Performance Management – Joint Meeting with HRA-GC

Manchester Area Human Resources Association (MAHRA)
and
Human Resources Association-Greater Concord (HRA-GC)
   
MAHRA and HRA-GC are co-sponsors of this event for HR Professionals, Business Owners, Managers and Supervisors

EMERGING TRENDS IN
PERFORMANCE MANAGEMENT
Presented By Jamie Resker

Thursday, September 17, 2009  -  7:30 a.m. - 11:30 a.m.
at the Grappone Conference Center,  Concord, NH
                          
$25 Members
 $45 Non-Members
1/2 Table for 5 @ $190

1. Do you feel uncomfortable discussing poor performance issues with an employee?
2. Are you concerned about what to say and how to keep the discussion positive and open?
3. Do you stress over employee reaction to criticism and how you will manage the discussion to keep it constructive?

 Attend this session you will learn new skills for creating performance messages and managing the resulting discussions.

Jamie Resker is President and Founder of Employee Performance Solutions and is an established thought leader and innovator in the area of performance feedback.  Jamie developed the Performance Continuum Feedback Method® which provides managers with an intuitive and simple – yet extremely effective – step-by-step method to: identify employee performance issues; craft the right words for message delivery; and manage the feedback conversation ensuring employee buy-in and performance improvement. Through coaching and training Jamie’s programs are used in organizations ranging from Fortune 1000 corporations to medium sized businesses, non-profit organizations and the US Government. Jamie was recently selected by the North East Human Resource Association and Boston.com to be one of their new Employee Engagement and Performance Issues experts.

Please see the PDF 10 Most Comon Responses by Jamie Resker

Thank you to our Sponsors:

The Nagler Group, Clark & Lavey Benefits Solutions, Sulloway & Hollis, PLLC, CGI Employee Benefits Group, Waddell & Reed, Sheehan, Phinney, Bass & Green, Bernstein Shur, Snowden Associates, Affiliated Employee Assistance Program, Checkmate Payroll Services

This program has been approved for 2.25 (General) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute. For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.

This program has been not yet been approved for recertification credit hours toward PHR, SPHR and GPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org

Topic: Compensation Structure – Variable Pay

Speakers: Rhonda Elcock, Office Practice Leader, and Brian Lane, Compensation Consultant, both from Watson Wyatt Worldwide.
Date: Wednesday, October 7, 2009
Time: Registration at 7:30AM. Program at 8:00AM – 11:00AM
Location: The Derryfield, Manchester, NH
Pre-registration cost is $20 for members and $30 for non-members
Registration at Door is $30 for members and $40 for non-members

**All Pre-paid MAHRA members are encouraged to RSVP by using the Registration Link via your email invitation. Pre-paid members that register via the MAHRA website will be charged the monthly program fee. All refunds will be paid post-event for the amount paid.

Attention:

• This program has been approved for 2.5 general recertification credit hours toward PHR, SPHR and GPHR recertification through the Human Resource Certification Institute (HRCI).
• Extended Program

 Title: Spotlight on Variable Pay

Overview:

The focus of our session, variable pay, has been a hot topic in the evolving economic landscape.  Questions relating to its possible role in economic events and increased scrutiny by government entities, investors, and the media have resulted in a heightened focus by HR professionals on the role and design of variable pay plans. 

We will start by providing a working definition of variable compensation.  Moving to the impact the 2008 market downturn has had on variable pay programs and compensation strategies in general, we will highlight some of the changes we have witnessed.  As industry and company business strategies adapt to a different market setting, variable pay program design has been revisited at many companies.  We will then broaden our discussion to the different types of variable compensation, short-term and long-term, and will discuss key considerations in assessing the fit of variable compensation programs to business strategy.  Concluding the formal section of our session will be a highlight of research we have conducted into the relationship between organizational risk and risky behavior and compensation program design. 

