Through a Strategic Planning Case Study, participants will learn to assist in the development of their own organization’s Strategic Human Resources Plan through the use of systematic processes and HR metrics.

Strategic HR Management — is concerned with maintaining organizational competitiveness by achieving HR effectiveness through the use of HR measurement and HR technology. Through HR planning, managers must anticipate the future supply and demand for employees. An additional strategic HR concern is employee retention. Learn about what the HR Strategic Role entails and how to leverage them at your organization. We will review HR roles, competencies, and current challenges such as: The globalization of business; economic and technological changes; occupational shifts; workforce availability and demographics; and organizational costs. Learn the value of HR Effectiveness and Financial Performance by determining the ROI of all resources and expenditures. Learn about the HR scorecard, measurement and benchmarks and how to show value to your organization.

Staffing and Retention — emphasizes the need to provide an adequate supply of qualified individuals to fill the jobs in an organization. Job analysis serves as the foundation for achieving this goal. Learn how to choose the proper job analysis strategy and the difference between job task analysis and competency based job analysis:

• Learn what the steps of the job analysis process are.
• Learn to develop proper job descriptions.
• Understand that recruiting applicants and selection are required to procure a workforce.
• Learn about the employee psychological contract; job satisfaction; individual performance factors; motivation strategies; retention interventions; and cost of employee turnover.
• What is employment branding and how your organization should do it.
• What are the internal and external recruiting sources you should tap?
• How do you properly select and place candidates?
• What is the selection process and should you test?

Talent Management, Performance Management and Development — encompasses:

• Orientation of new employees
• Training
• HR development of all employees and managers to meet future challenges
• Career planning
• Performance management which focuses on how employees perform their jobs
• Succession planning
• Workforce realignment
• Mergers and acquisitions
• Types of training deliveries, assessments, and learning styles
• Training metrics
• Benchmarking
• ROI analysis
• Effective Performance Management Systems should do the following:
• Clarify what the organization expects
• Provide performance information to employees
• Identify areas of success and needed development
• Document performance for personnel records
• Learn about the different types of performance appraisals and how to maximize them for your company

Compensation and Benefits — compensation in the form of pay, incentives, and benefits rewards people for performing organizational work. Employers must develop and refine compensation systems and may use variable pay programs. Because so many organizational funds are spent on total reward systems for employees, a number of important decisions must be made to achieve the following objectives:

• Legal compliance with all appropriate laws and regulations
• Cost effectiveness for the organization
• Internal, external and individual equity for employees
• Performance enhancement for the organization
• Performance recognition and talent management for employees

Learn how to:

• Job price
• Make market comparisons
• Pros and cons of job evaluations
• Different pay structures
• Compliance issues that should be evaluated.
• Consider compensation trends, projections and strategies
• Learn the Benefits Strategy, design and measurement for your organization
• Learn about the different types of benefits such as government mandated, voluntary, security, retirement and health benefits.

Risk Management and Worker Protection — for decades, employers have been required to meet legal requirements and be responsive to concerns for workplace health and safety. In addition, workplace security has grown in importance along with disaster and recovery planning. Learn the nature of Health, Safety and Security. Learn the legal compliance organizations must adhere to such as OSHA, PPE, Blood-borne Pathogens, Ergonomics and Workplace Air Quality.

The Supreme Court of Arkansas Office of Professional Programs has approved this 4½ day seminar for 13 hours.

Attorneys licensed in Hawaii who attend a course that has been approved for credit by a Hawaii State Bar approved jurisdiction (which includes California) may claim the CLE credits from the course or activity without seeking prior Board approval for the course or activity. This 4½ day program has been approved by the State Bar of California for 13 hours.

This 4½ day course has been approved by the Missouri State Bar for 15.9 hours.

An attorney completing an eligible Approved Jurisdiction course (which includes California) may claim 15.5 hours of New York CLE credit in accordance with the requirements of the Program Rules, Regulations and Guidelines. This program has been approved by the State Bar of California.

Block I of this seminarhas been approved for Minimum Continuing Legal Education credit by the State Bar of Pennsylvania in the amount of 13 credit hours. IAML certifies that this activity conforms to the standards for approved education activities prescribed by the rules and regulations of the State Bar of Pennsylvania governing minimum continuing legal education.

Block I of this course has been submitted to the Supreme Court of Wisconsin Board of Bar Examiners for 15.5 credit hours.