The following is the schedule for upcoming Learning & Professional Development programs. Continue checking the calendar of events for specific details regarding these events. The 2008 LPD Committee will convene shortly, so keep an eye out for upcoming 2008 programs!
Upcoming Learning & Professional Development Programs:
Class fees for LPD programs:
2 Credit class:
$35- member
$45- non-member
3 Credit class:
$45 - member
$55 - non-member
Participants can register on the PHRA website (from the Monthly Calendar) unless otherwise noted.
Managing Conflict and Mediation - Diffusing an Explosive Situation
February 6th and February 20th, 2008
8:30 a.m. - 11:30 a.m.
PHRA Office
3 CE credits per session (Approved)
This is a two-part series on Managing Conflict and Mediation. Online registration cost covers both sessions at a 10% discount. Contact the PHRA office to register for only one of the two sessions. ($45 for one session- members, $55 for one session- nonmembers)
Course Overview:
Wherever there are choices to be made, differences may provide challenges or opportunities. One difficulty is the possibility that differences will result in increased contention. Supervisors may have to act as mediators and arbitrators from time to time. The advantage of mediation is maintaining responsibility for problem solving and conflict resolution at the level of those who own the challenge. Selecting an outside mediator often makes sense.
Several roles taken on by the mediator include understanding each participant’s perspective; setting ground rules for improved communication; coaching participants on effective interaction styles; equalizing power; and helping participants plan for future interaction.
When the supervisor acts in the role of an arbitrator, it is more important to make a fair judgment than to try to please all workers involved.
Participants will:
�� Defining Boundaries
�� Defining the Problem/Conflict
�� Resolving Conflicts
�� Pre-empting Conflicts
Participants will have the opportunity to ask questions and interact in discussions with the presenters and other course participants. Learning will be facilitated by staff from Employee Benefit Resources, Inc. using discussion groups, forums, and other activities designed to involve you in the course.
Benefits:
While almost anyone can lead or manage when everything is fine, real leaders are the ones who persevere even when things are difficult. Therefore, conflict resolution is a very important skill for leaders to have. Conflict is a natural and normal part of life and work. It is not necessarily a sign of a poorly managed team, but it can be. Conflict can also have a negative impact on productivity and morale when it’s not addressed effectively and efficiently. It’s essential that, as a leader, you address conflict issues right away and handle situations correctly so that everyone’s integrity remains intact.
All materials will be available at the beginning of the class. The seminar includes the following:
�� Training by an Experienced Human Resources Professional
�� PowerPoint Presentation
�� Hand Outs
�� Pre-assessment and Post-assessment Tests
�� Certificate of Attendance
�� Question and Answer Session
Presented by:
Susan Henry, PHR, CELS, COHS
Director of Human Resources
Training and Development
eBenefits Administrators, Inc.
Employee Benefits Resources, Inc.
Metrics that Matter in People Management
LPD Program and Networking Lunch
Wednesday March 26, 2008
8:45 a.m. - 1:00 p.m.
Location: Renaissance Hotel- Pittsburgh, Room: Symphony A & B
3 Strategic Credits (credits approved)
Save the date for PHRA’s first LPD program with a networking lunch! This half day program will include a 3 hour educational program with a networking brunch to follow.
Schedule:
8:30 - 8:45 Registration
8:45 - 10:05 Program
10:05 - 10:15 Break
10:15 - 11:00 Panel 1 HC Metrics in Practice: HR Scorecards
11:00 - 11:10 Break
11:10 - 11:55 Panel 2 Driving Performance: Leadership and Key Talent
12:00 - 1:00 Networking Lunch
Program Description:
Ensure human capital investments and talent management strategies drive profitable growth in your organization. Understanding and applying human capital metrics enables HR professionals to make informed, prioritized decisions that clearly connect people to business performance. Please join PHRA and Towers Perrin for a program on Human Capital Management. You will learn:
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The business case for the metrics: understanding the impact of human capital in organizations
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Highlights of Towers Perrin-ISR 2007 Human Capital Workforce Study
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A diagnostic approach: how to create metrics and assess benchmarks
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Metrics in practice: HR Scorecards
This course is geared toward the senior-level (management and executive) HR professional, but all interested are welcome! Earn those hard-to-find strategic credits at this program as well! (3 strategic credits pending approval) Registration will be opening soon. Visit PHRA’s online monthly calendar at www.pittsburghhra.org/25.php to register when available.
Presented By:
Dina Beimler, NOVA Chemicals
Lauren McCullough, Alcoa
Antonia Milke, PNC
Scott Schneider, PNC
Leaderhip & Key Talent Panel:
Penny Bayko, NOVA Chemicals
Jennifer Ciccone, Matthews International
Lola Mason, CMU
Effective Discipline and the Termination Process
March 6th and March 20th, 2008
8:30 a.m. - 11:30 a.m.
