Fall 2009–spring 2010 Advancing The World Of Work

Fall 2009–Spring 2010 Advancing The World of Work

What’s New in the Human Resources Program

Expanded career options for Human Resource Professionals www.ilr.cornell.edu/mgmtprog/hr/new

Welcome to Cornell! Your Partner for Human Resources Career Advancement. Introducing our new three-tiered portfolio and Learn-for-the-Turn.  Do you have the right skills to make a business impact?  Are you focusing on development that will advance your career? Our HR portfolio has been designed to support you throughout your career by providing essential knowledge and skills that you need to learn, turn to the next level of your career and advance. Featuring assessments, workshops and personalized attention, our growth oriented approach will help you excel in your current role; and anticipate, prepare for and accelerate your transition to the next career level. Three graduated tiers of practitioner training are offered: • Driving HR Strategy: workshops are advanced-level training for the seasoned HR professional. • Building Business Partnerships: workshops are designed for those experienced in HR and transitioning into a strategic HR role. • Executing HR Practices: workshops will prepare HR professionals to perform essential HR functions and initiatives. These levels of training are targeted to address issues and challenges that HR professionals are faced with over their career. Explore our exciting opportunities and consult with your Cornell, ILR partner to find the programs that best meet your development needs.

Continuing Education Units Cornell offers continuing education units (CEUs) for all workshops in this catalog. Each full day of training equals .6 CEUs. To be eligible to receive CEUs, you must attend and participate in the entire workshop. Applications and letters of completion will be available on the last day of the workshop you attend. Forms and more information are also available at www.ilr.cornell.edu/mgmtprog. Please address all questions to [email protected] or fax them to 607-255-9826.

Tr a i n i n g L o c a t i o n  New York City: 16 East 34th Street, 6th Floor

Cornell ILR has been designated as a Human Resources Certification Institute (HRCI) approved provider. For more information about recertification credits toward your PHR or SPHR, please visit www.hrci.org or our website. This symbol throughout the catalog indicates approved workshops.

Human Resources Program Cornell ILR Difference . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 Five Ways to Advance your Career. . . . . . . . . . . . . . . . . 2

Table of Contents

Certificates. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3–7 Driving HR Strategy Workshops • Organizational Agility: Securing and Sustaining Competitive Advantage – NEW. . . . . . . . . . . . . . . . . . 8 • M&A: HR and Enterprise Growth Strategy, a “Seat-at-the-table” – NEW. . . . . . . . . . . . . . . . . . . . 9 • Executive Compensation: When the Public and Government are Watching – NEW . . . . . . . . . . . . . . . 9 • Senior Leader Transitions: An Opportunity for Driving Strategic Change – NEW. . . . . . . . . . . . . . . . 10 Building Business Partnership Workshops • Negotiating a Strategic Partnership with your Line Leaders – NEW. . . . . . . . . . . . . . . . . . . . . . . . . . 11 • Fiscal and Operational Literacy for the HR Practitioner – NEW. . . . . . . . . . . . . . . . . . . . . . . . 12 • Organization Design: An Essential HR Capability – NEW . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 • Ethical Considerations for HR Professionals . . . . . . . . 14 • Employee Complaints and Internal Investigations . . . 15 • Conflict Resolution: Coaching and Facilitation . . . . . . 16 • Advanced Employee Complaint Handling . . . . . . . . . 17 Executing HR Practices Workshops • Fundamentals of Human Resources . . . . . . . . . . . . . . 18 • Human Resources and the Law . . . . . . . . . . . . . . . . . 19 • Introduction to Human Resources Law . . . . . . . . . . . 20 • Building and Managing Employee Relations . . . . . . . 21 • Fundamentals of Employee Benefits . . . . . . . . . . . . . 22 • Fundamentals of Compensation . . . . . . . . . . . . . . . . 23 • Job Analysis and Evaluation . . . . . . . . . . . . . . . . . . . . 24 • Selection and Staffing . . . . . . . . . . . . . . . . . . . . . . . . 25 • Performance Management and Appraisal . . . . . . . . . 26 • Developing Effective Training . . . . . . . . . . . . . . . . . . . 27 • Training for Impact – NEW . . . . . . . . . . . . . . . . . . . . 28 • Effective Interviewing. . . . . . . . . . . . . . . . . . . . . . . . . 29 • Advanced Issues in Employee Relations . . . . . . . . . . . 30 • Essentials of Strategic Human Resources Planning . . . 31 • Foundations of Internal Consulting Skills . . . . . . . . . . 31 • The Role of HR in Organization Development . . . . . . 32 Registration Form. . . . . . . . . . . . . . . . . Inside Back Cover Registration Information . . . . . . . . . . . . . . . . Back Cover

The Cornell ILR Difference • Ivy League education and credentials with a schedule designed for working professionals • Dynamic program that has been delivering excellence for over 50 years by integrating research, thought leadership and practical applications. ILR is one of the nation’s most prestigious and influential workplacefocused institutions. • Powerful learning for Human Resource professionals across all career levels

| The Cornell ILR Difference

• Designed for private industry, government agencies and non-profits • Established resource and authority on workplace and employment law

Human Resources

Five Ways to Advance Your Career Programs. Develop in-depth knowledge in your 1) Certificate specialized area by completing a sequence of 5 to 9 workshops. Earn a Cornell Certificate, a nationally recognized credential. One-to-Three-Day Workshops. Featuring experienced 2) Interactive faculty and interactive learning with a diverse mix of professional peers. On-Site Learning. Programs that address your 3) Custom, organization’s issues and needs. Practical solutions, delivered to your employees at your workplace. Learning. A combination of in-person and eLearning 4) Blended offering the benefits of varied instructional approaches. Learning and eCornell On-Line Learning. Designed 5) Distance for diverse audiences, particularly people in different locations.

Consult the Cornell team about your organizations HR training needs and select the options that best meet your needs. For specific questions, please call Gwyneth L. Dobson at 212-340-2875 or e-mail [email protected].

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Certificate Programs Cornell ILR offers a wide array of certificates for professionals in the workplace. Choose from 6 different Human Resources certificates of study to acquire the specialized knowledge and skills you need to succeed in today’s changing work environment. Employers and employees alike recognize ILR as the leading authority on issues related to the workplace. A Cornell certificate provides you with in-depth expertise in your chosen field, improves your job performance, and equips you with an added credential to help you advance in your career. Each curriculum includes core workshops that span the depth of contemporary knowledge and offers electives that allow you to tailor the certificate to your individual development needs. Cornell certificates are awarded each year in the following areas:

Human Resources

• Human Resources Studies • Advanced HR Studies • Employee Relations • HR Complaints and Internal Investigations • Advanced EEO/HR Complaint Handling • Business Partnership

| Certificate Programs

G e n e r a l R e q u i re m e n t s To earn a certificate from Cornell, all workshops associated with your certificate must be taken within a five-year period. You must attend in its entirety and actively participate in each workshop, and complete any prework, assignments, or evaluations. It is not necessary to officially enroll in a certificate program. Each certificate’s specific requirements, along with a faculty contact, are detailed on the following pages. Wo r k s h o p s a n d U n i t s N e e d e d The number of workshops needed to complete a certificate varies depending on the curriculum. Most certificates require from 3 to 7 workshops, totaling 6 to 14 days of training. See the individual certificate requirements for more information. Depending on the workshops you choose, you may end up completing a certificate with more units than the minimum amount required.

