how a leading organization applied key concepts in measurement and in evaluation. By conducting an in-depth study into their performance management initiatives, VF Corporation’s HR executives were armed with powerful data to report successes to upper management and a plan for continuous improvement.

Devin Mattson, Manager(Qualtrics)

360° feedback assessments are changing the world of performance management. Learn how top companies are using 360s to develop talent within their organizations.

In the past, businesses relied on single-source feedback to gauge employee performance. But in today’s corporate world, the adoption of 360° feedback has grown significantly due to its impact on leadership development. 360s are no longer seen as a precursor to pink slips, but rather as an effective method of cultivating future leaders within a company. In fact, recent studies indicate that over 90% of Fortune 500 businesses are now collecting multi-rater feedback.

At Qualtrics, we identified this trend and built a fully customizable online platform for designing and administering powerful 360° assessments. In our initial pilot, we tested our product with some of our most demanding clients, including Stanford, Chevron and Wharton. In the past quarter alone, premier clients such as Boeing and McKinsey have signed on to utilize the unprecedented level of customizability that Qualtrics 360™ has to offer.

Since our public launch, we’ve been amazed at the innovative new applications our clients have found for the product. Examples covered in our presentation will include how universities are not only using it for faculty evaluations, but also to generate continual feedback in MBA peer groups, how a financial services company is using the data to perform econometric analysis on transactions the correlation between key personality attributes and successful transactions, and how larger corporations are allowing employees to self-select into a 360, invite evaluators, and generate their own report independent of any HR process.

We’re excited for you to join us in learning best practices and new trends that will help you improve the effectiveness of your most valuable asset—the people within your organization.

Michelle M. Smith, Vice President, Business Development(O.C. Tanner)

Join us as Michelle continues to explore the concepts of the Human Value Connection and Enrichment Leadership – and learn the actual best practices of successful leaders who have discovered how to align and grow interpersonal relationships across their organizations to drive bottom line profit with Enrichment Leadership practices. Company case studies featured in this session include a wide range of industries, for-profit and non-profit sectors: Johnson & Johnson, McDonald’s, Mayo Clinic, Aflac Insurance, American Red Cross, Edward Jones Investments, and SAS. These actual examples will be interspersed with corresponding research from the FORUM for People Performance at Northwestern University, who initially introduced the concept of Enrichment Leadership.
Businesses have long understood that building relationships with consumers is critical to success. But what’s less widely recognized is the importance of ALL the relationships which occur across the entire spectrum of constituents; employees, suppliers, distributors, shareholders and more. And with research from the FORUM for People Performance at Northwestern University demonstrating that profitability increases as multiple relationships strengthen, then the question becomes…. How do leaders encourage connections across the enterprise? Michelle will share the answers to this question that each of these companies discovered to help propel them forward – even in a soft economy.
In this session you will:
 Explore the new concepts of employee enrichment and human value connections, and the power they have to grow an organization’s bottom line
 Identify practical strategies that encourage productivity, employee satisfaction and engagement
 Expand your own understanding of the topic and discover new ideas to apply in your unique workplace

Jeanette Smith, Consulting Partner(Synergy Associates)

Coaching ROI DescriptionA Company’s return oninvestment in coaching is leveraged rapidly as the leaders who are coached,model newly learned behaviors to the rest of the Company. Have you determined if your Company’s leadership is prepared to compete?When business is changing at the speed of light.
Your Company’s talent is multi-generational and culturallydiverse.
When 24/7 connectivity creates little downtime.
With Globalization and increased competition,risk and opportunity.
And with hyper-competiveness from agile newcompanies.

Do your leaders have the advanced leadership skills, emotional IQ, and confidence required to lead your Company successfully in this rapidly changing business world? Is coaching a part of your succession planning process to prepare “up andcomers” orhigh-potentials for their next job to increase your bench strength? Has your Company ever promoted someone who was great at their job, hoped they would be able to step it up to a new and more challenging job, and watched them become a marginal performer or fail? Have you hired expensive talent and watched them falter because of a business cultural fit?

Many companies have come torealize there is significant value to coaching individuals and ultimately to the culture of the Company. The industry of Business Coaching has grown to over a billion dollars.

For leaders who have a desire to excel, want to overcome any perceived weaknesses or enhance their known strengths, one-on-one coaching maybe the answer.
Unlike traditionalworkshops or seminars, or even MBA programs, coaching provides for personalattention and individually focused programs, which help leaders think outside their box and current comfort zone while enhancing their leadership capabilities. Because coaching works directly on their individual needs the return on investment to your Company and the benefit to the individual is very direct. Coaching provides a personal laboratory for learning new leadership behaviors, handling essential change,new business thinking, and developing, implementing and revising an action plan. A win-win for your Company, its leaders, employees and shareholders.