PHRA Office
3 CE credits per session (Approved)
This is a two-part series on Effective Discipline and the Termination Process. Online registration cost covers both sessions at a 10% discount. Contact the PHRA office to register for only one of the two sessions. ($45 for one session-members, $55 for one session- nonmembers)
Course Overview:
This comprehensive training course is designed to provide human resources, supervisors, and managers with a practical understanding of the fundamental principles of Effective Discipline and the termination process. Staff members that have responsibilities that include hiring and firing and need to learn new techniques for employee discipline and remediation will benefit. Or, who want to learn ways and means to prevent employee terminations but who also want to be properly prepared and equipped to terminate if and/or when it is warranted.
Participants will:
�� Determine appropriate discipline
�� Communicate to the employee the rule, regulation, policy, procedure or past practice that has been broken and is the reason for the discipline
�� Discipline staff members regarding unacceptable behavior or conduct
�� Properly document disciplinary action for remediation and/or termination
�� Examples of employee misconduct or poor performance
�� Alternatives to employee termination
�� What to communicate and not communicate to remaining staff members regarding the termination of the co-worker
Participants will have the opportunity to ask questions and interact in discussions with the presenters and other course participants. Learning will be facilitated by staff from Employee Benefit Resources, Inc. using discussion groups, forums, and other activities designed to involve you in the course.
Benefits:
Anybody can intimidate staff in order to obtain performance - but will the result be a good one? Employees need information and facts regarding their performance to be able to make behavior modifications to meet expectations. When discipline is properly carried out, challenges are often resolved before they get out of hand. When an employee has a supportive supervisor, he has the potential to stretch far, to feel greatly valued, and to continually grow on the job, making this a positive reinforcing cycle.
Employee termination is often the last step in an unsuccessful attempt to help a worker meet work standards. Termination is a task that sometimes must be performed and must be accomplished with consummate skill and sensitivity. Many managers have no idea how to properly conduct a termination. This lack of knowledge puts the manager and the employer at risk. This seminar is designed to enhance your skills and give you the sensitivity you need by example role-plays and getting coaching and feedback on the process.
All materials will be available at the beginning of the class. The seminar includes the following:
�� Training by an Experienced Human Resources Professional
�� PowerPoint Presentation
�� Hand Outs
�� Pre-assessment and Post-assessment Tests
�� Certificate of Attendance
�� Question and Answer Session
Presented by:
Susan Henry, PHR, CELS, COHS
Director of Human Resources
Training and Development
eBenefits Administrators, Inc.
Employee Benefits Resources, Inc.
April 2nd and April 16th, 2008
8:30 a.m. - 11:30 a.m.
PHRA Office
3 CE credits per session (Approved)
CANCELLED
This is a two-part series on Negotiation Skills. Online registration cost covers both sessions at a 10% discount. Contact the PHRA office to register for only one of the two sessions. ($45 for one session-members, $55 for one session- nonmembers)
Course Overview:
At least some aspect of a well-negotiated agreement should exceed everyone's initially anticipated outcome. In order to build solutions that improve on initial expectations, you must devise creative solutions that do more than meet concrete demands. An effective and maximally profitable agreement addresses everyone's underlying needs. When the options proposed acknowledge, validate, and address the needs of all involved, agreement is likely to be reached quickly, and time is not wasted on posturing, demands, or threats. Moreover, negotiating to meet the needs of all can lay the foundation for positive ongoing relationships. When the supervisor acts in the role of an arbitrator, it is more important to make a fair judgment than to try to please all workers involved.
Participants will learn how to:
�� Recognize the value of a relationship and have a mutual desire to continue it.
�� Participate actively in the process.
�� Show consideration and acceptance of each other's perspectives, values, beliefs, and goals.
�� Separate personality from the issue involved.
�� Work together to develop a solution everyone can accept.
Participants will have the opportunity to ask questions and interact in discussions with the presenters and other course participants. Learning will be facilitated by staff from Employee Benefit Resources, Inc. using discussion groups, forums, and other activities designed to involve you in the course.
Benefits:
Whether you're negotiating price with a vendor, a long-term contract with a consultant or deadlines with a colleague, better negotiation skills might be essential to your business success. By practicing the negotiation strategies and skills suggested in this seminar, you can make conflict resolution a regular part of your approach to managing relationships at home, at work, and in the community.