Please note, if you have taken a workshop as part of the core curriculum of a certificate, you may not apply it towards the elective requirements of another certificate. For specific questions, please call Gwyneth L. Dobson at 212-340-2875 or e-mail [email protected].

Call for Information 866-470-1922

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Human Resources Studies Certificate This certificate provides a foundation in the key disciplines of the HR profession. You must complete six workshops totaling a minimum of 72 units. Five of these workshops must be selected from the core curriculum, and one must be selected from the list of approved electives. Individuals with less than 6 months experience must take Fundamentals of Human Resources as a pre-requisite. This certificate is also offered online (see www.ecornell.com/ilr). Core Curriculum

| Certificate Programs

Human Resources and the Law or Introduction to HR Law* Building and Managing Employee Relations Selection and Staffing Fundamentals of Compensation Fundamentals of Employee Benefits Performance Management and Appraisal

Page

Units

19 20 21 † 23 22 26

18 6 12 12 12 12 12

29 18 23

12 18 12

22

12

27 28

12 18 Total 72

Electives (choose one or two)

Effective Interviewing Fundamentals of Human Resources Fundamentals of Compensation

Human Resources

(if not taken as part of the core)

Fundamentals of Employee Benefits (if not taken as part of the core)

Developing Effective Training Training for Impact

*If you take “Introduction to Human Resources Law” then you must take either one 18 unit elective or two 12 unit electives.

Advanced HR Studies Certificate This certificate is for human resource professionals who have several years of experience in the field and who want to prepare themselves to move to a generalist position with greater responsibility. In order to earn this certificate, you must actively participate in and complete seven workshops totaling 72 units. Core Curriculum

Essentials of Strategic HR Planning Organizational Change: The Fundamentals (OC382) Foundations of Internal Consulting Skills Essentials For Successful Project Management (MD342) Influence Strategies (MD372) Ethical Considerations for HR Professionals Role of HR in Organization Development Finance for Nonfinancial Manager (MD271)

Page

Units

31 † 31 † † 14 32 †

12 12 6 6 6 6 12 12 Total 72

† Please visit www.ilr.cornell.edu/mgmtprog/hr/new for descriptions of workshops not listed in this brochure.

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Employee Relations Certificate Employee Relations (ER) is more than a just another “HR function.” HR professionals who manage from an employee relations perspective can contribute significantly to the attainment of overarching strategic organizational objectives. ER is individually and organizationally expansive and its impact is significant. Cornell ILR’s Employee Relations Certificate will provide you with a fuller New understanding of the impact of employee relations on the Requirements business and individual, and will enable you to use an ER approach to manage, strategize, and accomplish your business goals more effectively. To earn this certificate, you will need to complete all core requirements (48 units) as well as (12 units) of elective workshop time.

Human Resources

The Employee Relations Certificate requirements have changed. If you began the program under the old curriculum, please contact Gwyneth Dobson ([email protected] and 212-340-2875) to discuss your curriculum options moving forward. Core Curriculum (must take all)

Page

Units

20 21 30 14 †

6 12 12 6 12

† † 26

6 6 12 Total 60

| Certificate Programs

Introduction to HR Law Building and Managing Employee Relations Advanced Issues in Employee Relations Ethical Considerations for HR Professionals Developing Effective Communication Skills (MD322) Electives (Take one or two workshops to total 12 units)

Managing a Diverse Workforce (MD355) Navigating Difficult Conversations (MD125) Performance Management and Appraisal

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HR Complaints and Internal Investigations Certificate (previously HR Dispute Management and Conflict Resolution) Requirements:

HR and the Law* (recommend taking first) Employee Complaints and Internal Investigations

Page

Units

19 15

18 12

17

12

† 16

12 6

†

12 Total 72

(Previously Dynamics of Handling Employee Complaints and Concerns)

Advanced Employee Complaint Handling (Previously Advanced Dynamics of Handling Employee Complaints and Concerns) Resolving Conflict (MD336)

| Certificate Programs

Conflict Resolution: Coaching and Facilitation (Previously ADR: Coaching For Conflict Resolution)

Power of Listening (MD321) *HR and the Law is the only workshop double counted from HR Certificates

Human Resources

Required workshops that are not double counted can be replaced with: EEO Internal, External & ADR Procedures, Harassment Prevention, Diversity Awareness. Note: If all of these workshops have been taken contact Susan W. Brecher, Director at [email protected]

Business Partnership Certificate New The Business Partnership Certificate will offer you robust and hands-on experience with this increasingly important HR role. Workshops will be taught by instructors who have expertise in business and HR practices. To earn this certificate you will complete 8 workshops (including 2 electives) for a total of 84 units that focus on business strategy and drivers, financial and operational literacy, organizational consulting and effectiveness and personal effectiveness. Three core workshops for this certificate are available in Fall 2009. The remaining workshops will launch in 2010. Core Curriculum

Negotiating a Strategic Partnership with Your Line Leader Organization Design: An Essential HR Capability Fiscal and Operational Literacy for the HR Practitioner The remaining requirements will launch in 2010.

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11 13 12

6 12 6

Advanced EEO/HR Complaint Handling Certificate and Certification Option New

Requirements:

• The completion of either the EEO Complaints and Internal Investigations certificate or the HR Complaints and Internal Investigations certificate is required (total 72 units) • Earn 114 units: – 24 core class units based upon previous certificate – 18 elective units Core Classes

Units

19 † † †

12 12 12 12

Electives (18 Units***)

Page

Units

EEO Internal, External and ADR Procedures Harassment Prevention Advanced EEO Law Difficult Issues in Harassment and Retaliation Diversity Awareness (DV150) Tools and Techniques: Developing Facts and Evidence (LR102)

† † † † † †

Human Resources

Page

HR and the Law 2 days* (EEO Required) Resolving Conflict (MD336 (EEO Required)) EEO Law 2 days** (HR Required) Investigative Reports (HR Required)

6 6 12 6 6 6

| Certificate Programs

* For those individuals who completed the EEO Complaints and Internal Investigations certificate the following core classes are required. For the HR Law class you will only take the 2nd – 3rd day (as you previously covered some material in the EEO Complaints and Internal Investigations certificate). The fee is $1350 and registration must be faxed to 607-255-9826. ** For those individuals who completed the HR Complaints and Internal Investigations certificate the following core classes are required. For the EEO Law class you will only take the 2nd – 3rd day of the class (skipping the first day because you previously covered this material in the HR Complaints and Internal Investigations certificate). The fee is $1350 and registration must be faxed to 607-255-9826. *** Workshops already earned cannot be double-counted towards this certificate. If all of these workshops have been taken, you will need to replace them with other workshops approved by the Director; contact Susan W. Brecher at [email protected].

