Leading Your HR Function to Deliver Positive Business Outcomes:
A Seven-Part Strategic Leadership Series for HR Leaders and Managers

HR leaders make a significant impact on their organizations’ success. But in our rapidly changing business environment – whether you’re new to human resources or an HR veteran – it’s important to be up to date with best practices, innovative strategies and proven techniques.

For 2020, 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 interest and benefit HR professionals at all stages of their careers.

Continue to Enhance Your HR Skills with Seven, Monthly Three-Hour Workshops, all held from 9:00am – 12:00pm.

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 six core disciplines of HR
    • Provide you with employment law updates
    • 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 – Comprehensive view of the six core HR disciplines and a legal update
  • Experienced HR Professionals – Fresh ‘best practice’ techniques utilized by GE, Ritz-Carlton, Disney, etc.

Workshop Schedule

Workshop SessionDateTime
Strategic Interviewing & Selection: Getting the Right Talent on Your Team in this Tight Labor MarketMarch 13, 20209:00 AM – 12:00 PM
Enhancing or Designing a Wage & Salary Administration PlanOctober 13, 20209:00 AM – 12:00 PM
Functioning as a Human Resource Strategic Business PartnerOctober 30, 20209:00 AM – 12:00 PM
Practical Techniques to Enhance Your Training & Facilitation SkillsNovember 17, 20209:00 AM – 12:00 PM
Positively Impacting Employee Behavior through Performance Appraisals, Coaching & CounselingDecember 4, 20209:00 AM – 12:00 PM
Utilizing HR Metrics to Illustrate & Improve HR'sDecember 15, 20209:00 AM – 12:00 PM
Employment Law Essentials with Constangy, Brooks, Smith & Prophete AttorneysDate TBD9:00 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 at:
Cherry Blossom Room (16th Floor)
Fickling & Company Building
577 Mulberry St , Macon, GA 31201

Workshop Topics

Strategic Interviewing and Selection: Getting the Right Talent on Your Team in this Tight Labor Market

  • Putting interviewing and selection into perspective – the over-whelming significance of the process and the organizational payback when it’s done well
  • Defining an employment interview – the key components, the 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

Enhancing or Designing a Wage and Salary Administration Plan

  • Identifying the objectives for your compensation program – the organizational performance outcomes [critical success factors] and employee behaviors [employee competencies] your organization needs
  • Eight stages involved in enhancing or designing a plan – creating your project plan with a timeline
  • Establishing external equity in alignment with your organization’s compensation philosophy – identifying your competitors, documenting your unique jobs using a job analysis questionnaire, sources of survey information and aligning with the market rates
  • Developing a wage and salary administration structure that facilitates performance-based wage and salary increases – establishing ranges and optional types of compensation structures
  • Basing wage and salary increases on desired employee achievements – facilitating performance-based increases linked to your performance management plan
  • Developing the policies and procedures needed to properly administer your program – addressing market changes, the cost of living, promotions, etc.
  • Utilizing multiple forms of communication – introducing and explaining your plan so employees understand and buy-in
  • Training your supervisors and managers in their compensation roles – what they need to know, say and be able to do

Functioning as a Human Resource Strategic Business Partner

  • Utilizing a functional model to become a more strategic HR professional – the strategic vs. traditional role of HR and drafting your department’s mission/purpose
  • Challenges & the significance of the internal service provided by HR – delivering value, providing service vs. 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
  • Most important aspects of HR service – aligning with the five priority dimensions of service and drafting your vision for your department
  • Aligning your HR processes with your organization’s business plan – identifying your priority organizational success factors and employee competencies/behaviors
  • 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 and counsel

Practical Techniques to Enhance Your Training and 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 management
  • 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

Positively Impacting Employee Behavior through Performance Appraisals, Coaching and Counseling

  • Selling the rationale and payback from effective performance management in today’s business environment – the financial impact and how leaders, managers and employees all win
  • Implementing a performance management program only one piece of which is the performance appraisal – utilizing organizational success factors, employee competencies and an integrated performance management program
  • Addressing the reasons some managers avoid giving feedback and the negative repercussions – making it easy through five techniques
  • Achieving sustained performance improvement through ongoing coaching and counseling which supports your appraisal messages – why employees sometimes don’t do what we expect and the role of continuous feedback
  • Determining when and how to coach employees – utilizing the directive approach, with examples
  • Determining when and how to counsel employees – utilizing the facilitative approach, with examples
  • Preparing for a performance appraisal interview – mutually establishing SMART objectives and documenting performance using incident files and the FOSA model
  • Conducting performance appraisal interviews that maximize employee achievement – a performance appraisal checklist, discussion starters and effective appraisal interview techniques
  • Developing the “unsatisfactory” performer – minimizing the legal risks associated with performance management

Utilizing HR Metrics to Illustrate & Improve 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 any HR process using any of five measurement categories and a procedure for implementing those metrics
  • Socializing your HR metrics initiatives – getting 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

Employment Law Essentials – Constangy, Brooks, Smith & Prophete Attorneys – Date TBD

  • Legal experts provide an overview and update on pertinent legal considerations and developments specifically relevant for HR professionals

Registration Fee:

GEA Members: $160.00 per session
Non-Members: $180.00 per session

About the Trainer

Juandell Wilson, Trainer

As Founder of The Focus Group, Pete Tosh and other TFG consultants have provided strategic consulting and training services to manufacturing and service organizations across the U.S., Canada, Caribbean, Europe and the Middle East. Pete has worked closely with the senior leadership of organizations such as Exxon, Brink’s, EMC, State Farm Insurance, 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 his own firm 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.

A significant amount of Pete’s experience has involved working within and consulting with rapidly growing organizations to include:

  • Completely developing the human resource function and staffing a 300 person manufacturing facility to become fully operational in seven months
  • Creating and delivering the human resource services necessary to support a for-profit hospital management firm’s international growth from 18 to 85 hospitals with the addition of 8,000 employees over an 8 year period
  • Implementing a customer loyalty enhancement and recovery program for the world’s premier international data storage provider while the company was doubling in size.

Pete also frequently creates and facilitates a wide variety of leadership development programs for organizations such as the American Management Association, The Georgia Employers’ Association & The Community Bankers’ Association — “Strategic Planning”, “Moving from an Operational Manager to a Strategic Thinker”, “Managing Organizational Change”, “Profiting from Total Service Leadership”, “Talent Management” and “Implementing & Utilizing the Proper H.R. Metrics.” Employees from over 4,500 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.