All materials will be available at the beginning of the class. The seminar includes the following:
�� Training by an Experienced Human Resources Professional
�� PowerPoint Presentation
�� Hand Outs
�� Pre-assessment and Post-assessment Tests
�� Certificate of Attendance
�� Question and Answer Session
Presented by:
Susan Henry, PHR, CELS, COHS
Director of Human Resources
Training and Development
eBenefits Administrators, Inc.
Employee Benefits Resources, Inc.
Making Sense of Employment Law & Using It To Your Advantage
April 24, 2008
8:30 a.m. - 10:30 a.m.
PHRA Office
2 CE Credits (Approved)
Employment law doesn’t have to be described in confusing and complicated terms. It doesn’t have to only be something that works against you. This program provides common sense and helpful explanations of the employment law areas managers are most likely to encounter. Most importantly, this program provides an understanding of how to avoid employment law problems while not having to tolerate problem employees.
Learn how to run your business effectively and avoid common employment law claims. Learn what causes lawyers to walk away from claims against you on behalf of your current or former employees. Have the law explained to you in a clear, common sense manner. Get simple principles to follow to avoid legal claims. This will be done in areas such as:
You are encouraged to come with your questions on any area of employment law. Emphasis will be given to answering those questions and sharing successful approaches.
Presented by:
Craig M. Brooks, Esq.
Houston Harbaugh, P.C.
Driving Business Performance: The Art and Science of Strategic Workforce Planning
LPD Program and Networking Lunch
May 7, 2008
8:30 a.m. – 1:00 p.m.
Westin Hotel – Downtown
3 STRATEGIC Credits (Approved)
Workforce capability and availability are critical to driving business performance over the next decade. Organizations face unprecedented challenges today with significant demographic changes occurring in the workforce, growing shortages in key skill areas, increased talent competition and new or changing skill requirements brought on by changing technology.
Is your organization prepared for these talent management challenges? Do you have a strategy and plan to meet future talent needs? Learn what other leading organizations are doing now to ensure they have the right people with the right skills in the right places at the right time.
Key topics include:
The current workforce landscape: insights, challenges and trends
Overview of strategic workforce planning processes: diagnostics and solutions
What constitutes a successful workforce planning practice
Actual case studies and outcomes.
Presenters:
Roselyn Feinsod, F.S.A, Principal, Global Strategic Workforce Planning Practice, Towers Perrin David Eisenreich,F.S.A., Senior Consultant, Strategic Workforce Planning Champion, Towers Perrin
Affecting Change in a Change-Adverse Environment:
Preparing for and Engaging in Successful Labor Negotiations
May 21, 2008
8:30 a.m. – 10:30 a.m.
PHRA Office
2 CE Credits (Approved)
Imaging a company faced with this problem:
In late 2006, ownership of a major closely held business, with a long-standing history in the community, announced that it was prepared to sell the 220-year-old business unless labor negotiations produced significant cost savings, including job cuts. Since 2003, the Company suffered net operating losses totaling more than $23 million. With 14 separate union contracts representing nearly 1,000 full-time and 200 part-time employees set to expire on Dec. 31, 2006, management was faced with “selling” the unions on redesigned medical plans for active and retired employees – which included employee contributions for the first time ever – as well as restructured pension and compensation plans.
Understanding the difficulty in negotiating around the union contracts that have in place restrictive work rules and an inability to reduce the workforce, the Company needed to quickly create reasonable, comprehensive compensation, health and retirement plans.
The Company was successful in its efforts to redesign its medical and health and benefit plans and modify its pension plan, along with other changes. As a result, the Company was able to negotiate a three-year contract with the unions that will enable reduced future operating expenses. Other changes were implemented that will create additional operational efficiencies.
The challenges facing this company are hardly unique and provide important lessons for human resource leaders regardless of their industry. The lessons learned from the experience not only shed light on obtaining effective negotiating results and how to improve union relationships, as they are often a key to improving overall operations while still providing a cost-effective, comprehensive compensation package including competitive medical and health benefits and retirement programs.
During this program, you will discuss these top three learning objectives:
1. How to play a key part in being a part of a team
a. Understand the financial and operating issues facing your company
b. Assist with devising operating and economic goals
c. Create workable solutions by creating a “menu of options”
d. Negotiating Change: Creating a reasonable, yet comprehensive compensation, employee benefits and pension plans for active and retired employees.
2. Meeting the Challenges
a. Redesigning compensation, employee benefits and retirement plans
i. Analyzing existing plans
ii. Identifying opportunities for cost savings
iii. Designing solutions that save money
iv. Assessing the solutions’ impact on employees
b. “Selling” the solutions during union negotiations
3. Strategies and tips for those facing a similar situation
a. Advance preparation: Early and often
b. Costing models: Understanding the affect on the company and the employee
c. Presenting your solution: The art of union negotiations
Speaker:
Elliot Dinkin
Executive Vice President
Cowden Associates, Inc.
