Integrating Human Resources Management Workshop Agenda

DAY ONE

Morning Session:  9:00am – 12:30pm

  • The Practice of HR
    • 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 Methodologies
    • 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
  • The We Help Organization
    • Context of the We Help in Wonderland

Exercise: Job Evaluation (How and Why Jobs)


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

  • From Jobs to Markets
    • Salary Survey Data
    • Salary Scale Design
  • 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
  • Measuring the Market – The Salary Survey Methodology
    • How to Measure Markets
    • Challenges to Market Measurement
  • 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
  • Data Aggregation – Building Your Market Proxy


DAY THREE

Morning Session:  9:00am – 12:30pm

  • Moving From Data to Design
  • 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

  • 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
  • Markets to Skills and Performance 
    • Living In the House
    • Changing the Way We Look At Performance
    • Defining Skills and Performance


DAY FOUR

Morning Session:  9:00am – 12:30pm

  • The Problem of Performance
    • Time as an Inconsistent Unit of Measure
    • Challenge of Open Range pay scales
    • Differentiating Knowledge from Achievement
  • Community Skills
    • Skills Progression Model based on the Job Foundation
    • Skills Factors & Indicators
    • Skills Checklist
    • The Anatomy of Skills- The Brain

The We Help Organization: Introduction of Characters

Exercise: Skills Assessment (How Jobs)

LUNCH: 12:30pm – 1:30pm

Afternoon Session: 1:30pm – 4:30pm

Exercise: Skills Assessment (Why Jobs)

  • Developing Skills
    • The Role of HR in Learning and Development
    • Targeted Development
    • The 70-20-10 Model
    • Workforce Planning
  •  Setting Pay Using Skills
    • On Recruitment
    • On Skills Movement

DAY FIVE

Morning Session:  9:00am – 12:30pm

  • Skills to Performance
    • The Problem of Performance Platforms Today
  • Defining Performance Using Jobs
  • Community Performance Part 1 – Purpose and Design
    • The Importance of Measuring Performance
    • Why Consider Performance-based Pay/Rewards?
    • How to Put Performance-based Pay Practices in Place
    • The Measures of Performance
    • Four Ratings
    • Contextualizing “Exceed”
    • The Performance Continuum

Exercise: Performance Evaluation (How and Why Jobs)

LUNCH: 12.30pm – 1.30pm

Afternoon Session: 1:30pm – 4:30pm

  • Community Performance Part 2 – Multi-Rater
    • Good Peers
    • Rating Weights
  • Community Performance Part 3 – Comments
    • What are Good Comments?
  •  Community Performance Part 4 – Presenting Results
    • Individual Results
    • The Advantage of Standardized Measures
    • Aggregated Performance
  • Building an Integrated HR Program
    • The Anatomy of Work
    • Creating a Truly Strategic HR
    • The Focus on Jobs
    • Who Are You?
    • The Better Way: Re-Integrating Human Resources