Outline:

• Introductions
• Definition of variable compensation
• How has the changing economy affected company HR programs?
• 2008 stock market impact
• What are the new trends in compensation design?
• Common changes made to variable compensation programs in response to the evolving market and company-specific business outlook.
• Reference to flash surveys (to be left as leave-behinds)
• What does the increased gov’t involvement mean for compensation program design?
• SEC proposals, say on pay, new legislation (Lilly Ledbetter)
• Types of variable compensation
• Short-term incentives
• Performance-based / discretionary
• Corporate vs. individual
• Long-term incentives
• Brief description & pros / cons of vehicles
• What to consider when assessing the appropriateness of variable compensation plan design given your company’s current business and future strategy?
• The decision process
• Does variable pay fit in our total rewards program and culture?
• Which plan designs best align with company strategy and management objectives?
• Who are the appropriate participants?
• What type of plan is necessary?
• Considerations for selecting performance measures
• Tools to facilitate the process
• Objective Alignment Tool
• Performance Metric Trees
• Are our variable pay programs encouraging excessive risk taking by participants?
• Watson Wyatt research on the subject (reference to white paper / insider article – leave-behinds)
• Implications of research findings in light of SEC proposal and 2008 market downturn

Biographies:

Rhonda Elcock

Rhonda Elcock is the Office Practice Leader for the Boston Office Compensation Practice of Watson Wyatt Worldwide.  Rhonda has been with Watson Wyatt for 18 years.  Prior to becoming a compensation consultant with the Compensation Practice in the Human Capital Group, Rhonda was a consultant for the defined contribution practice where she worked with both qualified and non-qualified plans.

Rhonda has experience in evaluating and designing compensation programs for both executive and broad-based employee groups.  Rhonda assists clients in creating human resource strategies and compensation philosophies that align with the organization’s mission and values and support its desired culture.  Rhonda has extensive experience in designing compensation programs including base salary systems, short and long-term incentives and executive benefits in both the public and private sectors.

Rhonda has worked with public, private and subsidiary companies in a wide variety of industries including, Banking, Bio-Technology, Business Services, Education, Government, Healthcare, Manufacturing, Retail, Wholesale and Utilities.

Rhonda holds a B.A. in mathematics from Gettysburg College and is a member of the National Association of Stock Plan Professionals.

Brian J. Lane

Brian Lane is a Compensation Consultant with Watson Wyatt Worldwide in Boston.  He has strategically consulted to Compensation Committees as well as senior management teams at a number of companies on various compensation issues including competitive compensation levels, pay for performance, and annual and long-term incentive plan design. 

Brian has specific expertise in financial modeling and statistical analyses including strategic analyses of executive compensation programs in relation to company and market performance and assessments of appropriate performance metrics and the difficulty of performance goals for incentive plans.

In addition to consulting engagements, Brian prepares research reports on executive compensation issues for press releases and other Watson Wyatt publications.  He has also been a critical member of the teams that developed Watson Wyatt’s analytics on pay for performance, performance goal difficulty, and executive and board of director compensation assessments.

Brian has been with Watson Wyatt for five years.  His client base encompasses companies in a variety of industries and business lifecycles (e.g., start up, mature, spin offs, etc.).  He graduated with distinction from Worcester Polytechnic Institute with a B.S. in Actuarial Mathematics and a M.S. in Financial Mathematics.

Legal Update:
Jim Reidy of Sheehan, Phinney, Bass + Green

Sponsor: 

Thank you to our Sponsor

Lee Hecht Harrison is a global talent management solutions company with over 240 offices worldwide providing expertise in Career Transition, Leadership Consulting and Workforce Solutions.

Menu:  Fresh Seasonal Melons, Classic Herb-Scrambled Eggs with bacon.

Recertification:
This program has been approved for 2.5 general recertification credit hours toward PHR, SPHR and GPHR recertification through the Human Resource Certification Institute (HRCI). More information about certification for this program will be available at the meeting. www.hrci.org.

Meeting Details: Please register by Monday, September 28th, 2009. In order to avoid billing, all cancellations must be made by Friday, October 2, 2009. Pre-Paid Members must register for each event.

Topic: Worker’s Compensation
Speaker: Joseph Pachman, MD, PhD, MBA
Date: Tuesday, November 3, 2009
Time: Registration at 7:30AM Program at 8:00AM – 10:00AM
Location: The Derryfield, Manchester, NH
Pre-registration cost is $20 for members and $30 for non-members
Registration at Door is $30 for members and $40 for non-members

Title: Worker’s Compensation Trends

Overview:

1. Overview of principal cost drivers of WC claims - participants will be able to list surgeries and procedures that are most responsible for rising cost of care in workers compensation claims, and identify potential case management issues related to these drivers.
2. Participants will be able to identify nationwide trends in workers compensation claims, and how they can potentially be applied in a practical manger to the workplace.
3. Participants will be able to identify specific trends that are occurring in NH workers compensation claims, so that expertise regarding management as related to both quality outcomes and savings opportunities could be developed as related to state-specific issues.