Elliot Dinkin is equally comfortable whether he is in a courtroom providing testimony or in a CFO’s office providing strategic counsel.
The 23-year veteran of the actuarial, compensation and employee benefits realm continues to make his mark. Today, as an executive vice president at Cowden Associates, Inc., Elliot’s defined benefit and defined contribution expertise is especially critical as companies navigate new legislation and look for creative ways to address the escalating costs associated with these employee benefits.
Elliot’s breadth and depth of experience recently enabled him to lead a complex pension-freeze process for a client. Though it was initially underfunded by about $50 million, the freeze resulted in a fully funded $250 million pension plan. Elliot was also instrumental in creating a new executive compensation program for a bank holding company as it prepared to change ownership. This process involved the intricate handling of both current and future owners, while still creating an effective total compensation package that would reward and motivate key executives.
The entrepreneurial spirit that Elliot has at Cowden Associates, Inc., is the same that led him to conceive and build Elliot Dinkin and Associates, Inc., where he served as president for eight years. Elliot’s insight into the challenges facing the C-suite, as well as his understanding of the global and regional marketplace – honed from a stint at Price Waterhouse – make him a natural at servicing clients and continually finding new ways to meet their needs.
In addition to providing value for clients, Elliot’s expert knowledge of management, collective bargaining and pensions has been tapped by publications including The Bankers Magazine and Employee Benefits News. His broad understanding of the issues has also made Elliot a frequent expert witness in legal proceedings on concerns ranging from compensation and collective bargaining issues to retirement.
Valuing Human Capital, Part II: A Panel of HR Managers Describe How Their Companies Have Created An ‘Employees First’ Culture
June 18th, 2008
2:00 PM – 4:00 PM
PHRA Office
2 CE Credits (Approved)
In July, Prof. Jay Liebowitz conducted an LPD workshop explaining the concepts of Human Capital Management, and how companies can become more successful by creating an “employer of choice,” “employees first” culture. In this session, four Human Resource Managers from successful Pittsburgh companies will describe how they have implemented this approach in their companies.
Facilitator:
Jay Liebowitz, Duquesne University
Panelists:
Harry Griffith, Industrial Scientific
Maria Lamb, GlaxoSmithKline
Terry Pronko, MAYA Design
Keith Young, MEDRAD
June 26, 2008
10:30 – 11:45 ADA Presentation
Noon – 1:00 Blind & Vision Rehabilitation Service Presentation
*Lunch to be provided
PHRA Office
ADA/Risk Management Presentation:
This interactive session will provide a brief overview of ADA Title I: Employment. It will address how ADA compliance can assist with meeting OSHA requirements. Ms. Cocuzzi will discuss and provide examples on physical, sensory, and environmental considerations, risk management strategies including disaster preparedness, and will address current litigation relevant to employment discrimination. A power point presentation will be utilized that will also serve as a handout to all participants.
Blind & Vision Rehabilitation Service of Pittsburgh Presentation:
Introduction To Services for Individuals With Blindness and Visual Impairment
Speaker: Presentation Coordinator, BVRS
Supportive Employment Services for Individuals with Disabilities
Speaker: Employee Support Coordinator, BVRS
Challenges with regard to obtaining employment and keeping a job
What supportive employment services do
What an employer can expect from an agency that provides such services
Types of positions for which such agencies train
How employers can assist disabled employees
How a Visually Impaired Woman Utilizes Training, Support and
Assistive Technology to Perform Her Human Resources Position Duties
Speaker: Former BVRS Client
Challenges Overcome
Assistance from BVRS
Type of assistive technology used
Problems Facing Individuals with Low Vision:
Assistive Devices That Maximize Eyesight
Speaker: Low Vision Coordinator, BVRS
Assistive Technology for Individuals with Blindness:
Adaptive Tools & Equipment
Speaker: Access Technology Coordinator, BVRS
Questions, Answers, Hands-on Demonstrations
Waking up Sleeping Beauty
July 15, 2008
8:30 a.m. - 11:30 a.m.
