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Factory: Production Management. Communicatin: Internal Communicatin Planning. Innovation: Design Thinking Workshop. Human Resources: feedback. CEO: Leadership training. SALES: Trade Marketing. SEARCH AVAILABLE PROCESS. FILTERS. Activity. Panel. Agend
requests for private meetings outside of class or business hours for other than legitimate mentoring purposes ... Clergy and counseling resources on campus are listed in Bearings, Ternion, and the ... These procedures may be obtained from the Office
work closely with our Family Care Office, Human. Resource Managers and Generalists in providing on-site workshops especially in the areas of stress and eldercare. In addition, they provide the. University with critical incident services in the form o
Oct 1, 2014 - Each member of the Human Resources Committee shall be (a) an âIndependent Directorâ as defined in the Company's ... Report as may be required to be included in any Company filing with the SEC in accordance ... Review performance sys
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Human Resources Principles is a full-year intermediate or capstone Career and Technical Education course applicable to programs of study in the Business, Management and Administration career cluster. This course is built to state and national standar
certified Community Development Financial Institution (CDFI), we offer low-income families in. Rhode Island ... in Microsoft Excel â¢ Proficiency in spoken and written Spanish. *Training and Compensation:* The HRO will receive extensive training on
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DEFINITION. As a strategic business ... Exercises supervision over assigned subordinate Human Resources staff. RESPONSIBILITIES: ... Administers, coordinates, schedules and promotes Library District training programs. 21. Researches ...
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6.0 Environmental Health and Safety . ..... Divisional HR offices in the implementation of the arbitrated Salary and Benefits Award for Faculty and Librarians, including changes to the PTR process. ..... publications (Benefits Canada, HR Reporter) ha
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Summary: Responsible to formulate partnerships across the HR team to deliver value added HR services to employees and leadership that reflect the Tauck's Company culture and business objectives. Supports domestic and international human resources ini
Oct 17, 2017 - Some plans require that you enroll each year to continue your participation. If you are participating in one of these plans, you must enroll each year: --Flexible Spending Account (FSA) including Health Care FSA, Limited Purpose FSA, D
Assists in the Implementation of human resources management as per the ... in Human Resources Management, Organisational Psychology with bachelor's.
Jun 1, 2016 - Proficiency in areas of data and Microsoft office applications h. .... Ensure integrity of data, verifying information regarding data quality and data.
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city and direct the work functions of the Human Resources Department. ESSENTIAL FUNCTIONS ... Bachelor's degree in Human Resources Management or a related field required, Master's degree preferred; five years of progressively ...
Provide accurate and timely specialist advice related to the employee life cycle. â¢ Provide information and interpretation of Ermha employment-related policies on a range of operational HR matters. â¢ Lead and support recruitment and onboarding pr
Human Resources Executive Program
The Human Resource Executive Program develops human resources professionals by maximizing their contributions to the executive team and the organization. The program pushes thinking on what it means to be an HR leader today and will help you further develop strategic thinking. As a participant, you will gain a deep understanding of applied metrics to assess and demonstrate the value of a human resource executive. This program utilizes state of art instructors, simulations and challenges current practices in adult learning.
Who should attend
Content and discussion will be aimed at senior HR professionals, further developing their role in strategic human resources management. Program participants will build their network throughout the program and, therefore, it is important each person brings a thorough understanding of the issues facing the senior HR professional. Experienced managers, directors, and new vice presidents of human resources are encouraged to apply.
• Strategy capstone
Certified human resourCe Professional reCertifiCation We have been fortunate to collaborate with the Human Resources Institute of Alberta (HRIA) who have approved the HR Executive Certificate for credit towards CHRP recertification. The core program is valued at 35 hours towards re-certification and blends a number of enabling competencies throughout the 5 day program to complete the successful professional’s skill set.
• Change simulation • CEO panel and guest speakers • Executive coaching • Executive in residence
Margot Ross Graham (CHRP, CPCC) is a facilitator within the University of Alberta Executive Education department. She is an experienced senior executive with extensive background in human resources, leadership, change management, and organizational development. She is also a Certified Executive Coach and throughout her career has worked with leaders from private, public and non-profit organizations across Canada. Margot is regularly invited to speak at conferences on topics ranging from Leadership Credibility to Workplace Culture and is currently featured every Tuesday as the Workplace Columnist for CBC Radio’s Edmonton morning show. A dedicated community volunteer, Margot is a founding member of the Amazing Ladies, sits on the Board of the Citadel, is past president of the Glenora Rotary Club and member of the MacEwan University Business School advisory council.
Dr. Kirby Wright is President of KRW Knowledge Resources, and adjunct faculty with the University of Alberta Executive Education. He specializes in the areas of innovation and workplace learning, where learning engagements involve designing technology applications to support learning through work, e-learning, developing knowledge networks and knowledge management. Over the past twenty years Kirby has worked with a wide range of private, public and non-profit clients, across many industries and locations. Earlier in his career he was actively involved in continuing education and international development, including education projects in South East Asia. Dr. Wright’s PhD examined the relationship between learning and innovation management in technology firms. Additionally, he holds an MBA, B.A. (Honours) and B.Ed.