Speaker Biography:

Joseph Pachman, MD, PhD, MBA is a Regional Medical Director at Liberty Mutual Insurance. He completed his medical degree at the University of Connecticut School of Medicine, and his residency in Occupational Medicine at Yale University School of Medicine. He is a fellow in the American College of Occupational and Environmental Medicine. Dr. Pachman has many publications, including a study that he conducted while working GE Corporate Medical Services on the Cost-Benefit of Onsite Medical Services (In the Journal of Occupational and Environmental Medicine) that continues to be widely cited.
Legal Update:
Jim Reidy of Sheehan, Phinney, Bass + Green, PA

Sponsor: 

MKS is a consulting firm providing premium EAP and performance management services designed to help individuals and organizations maximize performance and productivity.

Menu:   Fresh Yogurt & Berry Fruit Parfait, Classic French Toast with Sausage.

 Recertification:
This program has been approved for 1.25 general recertification credit hours toward PHR, SPHR and GPHR recertification through the Human Resource Certification Institute (HRCI). More information about certification for this program will be available at the meeting. www.hrci.org.

Meeting Details:
Please Register by Monday, October 26th, 2009.  In order to avoid billing, all cancellations must be made by Friday, October 30, 2009. Pre-Paid Members must register for each event.

**All Pre-paid MAHRA members are encouraged to RSVP by using the Registration Link via your email invitation. Pre-paid members that register via the MAHRA website will be charged the monthly program fee. All refunds will be paid post-event for the amount paid.

Topic: Health Care Trends

Topic: Team Building

Integrated Talent Management

Overview: In order to achieve above average results, organizations need to define a consistent set of data that is shared throughout the talent management life cycle and processes. Organizations then can then understand the challenges and the benefits of integrating their workforce data to make better talent management decisions.

Focus: This research will look at the challenges and benefits of integrating talent management data for better decision making and address such questions as:

• What are the differences between integrating data through a talent management suite versus best-of-breed solutions?
• What are the hurdles organizations face when moving toward an integrated talent management solution?

Speaker: Ted Gorski
Date: Tuesday, December 1, 2009
Time:Time:  Registration at 5:00 p.m.  Networking from 5:00 p.m. to 6:00 p.m.  Program begins at 6:00 p.m.
Location: The Derryfield, Manchester, NH
Pre-registration cost is $30 for members and $40 for non-members
Registration at Door is $40 for members and $50 for non-members

Title: Team Building – “How to Conduct a Team Tune-Up”

Overview:  Just like a car, teams need “tune-ups” as well.  A “Team Tune-Up” will add spark to a team’s performance towards maximizing team performance.  Once team members understand their role, the team works more efficiently, using fewer resources and exceed goals.  Interactive games/activities are a great vehicle to demonstrate key team norms and behaviors.  The lessons learned from the games provide great insight into individual and team performance.  In this program, we will cover:
 
·         How to implement interactive activities to improve team performance.
·         The Do’s and Don’ts of interactive team games.
·         Unique team-building games/activities.
·         How to select the appropriate activity.
·         How to implement the lessons learned back into the team/office.
 
You do not want to miss this event!  There will be food, fun and frolics for all.
 
 
Speaker Biography

Ted Gorski

Ted Gorski, is an Executive Coach and Founder of Get Your Edge, an executive coaching and training organization.  As one of the most talked about executive coaches in New England, Ted coaches and stretches his client to extraordinary success.  His passion and approach is demonstrated by his company’s tagline—“We Dare You.”  In 2007, Get Your Edge was recently nominated for NH Business Review ‘s Business Excellence Award.  Ted is the current president of the International Coach Federation of New England, an association of over 400 executive/personal/life coaches.  Some of Get Your Edge’s notable clients include the DISH Network, Merchants Automotive Group, ReMax and Verizon.  An energetic and highly effective speaker, Get Your Edge’s president, Ted Gorski is regularly sought- after for corporate retreats, business meetings and keynote for conventions. For more information on Ted Gorski and Get Your Edge, contact 603-472-3821 or visit the Web site at www.GetYourEdge.com.

Legal Update:
Jim Reidy of Sheehan, Phinney, Bass + Green

Sponsor

Experience the CGI Difference!

Menu:  Hors d’oeuvres, Domestic Cheese Display, Asparagus and Vermont Cheddar Bisque, Cranberry Walnut Stuffed Chicken with a Voulette Sauce, and Dessert.

