Live Webinar Conference May 7 th & 8th 2012
11 Webinar Sessions Up to 10.5 hours
Webinar Duration: 1 Hour ea Credits: UP TO 10.5 Category C Free PDUs
Presented by: HR.com
This is an excellent opportunity to choose from
11 different sessions on Performance Management.
Register for the conference & choose
which virtual sessions you would like to attend.
See Below for the session tittles & their Short Descriptions.
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. 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.
- 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 HR.com and the Institutes for Human Resources (IHR).
The Institute for Human Resources (IHR), the certification and accreditation process arm of HR.com, 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.
PDU Category C documentation details (for this conference):
Process Groups: Executing
Knowledge Areas: 9 – Human Resources
- 9.2 Acquire Project Team
- 9.3 Develop Project Team
- 9.4 Manage Project Team
As a Category C ‘Self Directed Learning Activity’ remember to document your learning experience and its relationship to project management for your ‘PDU Audit Trail Folder’
May 7th 2012 – 10:30 am – 11:00 am EDT – Introduction to Performance Management Virtual Event (Long Description)
HR.com will review the progress of the Institute to date. We will review the certification program – have you signed up yet? If not, there’s still lots of time. Get an update on the hours accumulated to date. Find out what you have missed, and take a look at what is coming up for the next couple of months.
During this session we will:
- Introduce you to the Advisory Board
- Introduce you to the Institute and the Certification program
- Help you learn how to become an expert in the area of Performance Management
If you are new to the Institute for Performance Management this introduction will cover not only our past accomplishments but also explain why you should continue to participate and be a part of this community.
Click to register for An Introduction to Performance Management a Virtual Event
May 7th 2012 – 11:00 am – 12:00 pm EDT – Moving from Subjective to Objective: The Role of Assessments in Selection and Talent Management (Long Description)
In this webinar they will examine the proper role of assessment tools in the selection and management of talent. They discuss,
- What to look for in an assessment instrument,
- What things to measure in each candidate,
- How to benchmark the job in question,
- Why hiring for aptitude beats hiring for skill,
- How much weight to put on the assessments, and
- How to know if you’re about the make the right people choice.
Whether you are an HR professional, a hiring manager or a senior executive looking for a competitive edge in the race for the best talent, this webinar is for you.
Click to register for Moving from Subjective to Objective: The Role of Assessments in Selection and Talent Management
May 7th 2012 – 12:00 pm – 1:00 pm EDT – Is Your Performance Management System Performing? (Long Description)
If you have been thinking about improving your current performance evaluations or starting a new system but do not know where to begin, this workshop is what you need. It will provide you with the guidelines of who should be involved in designing a successful system, what standards of performance to use and how to measure those standards.
Click to register for Is Your Performance Management System Performing?
May 7th 2012 – 1:30 pm – 2:30 pm EDT – Finding All the Angles: New Cases for 360-Degree Feedback (Long Description)
Today’s technology taps into the true potential of 360 evaluations. Organizations can make such feedback available to all of its employees, not just the ones at the top of the totem pole. Customized questions and competency libraries provide tailored forms and more accurate results. As 360s processes become more efficient and cost effective, organizations gain greater flexibility in how they turn feedback into real development, on both the individual and collective level.
Click to register forFinding All the Angles: New Cases for 360-Degree Feedback
May 7th 2012 – 2:00 pm – 3:00 pm EDT –The Mature Worker- How Old Do You Look; How Young Do You Feel; Check your Attitude! (Long Description)
Three important trends are occurring that will have a dramatic impact on the American workforce: the workforce, and the population as a whole, are aging; labor shortages are projected in a growing number of sectors of the economy; and many workers intend to continue to work beyond the traditional retirement age.
- How will we create learning solutions for this business community that will attract and retain mature, experienced workers who are increasingly critical to maintaining a competitive advantage?
- What does workforce aging really mean?
The central issue is not that the mean age of workers is increasing but that the relative size of the workforce is reducing. Workforce aging is about productivity, not age, and focusing on ‘the older worker’ as an older person rather than an individual may actually be a barrier to developing workable policies to address the serious issues arising from a reduced workforce.
- As a training professional, how does learning and development meet the needs of all ages and learning styles?
- What can you do as a “mature†worker to brand yourself to work 20 more years?
Learn the three success factors to working through to 80!