New

Certification in EEO/HR Complaint Handling Handling Employee Complaints is a complex area that requires investigatory interviewing, investigation and resolution skills, as well as knowledge of EEO and employment laws and organization policies. EEO and HR Professionals who are responsible for investigating and resolving complaints will have the opportunity to gain certification by demonstrating an in-depth understanding of the skills and knowledge required to effectively manage the process for handling complaints. Advanced HR/EEO Certificate holders will receive a Cornell Certification in Employee Complaint Handling upon the successful completion of an exam covering the areas of EEO and employment law, intake interview analysis, planning an investigation, submitting an investigation report and developing a resolution plan. Requirements for Certification:

• Completion of the Advanced HR/EEO Complaint Handling Certificate • Certification exam consisting of: (1) multiple choice questions on legal, policy and complaint handling areas and (2) an in-depth analysis of an employee complaint including all of the phases of the process – intake, investigation and resolution. For more information about certification and fees contact Susan W. Brecher, Director [email protected]

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Driving HR Strategy Workshops HR Strategy workshops we designed for HR practitioners with senior level responsibilities, including multi-discipline HR management and financial accountability, seeking in-depth exploration of critical business challenges impacting HR are the target audience for these workshops. Participants should demonstrate strong business literacy and be responsible for driving the alignment of HR strategies to organizational objectives.

$1095

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Course HR450

New

| Workshops

Organizational Agility: Securing and Sustaining Competitive Advantage

Human Resources

November 12, 2009 . . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:45

Participants explore a range of HR strategies and tactics to build necessary capabilities and foster an agility- oriented infrastructure. Participants will leave the session with an assessment of their firm’s organizational agility and insight about how to build a highly effective and dynamic organization. Workshop content is based on research conducted at Cornell University’s ILR School on dynamic and agile organizations. K e y To p i c s • Develop HR’s positioning strategy in promoting enterprise agility • Acquire new methods/framework to analyze market factors that impact your firm’s organizational performance • Assess your firm’s current organizational agility and it’s “loose-tight” score • Clarify the role/contribution of agility in your firm’s performance • Select HR practices and principles that enhance organizational agility and drive performance • Test the vertical fit of HR practices/outcomes to your firm’s business drivers • Develop action plans to increase organizational agility post workshop Who Will Benefit • Senior HR Leaders responsible for developing and executing HR strategy

Any of our workshops can be delivered on-site at your place of work. See our website for details: http://www.ilr.cornell.edu/ mgmtprog/onsite/

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$1995

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Course HR451

M&A: HR and Organizational Growth Strategy, a “Seat-at-the-table” New December 1-2, 2009 . . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:45

The focus of this session will be on HR’s role in identifying/selecting target organizations; contributing to all aspects of the due-diligence dialogue; building a sustainable integration process and structuring a high performing integration effort customized to the acquirer’s culture, strategic objectives and financial goals. Participants leave this workshop with a “playbook” for their business.

Human Resources

K e y To p i c s • Evaluate potential partners/targets to fulfill your organization’s strategy • Review and assess financial due-diligence • Establish stretch goals for merger or acquisition • Oversee crafting of pre-close, close and post-close integration plans • Strategies for integration teams • Develop a high level 100 day project plan • Develop “real time” goals and outcomes Who Will Benefit Senior HR Leaders who seek more of a leadership role in developing and executing M&A strategy $1095

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Course HR452

New

| Workshops

Executive Compensation: When the Public and Government are Watching October 28, 2009 . . . . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:45

Vigilance over executive compensation has surged due to an economic meltdown brought about (in part) by many who should have known better. Businesses can no longer ignore the outrage that is being expressed by the public and government. Whether executive pay is justified or not businesses must now be prepared to respond to increased scrutiny and criticism. HR Leaders must prepare to address the issues facing executive compensation and deal head on with the related credibility of companies. K e y To p i c s • Bailout rage: What’s so evocative? The case of Citigroup • Linking executive pay to organizational performance: tougher than it seems? • Congress: behind closed doors • Assess the political reality, internal climate issues, recruiting and retention and organizational justice • Paint a bulls-eye on your organization: A profile of the “ideal” target • Create scenarios of pay modeling and explore degree of exposure and risk/benefit for each scenario • Develop a plan to implement an internal process for establishing, managing and monitoring executive pay • Create a narrative on why invest in an independent oversight council • Pre-emption: giving investors a voice • Creating and steering the internal dialogue about executive compensation • Draft your own PowerPoint presentations to influence your internal clients Who Will Benefit Senior HR Leaders responsible for executive compensation Call for Information 866-470-1922

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$995

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Course HR453

New

Senior Leader Transitions: An Opportunity for Driving Strategic Change November 19, 2009 . . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:45

| Workshops

Senior executives new to their roles often don’t achieve their desired impact and run the risk of failing to make it past the critical first 18 months. HR Leaders can be a focal point in driving a process to minimize the risk, mitigate the disruption and maximize the positive impact of senior leader transitions. Acquire a specific methodology that taps the tacit knowledge of key stakeholders around the role to enable the new leader to quickly gain deep understanding of the business and organizational situation at hand and rapidly reinforce or re-direct as needed. Learn how to accelerate recognition of strategic business opportunities and challenges, organizational capabilities and gaps, key external and internal stakeholders, relationships and networks (social capital) and the leadership behaviors required to achieve results in the particular culture. K e y To p i c s • Create a framework to maximize success of senior leader

Human Resources

• Develop the strategic approach to transfer knowledge, engage the organization and set the agenda

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• Apply tools used in knowledge transfer and direction setting • Understand how to surface tacit knowledge and apply transition coaching • Prepare for change management and transition coaching in different business situations Who Will Benefit Senior HR Leaders involved in strategic talent moves

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Building Business Partnership Workshops Workshops at the Business Partnership level are designed for HR practitioners with business unit consulting responsibilities who seek expertise in building strategic partnerships and becoming a trusted advisor to line leaders. Participants should demonstrate technical mastery of HR practices, have experience leading teams and be involved with more complex business challenges requiring rapid response solutions.

$895

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Course HR410

New Human Resources

Negotiating a Strategic Partnership with Your Line Leaders December 15, 2009 . . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:45

HR strategic partnerships are in high demand. But, far too often line leaders cite HR as lacking business experience and acumen and having no helpful solutions for challenging and urgent situations. Attend this workshop and experience the perception and attitudes of line leaders when interacting with HR practitioners during an interactive simulation.

| Workshops

Participants analyze line leader discussions as they reveal business challenges and seek advice. Respond in real time to a series of questions, probes, challenges and confrontations that covers the range of traditional responses to HR. Recognize line leader “hot buttons” and practice discussions that will get line leaders attention and demonstrate your ability to be a strategic partner. K e y To p i c s • Develop your own “narrative,” rationale and case for a seat at the table • Recognize typical HR responses that create a negative bias • Increase your confidence by having a wider range of responses in difficult exchanges • Learn tips and techniques for demonstrating rapid responses to business situations • Practice making your case Who Will Benefit Mid level HR Leaders who are supporting business functions and have access and opportunity to provide counsel to line leaders

Any of our workshops can be delivered on-site at your place of work. See our website for details: http://www.ilr.cornell.edu/ mgmtprog/onsite/

Call for Information 866-470-1922

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$895

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Course HR411

Fiscal and Operational Literacy for the HR Practitioner New November 16, 2009 . . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:45

Day-to-day operations require HR practitioners to demonstrate and act on knowledge about business strategies, goals, customers and finances. Analyzing and managing HR practices from a business perspective is core to being a strategic business partner. Participants will work with finance experts to examine and interpret operational practices and levers that are commonly used to make business decisions. Gaining insight to business operations and becoming conversant in the day-to-day language of line leaders will increase your confidence during business discussions and increase your impact with line leaders.