PHRA Office
3 CE Credits (Approved)
This is a magical, interactive session on accelerated learning in the classroom. By attending this presentation, you will experience first hand powerful accelerated learning techniques to enable fast paced learning. Some of the topics covered include:
- Understanding the brain function and how learning takes place in this important organ
- Understanding the insight into what motivates people to learn
- Learning how to capture human attention
- Understanding the psychological needs of our learners
- How to make orientation/onboarding sessions fun including policies and procedures
- How to save training dollars through accelerated learning
- How to make a course evaluation count and to see if learning sticks
- How to get the ROI out of your training program
- How to convert a traditional training program to an accelerated format to save your training dollars
- To explore what Giant Eagle is doing in the training and talent development department
The top three learning or service objectives are:
- To be able to define what accelerated learning is and to identify at least 5 accelerated learning techniques
- To learn how to jazz up a training program and make it fun for everyone while saving your training dollars
- To see how a traditional training program was converted to an accelerated format
Biography:
Diane Marie Word has more than 7 years of training and organizational development background. As an Instructional Designer for Giant Eagle, Diane has many years of experience with accelerated learning. She obtained a Master’s degree in Human Resource Management specializing in training and organizational development at LaRoche College. Diane is a member of the International Alliance for Learning (IAL) and founded the IAL Pennsylvania Chapter where she serves as President. She is a member of the ASTD national organization and has recently been appointed the ASTD Pittsburgh board. She is currently consulting with several colleges and universities in Pennsylvania.
Take Time Now or Do Time Later
July 22, 2008
10:00 a.m. - 12:00 p.m.
PHRA Office
2 CE Credits (Pending Approval)
One of the alarming trends emerging rapidly in our world today is Identity Theft. Today we live in an Information Economy. The reach of this Information Economy stretches far and wide.
From the perspective of a Human Resources professional, whenever an employee’s confidential information is lost, an employer faces the problem of losing that employee for hundreds of hours while they work to restore their own good name. The employee also incurs significant financial hardship not only for the loss of their identity but also for the cost of restoring their identity and may suffer significantly from a productivity standpoint.
However, the problem does not end there. What happens to the employer in the event the employee’s confidential information was not properly protected by the employer, and that was the cause of the theft of the employee’s identity? Federal law provides that the employer and certain officers can be held criminally culpable and/or civilly liable under the circumstances. The same Federal laws also spell out a step-by-step process for the employer and key personal to be insulated from both civil liability and criminal culpability.
The problem of asbestos in the workplace created significant liabilities in our industrial economy. But as we have transitioned into an information economy, other problems far more widespread than cancer have developed. This course provides the critical information necessary to assist the Human Resources professional in helping to protect the employer from the most serious these exposures faced, liability for the loss of confidential information and the identity theft occurs as a result.
Speaker:
Creating a Moment to Remember… How to Give More Effective Award Presentations
August 12, 2008
6:00 p.m. – 8:00 p.m.
PHRA Office
2 CE Credits (Approved)
To start off the program, Chris Schilling from The Terryberry Company will present on how to give more effective award presentations.
The way recognition is presented to employees is one of the most important factors in how individuals will remember the recognition experience. At the same, the presentation is one of the least expensive components of a recognition program. With some creativity and forethought, recognition experiences can have a real, significant and meaningful impact on your employees.
Whether you're just getting started with your recognition program, or you've had a program in place for many years, this seminar can give you fresh ideas and best practices to ensure that your valued employees take away a positive and memorable experience from your award presentations.
In this fast-paced training session, you'll get tips for delivering effective and meaningful recognition presentations. We'll look at creative ways to express your message of appreciation that will leave a lasting impression on your employees. We'll also talk about common blunders to avoid and tools to help your presentations go seamlessly. This seminar will give you strategies for creating a recognition moment that your employees will remember.
Attendees will learn:
- How to make award and recognition presentations that leave a lasting and meaningful impact on your employees
- What to say when presenting awards that will make your message stick
- New and creative ideas for making a memorable event
Following Chris Schilling’s presentation, Karen Harman will share the Corazon case study of the firm’s ENTHUSIASM Campaign and other effective ways the company rewards employees.
Corazon has a great culture that supports passion and enthusiasm in the workplace; hard work is always rewarded, whether for individual efforts, team projects, or company-wide accomplishments. In 2007, Corazon added the keyword “enthusiasm” into the company values. As a way to promote this new value, the ENTHUSIASM Campaign was established to highlight this value and build a program around goals and rewards that would help the company reach overall goals.
The campaign was designed wherein each letter of the word was used to correspond to an initiative with various activities to complete through the year. The goal was to develop the platform for creating an “enthusiastic” atmosphere including fun activities, as well as to build camaraderie amongst co-workers, while working to achieve company and individual goals. For each completed activity, we received a “brick” for our “Path to Success.” Bricks were also awarded for company accolades (awards, achievements, clients in a new state, etc.) and individual employee accomplishments (testimonial from a client, promotion, selected to speak at national conference, etc.). Each month, awarded bricks were posted on the wall to show progress. As the bricks were awarded, the team became closer in reaching the “pot of gold” (the established goal). If the number of bricks awarded met the established goal, the company would close down (management rotating and providing on-call coverage) between the week of Christmas and New Years.
