Integrated Human Resources Management Workshop Agenda

DAY ONE

Morning Session:  9:00am – 12:30pm

  • The Practice of Human Resources
    • HR as a Strategic Practice
    • Challenges to Human Resources
    • Re-Integrating HR
  • Introduction to Job Design and Evaluation
    • What is a Job, what is a Team?
    • Principles of Job Evaluation
    • Rank-in-Person vs. Rank-in-Job
  • Job Evaluation
    • Job Evaluation Framework
    • The Factors of Evaluation

LUNCH: 12.30pm – 1.30pm

Afternoon Session: 1:30pm – 4:30pm

  • Job Evaluation (continuation)
    • Community™ Levels
    • The Fundamental Focuses of Work
    • Sequence of Functional Progression
  • Job Evaluation Exercise (How and Why Jobs)
    • Starting Principles
    • Measures of Success

DAY TWO

Morning Session:  9:00am – 12:30pm

  • The Language of Work
    • Why is Writing a Good JD Important?
    • Challenge of Current Job Descriptions
    • The Value of Standards in Job Design
    • How to Write Better Job Descriptions
  • Job Design Methodology
    • Job Design Template
    • Articulating Functional Statements
    • Revising Existing Job Descriptions
    • Demonstration of a Re-write

LUNCH: 12.30pm – 1.30pm

Afternoon Session: 1:30pm – 4:30pm

  • Applications for Job Evaluation and Job Design
  • From Jobs to Markets
    • Compensation Cycle
    • Methodology for Compensation
  • Introduction to Compensation
    • The Purpose of Compensation
    • Perspectives on Pay – Labor Market vs. Cost of Living
    • Community Values and the Value of Mission
  • The Nature of Emerging Markets
    • Understanding Context – the Uniqueness of Emerging Markets
  • Structure of the Survey – Jobs
    • The Primary Unit of Measure – the Job/Grade
    • Job Matching – The Foundation of the Survey
  • Structure of the Survey – Salaries
    • Three Reference Points – Why More Than One
    • The Questionable Utility of Incumbent Average and Occupation Data
  • Structure of the Survey – Benefits
    • The Purpose of Benefits – Why not just cash
    • Pension and Insurance

DAY THREE

Morning Session:  9:00am – 12:30pm

  • Data Aggregation – Building Your Market Proxy
    • Position and Composition
    • When is data ready to be used?
  • Building the Salary Scale
    • What is a Pay Scale?
    • The Three Judgments and a Prayer
    • The Art of the Curve
    • Testing the Fit
  • Practical Exercise – Scale Construction

LUNCH: 12:30pm – 1:30pm

Afternoon Session: 1:30pm – 4:30pm

  • Special Topic: Salary Scales, Incumbent Salaries, and Perceptions of Inequity
  • Benefit Package Design
    • Thoughtful Benefit Design – What to Consider
  • Sustaining Compensation Over Time
    • Continuity in Market Intelligence
    • Bringing Transparency and Predictability
    • Maintaining Salary Scales: Interim Survey Updates
  • Managing Through Volatility
    • Challenging Situations
    • The Use of Special Measures
    • A Tale of Four Organizations

DAY FOUR

Morning Session:  9:00am – 12:30pm

  • Markets to Skills and Performance
    • Living In the House
    • Beyond structure, what happens to the people?
    • How do we know what you know?
  • How to Adjust Individual Salaries?
    • Time as an Inconsistent Unit of Measure
    • Challenge of Open Range pay scales
    • Differentiating Knowledge from Achievement
  • Community™ Skills Assessment
    • Skills Progression – Factors & Indicators
    • Skills Grounded on Job Foundation
    • Skills Checklist

LUNCH: 12:30pm – 1:30pm

Afternoon Session: 1:30pm – 4:30pm

  • Skills Assessment Exercise
  • Setting Pay Using Skills
    • On Recruitment
    • On Skills Movement
  • Developing Skills
    • The Role of HR in Learning and Development
    • Targeted Development

Special Topic: The Birches Group Experience

  • Skills to Performance
    • The Problem of Performance Platforms Today
  • Skills + Performance

DAY FIVE

Morning Session:  9:00am – 12:30pm

  • Community Performance Part 1 – Purpose and Design
    • The Importance of Measuring Performance
    • Why Consider Performance-based Pay/Rewards?
    • What about Management by Objectives?
    • Job Level-based Performance
  • Community Performance Part 2 – Ratings
    • Four Ratings
    • The Measures of Performance
    • Contextualizing “Exceed”
    • The Performance Continuum

Performance Evaluation Exercise

LUNCH: 12.30pm – 1.30pm

Afternoon Session: 1:30pm – 4:30pm

  • Community Performance Part 3 – Multi-Rater
    • Good Peers
    • Benefits of Multi-Rater
  • Community Performance Part 4 – Presenting Results
    • Individual Results
    • The Advantage of Standardized Measures
    • Cross-Functional Comparisons
  • Strategic HR
    • Going Deeper in HR
    • Roadmap to a Strategic, Integrated HR
      • Who Are You?
      • Integration
      • Thoughtfully designed Tools
    • Re-Integrating Human Resources
    • Time and Place
    • Looking to the Future