| Workshops

K e y To p i c s • Analyze core determinants of an operating plan • Establish operating plan metrics • Create an annual budget with assumptions

Human Resources

• Construct budget forecasts

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• Analyze business trends, leading and lagging indicators • Prepare a written communication on quarterly results Who Will Benefit Mid level HR leaders who are responsible for developing HR strategies that directly support business functions

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$1995

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Course HR409

Organization Design: An Essential HR Capability New October 8-9, 2009 . . . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:45 March 24-25, 2010 . . . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:45

Organization Design has become a crucial offering of the set of organization development services that internal HR and OD professionals are being asked to provide to their clients. This course, designed specifically for the HR audience, will allow participants to better understand what organization design is and how it fits within the context of broader organizational development work (e.g., the interrelationship between organizational structure and all other levers of performance). K e y To p i c s

Human Resources

• Create alignment between components of the organization and the overall corporate framework • Demonstrate consulting and analytical skills by using tools to ask the right questions, clarify needs, identify underlying business drivers, and propose actionable options • Articulate the alternatives available in organization design, the business needs they serve, the advantages and disadvantages of various options, and anticipate and plan for unintended consequences • Contract with and influence line clients and balance a facilitative and expert role

| Workshops

This two-day program is a highly interactive and practical mix of concepts, examples from leading companies, practice against a case, and application to real participant situations. Note: The program is designed and delivered by Downey Kates Associates, a management consulting firm based in New York City that specializes in organization design

This symbol next to course numbers indicates approval for HRCI recertification credits toward your PHR, SPHR, or GPHR. Please visit our Web site or www.hrci.org for more information.

Call for Information 866-470-1922

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$795

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Course HR206

Ethical Considerations for HR Professionals October 26, 2009 . . . . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:45 March 26, 2010 . . . . . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:45

| Workshops

Cover-ups and money laundering, insider trading and outright theft, corrupt practices, and conflicts of interest in the private sector. Misappropriation of public funds, lavish and unauthorized spending, conflicts of interest, and illegal practices in the public sector. Oftentimes, HR professionals are caught squarely in the middle. Meanwhile, HR professionals are feeling pressured to compromise their organizations’ ethical standards to achieve aggressive business goals. How can private and public-sector entities regain their constituents’ trust? What is the “right” thing to do in any given circumstance? Explore the ethical considerations that weave through the tapestry of HR systems, including those that support: K e y To p i c s • Examining Individual vs. business ethics • Recognizing corporate compliance and legal issues

Human Resources

• Addressing the culture-value gap • Understanding the complexity of creating ethical standards within global organizations • Building organizational responsibility (social, community, and environmental concerns) • Ethics in action (what would you do if?) • Key questions to determine if your decisions are ethical • Tips for designing effective ethics initiatives S p e c i a l F e a t u re s Work in small groups on multilayered case studies and report out to a guest speaker who will challenge you to assess the ethical dilemmas within typical HR-related situations. Who Will Benefit HR professionals

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$1495

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Course HR252

Employee Complaints and Internal Investigations November 4-5, 2009 . . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:45 March 17-18, 2010 . . . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:45 May 4-5, 2010 . . . . . . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:45

This unique workshop explores the intricacies of handling all types of employee concerns, issues, or complaints. Through a practice-based, stepby-step approach, you will enhance your understanding of: • The internal complaint-handling process from A to Z • The legal requirements organizations must observe • The necessary process and communication skills K e y To p i c s

Human Resources

• The complaint process – The role of the Complaint Handler – Differentiating between legal and non-legal concerns • Intake – Handling the emotional aspects of employees – Effective communication skills – Essential interviewing questions – Legal concerns: confidentiality and documentation

| Workshops

• Structuring an “investigation” – Stating issues in terms of policies – Using information-gathering techniques – Interviewing employees for information – Determining when to involve an attorney • Complaint resolution – Identifying solutions, interventions, or resolutions – Monitoring and following up on issues – Evaluating the effectiveness of the complaint process S p e c i a l F e a t u re s Simulated employee, human resources, and legal issues, including practice sessions, role plays, professional critiquing, and skill pointers Who Will Benefit HR managers or professionals who want to gain in-depth, hands-on experience in managing and resolving employee concerns Prerequisite: Human Resources and the Law or Introduction to Human Resources Law or equivalent knowledge of employee legal issues. Recommended knowledge of complaint policies and procedures or EEO Internal, External and ADR Procedures.

 This course is available as part of Cornell’s Blended Learning solutions.

Call for Information 866-470-1922

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$795

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Course HR235

Conflict Resolution: Coaching and Facilitation (formerly ADR: Coaching for Conflict Resolution) December 7, 2009 . . . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:45 May 24, 2010 . . . . . . . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:45

Coaching for conflict resolution allows HR Professionals to assist managers/employees with ways to resolve basic conflicts. With facilitation from HR, employees can learn to explore options and develop collaborative resolutions of one-on-one conflicts. This interactive workshop will examine the skills and methods that HR and EEO Professionals can use when guiding employees to resolve conflicts and improve their working relationship. K e y To p i c s | Workshops

• The role of HR professionals in coaching/facilitating conflict resolution • Listening to assist individuals seek clarity • Determining when coaching and or facilitation is appropriate for a dispute • Identifying and defining the issue to resolve

Human Resources

• Techniques for coaching toward resolution of a conflict • Developing options for collaborative resolutions • Fostering positive communications and working relationships • Guides for modeling respectful conversations to resolve disputes • Determining when to intervene during a resolution meeting • Defining the scope of confidentiality • Preparing employees for a meeting to resolve a dispute • Facilitating conflicts that can not be resolved • Addressing specific issues involving supervisors • Pros and cons including formal and informal methods of coaching and/or facilitation in a resolution process Who Will Benefit HR and EEO Professionals involved in resolving conflicts and disputes

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$1495

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Course HR332

Advanced Employee Complaint Handling December 8-9, 2009 . . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:30 May 25-26, 2010 . . . . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:30

This workshop provides HR and EEO professionals with the advanced skills needed to handle complex employee internal complaints and investigations. Through an intensive series of issues presented by a challenging case study from which you will further develop: • Investigatory interview techniques • Thorough investigation methods • Strategies for avoiding common errors • The necessary steps for creating and implementing solutions

Human Resources

K e y To p i c s • Advanced techniques for handling complaints – Interview note-taking methods – Checklists for all stages of the process – Anticipating potential legal issues – Developing a sound investigative strategy – Knowing when an investigation is complete – Implications of creating documentation

| Workshops

• Ensuring successful resolution – Defining your role in the resolution process – Creating individual or group multiple solutions – Guidelines for developing interest-based resolutions – Presenting resolutions persuasively • Options when resolution is not achieved – Weighing the information and determining credibility – Preparing a formal complaint and organizational report • Enhancing your communication skills – Effectively phrasing what you say – Addressing difficult situations S p e c i a l F e a t u re s Mock complaint-handling practice sessions, including professional critiquing and skill pointers Who Will Benefit HR and EEO/AA managers and professionals who want additional strategies and methods for handling complaints Prerequisite: The Dynamics of Handling Employee Complaints and Concerns or The Dynamics of Handling EEO Complaints.

 This course is available as part of Cornell’s Blended Learning solutions.