Using this and further examples, Karen will provide insight into how other companies / HR Departments might go about creating and implementing an awards program to recognize employee (individual and company-wide) efforts.
Speakers:
Chris Schilling, The Terryberry Company
Chris Schilling is the Regional Manager for Terryberry Company, an international firm specializing in employee recognition systems. Chris is the leading expert in what employers in Pennsylvania and Ohio are doing to recognize their employees.
Karen Hartman, Corazon, Inc.
A natural leader, Karen applies her visionary thinking and “out of the box” strategy to her position as Corazon’s President. Her broad experiences in leadership and operations make her a strong force in people management, and her strategic thinking and big-picture perspective give significance to her tactical knowledge of what it takes to achieve goals. She leads the company sales efforts and oversees the development and performance of the Corazon team, including the creation of internal company-wide initiatives and goal-setting. Karen is responsible for sales performance, quality assurance, and integrating the delivery of services and communications across all business units of Corazon.
Under her leadership, Corazon was listed among the 2004, 2006, and 2007 “Pittsburgh 100”—the 100 fastest growing businesses in the Pittsburgh region. Corazon was also named one of the “Best Places to Work in Pennsylvania” in 2006 and 2007, and one of the “Top 50 Best Places to Work in Pittsburgh” in 2007. In 2008, Corazon was a finalist in the PHRA “People Do Matter” Awards, recognized for an ENTHUSIASM Campaign developed and implemented at the firm.
Karen is an active member of the Healthcare Financial Management Association (HFMA), the Society for Healthcare Strategy and Market Development (SHSMD), and The Alliance of Cardiovascular Professionals (ACVP). She is the Past President of the Western PA division of the American College of Healthcare Executives. She is currently on the ACHE-WP Board of Directors. Karen earned her Bachelor of Science Degree in Administration and Management cum laude from La Roche College in Pittsburgh.
Attracting and Retaining Top Talent in Today's Changing Workplace
Tuesday, August 19, 2008
8:45 a.m. – 12:30 p.m.
Location: Sheraton Hotel - Station Square
2 CE Credits (Approved)
Program Schedule
8:45 – 9:15 registration
9:15 - 10:15 program
10:15 - 10:30 break
10:30 - 11:30 program
11: 30 - 12:30 lunch
For the past several years, employee satisfaction has taken a back seat to more pressing marketplace challenges. However, as the job market continues to improve, employers may be facing an alarming exodus of good talent. How significant will this migration be? The most recent Spherion Emerging Workforce® Study reveals that nearly 40% of the U.S. workforce plans to change jobs in the next year. That means many employers will face staggering turnover issues and incur the high costs associated with them.
The compelling question is, “What are we as business leaders doing to keep the skilled contributors we employ today, and how will we be able to recruit the right candidates?” Despite a historically-low unemployment rate and the beginning effects of a labor shortage, the Spherion® Emerging Workforce® Study shows that many workers say their employers are not taking the necessary steps to retain them. In addition, less than half (43%) of the U.S. workforce say they are satisfied with their current jobs.
The most recent data suggest a continued disconnect between employers and employees regarding the effectiveness of various employee retention tactics such as:
· Financial compensation
· Benefits
· Work/life balance programs
Join us as Spherion presents the findings from the Emerging Workforce® Study and explains what you can do about it!
Speaker:
Tom Erb
Regional Director
Spherion Corporation
Tom Erb is Regional Director for Spherion, one of the largest providers of staffing and recruiting services in North America. Mr. Erb oversees the sales team for Spherion’s North Atlantic Staffing region that provides staffing and recruiting solutions to some of the most recognizable and respected companies in the United States. He has been in the staffing industry for nearly 14 years and is certified as a Senior Professional in Human Resources (SPHR).
Mr. Erb currently serves as an officer of several professional and non-profit organizations. He is immediate past president of both the Ohio Staffing Services Association and the Human Resources Association of Central Ohio. He is also active with Goodwill Columbus, Ohio Business Leadership Network, and West Virginia University’s Central Ohio Alumni Chapter.
Mr. Erb received both a Bachelor and Master of Business Administration from West Virginia University in Morgantown, West Virginia.
Company Profile
Spherion Corporation (NYSE:SFN) is a leading recruiting and staffing company that provides integrated solutions to meet the evolving needs of companies and job candidates. As an industry pioneer for 60 years, Spherion has screened and placed millions of individuals in temporary, temp-to-hire and full-time jobs. Positions range from administrative and light industrial to a host of professions that include accounting/finance, information technology, engineering, manufacturing, legal, human resources and sales/marketing.
