PIHRA Leadership ConferenceEducation Breakout for 2014 Program Chairs

Presented byPaulette E. Fontanez, CMP

PIHRA Program Manager&

Dennis Buster, SPHRPIHRA VP Education

Agenda• Introductions• Program Guidelines• Credit Types• Bodies of Knowledge• Game: Is It Strategic?!• Writing Exercise (time permitting)• Goals for 2014

Introductions• Paulette: from PHO (staff)• Dennis: VP (volunteer)• Around the room

• Please give us your location!

Program Guidelines• Programs should be held monthly when possible• Programs must be at least 1 hour for HRCI credit,

but less than 2 hours• PIHRA cannot certify programs in excess of 2 hours

(no half-day programs, etc)• Dark months: late August – early September due to

annual CAHR Conference• HRCI’s role in certification

Program Guidelines• Program Form (found on pihra.org/resources)

• Needs 4-6 week lead time for HRCI credit• Will be processed by PHO within 2 business day• Program chair will receive reply email to that

effect• If no email, please check back!

Credit Types• General: any broad category related to HR

• Employment Law & Legislation*• Business Management & Strategy*• Talent Management*• International HR*• Diversity & Inclusion• Benefits & Compensation• Leadership Development

Credit Types• California: 80% of content must relate directly to

California• Examples of CA credit

• Determining Exempt Employee Status in California• When Cal/OSHA Knocks: Defending Your Company Against

Investigations & CitationsWhat to Expect When Your Employee’s Expecting

• 10 Great Ways to Lose A Lawsuit in California• 2014 Economic Outlook for California and Orange County*

Credit Types• Global (now International HR but still a GPHR)• Examples of International credit:

• Global Employment: General Compliance Issues• General Principles of Employment Law in X Country• Safety & Security for the Cross-Border Workforce• Managing a Global Workforce – A Discovery in How To Do it

Better & Perspectives from a Recent Expansion

Credit Types• Strategic: now called Business Management &

Strategy• Relates to the business functions of an organization

• Writing a business plan• Managing a merger• “Getting a seat at ‘the table’”• Or…

Credit Types• Refer to the PHR/SPHR Body of Knowledge

Functional Area 01: Business Management & Strategy: Developing, contributing to, and supporting the organization’s mission, vision, values, strategic goals and objectives; formulating policies; guiding and leading the change process; and evaluating organizational effectiveness as an organizational leader

Credit Types• Examples of Strategic:

• You Want a Stake in The Strategic Planning Process? Well Then Pull Up a Three-Legged Stool!

• Making Workforce Analytics Stick: Pitfalls, Challenges, and Stick-And-Stay Strategies*

• From Turnaround to Transformation: The Benefits of a Strong Corporate Culture*

• Effective Human Capital Management — Align Your People Systems*

Bodies of Knowledge• The exam content for each certification exam• One each for PHR/SPHR, GPHR, and California

designation (PHR-CA/SPHR-CA)• Found online (and linked to from the Volunteer Resource

Page) at hrci.org/exam-preparation/bodies-of-knowledge

www.hrci.org/exam-preparation/bodies-of-knowledge

Keys to a Great Program• Titles should be catchy, but not overly wordy and

clear about the content (7 words or less!)• Keep descriptions simple – 250 words should suffice• Include learning objectives or workplace relevance• Make sure speaker bios include their current

workplace; not merely “the firm”• Give yourself a LOT of lead time!!

Goals for Future Programs• Aim for excellence!• Have a minimum number of programs annually• Maximize certification offerings• Try for a variety of credit offerings• Don’t be afraid of strategic credit• A note about repeat programs

Strategic Programs• Examples of programs that are and are not strategic

(refer to handout)• Review of 2013 CAHR Keynote Speakers Tom Kalinske’s &

Stedman Graham’s session descriptions

Is It Strategic?!Change, Changing, and Workplace Leadership

It is one thing to say that change is normal. It is quite another to be the workplace leader that everyone is looking to for answers. Executives introduce change. Managers and supervisors are left to figure out how to make it happen. It is often new, unsure territory for them. The old way of doing things no longer works. The new way is clearly established. There are more questions than answers…

Is It Strategic?!Storytelling in Business & Organizations: What Every Leader Needs to KnowFor most of human history the art of storytelling was a natural and daily part of leadership in a community. Only over the past couple of decades has the practice of using story begun to take hold in organizations and businesses across the world. Participants will gain a better understanding of how story has migrated to the level of utilization it is at today and what’s in store for the future. Different kinds of stories have a different impact and knowing when, how and where to use story is key in building leadership credibility and employee engagement. Business narrative (story) is being incorporated into the culture of successful businesses…

Is It Strategic?!California, U.S. & Global Economic Outlook for 2014: How Human Resources Can Help Companies Prepare for Changing Organizational NeedsJoin us to learn about the state of the Economy, and discover how various industries and companies should prepare to respond to changes projected for 2014. Professor Vardiabasis will discuss the current state of the U.S., California, and global economies and present the economic forecast. The presentation will focus on the opportunities and threats which industries and companies will face in 2014, as well as provide a framework for developing appropriate strategies to help …

Is It Strategic?!A Strategic Approach to Hiring SuperstarsWe all want to hire passionate, top performing employees to help carry out and reinforce our organizations’ vision, mission and core values, yet we’re often disappointed after they’ve come on board. We’re puzzled because their resumes looked great — their skills matched perfectly, they worked for terrific companies, wowed us in the interview, and yet they still failed. What are we doing wrong? To unravel this mystery, Dr. Elizabeth Fried’s presentation, Hiring Superstars, sheds light on this phenomenon by providing some surprising answers.

Is It Strategic?!Strategies for Communicating with Upper ManagementWith a focus on recent issues of Health Care Reform, this presentation will aid attendees in developing communication strategies for engaging with management and leaders in their organization. Discussion points will include:• Strategies for bringing up critical or sensitive topics• Providing value by being the squeaky wheel• Understanding HR’s role in managing the employee’s response

Volunteer Leaders Retreat

Writing ExerciseHow to make this more strategically focused:This class will help the when, why and what the HR professional should be considering when developing and creating a business plan. It will cover the how, when, why and what – You just need to answer a very simple question: why is business planning important to my organization? I have a simple answer: because it helps an organization be profitable and sustainable over a long period of time. It then gets a bit complicated. For an organization to be profitable and sustainable over a long period of time, you need a living, breathing business plan. Leave this program with a concrete method for developing a sound plan.

Volunteer Leaders Retreat

Writing ExerciseEnd result:This class will help the when, why and what the HR professional should be considering when developing and creating a business plan. It will cover the how, when, why and what - You just need to answer a very simple question. Why is business planning important to my organization? I have a simple answer. Business planning is important because it helps an organization be profitable and sustainable over a long period of time. It then gets a bit complicated. For an organization to be profitable and sustainable over a long period of time, you need a living, breathing business plan. Leave this program with a concrete method for developing a sound plan.

Volunteer Leaders Retreat

Goals for 2014• New and ongoing PHO programs• Standards of Excellence

Volunteer Leaders Retreat

Contact us• Paulette @ PHO:

• 310-416-1210 x811 or paulette@pihra.org

• Dennis @ work• 714.349.9217 or vpeducation@pihra.org

Volunteer Leaders Retreat

THANK YOU!