Recertification:
This program has been approved for 1.5 general recertification credit hours toward PHR, SPHR and GPHR recertification through the Human Resource Certification Institute (HRCI).

The use of this seal is not an endorsement by HR Certification Institute of the quality of the program. It means that this program has met HR Certification Institute’s criteria to be approved for recertification credit.

Meeting Details:
Please Register by Monday, November 23, 2009.  In order to avoid billing, all cancellations must be made by Friday, November 27, 2009. Pre-Paid Members must register for each event.

**All Pre-paid MAHRA members are encouraged to RSVP by using the Registration Link via your email invitation. Pre-paid members that register via the MAHRA website will be charged the monthly program fee. All refunds will be paid post-event for the amount paid.

Date: Tuesday, January 5, 2010
Time: Registration at 7:30AM. Program at 8:00AM
Location: The Derryfield, Manchester, NH
Pre-registration cost is $20 for members and $30 for non-members
Registration at Door is $30 for members and $40 for non-members

Title: Annual Legal Update: Employment Law

Well known Employment Lawyer Jim Reidy will present: ‘I’m a HR Professional, get me out of here…’

You are a celebrity survivor, HR Stranded in a jungle of Employment Laws and Surrounded by waning tribe members, wild beasts, legal obstacles, hidden traps, and dangers. You will have to solve problems, build consensus and coalitions to make your way through the many dangers and challenges before reaching safety. You will participate as each challenge is brought forth between each tribe (table) on various questions and topics.  Prizes for successful challenges, immunity, and survivors.

This inter-active program is the latest of employment law presentation from Attorney Reidy. Others include : " Who Wants to Avoid a Million Dollar Lawsuit", "HR Hollywood Snares", "HR in Jeopardy", " Employment Law Extreme Makeover: the Office Edition", " Let's Take an Appeal", "HR Trivial Dispute", "Law in Order", "Employment Disputes: Deal or No Deal " "ARE YOU SMARTER THAN THE INVESTIGATOR? and “Myth Busters". This should be another fun and informative program. This presentation should not be missed!
Speaker Biography

Jim Reidy, Attorney, practices in the areas of labor, employment and employment-based immigration law with an emphasis on assisting employers in effectively avoiding, or defending against, employment disputes. He represents management in organizations ranging from multi-national corporations, to closely-held, family-owned businesses, to not-for-profit entities and public sector employers. Since joining the Firm in 1989, Jim has expanded an already well-established employment law practice group. This group is now recognized as one of the best in the state.

Sponsor: 

Menu:  Fresh Seasonal Melons, Fresh Fraittia

Recertification:
This program has been approved for 1.5 general recertification credit hours toward PHR, SPHR and GPHR recertification through the Human Resource Certification Institute (HRCI).

The use of this seal is not an endorsement by HR Certification Institute of the quality of the program. It means that this program has met HR Certification Institute’s criteria to be approved for recertification credit.

Meeting Details:
Please Register by Monday, December 28, 2009.  In order to avoid billing, all cancellations must be made by Wednesday, December 30, 2009. Pre-Paid Members must register for each event.

**All Pre-paid MAHRA members are encouraged to RSVP by using the Registration Link via your email invitation. Pre-paid members that register via the MAHRA website will be charged the monthly program fee. All refunds will be paid post-event for the amount paid.

Topic: Employee Relation Tools

Date: Tuesday, February 2, 2010
Time: Registration at 7:30AM Program at 8:00AM 
Location: The Derryfield, Manchester, NH
Pre-registration cost is $20 for members and $30 for non-members
Registration at Door is $30 for members and $40 for non-members

Title: Employer Tools for Employee Relations

BRIEF DESCRIPTION OF GOALS OF PROGRAM:  

• To provide practical insight from a legal perspective into issues HR professionals commonly face
• To facilitate understanding the implications of disciplinary and corrective action on employees and the interplay with policies and precedent
• To know when a harassment complaint requires employer response and investigation
• To remind HR professionals about handling accommodation requests from employees with medical conditions
• To bolster confidence when terminating employees for misconduct and learn how documentation can bulletproof termination decisions

Ensuring that the work environment is harmonious and employee relations are positive can be a tough task for HR professionals unless they have the proper tools to utilize.  Having legally compliant and updated employee handbooks, updated forms that fit the organization, performance appraisals, and well-trained supervisors help immensely.  Knowing the legal issues that complicate yet pervade the workplace is critical in today’s workplace.  This interactive session, with real-life case studies and examples, will underscore what you are doing right and heighten awareness of additional areas for improvement to maximize positive employer-employee relations.

