Leading Your HR Function to Deliver Positive Business Outcomes:
A Five-Part Strategic Leadership Series for HR Professionals

HR leaders make a significant impact on their organizations’ success. But in our rapidly changing business environment – if you are new to the field or you are an office manager who serves in the role as HR Administrator – it’s important to be up to date with best practices, innovative strategies and proven techniques.

For 2021, GEA is enhancing the very popular HR Leadership Series by retaining the essentials and adding fresh, strategic content. Sponsored in partnership with SHRM Middle Georgia, the Strategic HR Leadership Series includes a broad spectrum of topics that will equip and benefit you in your HR professional career.

Continue to Enhance Your HR Skills with these Virtual, one-hour webinars, all held from 11:00 am – 12:00 pm.

How You Will Benefit

HR professionals are expected to deliver outcomes aligned with and supportive of their organizations’ business plans. This Workshop Series will:

  • Introduce multiple HR ‘best practice’ initiatives within the five core disciplines of HR
  • Allow you to interact with and learn from other HR professionals
  • Place an emphasis on and assist you in developing a personal follow through action plan that you can apply on the job

Who Should Attend?

  • HR Professionals New to the Field
  • Office Managers who serve as the HR Administrator
  • Others who are in an acting HR Role for your company

Workshop Schedule

Workshop SessionDateTime
Functioning as a Human Resource Strategic Business Partner
March 9, 202111:00 am – 12:00 pm
Utilizing HR Metrics to Illustrate & Enhance HR’s ContributionMarch 30, 202111:00 am – 12:00 pm
Using Multiple Forms of Non-Monetary Recognition to Reward EmployeeApril 14, 202111:00 am – 12:00 pm
Practical Techniques to Enhance Your Training & Facilitation SkillsMay 11, 202111:00 am – 12:00 pm
Strategic Interviewing & Selection: Getting the Right Talent on Your TeamJune 8, 202111:00 am – 12:00 pm
Sessions may be taken as individual workshops or combined with other series segments to fit the specific needs of attendees. Workshops, unless otherwise noted, to be conducted via Zoom.
(*Note: We will possibly add a Face-to-Face option to this training once COVID-19 levels allow us to start back with live training sessions.)

Workshop Topics

Functioning as a Human Resource Strategic Business Partner

  • Utilizing a functional model to become a more strategic HR professional – the strategic verses traditional role of HR and drafting your department’s mission/purpose
  • Challenges and the significance of the internal service provided by HR – delivering value, providing service verses products and using a SWOT Analysis
  • Closing any HR service gaps – a four-step process to cause your internal customers to perceive that they received what they expected, ways to understand your customers’ expectations, utilizing an Internal Customer Report Card and an I/P Matrix, etc.
  • Most important aspects of HR service – aligning with the five priority dimensions of service and drafting your vision for your department
  • Focusing your HR processes on your organization’s business plan – identifying your priority organizational success factors and employee competencies
  • Carrying out your important daily role as a Coach and Counselor to your HR team and your internal customers – when and how to both coach & counsel

Utilizing HR Metrics to Illustrate & Enhance HR’s Contribution

  • Using HR metrics as a business partner – the many benefits to the organization and how metrics allow HR to contribute as a business partner
  • Determining what should be measured – a three-step process for tying your HR processes to your internal customers’ business needs
  • Measuring HR processes using any of five measurement categories and a procedure for implementing those metrics
  • Socializing your HR metrics initiatives – getting an understanding and buy-in from your internal customers and HR team
  • Reviewing multiple formulas frequently used in measuring each of the HR processes of:
    • Recruiting, interviewing and selection
    • Compensation and benefits administration
    • Training and development
    • Employee retention
    • Safety performance
    • And other HR processes
  • Strategically implementing your action plan and HR dashboard – where to start and the follow up steps

Using Multiple Forms of Non-Monetary Recognition to Reward Employee Performance

  • Why daily employee behavior usually results from its consequences
  • The A,B,C’s of employee recognition
  • Employees have invisible perception buckets that are constantly being filled or emptied
  • How employees perceive and value recognition versus compensation
  • Multiple benefits and paybacks from effective employee recognition
  • Guidelines for starting an effective employee recognition program
  • How organizations like Disney, Southwest Airlines, Lands’ End and other well-run organizations rely upon employee recognition
  • Multiple examples of informal and formal recognition:
    • Recognition from senior leadership
    • Team/departmental recognition
    • Employee to employee recognition
  • Techniques for ‘selling’ recognition to senior management

Practical Techniques to Enhance Your Training & Facilitation Skills

  • Avoiding common reasons training sometimes fails – not being the only proponent of training, how managers have the strongest influence on the success of training and how to sell training to managers
  • Preparing for a successful training program, the only way trainers can be successful – guidelines for defining your training objectives, techniques for beginning a workshop and creating a learning atmosphere
  • Techniques for facilitating a training program – training through questions, training through reinforcement and utilizing a variety of delivery techniques
  • Accommodating adults who learn in different ways and for different reasons – the five learning styles and methods for addressing each
  • Knowing whether you’ve accomplished your training objectives – techniques for measuring the effectiveness of training

Strategic Interviewing & Selection: Getting the Right Talent on Your Team

  • Putting interviewing & selection into perspective – the overwhelming significance of the process and the organizational payback when it’s done well
  • Defining an employment interview – the key components, three key interviewing steps and the types of interviewing mistakes frequently made
  • Preparing for an interview – how to establish the proper job criteria [can do’s, will do’s and fit factors], what to look for on applications and resumes, phone screening techniques and developing your initial questions
  • Creating the proper interview atmosphere and useful questions – the criteria for effective questions and utilizing five types of interview questions
  • Utilizing a behavioral interviewing approach – developing behavioral questions, panel interviewing tips, interview note-taking, closing an interview and handling difficult interview situations
  • Conducting thorough interviews – utilizing the seven segments of a total interview format
  • Recruiting techniques and meeting the expectations of today’s candidates – using the multiple available recruiting sources and what today’s candidates expect during their interview experience


GEA Members: $89.00 per session
Non-Members: $99.00 per session
*(3% processing charge for credit card payments)



Registration Fee:

GEA Members: $89.00 per session

Non-Members: $99.00 per session

*(3% processing charge for credit card payments)

About Pete Tosh

Pete Tosh

Pete Tosh, Founder of The Focus Group, has provided consulting and training services to manufacturing and service organizations across the U.S., Canada, Europe, and the Middle East. He has worked closely with the leadership teams of organizations such as Exxon, Brink’s, EMC, State Farm, Marriott, N.C.I., Cracker Barrel, Freddie Mac, and YKK Pete is also the co – author of Leading Your Organization to the Next Level.

Prior to founding The Focus Group over 20 years ago, Pete had 15 years of extensive experience — at the plant, divisional, and corporate levels — in the Human Resource and Customer Satisfaction fields. Pete held leadership positions — to include the V.P. of Human Resources and Quality — with Allied Signal, Imperial Chemical Industries, Reynolds Metals and Charter Medical.

Pete also frequently creates and facilitates a wide variety of leadership development programs for organizations such as the American Management Association — “Strategic Planning”, “Moving from an Operational Manager to a Strategic Thinker”, “Managing Organizational Change”, “Profiting from Total Service Leadership”, “Talent Management” and “Utilizing H.R. Metrics.” Employees from over 4,000 organizations have benefited from Pete’s experience and insightful perspectives.

Pete holds a B.A. degree in Psychology from Emory and Henry College and Masters Degrees in both Business Administration and Industrial Psychology from Virginia Commonwealth University.