Jason Lewis Jason Lewis is a facilitator who specializes in change management, leadership development and innovation. As a consultant Jason works with the University of Alberta Executive Education, Government and Oil and Gas industry clients to implement organizational change. For the past decade he has led simulations for admirals, executives, professors and managers. In addition to Change Management he has facilitated sessions on coaching & difficult conversations, high-performing teams and innovation. Jason received his Master’s degree in Leadership and Training from Royal Roads University where his thesis investigated the impact of Improvisational theatre techniques on team performance.
William (Bill) Foster Dr. Foster is an Associate Professor of Management at the Augustana Campus of the University of Alberta. Bill’s primary research interests include rhetorical history, social memory studies, organizational identity and identification and business ethics. He teaches courses in organizational behavior, strategy, business ethics, marketing and management. His teaching style is Socratic and is focused on engaging students through various techniques such as experiential learning, service learning, case studies and classroom discussion.
imPortant dates: Application Deadline Calgary: September 10, 2015 Edmonton: Fall of 2015 PROGRAM DETAILS Fee: $4500 (plus GST) Time: 8:30 a.m. to 4:30 p.m. Location: University of Alberta, Calgary Centre Registration and Payment To register for the program, please visit www.executiveeducation.ca and click on Register Now!. Payment is due prior to the commencement of the program. Acceptable methods of payment include: credit card (MasterCard, American Express or Visa), purchase order/invoice to the organization, or cheque made payable to the University of Alberta. If you choose invoice as your payment option, please be advised that we require a purchase order or letter of authorization from your organization to accompany actual payment. Logistics: An electronic confirmation will be sent to you in advance of the program start date. Pre-course material will be sent via e-mail whenever possible prior to each session.
REGISTRATION OPTIONS Online: www.executiveeducation.ca By phone: (403) 718-6379 By fax: (780) 492-1432 Program ContaCts: Calgary Namita Rai Program Coordinator Executive Education (403) 718-6379 [email protected] edmonton Heather Thomson Program Advisor Executive Education (780) 492-4095 [email protected]
While every effort is made to ensure the accuracy of the information contained within this material, program dates, content, and instructors are subject to change. Please note, a T2202A form or official tax receipt will not be issued for programs and/or modules. Please refer to the Canada Revenue Agency website for further information www.cra-arc.gc.ca.
Edmonton: January 25-27, 2016 Day One
Opening Speaker – A CEO’s Perspective on What is Needed for the Modern HR Executive
Strategic Planning and Management for Senior HR Executives
Influencing and Driving Culture throughout the Organization
Strategic Foundations of Modern HR
Simulation – Change Management
Execution and Implementation of an HR vision Introduction of Capstone Project
Strategic Foundations of Modern HR Modern and progressive human resource partnerships will be reviewed with a focus on moving beyond transactional work to leading the culture from within an organization. Skills required for an HR professional to make the transition to the executive level will be discussed. Additionally, competencies related to strategic and systems thinking will be reviewed as they pertain to leading, directing and supporting your organization. Execution and Implementation of a People Vision Developing a culture of collaboration along with a framework that enhances various business operations through relationship management will be a key theme in this session. Communications, stakeholder management, and best practices will be highlights for this session. Business metrics related to monitoring, continuous improvement and return on investment will also be analyzed to determine the best fit to align a people vision within your organization. Strategic Planning & Management for Senior HR Executives Human Resource Executives must understand their core business and conditions necessary for profits to be earned with a clear alignment to HR strategy.
What it means for an organization to have a strategy as your guidepost, combined with the importance of evaluating and addressing key stakeholders internally and externally, will be a key discussion point as a group. Finally, the ability to build an HR framework to move into a strategic partnership approach within the organization will weave the concepts together to complete this session. Influencing & Driving Culture throughout the Organization The ability to create, adapt, and execute on a powerful message at the executive level will be a starting point for this course. Understanding the business lexicon and how to effectively present to and influence the Board and CEO will be addressed, with opportunities for role play and potential roadblocks in communication. Strategies to position HR as the lead driver of a positive culture and transformational change will be a key objective for this course. Change Management Simulation Participants will experience a half day, award winning facilitated simulation that challenges learners to team up and tackle a real-world change initiative. Experience is one of the best ways to learn and this session will challenge participants in real-time to evaluate, strategize and implement their decision to master change with the scenario provided.
Edmonton: April 7-8, 2015 Day One
Risk and Crisis Management
Integrated HR Strategy Capstone & Presentations
Agile Thinking and Decision Making
Risk and Crisis Management Learners will better understand what risk management means to senior HR professionals and how to develop an effective crisis management plan and protocol for their team. Implementation combined with proactive communications in times of crisis will be discussed. Succession planning and other variables to be considered will be analyzed using a case study format. Agile Thinking and Decision Making Concepts around innovation, creative problemsolving, and adaptation of traditional strategies will be reviewed through cases studies and scenarios specific to the HR professional. Development of a
decision making framework model to engage and support a consultative environment within your organization is a key take-away from this course. The ability to lead a new paradigm of thought, followed by a cultural shift in thinking will be highlighted for each organization with an action plan set in place to bring back to the workplace. Integrated HR Strategy Capstone The formal presentation of your capstone project will take place on the final afternoon in this certificate program. A panel of senior executives and instructors will examine and evaluate the strategies applied to your specific learning project and business case, demonstrating practical application of the concepts learned throughout the program.