Speaker Biography

Julie A. Moore is the president of Employment Practices Group in North Andover, MA, a consulting practice she founded in 1998.  As an attorney, she is admitted to practice law in Massachusetts and New Hampshire.  She consults on employment law and human resources matters; conducts investigations into harassment and complaints of workplace misconduct; drafts policies, procedures and handbooks; and leads trainings and seminars on harassment, discrimination, diversity, and other workplace issues.  She has published over 75 articles on these topics.  She has been retained frequently and has testified in state courts in MA and NH as an expert witness on matters relating to internal investigations, sexual harassment, discrimination, the ADA, wrongful termination, reductions in force, and the FMLA.   She also acts as a trainer and internal investigator for clients of Morgan, Lewis & Bockius LLP, a global firm with over 1,300 attorneys worldwide.

Prior to founding EPG, Julie practiced employment litigation at Jackson Lewis, a national law firm specializing in management-related employment issues.  She also was a litigator at Devine Millimet in the Manchester, NH office.

Julie graduated from Suffolk University Law School, cum laude, and summa cum laude from Boston College. 

Her website, www.employmentpg.com, offers additional information.

Legal Update:  Jim Reidy of Sheehan, Phinney, Bass + Green, P.A.

Sponsor:

Hayes Companies

Hays Companies is a "Radically Different" alternative to Employee Benefits Business as usual.  Hays is a hybrid Benefits Consultant and Broker who delivers significant value as an extension of our clients Human Resources department.  The secret to our success is a combination of Proprietary Human Resource Services and Health Plan Data Analytics that make a measureable impact on the financial outcomes of your programs.

Hays Companies is the 2nd largest Privately held broker and consultant to Employee Benefits Programs in the country. We go beyond the boundaries of traditional brokerage.  Call Hays Companies now to learn more about our proprietary approach.  Hays Companies can be reached at 617.778.5011.

Menu: Breakfast Buffet with Sausage & Classic Herb-Scrambled Eggs.

 
Recertification:
This program has been approved for 1.5 general recertification credit hours toward PHR, SPHR and GPHR recertification through the Human Resource Certification Institute (HRCI).

The use of this seal is not an endorsement by HR Certification Institute of the quality of the program. It means that this program has met HR Certification Institute’s criteria to be pre-approved for recertification credit.

Meeting Details:
Please Register by Monday, January 25, 2010.  In order to avoid billing, all cancellations must be made by Friday, January 29, 2010. Pre-paid members must register for each event!

**All Pre-paid MAHRA members are encouraged to RSVP by using the Registration Link via your email invitation. Pre-paid members that register via the MAHRA website will be charged the monthly program fee. All refunds will be paid post-event for the amount paid.

Topic: From the CEO’s Perspective: Strategic Planning in a Turbulent Environment and the Value Added Role of H.R.

Speaker: Paul F. Stimson, Ph.D., Work Systems Affiliates International, Inc.

Date: March 2, 2010
Time: Registration at 7:30AM Program at 8:00AM - 11:00AM
Location: The Derryfield, Manchester, NH
Pre-registration cost is $20 for members and $30 for non-members
Registration at door is $30 for members and $40 for non-members

Attention:

• SPHR - This program has been approved for 2.5 Strategic recertification credit hours.
• Extended program.

Title: From the CEO’s Perspective:  Strategic Planning in a Turbulent Environment and the Value Added Role of H.R.

Overview:

Today’s CEOs face a daunting dilemma - How to conduct Strategic Planning in a business environment that at best is uncertain and at worst chaotic. Every CEO as they engage in Strategic Planning faces a number of key questions such as:

• What should our strategic planning horizon be?
• Who should be involved -tactically and strategically?
• How do we strategically factor in uncertainty? 
• How can we strategically be opportunistic and yet focused
• How do we strategically balance the needs of the business with the needs of the customer and the needs of our employees?

The list of questions goes on, and for the CEO there are no easy answers. This workshop will explore the CEO’s dilemma and possible responses. We will discuss how, from the CEO’s perspective Strategic Planning has evolved from a yearly task to an ongoing process. We will:
 

• Examine the critical role of the HR Director and his or her team in providing critical information and perspective to the strategic planning and decision making process.
• Explore how the HR team can help the CEO and the Executive Team avoid the “Seven Traps of Strategic Planning”
• See how HR like other critical departments  provide critical information and perspective on strategic planning involving the most critical resource of the company the employees.

