Human Resources Management
HR Consulting - Transition to the Future
As we move forward into this new century HR will continue to
evolve and define itself in terms of a new workplace, new work
requirements, and, a new workforce. It is now an absolute imperative
that HR departments, and the professionals who staff them, must
change in order to strategically align their programs, systems,
and processes to meet the needs of their customers and stakeholders.
This change will result in HR departments moving from a reactive,
process-oriented function to that of a full business partner
and viewed as "value added."
This three-day workshop is designed to assist participants
in exploring new roles (HR Expert, Business Partner, Change
Agent, Leader, and Advocate) with the associated competencies.
It will increase the participant's awareness of their clients'
call for continual change and measurable performance improvement.
With continued downsizing, the HR professional may now need
to move from the specialist to the generalist role, and become
a "consultant." It is tailored to the clients' organization
and has been delivered to both federal and state agencies.
Building the Future Together - Leading the HR Transformation
Oftentimes HR leaders are at a loss when faced with implementing
a new way of doing business. They may encounter resistant employees
and clients. This one-day workshop for HR leaders is an overview
of the HR Competency Model that will give the participants a
chance to develop a cursory familiarity with the five roles
of the competency model and to begin exploring steps they can
take to lead the transition.
The workshop is designed for the participant to become familiar
with tools specifically geared to help lead and manage a transformation
effort. It will give a general understanding of: the dynamics
of change, reasons for resistance, methods to counter resistance,
behaviors and languages to watch for, as well as other general
management guidance on leading change.
HR Consulting: A Partnership in the Making (Using the FISH!
Philosophy)
How do you continue to forge partnerships and provide the ultimate
in HR customer service? Building on the foundational work accomplished
in "HR Consulting: Transitioning to the Future," this
two-day workshop offers a deeper perspective on consulting through
building effective business partnerships. It focuses on the
areas of customer service, team environments and dynamics, and
ongoing change. It presents, for exploration and application,
the process of maximizing customer contacts, listening for understanding
and diagnosis, building on current success, accepting personal
responsibility for moving the organization forward and working
within an informal team environment to accomplish these goals.
The workshop incorporates Meredith Belbin's work on team roles
and effectiveness, as well as the FISH! philosophy of the internationally
renowned Pike Place Fish Market in Seattle, Washington. Through
these examples and processes, participants can explore their
roles and responsibilities in building the future HR and in
creating service partnerships that are built on trust, common
goals, vision, and commitment.
Prerequisite: "HR Consulting: Transitioning to the Future."
Advanced HR Consulting - Tools for Business
In February 2001, Comptroller General David M. Walker sounded
the cry for human capital reforms in the Federal Government.
He suggested a five-part framework as a starting point for HR
Departments to begin conducting a self-assessment to determine
their readiness and capability in meeting the growing challenges
and demands of HR for this century.
This three-day workshop is designed around the five-part framework
and examines an approach for conducting consulting interventions
that build strategic partnerships and improve organizational
performance. It will provide an in-depth understanding of the
umbrella of human resources consulting to include performance
consulting and tools for carrying out partnering strategies.
It will reinforce the roles introduced in the HR Consulting
Competency Model with practical application models and tools.
It includes an "HR Tool Box" as an addendum to the
workbook.
Prerequisite: "HR Consulting - Transitioning to the
Future."
Partnering for Service Satisfaction
You can add value to every employee's encounter with HR, from
the first contact to the follow-up after the service has been
provided. This one-day workshop helps the HR consultant deliver
service in the environment that customers don't trust institutions
or service providers, they trust people. The workshop is built
around maximizing each contact, managing superior service, and
building client confidence.
Merit System Principles
Are your supervisors being accused of pre-selection? Are EEO
complaints and grievances on the rise? Do the supervisors in
your agency know what the nine Merit System Principles are and
that conversely there are twelve Prohibited Personnel Practices?
Your supervisors and managers can: complete a workshop that
provides a safety net for them and for your organization; leave
equipped to better handle their daily personnel management requirements;
and make personnel decisions that will reduce the potential
for grievances and EEO complaints.
The GAO has found that the majority of supervisors and managers
are not familiar with the merit system principles that are the
foundation of all their human capital decisions. This half-day
interactive workshop covers the merit system principles and
the prohibited personnel practices through case studies and
discussion.
Managing Your Staff - HRM Responsibilities
The most difficult task in today's Federal environment is being
a supervisor. HOW you manage your staff will impact directly
on organizational results. You will be held increasingly accountable
by Congress, the courts, and the American public for adhering
to sound management practices that reflect merit system values.
This workshop will provide the foundation and the tools for
making knowledgeable HRM decisions.
Knowing the rules and regulations will assist supervisors and
managers in managing their staff on a day-to-day basis. This
two-day workshop will cover the merit system principles, performance
management, poor performance and conduct issues, employee rights
and ethics, and administrative issues such as leave, grievances
and EEO complaints. In addition to the workbook, participants
will be provided with an HRM Tool Box that contains checklists,
sample worksheets, and a quick reference guide.
Introduction to Human Resources Development
The human resource development (training and development) profession
is being redefined. The Federal HRD community is being heavily
influenced by initiatives of the National Performance Review
(NPR), and the legislative mandates of the Government Performance
and Results Act (GPRA). The high performing workplace is the
central emphasis. Trainers and developers are now being asked
to partner with management to develop the competencies needed
to operate well in a turbulent environment and to produce measurable
outcomes for agency customers. The "value added" for
managers and those who control resources is demonstrated improvement
on the job. The participants will have the opportunity to examine
the competencies required of the Human Resources Development
professional and the roles associated with those competencies.
This three-day workshop provides HRD professionals and managers
with the knowledge and skills to address the significant changes
in Federal training and development. It will link HRD to the
organization that is demanding continual learning and measurable
performance improvement. Both the private and public sectors
now see human capital as a prime asset to be developed.
Advanced Human Resources Development
This highly interactive three-day workshop is designed to present
HRD consultants with a detailed understanding of the Human Resources
Development (HRD) methodology. Practical competencies (ASTD),
skills, and tools will be introduced to reinforce HRD consulting
roles. The workshop will highlight trends in technology impacting
the HRD environment today, while reviewing policy and procurement
regulations and guidelines for interfacing with outside vendors.
This workshop is designed to further the understanding of participants
in the areas of human resources development; training needs
assessment; performance analysis; gap analysis; instructional
systems design; platform facilitation skills; organizational
learning; career counseling; and, evaluation through measurement.
Participants will be introduced to the importance of linking
learning and workplace performance by ensuring that training
needs analysis; design and development; delivery; and evaluation
are completed in a systematic way whether designing in-house
training programs or contracting with non-government training
providers.
Prerequisite: Introduction to Human Resources Development.