Click to register forThe Mature Worker- How Old Do You Look; How Young Do You Feel; Check your Attitude!
May 7th 2012 – 2:00 pm – 3:00 pm EDT – Building a Talent Pipeline: How to Stop Planning for Succession and Start Managing It (Long Description)
This webinar is aimed at HR business partners as well as the executives and line managers they support, and the talent development specialists they lead. Participants will hear the business case for succession management. They will learn a simple process for identifying critical positions within their organizations and for mapping out a succession plan for each. They will also receive practical tips for engaging their business clients in the succession dialogue and implementing change management to ensure that leaders incorporate succession planning and talent development into their regular management practices.
Click to register forBuilding a Talent Pipeline: How to Stop Planning for Succession and Start Managing It
May 8th 2012 – 11:00 am – 12:00 pm EDT – Create “EmployeePreneurs” through Performance Management (Long Description)
The philosophy of performance management must embrace the needs of the organization and employee development. Passive participation does not serve a company striving for operational excellence. To remain competitive, employees must see their roles as more than a paycheck. Employees must be engaged to exceed company goals and improve their value in the organization. When employees are rewarded for becoming “EmployeePreneursâ€, their performance levels are raised and temporary roadblocks are seen as opportunities. This webinar will provide HR professionals and leadership a challenge to evaluate their performance management philosophy, tools and initiatives.
Click to register for Create “EmployeePreneurs” through Performance Management
May 8th 2012 – 12:00 pm – 1:00 pm EDT – The Secret to Cultivating Talent: Continuous Performance Management (Long Description)
Performance Management essentially hasn’t changed since it’s original inception over two-hundred years ago. This is your opportunity to learn how to make the changes necessary to allow you to compete for great talent now and in the future as well as retain the people you have currently. We are working with a new generation, technology and impacts that are changing the expectations of our workforce. Are you prepared to make changes necessary to ensure you compete in the future?
Click to register for The Secret to Cultivating Talent: Continuous Performance Management
May 8th 2012 – 12:30 pm – 1:30 pm EDT – How To Say “YES!†When Your System Says “NO!†(Long Description)
An effective business partner solves problems so they stay solved. The skill set for an effective business partner includes problem-solving skills, creativity, analysis, collaborative relationships and making good decisions. But skills alone are not enough – the practitioner needs a robust suite of technology tools to help manage and process the vast amount of business, performance and talent data to turn it into actionable information. The bottom line is that without enabling technology, you are faced with the prospect of saying “NO!†to business partner because your technology cannot support the innovative solution you can visualize but cannot implement. You simply cannot make design recommendations that you cannot administer. The unfortunate reality is that system modifications are often prohibitively expensive, and you quickly find that “add on†software usually trades one set of limitations for another.
Click to register for How To Say “YES!†When Your System Says “NO!â€
May 8th 2012 – 2:00 pm – 3:00 pm EDT – Performance Management: How Can Analytics Help? (Long Description)
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.
This session will show Performance Management professionals how they can execute a human capital measurement strategy that arms them with powerful data to report successes to upper management and a plan for continuous improvement. Participants will learn about the key concepts for human capital analytics: Stakeholder buy-in, Alignment, Getting to useful data, Segmentation, Isolation, and Optimization.
Click to register for Performance Management: How Can Analytics Help?
May 8th 2012 – 3:30 pm – 4:30 pm EDT – How to separate performance from potential in identifying your true “HiPo’s†(Long Description)
To build a robust talent pipeline, many organizations place a great deal of emphasis on identifying and developing high potentials. By identifying those with the greatest potential, organizations can differentially invest; focusing development where it will get the biggest return over the long haul. The challenge is – who really are those with the greatest potential? Who will, with proper development, have the greatest sustained success?
The challenge is separating the judgment of performance from the judgment of potential. This is extremely difficult, if not impossible, to do with managerial judgments. The solution is leveraging a source other than managerial judgment for assessing potential. Building this solution requires answering three questions:
- What are the markers of potential;
- What assessment tools can we align to these markers of potential; and,
- How will we integrate data from all assessments to make final decisions about who are our true “HiPo’s.
In this presentation, we will share research and best practices regarding answers to each of these questions, as well as tools and processes to help build a solution unique to your organization.
Click to register for How to separate performance from potential in identifying your true “HiPo’sâ€