Learning Objectives:

As a result of this Workshop participants will:

• Develop insight into the questions and dilemmas faced by CEOs and  Executive Teams as they engage in Strategic Planning
• Appreciate how and why Strategic Planning has evolved from a transactional task to an ongoing systemic process
• Learn how the HR Director and their team can help the CEO and the Executive Team avoid “The Seven Traps of Strategic Planning” 
• Discover how the HR Team can provide strategic business information regarding the company’s most expensive resource … the employees 
• Identify how the HR Director can help the CEO and the Executive Team avoid unintended consequences
• Learn how and when to use several of the Strategic Planning Tools and Processes to enhance the Strategic Planning Effort

 Speaker Biography

Dr. Paul F. Stimson is the Managing Partner of Work Systems Affiliates International Inc. and in charge of the International Consulting Practice Group. He has over twenty-five years of experience working with companies throughout the world to create lasting organizational change that significantly improves the organizational bottom line.

Using practical, results-driven techniques, Paul partners with his clients to develop and implement a broad spectrum of initiatives designed to meet each organization’s diverse and unique leadership, organizational and H.R. needs. He works as a catalyst and senior management partner to help companies transform themselves into world-class, customer-driven competitors.

Paul has coached and consulted with Presidents, CEOs, Boards of Directors, Executive Officers, and Line Managers/Supervisors in the development of practical organizational strategies, leadership and tactics to achieve sustainable competitive advantages.

Dr. Stimson is particularly effective in multinational/multicultural corporate environments. He has extensive experience working with leaders from multinational Fortune 100 companies as well as multinational startups and joint ventures, involving companies from Eastern and Western Europe, Africa, Asia Pacific, North and South America. Paul has provided executive-level coaching, facilitation, team building and leadership development in English and non-English speaking countries. He has also provided multinational acquisition and integration consultation. 

Paul has been recognized as a leader in the development and implementation of systems thinking, business complexity modeling, organizational learning, and leadership development. He played a key leadership role in the development of Systems Dynamics and the Organizational Learning Center at MIT’s Sloan School.

He is an expert in helping organizations sort through and resolve complex business and leadership related problems. Some of his clients include: Sony Electronics, Crate & Barrel, Brigham & Women’s Hospital, Covenant Health Care System, InFocus, GE Financial, Cendent Corporation, EMC, Coca Cola Russia and Romania, DuPont, TSKJ Nigeria, Simplot, CH2M Hill, the IRS. Barclays Bank, Halliburton, Procter & Gamble, Cisco Systems,  Federal Express, Prudential, ABB Lummus, Allmerica Financial Services, Japan Gas Company, Sonatrac of Algeria, Ameritech, Technipe, Samprogetti, Royal Dutch Shell, J.P.M.C. Worldwide, and the U.S. Army War College.

Prior to re-joining WSA, Paul was the co-founder and Executive Director of the Strategic Consulting Group of Linkage, an international consulting firm, based in the Boston area. In addition to his many years as a senior management consultant, Paul has extensive experience working within organizations in various senior management roles.

Paul received his B.A. in Social Rehabilitation / Psychology from Assumption College in Worcester, MA; his Masters in Adult Education/Community Education from Worcester State College; and his Ph. D. in Adult Education and Business from the University of Connecticut. He is an Adjunct Graduate Level Professor and has taught a number of Graduate and MBA courses in Management, Organizational Behavior and Adult Learning at several colleges and universities. He is the author of “Breaking the Complexity Barrier - Proactive Executive Tools for Making Complex Business Decisions”, co-author of the recently published 3 book Best Practices Series “Tools, Process, and Teams Guidebooks” and is working on a new book entitled “No Time to Think” … the trouble with Auto-Pilot Leadership.”

Sponsor: 

Just as you are deeply committed to Human Resources, GoffWilson is committed to immigration law.
Employers and Human Resource Professionals have a heightened responsibility to comply with I-9 and E-Verify regulations. We provide you tools for complete compliance:

• Examination, overhaul and correction of all employee I-9 Forms
• policy creation and custom training sessions for HR staff

      Call us today for more information 603.228.1277. 
      www.GoffWilson.com

Legal Update:  Jim Reidy of Sheehan, Phinney, Bass + Green, P.A.

Menu:  Fresh Yogurt & Berry Fruit Parfait, Eggs Benedict.