Call for Information 866-470-1922

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Executing HR Practices Workshops The target audience for these workshops is made up of both HR practitioners already implementing HR practices as well as those who are new to the HR function. Participants will have varying degrees of professional experience; they may be seasoned professionals looking to hone their skills in new content areas, in the early stages of their HR career, or looking to move to the next professional level. Participants should demonstrate ability to project, manage and implement a broad range of initiatives as part of an HR team and/or work with line functions and clients.

| Workshops

$1895

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Course HR101

Fundamentals of Human Resources

Human Resources

September 21-23, 2009 . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:45 March 17-19, 2010 . . . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:45 July 12-14, 2010 . . . . . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:45

This workshop explores some of the primary disciplines in the human resources function. While obtaining exposure to a wide variety of topics – and an equally wide slate of experts who will be facilitating discussion of those topics – you will collaborate with seasoned professionals, and with each other, as you gain insight, acquire knowledge, and develop skills. K e y To p i c s Understanding the evolving role of the HR professional as it relates to: • Staffing • Basics of learning and development • Key elements of performance management • Components and importance of compensation • Benefits: more than completing forms • Ethical considerations and concerns for HR professionals • Diversity: a critical dimension S p e c i a l F e a t u re s HR panel: Interact on several levels with a group of seasoned HR professionals. First, panelists will share relevant insights about their backgrounds, experience, and valuable lessons learned pertaining to the human resources profession. Small groups of participants will then collaborate on and develop solutions to challenging case studies and present those recommendations to other workshop participants and to the panel. The panelists will lead a discussion and share additional insights about each case study presentation, linking their own experiences to each case study. Finally, you will be invited to ask open-ended questions to the panel. Questions can relate back to issues that emerged at other points in the workshop or to any other topic of interest. Who Will Benefit HR practitioners with less than two years of experience; individuals who currently specialize in one HR discipline and who are interested in learning about other disciplines; individuals who are interested in exploring HR as a possible profession.

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$1995

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Course HR111

Human Resources and the Law October 5-7, 2009 . . . . . . . . . . . . . . New York City November 11-13, 2009. . . . . . . . . . . New York City February 8-10, 2010 . . . . . . . . . . . . . New York City March 8-10, 2010 . . . . . . . . . . . . . . . New York City May 18-20, 2010 . . . . . . . . . . . . . . . New York City

. . . . . . . . . . . . . . 9:00 to 4:45 . . . . . . . . . . . . . . 9:00 to 4:45 . . . . . . . . . . . . . . 9:00 to 4:45 . . . . . . . . . . . . . . 9:00 to 4:45 . . . . . . . . . . . . . . 9:00 to 4:45

This workshop will provide an understanding of: • The laws that obligate employers • Recent legislation and court cases defining employer-employee rights and obligations • Practical implications of the laws in day-to-day human resources operations • Alternatives for minimizing the company’s exposure to employee lawsuits and administrative charges

Human Resources

K e y To p i c s • EEO: Equal Employment Opportunity • FLSA: Fair Labor Standards Act • OSHA: Occupational Safety and Health Act • ERISA: Employee Retirement Income Security Act • FMLA: Family and Medical Leave Act • NLRA: National Labor Relations Act • WARN: Workers Adjustment and Retraining Notification Act

| Workshops

• COBRA: Consolidated Omnibus Budget Reconciliation Act • HIPAA: The Health Insurance Portability and Accountability Act • SOX: Sarbanes-Oxley Act • Employment at will/wrongful discharge • Privacy issues and management rights in the workplace • State and local legislation and court action S p e c i a l F e a t u re s A CD-ROM containing comprehensive legal summaries prepared by renowned labor and employment lawyers. Who Will Benefit HR managers and professionals in federal and state laws, regulations, and court cases affecting the workplace

This symbol next to course numbers indicates approval for HRCI recertification credits toward your PHR, SPHR, or GPHR. Please visit our Web site or www.hrci.org for more information.

Call for Information 866-470-1922

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$995

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Course HR102

Introduction to Human Resources Law November 6, 2009 . . . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:45 April 23, 2010 . . . . . . . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:45 June 18, 2010 . . . . . . . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:45

Human resource practitioners must know about many federal, state, and local laws in order to effectively perform their responsibilities within their organizations. This workshop provides an overview of the legal issues associated with day-to-day employment-related decisions and actions, including: • Legal implications of decisions affecting employees • How to spot legal problems and prevent them • Internal resources: when and how to involve them

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• Relevant laws, applicable to daily operations and special situations, addressed in laypersons’ terms and provided in writing for reference K e y To p i c s • Understanding the legal framework • The relationship between laws and court cases

Human Resources

• The implications of laws on employment agreements and policies • Comparison of relevant federal, state, and local laws • Understanding the basics of key employment laws • Making nondiscriminatory employment decisions • Compliance with wage-and-hour laws • Safety and health rights and responsibilities • Required versus discretionary leaves of absence • Managing employees covered by labor agreements • Individual rights and wrongful discharge • Understanding special legal situations • Sexual and other types of harassment • Disability and religious accommodations • Understanding and avoiding retaliation Who Will Benefit First- or second-level HR managers or nonmanagement professionals who wish to obtain an overview of HR laws; typical attendees are fairly new to HR or have been limited to a narrow area of HR

Learn about our Human Resources Studies Certificate on page 4.

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$1350

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Course HR251

Building and Managing Employee Relations September 14-15, 2009 . . . . . . . . . . New York City November 9-10, 2009 . . . . . . . . . . . . New York City January 19-20, 2010 . . . . . . . . . . . . . New York City March 11-12, 2010 . . . . . . . . . . . . . . New York City April 19-20, 2010 . . . . . . . . . . . . . . . New York City June 14-15, 2010 . . . . . . . . . . . . . . . New York City

. . . . . . . . . . . . . . 9:00 to 4:45 . . . . . . . . . . . . . . 9:00 to 4:45 . . . . . . . . . . . . . . 9:00 to 4:45 . . . . . . . . . . . . . . 9:00 to 4:45 . . . . . . . . . . . . . . 9:00 to 4:45 . . . . . . . . . . . . . . 9:00 to 4:45

If we define “employee relations” as identifying and responding to the issues and concerns affecting the employees of an organization, then there is not much, if anything, that falls outside its scope. This two-day interactive workshop provides a basic overview of the components for creating and sustaining a positive employee relations climate. You will examine: • The elements of an effective employee relations program

Human Resources

• Effective coaching, counseling, and progressive discipline strategies • Identification of employee concerns • Effective communication techniques • Successful performance management K e y To p i c s • How organizational culture affects employee relations • How to develop management-employee dialogue • How to ensure compliance with progressive discipline policies

| Workshops

• How to use coaching and counseling to assist line managers • How employee development activities can promote positive employee relations • How to manage workplace conflicts • How to recognize and respond to work and family concerns Who Will Benefit HR professionals who have recently acquired responsibility for employee relations in their organizations. Also, HR professionals who are new to the employee relations area, have had limited employee relations responsibilities, or have assumed this function in addition to other duties

Any of our workshops can be delivered on-site at your place of work. See our website for details: http://www.ilr.cornell.edu/ mgmtprog/onsite/

Call for Information 866-470-1922

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$1350

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Course HR225

Fundamentals of Employee Benefits October 13-14, 2009 . . . . . . . . . . . . New York City December 9-10, 2009 . . . . . . . . . . . . New York City April 12-13, 2010 . . . . . . . . . . . . . . . New York City June 16-17, 2010 . . . . . . . . . . . . . . . New York City