Mark Butje, Director, Product Marketing(Sage Software)

A company is as good as its employees. We are used to talk about a company as if the organization itself is person. But an organization does not have ideas, does not give service, and is by itself not efficient or productive. The people in the organization do.
While companies are accustomed to paying competitive wages and good benefits to attract talented managers and professionals, often relatively little attention is paid to creating the best circumstances for each individual in the organization to perform at his or her best.
The effectiveness of HR related technology or programs is regularly assessed in an isolated manner. Human resource management systems are often judged by how much more efficient the HR worker becomes and how it helps the HR department with their daily tasks. The Return on Investment (ROI) is measured as a result of the total costs saved or efficiency gained, divided by the Total Cost of Ownership (TCO).
But this approach is old fashioned and doesn’t do justice to the real quest and value add of modern human resource management to get and keep the right employees and to contribute to the company’s success. From recruiting to on-boarding, from motivating and developing talent to supporting people managers and creating an engaged workforce: the effectiveness of employee management has a direct impact on the business results and competitiveness.
The cost of technology related to employees and employee management is in fact an investment in the employees. And these investments will reward the company with a return that will impress any CFO.
In this presentation, Mark Butje will give facts, statistics and calculation examples, showing the value of investing in employees and its effect on the company’s bottom-line. In other words: showing the return on employee investment (ROEI).

Scott Hudson, VP of Sales, Workforce Analytics(Equifax Workforce Solutions ( formerly TALX ))

Most organizations have identified talent management as a strategic priority. The goal of Talent Management for any organization is to identify the right talent early, screen out the mismatches before they are hired, retain the high potential talent you want to keep, and identify and develop talent for future opportunities within the organization. However, the methods they use to evaluate and measure employee performance and potential are typically flawed. Making effective decisions about talent management is nearly impossible when relying on methods that are subjective, inconsistent, not tailored to specific job skills, or because the results are not meaningful enough to support objective and accurate decision making.
- 65% of employees who fail could be successful in other roles in the organization
-57% of people hired will not be with the organization one year later
-A bad hire costs 2-3X their salary in turnover expenses
- Fewer than 15% of “Superstar” salespeople succeed in management
- 70% of strong inside salespeople are good at maintaining client relationships, yet fail when asked to drive new business development with outside accounts

So what can you do to reduce employee turnover and increase productivity? In this session you will learn how to access and review skill comparisons and overall success potentials with predictive accuracy similar to the way a DNA strand identifies genetic makeup of each individual. You will receive best practices for hiring better performers, selecting better management and aligning existing people to the roles in which they will succeed and how to improve your individual development and succession planning.

Judy Hissong, Principal(Nesso Strategies, LLC)

Coaching has become a big buzz word, and a very hot tool, in the HR world. Coaching has been proven to improve the bottom line through higher employee engagement, increased understanding of individual roles and contributions, and stronger relationships in teams. Yet, understanding the proper techniques for coaching requires study and practice, over and over again. In today’s world, the role of Human Resource professionals continues to expand either by necessity or by carefully implemented processes of job enrichment. Additionally, we are all being taxed with doing more than ever before, often with less resource, and certainly with the same amount of time. There are additional challenges being presented by the multi-generational workforce that now populates our organizations. Job security has also become a concern as the internal climate now focuses on profitability over people. What can you do to up your value? Coaching! As you consider how your will grow your skill set, improve your leadership role, and expand your expertise to have more time in upper level processes, coaching is your answer. Revitalizing your professional skill set, however, represents a significant learning curve. We'll bridge your current knowledge of human resources with the strategic elements of effective job coaching. Coaching is a powerful tool that will transcend your generations, creating accountability in individuals, and in teams. This program is designed to expose you to coaching, increase your coaching tool box and consequently improve the engagement and productivity of your personnel (and yourself) and, ultimately, the profitability of your organization.

Jack Klemeyer, Business Development Coach(GYB Coaching)

Coaching can be used as a developmental tool and this presentation will show you specifically how and give you a set of easy to implement strategies. Coaching is as much of a mindset as it is a process.
In this session you will learn from an experienced coach who has been coaching for 16 years both inside companies and as a small business owner to other business owners and executives additionally is a Master Practitioner of Neuro Linguistic Programming (NLP).
Participants will learn how to approach the person being coached (the coachee) so the coachee enjoys the encounter but also grows and develops as a result of the interaction. Specifically you will gain powerful questioning techniques that will give valuable insight to how the coachee thinks and therefore will most likely act. Understanding how they think you can alter your coaching techniques and process for maximum benefit.
Powerful Questions
Motivation Language
Proper Mindset
Staying Resourceful
Advanced Rapport Skills
Advanced Influencing Skills
Professional Coaching Conversation Structure
Poor communication is today’s number one challenge at work, at home and in the world at large. This poor communication is the cause of minor disagreements to major gaps in communication. These can be caused by such things as small annoyances like twenty-minute voice mail messages to life-long anxiety with authority figures. This session will give the participant solutions to the underlying communication problems that cause and exacerbate the challenges we all face when dealing with others especially people we are trying to develop.
This session promises to be highly interactive and enjoyable… you will be engaged when you take this session!

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:
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