Recertification:
This program has been approved for 2.5 (Specified-Strategic) credit hours toward PHR, SPHR and GPHR recertification through the Human Resource Certification Institute (HRCI).

The use of this seal is not an endorsement by HR Certification Institute of the quality of the program. It means that this program has met HR Certification Institute’s criteria to be pre-approved for recertification credit.

Meeting Details:
Please Register by Monday, February 22, 2010.  In order to avoid billing, all cancellations must be made by Friday, February 26, 2010. Pre-paid members must register for each event!

**All Pre-paid MAHRA members are encouraged to RSVP by using the Registration Link via your email invitation. Pre-paid members that register via the MAHRA website will be charged the monthly program fee. All refunds will be paid post-event for the amount paid.

Topic: Change Management

Speaker: Leslie D. Combs
Date: April 6, 2010
Time: Registration at 7:30AM. Program at 8:00AM
Location: The Derryfield, Manchester, NH
Pre-registration cost is $20 for members and $30 for non-members
Registration at Door is $30 for members and $40 for non-members

Title: ChangeMap(tm) for Managers

Fran Allain, MA.
Employee Retention Project Manager
Department of Resources and Economic Development

Bio:     I have had extensive managerial experience in the high tech industry.  During a period of corporate downsizing, I experienced layoff from both sides of the desk; as a manager depleting my staff and an employee turning in my badge.  I became aware of the impact of layoffs on employees, management, the company and the community. It was this awareness that prompted me to return to school to investigate the phenomenon more deeply.  I completed both my undergraduate and graduate work at the University of NH and hold a BA in Psychology and a MA in Clinical Counseling.  Industry issues, particularly layoffs, were my focus of study.  I spent 3 years researching the psycho-social affects of layoff and downsizing, published 1997.

As a result of my research I developed the 5 Phase Model of Layoff and The Anatomy of Crisis and Change.  Combined, they offer a broader context within which we consider layoff. I currently work for the NH Department of Resources and Economic Development as the state Employee Retention Project Manager.  I work with companies when they first face issues that could impact their workforce.  The goal is to avert layoffs or at the very least mitigate the impact, to assess and retain staff and to prepare companies for a faster more effective recovery post layoff.

Program Outline: Retaining Workforce During Difficult Economic Times

1. The Employee Retention Project / Fran Allain
2. Anatomy of Crisis and Change
3. Work and the Employee
4. Effects of Layoff on Employees
5. Effects of Layoff on Management and the Company
6. Evolution of Layoff and Recovery
7. New Hampshire’s Employee Retention / Layoff Aversion efforts
8. New Hampshire’s Rapid Response
9. Legal requirements
10. Business Resource Center’s support services

Attendees will walk away with a deeper understanding of…

1. the impacts of crisis and change in business relative to:  the human aspects, social implications, business market standings.

2. the relevance of work to the employee: psychologically, sociologically, economically

3. the impact that business change has on the employees long before behavior is evident and throughout the evolution of change

4. the impacts of layoff on all those involved in the process to include, management, those laid off, the remaining transitional staff and those who manage the process – Human Resource Professionals. 

5. the covert behaviors that can set a negative tone during crisis and change.

How to anticipate negative behaviors before they are overtly evident
How to manage communications to ameliorate the impacts of negative reactions to change

6.  Early address of a recovery phase.

7. After Layoff – what next?  How do you address the loss of trust, loyalty, and corporate citizenship of the remaining transitional workforce?

Attendees will learn about…

1. A Five Phase Model of Layoff that gives us a broader context within which we think of layoff.  This broader view gives us early opportunity to address solutions to issues that may impact the workforce.  The goal is to avoid or at least ameliorate the impact.

2. The process flow of crisis and change in business

3. Support and services available through New Hampshire’s Department of Resources and Economic Development (Business Resource Center and the Office of Workforce Opportunity.  These services are available to assist through all phases of potential layoff/closings as well as during a company’s growth.

4. The legal requirements and implications of layoff and closings: The WARN ACT and the supportive New Hampshire legislation which became affective on January 1, 2010

Sponsor:  Waddell & Reed

 
“Financial Wellness in the Workplace”

Legal Update:  Jim Reidy of Sheehan, Phinney, Bass + Green, P.A.

Menu:  Fresh Seasonal Melons, Classic French Toast with Bacon.

Recertification:
This program has been approved for 1.5 general recertification credit hours toward PHR, SPHR and GPHR recertification through the Human Resource Certification Institute (HRCI).