. . . . . . . . . . . . . . 9:00 to 4:45 . . . . . . . . . . . . . . 9:00 to 4:45 . . . . . . . . . . . . . . 9:00 to 4:45 . . . . . . . . . . . . . . 9:00 to 4:45

This workshop provides a comprehensive overview of the full range of benefits responsibilities. Whether benefits planning or administration is your only responsibility or just one of many demands on your human resources “plate,” you will find this workshop valuable. You will take an in-depth look at the: • Key aspects of benefits • Alternatives for your organization • Approaches for containing costs | Workshops

K e y To p i c s • The evolution and current status of employee benefits • Strategies and objectives for a total program • Legally mandated benefits

Human Resources

• Regulatory issues and requirements • Group welfare plans: design and administration • Medical coverage options • Dental programs • Disability income-replacement plans • Survivor protection options • Wellness initiatives • Consumer-driven health plans • Flexible (“cafeteria”) programs • Retirement income and capital accumulation plans: design and administration • Traditional (defined-benefits) pension plans • Savings/401(k) plans, profit sharing • Managing “pay-for-time-not-worked” benefits • Minimizing and containing costs • Communicating with employees • Effectively utilizing internal and external resources • Emerging trends and issues for the future Who Will Benefit HR generalists who require a comprehensive overview of the benefits function or individuals who have recently acquired responsibility for benefits administration or planning

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$1350

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Course HR222

Fundamentals of Compensation September 14-15, 2009 . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:45 January 28-29, 2010 . . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:45 April 14-15, 2010 . . . . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:45

Understanding and effectively integrating the fundamental elements of compensation management and salary administration is critical to the development of sound compensation plans that support and reinforce organizational objectives. The technical skills and practical knowledge explored in this workshop will enable you to respond more knowledgeably and creatively to the needs of your clients. You will also gain an appreciation of how subtle differences in compensation impact human resources systems, which in turn impact the organization as a whole. In this program, you will explore: • The practice and theory of compensation management

Human Resources

• An approach for providing day-to-day compensation management consistent with business objectives • How to tailor a compensation program to support the organization’s strategic goals and objectives • Collection and integration of market data to develop and support a competitive salary program K e y To p i c s

| Workshops

• The meaning of “total compensation” in the context of the organization’s strategic goals • The evolving impact of compensation on an organization’s human resources programs and policies • Selecting and implementing compensation programs and guidelines • Constructing salary structures: ranges, wage rates, and incentives • Linking pay to performance: merit guidelines and performance management • Market pricing: how to read, understand, and customize survey data to meet your organization’s needs • Scanning the legal environment and complying with federal and state laws and regulations Who Will Benefit HR professionals and generalists who seek to broaden their understanding of compensation; compensation practitioners, new to the profession, who wish to maximize the strategic impact they can have on their organizations’ compensation-related programs

Any of our workshops can be delivered on-site at your place of work. See our website for details: http://www.ilr.cornell.edu/ mgmtprog/onsite/

Call for Information 866-470-1922

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$1350

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Course HR221

Job Analysis and Evaluation November 2-3, 2009 . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:30 April 15-16, 2010 . . . . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:30

The success of many human resource initiatives is contingent upon effective job analysis and evaluation. Keys to being effective include a consistent process of fact gathering, documentation, analysis, and controlling for factors that could undermine the objectivity and usefulness of the process. This two-day workshop will provide you with: • Systematic procedures for analyzing and evaluating jobs • An understanding of the relationship between job analysis and job evaluation • A review of the key organizational functions enhanced by effective job analysis and job evaluation | Workshops

• An overview of management concerns and legal issues affecting job analysis and job evaluation K e y To p i c s

Human Resources

• Job analysis: what is a valid, practical job analysis and why is it performed? • Uses of job analysis: selection, training, performance management and appraisal, compensation, and career development • Similarities and distinctions between job analysis and job evaluation • A look at various job analysis methods and techniques • Job demands: determining physical, environmental, and organizational requirements • Preparing job descriptions: matching the job’s critical objectives • Documentation of the content and context of a job: identifying and prioritizing job tasks • Identifying and avoiding common pitfalls when doing job analysis and evaluation • Legal concerns: the Fair Labor Standards Act, the Civil Rights Act of 1964 as amended, and the Americans with Disabilities Act Who Will Benefit Compensation professionals and job analysts who are new to the job evaluation function or who wish to gain broad-based understanding of this function; human resource generalists

This symbol next to course numbers indicates approval for HRCI recertification credits toward your PHR, SPHR, or GPHR. Please visit our Web site or www.hrci.org for more information.

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$1350

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Course HR242

Selection and Staffing September 16-17, 2009 . . . . . . . . . . New York City October 28-29, 2009 . . . . . . . . . . . . New York City January 26-27, 2010 . . . . . . . . . . . . New York City April 26-27, 2010 . . . . . . . . . . . . . . . New York City

. . . . . . . . . . . . . . 9:00 to 4:30 . . . . . . . . . . . . . . 9:00 to 4:30 . . . . . . . . . . . . . . 9:00 to 4:30 . . . . . . . . . . . . . . 9:00 to 4:30

Staffing an organization today has become more complex than ever. Projecting when to add or reduce head count is one of the strategic contributions human resource professionals are expected to make. To be successful, you need a cohesive process to understand the needs of your organization as well as an integrated approach to meeting those needs. This workshop will cover how to: • Create a systematic approach to addressing your staffing and selection issues • Develop effective recruitment strategies and methods

Human Resources

• Select appropriate screening and selection techniques • Align your promotion and succession strategies with your company’s strategic goals K e y To p i c s • Planning for staffing needs • Selecting appropriate labor markets • Recruiting methods and techniques • Sourcing hard-to-find candidates

| Workshops

• Selection techniques (e.g., tests, assessment centers) • Achieving competitive advantage through “positive selection” • Becoming an “employer-of-choice” • Legal requirements • Succession planning • Executive assessment • Orientation: retaining new hires • Why valued employees leave • Evaluating the recruitment and selection processes S p e c i a l F e a t u re s Guest speakers on current issues in selection and staffing will share their experiences and answer your questions. Who Will Benefit Human resource professionals who are responsible for recruiting, screening, hiring, promoting, and outplacing employees; human resource managers making promotion and succession decisions  This course can also be taken online at www.ecornell.com/ilr and is available as part of Cornell’s Blended Learning solutions.