With approximately 700 offices in the United States and Canada, Spherion delivers innovative workforce solutions that improve business performance. Spherion provides its services to more than 8,000 customers, from Fortune 500 companies to a wide range of small and mid-size organizations. Employing 300,000 people annually through its network, Spherion is one of North America’s largest employers. To learn more, visit www.spherion.com.
For up-to-date career tips and trends, visit Spherion’s career blog, The Big TimeTM, at www.spherion.com/careerblog.
Vaccinating for the Attitude Virus
September 10, 2008
8:30 a.m. – 11:30 a.m.
PHRA Office
3 CE Credits (Approved)
This workshop examines the effect of attitude on work. Today everyone must do more with less, constantly train employees due to high turnover, and seek new ways to make the work environment pleasant. Attitude affects absenteeism, productivity, quality and turnover. It is imperative that organizations address attitude as part of the everyone’s role on a daily basis.
Points Covered in the Workshop
- Why consider my attitude?
- Personal attitude assessment
- Attitude viruses and how to cure them
- Developing a more positive attitude
- Helping others to be more positive
Participants will be able to
- List at least 4 attitude viruses
- List at least 4 ways to help cure the viruses
- Design a personal action plan for application on the job
Speaker:
Beverly A. Russell, SPHR
Beverly A. Russell, SPHR, is President of HR Management Solutions, LLC, located in Cranberry Twp., PA. Ms. Russell received her B.S. degree in Business Management from Indiana University of Pennsylvania and her M. S. in Industrial Relations and MBA degrees from West Virginia University. She has been granted life status as a Senior Professional in Human Resources (SPHR) from the Society of Human Resource Management, which is their highest level of professional certification.
Beverly began her career as a foreman at Wheeling – Pittsburgh Steel, then to Weirton Steel as a Labor Relations Specialist, then Superintendent of Human Resources for ORMET Corporation and then to Westmoreland County as Senior Executive in Human Resources. Beverly established her consulting firm in 1988, and is recognized nationally for her work. Her clients include the Federal Bureau of Investigation, Northrop Grumman Aircraft, Consolidated Natural Gas, Westinghouse and many others.
Beverly has also served as adjunct faculty and/or presented training programs for Carnegie Mellon University, Penn State University. Duquesne University and several other colleges and received the Excellence in Teaching award from Penn State for 2007. She served as President of the North Central WV Chapter of the Society for Human Resource Management and also as the first State Director of SHRM for WV. She is presently the President of the Butler Human Resource Association.
Employment Branding: Branding Your Organization to Attract & Retain ‘A’ Level Talent
September 23, 2008
Time: TBA
PHRA Office
2 CE Credits (Approved)
Overview:
Human capital management is an organization’s most significant competitive advantage. Employers are forced to become creative when it comes to attracting/retaining “A” level talent. Recruiting is marketing. Your product is your company and your consumer is the candidate. As competition increases, the key adjustment in recruitment strategy is focusing on relationships.
Central to an effective recruitment marketing strategy is the Employment Brand. This is the process of creating an identity and managing the employment image. This program will address the steps necessary to develop an Employment Brand and emphasize creative and strategic approaches to attract and retain the talent needed to accomplish key business objectives.
The top three learning objectives include:
1. An understanding of employment branding as a recruitment strategy
2. The 8 steps of building an employment brand
3. The business case for employment branding
Speaker:
Tara Repucci
Vice President – Northeastern Region
NAS Recruitment Communications
Tara serves as a recruitment and retention strategy consultant to a diverse client roster that includes organizations of all sizes and in all industries, such as Children’s Hospital Boston, Fidelity Investments and Ocean Spray Cranberries. Tara continues to guide her team in the development of the customized, cutting-edge solutions that help companies create demand and deliver talent with maximum ROI. Holding a Master’s degree from Emerson College and a Bachelor’s degree from Syracuse University, Tara is a member of the Employment Management Association (EMA), Society of Human Resources Management (SHRM) and College and University Professional Association (CUPA).
Getting It Right – Know Your Fiduciary Responsibilities
October 30, 2008
8:30 a.m. – 4:30 p.m.