The use of this seal is not an endorsement by HR Certification Institute of the quality of the program. It means that this program has met HR Certification Institute’s criteria to be pre-approved for recertification credit.

Meeting Details:
Please Register by Monday, March 29, 2010.  In order to avoid billing, all cancellations must be made by Wednesday, March 31, 2010. Pre-paid members must register for each event!

**All Pre-paid MAHRA members are encouraged to RSVP by using the Registration Link via your email invitation. Pre-paid members that register via the MAHRA website will be charged the monthly program fee. All refunds will be paid post-event for the amount paid.

Topic: Recruitment Practices

Speaker: Brian Cavoli, Director of Marketing and Social Media Strategies at JCSI

Date: Tuesday, June 1, 2010
Time: Registration at 7:30AM. Program at 8:00AM
Location: The Derryfield, Manchester, NH
Pre-registration cost is $20 for members and $30 for non-members
Registration at Door is $30 for members and $40 for non-members

Title: The New Age of Recruiting - Leveraging social media and new technologies to attract better candidates faster at a lower cost

The economy is improving and your hiring needs may be increasing, but this is not a return to normal.  The past year has changed recruiting and several forces which have been building over the past couple years are now changing recruiting practices.   This interactive discussion will review these key forces and show you how your team can win the war for talent:

1. Talented people have been waiting for the economy to improve before making a move. Now that companies are hiring again, turnover will spike as the best jump in an out of the market quickly.   Learn what you can do to identify and engage top talent in competitor organizations so you are there when they are ready to make a move.  
2. Many young candidates are feeling betrayed by big companies and they are seeking jobs aligned with their values.  Learn how to leverage the internet to communicate the meaning of a career with your company and how to tap the thought leaders inside your organization to amplify their stories.   
3. In a world influenced by word of mouth, your employment brand is your strongest recruiting asset.  With your employees sharing their insights openly on Twitter and on sites like Glassdoor, there are no secrets.  Learn what you can do to shape your employment brand and how you can measure it relative to your competitors.
4. Companies are using social media tools to increase collaboration, communication and innovation.  Learn how to tap these tools and participate in the conversation so you can level the playing field and recruit as effectively as a Fortune 500 company.
5. With the emergence of job shows on cable TV and the immense popularity of online videos, videos are becoming a powerful recruiting tool.  Learn how you can leverage video tools and distribution platforms to add life to your job descriptions and highlight the employees who can be your best brand ambassadors.

You’ll also learn the metrics and evaluations you can apply to quantify the impact this has on your business so you can be sure you are attracting the right candidates and the lowest cost. 
The session will be highly interactive so participants can discuss their questions and concerns.  This information is based on first-hand experience with these tools and we will present specific company examples, case studies and business results. We hope you can join us.

Brian Cavoli is the Director of Marketing and Social Media Strategies at JCSI, a recruitment consulting firm in Westborough, MA. Brian has an extensive background in applying social media and interactive media technologies for businesses.   Brian was Director of Marketing at Cymfony, one of the industry’s first and largest social media monitoring and analysis organizations.  Brian’s experience in interactive media include starting the search engine marketing group in the U.S. for MPG Media Contacts and he created the Innovation Engine, an emerging technologies initiative at Carat. Brian has also held a marketing management position at Monster.com. Brian is a former executive committee member of BIMA, the Boston Interactive Media Association. In 2005, Brian’s team won MediaWeek’s Media Plan of the Year for "Best Use of Internet".

Sponsor

"Providing Risk Management and Financial Services to Families, Business and Industry since 1924"

Legal Update:
Jim Reidy of Sheehan, Phinney, Bass + Green, PA

Recertification: This program has been approved for 1.25 general recertification credit hours toward PHR, SPHR and GPHR recertification through the Human Resource Certification Institute (HRCI).

The use of this seal is not an endorsement by HR Certification Institute of the quality of the program. It means that this program has met HR Certification Institute’s criteria to be pre-approved for recertification credit.

Menu:  Fresh Yogurt & Berry Fruit Parfait, Fresh Fraittia.

Meeting Details:
Please Register by Monday, May 24, 2010.  In order to avoid billing, all cancellations must be made by Friday, May 28, 2010. Pre-paid members must register for each event!

**All Pre-paid MAHRA members are encouraged to RSVP by using the Registration Link via your email invitation. Pre-paid members that register via the MAHRA website will be charged the monthly program fee. All refunds will be paid post-event for the amount paid.