Call for Information 866-470-1922

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$1495

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Course HR201

Performance Management and Appraisal October 1-2, 2009 . . . . . . . . . . . . . . New York City December 1-2, 2009 . . . . . . . . . . . . . New York City February 11-12, 2010 . . . . . . . . . . . . New York City March 15-16, 2010 . . . . . . . . . . . . . . New York City

. . . . . . . . . . . . . . 9:00 to 4:45 . . . . . . . . . . . . . . 9:00 to 4:45 . . . . . . . . . . . . . . 9:00 to 4:45 . . . . . . . . . . . . . . 9:00 to 4:45

Human resource departments today are being called upon to make greater, more measurable contributions to their organization’s bottom line. Few HR initiatives are seen to contribute more to an organization’s productivity and profitability than a comprehensive, effective performance management system. This two-day workshop will provide you with the knowledge and skills to: • Develop and implement a performance management system • Select the most appropriate performance appraisal methods and forms • Link the goals and performance of each employee to the company’s strategic goals | Workshops

• Provide a clear and credible basis for merit increases and incentive awards • Train your managers on the elements of your organization’s system K e y To p i c s

Human Resources

• The difference between performance management and performance appraisal • Types of performance appraisal systems • Implementing and managing the performance appraisal system • Setting and communicating objectives and performance standards • Providing feedback • Planning and writing the performance appraisal • Conducting the performance appraisal feedback session • Dealing with substandard performance • Monitoring the performance management process • Multi-rater appraisals • Employee development Who Will Benefit HR professionals and managers responsible for implementing or managing performance management or appraisal

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$1495

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Course HR231

Developing Effective Training November 2-3, 2009 . . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:30 April 8-9, 2010 . . . . . . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:30

This two-day interactive workshop provides less-experienced trainers with an overview of the training process and shows them how to make each element yield effective learning results. Through team and individual application of the techniques presented, you will learn: • The components of the training process and their relationship to each other • The elements of good training design • How to ensure training has a positive impact K e y To p i c s • The role of training and development in the organization

Human Resources

• Building credibility and support • Needs assessment methods and tools – Using needs assessment to build credibility and support for training with management – The benefits of needs assessment for the organization, managers, learners, and training development professionals – Selecting the appropriate needs assessment tool

| Workshops

• Learning principles and process – The components of learning systems: instructor, learner, materials, activities, and environment – Adult learning principles – The universal learning process • The fundamentals of good design – Using sound project management techniques – Identifying design resources – Creating design specifications – Developing learning objectives – Matching learning objectives to learning methods • Creating useful training materials • Key implementation issues: what they are and what to do about them • Increasing the usefulness of training evaluations • Transferring knowledge back to the job – Case-study practice – Exercises using your organization’s training projects Who Will Benefit Trainers with less than three years of hands-on experience or those who have not had a formal course in training development; training managers without a training background

Call for Information 866-470-1922

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$1895

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Course HR232

Training for Impact New This course replaces Training Delivery: Train the Trainer. November 4-5, 2009 . . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:45 February 3-4, 2010 . . . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:45 April 28-29, 2010 . . . . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:45

If you want to deliver “learning that matters on Monday,” join us in our newly designed workshop for trainers and hone the skills that move you beyond “tricks of the trade.”

| Workshops

To achieve face-to-face training results, adult learners must do hands-on, practical work in the classroom that can be applied back to the workplace. Learn to use the natural vibrancy of your participants to actively engage learners and bring training to life. See how “on ramp” and “off ramp” activities will increase your efficiency and allow you to optimize your classroom time for highly interactive activities. Bring a current training project or challenge to the workshop to “test drive” your project and apply what you have learned.

Human Resources

Pre-workshop assignments will include readings and preparation of your training project, which will serve as the basis for your Practice Delivery in class. K e y To p i c s • Authentically engage and involve adult learners, move beyond the basics • Pull participants through a learning process, instead of pushing them through a training process • The how and why of action learning: the case of case studies • Refine your presentation style and model new behaviors, you are the message • Shifting gears “on your feet,” how to make design modifications on the fly • Technical and “soft skill” training, what’s the difference in delivery? • What are you delivering: awareness, knowledge, skills? S p e c i a l F e a t u re s Peer and instructor feedback, video debriefing of your delivery, practice with “on your feet” adjustments, dealing with push-back, challenges, and resistance. Who Will Benefit Professionals who are accountable for delivering face-to-face training programs

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Course HR241

Effective Interviewing September 9-10, 2009 . . . . . . . . . . . New York City December 7-8, 2009 . . . . . . . . . . . . . New York City February 1-2, 2010 . . . . . . . . . . . . . . New York City May 11-12, 2010 . . . . . . . . . . . . . . . New York City

. . . . . . . . . . . . . . 9:00 to 4:45 . . . . . . . . . . . . . . 9:00 to 4:45 . . . . . . . . . . . . . . 9:00 to 4:45 . . . . . . . . . . . . . . 9:00 to 4:45

Interviewing is an art, as well as a science. It also encompasses a suite of interpersonal skills that will ultimately impact the quantity, quality, and reliability of the information that interviewers obtain from candidates. At this interactive, skill-based workshop, you will learn to create and implement an effective interviewing process to identify, hire, and promote the most qualified applicants and employees based on the requirements of the job and the needs of your organization. You will enhance your ability to: • Plan for an effective interview • Identify job requirements with the hiring manager

Human Resources

• Conduct a thorough and objective interview • Use effective questioning techniques that extend beyond a traditional behavior-based approach • Ensure compliance with applicable laws K e y To p i c s • The process from the moment you learn there is a need until you extend an offer of employment

| Workshops

• Setting objectives for the interview • Recognizing and managing first impressions and biases • Building a positive interview climate • Understanding and complying with legal requirements • Developing and asking legal and appropriate questions that yield revealing and informative responses • Assessing candidates’ ability to function effectively within the position, the department, and the organization • Selling the position and your organization to a candidate • Comparing candidates to the specific qualifications required to successfully perform the position – and to each other Who Will Benefit HR and staffing professionals who interview job candidates and who need an organized approach to conducting interviews while improving their interviewing skills.

This symbol next to course numbers indicates approval for HRCI recertification credits toward your PHR, SPHR, or GPHR. Please visit our Web site or www.hrci.org for more information.

Call for Information 866-470-1922

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$1495

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Course HR310

Advanced Issues in Employee Relations September 16-17, 2009 . . . . . . . . . . New York City November 11-12, 2009. . . . . . . . . . . New York City January 21-22, 2010 . . . . . . . . . . . . . New York City April 21-22, 2010 . . . . . . . . . . . . . . . New York City

. . . . . . . . . . . . . . 9:00 to 4:45 . . . . . . . . . . . . . . 9:00 to 4:45 . . . . . . . . . . . . . . 9:00 to 4:45 . . . . . . . . . . . . . . 9:00 to 4:45

Experienced human resource professionals and managers frequently encounter complex and potentially high-risk situations related to a variety of employee relations issues. This two-day workshop will help cultivate skills, confidence, and expertise in dealing with an array of challenging and realistic workplace circumstances. Specifically, this workshop will provide opportunities to interactively explore: • How to position yourself as a strategic partner in resolving complex employee relations issues that impact organizational performance

| Workshops

• How to turn managers into effective employee relations problem-solvers and partners • How senior HR managers can determine when legal intervention may be required

Human Resources

K e y To p i c s • Coaching managers to more effectively manage high-performing employees who consistently demonstrate one serious performance issue

BEST SELLER! Register early to ensure your place.

• Collaborating with managers to assist them in focusing on performance issues without being influenced by employees’ personal circumstances • Working with managers on dealing more effectively with strong negative employee reactions to direction or feedback • Addressing managers’ behavior that is inappropriate and potentially high-risk Who Will Benefit Typical attendees are HR generalists, managers, or directors with at least five years of full-time experience addressing and resolving employee relations issues. Prerequisite: “Building and Managing Employee Relations” (classroom or online).