Westin Convention Center Hotel, 1000 Penn Avenue
Pittsburgh, PA 15222, (412)281-3700
6 CE Credits Available
Strong fiduciary oversight and protecting workers’ benefits is one of the highest priorities of the U.S. Department of Labor. The best way to protect workers’ benefits is by preventing problems before they start. Our compliance assistance program –Getting It Right – Know Your Fiduciary Responsibilities – will increase awareness and understanding about basic fiduciary responsibilities when operating a retirement plan. Getting it right, however, can be challenging. This is especially true for small and medium sized employers who have limited time, resources, and access to professional help with benefit programs. Specifically, getting it right means: Understanding your plan and your responsibilities; Carefully selecting and monitoring service providers; Making contributions on time; Avoiding prohibited transactions; and Making appropriate disclosures to plan participants and filing annual reports to the government on time. Our program combines free seminars around the country, educational materials, and a dedicated webpage on EBSA’s Web site. With the valuable participation of our partners, Getting It Right will offer a helping hand to those who want to do the right thing. We hope you will join us at this upcoming seminar. Helping fiduciaries to get it right benefits us all
Co-Sponsored by the Pittsburgh Human Resources Association
Pennsylvania Workers Compensation - What Every HR Administrator Needs to Know
November 6, 2008
8:30 a.m. – 11:00 a.m.
PHRA Office
2.5 CE Credits (Approved)
Pennsylvania has one of the most expensive and litigious Workers Compensation systems in the country. Although our citizens are for the most part honest and hard working, a couple of "bad" workers compensation claims can be very bad for your company. Even legitimate claims can go wrong. For the most part, you rely on your insurance company or TPA to handle your claims. However, this system is very complicated. Even checking the wrong box on a form can cost thousands of dollars. Missing a deadline by one day can cost many thousands of dollars. Even a simple return to work offer needs to follow a complicated process. The most successful employers are proactive partners with their Workers Compensation carriers. This "mini seminar" will help you to understand the system so that you can be an active partner with your carrier in minimizing the cost of workers compensation claims.
Top 3 Learning Objectives:
How to investigate and document a work injury so that the facts can hold up in court.
How to work with your insurance adjuster to make sure that complicated forms are handled properly, and tight deadlines/small windows of opportunity are met.
How to make sure your employee gets the best medical care from providers chosen by the carrier whose goal is recovery and return to the workplace.
Speaker:
Richard N. Held, Post & Schell, PC
Richard N. Held is a workers’ compensation attorney with a maritime background. He is the firm’s Longshore and Harbor Workers’ Act (LHWCA) specialist. He graduated from the United States Merchant Marine Academy in 1980 and was a ships officer with Military Sealift Command until 1987. After law school, he spent two years with an admiralty firm before coming to Post & Schell in 1992. Mr. Held is the workers’ compensation attorney of choice for several large construction companies with high exposure due to the high earnings of their workers. He is experienced in litigation arising from catastrophic construction injuries, such as the reasonableness of costly home modifications and special vehicles, and the subrogation issues that often accompany these cases.
“Practical and Legal Issues of Employee Wellness Programs”
November 19, 2008
8:15 a.m. – 12:45 p.m.
Doubletree Hotel – Downtown Pittsburgh
2 CE Credits (Approved)
Agenda:
8:15 a.m. – 8:45 a.m.
Registration and Continental Breakfast
8:45 a.m. – 9:00 a.m.
Welcome and Introductions
9:00 a.m. – 10:00 a.m.
Practical Issues Presentation
Erin Hart, Director, Health Benefit Services - American Healthcare, Inc.
10:00 a.m. – 10:15 a.m.
Break
10:15 a.m. – 11:15 a.m.
Legal Issues Presentation
Albert Lee, Attorney – Metz, Lewis
11:15 a.m. – 11:30 a.m.
Q & A
11:30 a.m. – 12:30 p.m.
Networking Lunch
12:30 p.m. – 12:45 p.m.
Optional Tour of Downtown Athletic Club
Description:
The presenters will provide an overview of a comprehensive wellness program. In addition, key legal implications will be identified and discussed.
A comprehensive wellness program should include data collection, data analysis, programming, return on investment reporting and incentives. Legal issues including HIPAA nondiscrimination, income tax issues and ADA are a few of the many topics that will be reviewed.
Top 3 learning objectives:
The key elements to a successful wellness program
The benefit of a successful wellness program
Compliance with applicable laws and regulations
Speakers:
Director, Health Benefit Services, American HealthCare Group, Inc.
You spoke, we listened.
First, a big thanks to everyone who participated in the PHRA Learning & Professional Development survey we completed last month. We take your responses very seriously and use them as the basis for all of our planning efforts. But before we let you know about any of the plans we are working on for the year, we wanted to make sure we passed along the results to you. In all, we received 206 surveys from members. Here’s a summary of what you told us...
- TOPICS: You told us the 10 topics you were most interested in are (in order)...
1. Strategic Planning
2. Managing Conflict and Mediation
3. Talent Management