Any of our workshops can be delivered on-site at your place of work. See our website for details: http://www.ilr.cornell.edu/ mgmtprog/onsite/

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$1495

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Course HR301

Essentials of Strategic HR Planning October 29-30, 2009 . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:45 March 4-5, 2010 . . . . . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:45 July 15-16, 2010 . . . . . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:45

Strategic HR planning is essential for addressing the challenges that businesses are faced with today. In this workshop explore the ever-changing role of HR, translate the role into value added services for your organization, develop an HR impact model, conduct a gap analysis on your current HR processes and build a strategic business plan.

Human Resources

K e y To p i c s • Practice building a strategic HR planning model • Aligning the HR plan to corporate plan • Process to build a HR plan • Implementing metrics and feedback • Assessing your organization’s readiness to plan • Implementing the planning process • Developing action plans Who Will Benefit Mid-level and upper-level HR professionals, managers, and directors

$795

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Course HR244

| Workshops

Foundations of Internal Consulting Skills October 19, 2009 . . . . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:45 February 22, 2010. . . . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:45

Today’s business environment has created the need for human resource professionals to serve as internal consultants. The HR professional can work proactively with internal clients on projects that focus on strategies as well as on operational issues that need improvement. You will explore a structured approach toward internal consulting projects, the consulting stages, the specific activities within each of these stages, the roles and responsibilities of the consultant and the internal client, and the desired outcomes for each stage. You will examine the purpose and role of the HR consultant, identify key performance competencies for success, learn the key stages of consulting, practice the consulting “narrative” and discuss types of projects where HR is an essential input. K e y To p i c s • Identify the need for internal consulting in your organization • Gain comprehensive knowledge of the seven stages of internal consulting • Understand this structured – yet flexible – approach to internal consulting • Distinguish the appropriate issues requiring internal consulting skills S p e c i a l F e a t u re s • Develop skills and further understand internal consulting through a case study example • Complete and analyze a special instrument for diagnosing your internal consulting efforts Who Will Benefit HR professionals at all levels of the organization who are seeking an overview of the internal consulting process and how it applies to their organization. Call for Information 866-470-1922

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$1495

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Course HR320

The Role of Human Resources in Organization Development October 27-28, 2009 . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:45 March 1-2, 2010 . . . . . . . . . . . . . . . . New York City . . . . . . . . . . . . . . 9:00 to 4:45

| Workshops

Human resource professionals have a critical role to play in identifying an organization’s competitive advantage and ensuring its success. One of the ways to address that strategic issue is to employ and use OD methods. Whether you will be working side-by-side with OD consultants or are being asked to engage in an OD project yourself, this workshop will deepen your understanding of the practice and the process of organizational learning and change. Working in small groups on a simulation of a typical OD assignment, you will assess a situation, diagnose root causes, and make recommendations to the company’s senior management. Using an action maze, you will find multiple decision points along the way that may lead you to an effective solution or that could lead you astray. K e y To p i c s • Defining the practice

Human Resources

• Understanding organizational culture • Step-by-step approach to addressing organizational change • Learning when to use one-time events and when to employ long-term process shifts • Addressing the pros and cons of external consultants • Contracting with consultants – and with clients • Practical tips and tools when you have to do it yourself Who Will Benefit HR generalists exposed to organizational development projects and interested in building more advanced HR skills.

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R e g i s t e r o n - l i n e a t w w w. i l r. c o r n e l l . e d u / m g m t p ro g / h r / n e w

Registration Form

(Please copy to register additional people)

Mail to: ILR Customer Service Center Cornell University, ILR School, Ives Hall Ithaca, NY 14853-3901 Fax to: 607-255-9826 Participant Information Name ___________________________________________________________________ Title_____________________________________________________________________ Organization _____________________________________________________________ Address

❏ Work ❏ Home

____________________________________________

City ___________________________________ State _________ Zip________________ Office Phone (_______) ___________________ Home Phone (_______) _____________ Fax (_______) ___________________________ E-mail __________________________________________________________________ (Please enter your Social Security number if you wish to obtain CEUs)

❏ Check here to receive a 15% discount of the registration fee for NYS government and NYS not-for-profit organizations ❏ Check here if you have previously attended a workshop Wo r k s h o p S e l e c t i o n Course #

Course Title

Date

Location

Price

________________________________________________________________________

________________________________________________________________________ Total Price $ ____________ H J F 1

A

B

C

D

E

F

G

H

I

J

K

L

M

Payment Method Late cancellations/transfers incur a 25% charge. No-shows and cancellations not in writing incur a 100% charge. Cancellations and transfers must be in writing and arrive at Cornell 5 business days before the workshop date to avoid a charge. Signature of Registrant __________________________________________________ Please check one of the below payment methods: ❏ CHECK ENCLOSED, payable to Cornell University ILR, for $____________________ LETTER OF CREDIT: ❏ Attached PURCHASE ORDER: ❏ Attached CREDIT CARD: ❏ AMEX TYPE OF CREDIT CARD:

❏ Discover ❏ Personal

❏ MasterCard ❏ Corporate

❏ Visa

Card # ___ ___ ___ ___ ___ ___ ___ ___ ___ ___ ___ ___ ___ ___ ___ ___ 3-Digit Code (back of card) ___ ___ ___ 4-Digit Code (AMEX only) ___ ___ ___ ___ Name as on Card__________________________________ Exp. Date ____________ Signature ________________________________________ Amount $ ____________

❏ INVOICE $ _______________________ PAYMENT OF BILL IS AUTHORIZED BY:

Payment or payment guarantee (such as a Purchase Order) is expected at the time of registration. If a PO or other guarantee of payment will be submitted from your organization, your manager must sign the registration form taking responsibility of payment. You may pay by credit card or check. Please make checks payable to CORNELL UNIVERSITY ILR.

Name of Registrant’s Manager (Type or Print) _________________________________ Title of Registrant’s Manager (Type or Print) ___________________________________ Signature of Approving Manager __________________________________________ (The signing manager accepts the full terms of the cancellation and payment policy above)

| Registration Form

________________________________________________________________________

Human Resources

Student I.D. No. ___ ___ ___ – ___ ___ – ___ ___ ___ ___

www.ilr.cornell.edu/mgmtprog/hr/new

ACCOMMODATIONS The tuition does not include lodging. We can recommend hotels convenient to the training location. Please notify the registrar in advance to ensure proper ADA accommodations.

SCHEDULE Check-in and review of materials begin at 8:15 a.m. Workshops begin at 9:00 a.m. and conclude between 4:30 and 5:00 p.m. Continental breakfast and lunch are included in the fee.

SUBSTITUTION AND CANCELLATION POLICY Substitutions of registrants can be made at any time unless a course has a prerequisite or prework. Cancellations and transfers are subject to a 25% charge unless received in writing 5 business days prior to the program. When a representative of an organization approves an employee registration, that organization becomes responsible for cancellations, transfers, substitutions, and payments. The full program fee will be charged for any registration that is not canceled in writing.

PAYMENT Payment or payment guarantee (such as a Purchase Order) is expected at the time of registration. If a PO or other guarantee of payment will be submitted from your organization, your manager must sign the registration form taking responsibility of payment. You may pay by credit card or check. Please make checks payable to CORNELL UNIVERSITY ILR. A 15% discount is available for NYS government and NYS not-for-profit employees.

Registrations are confirmed in writing in the order received. Registration at the door is usually not possible. If you have not received a written confirmation, please telephone the registrar before traveling to the workshop.

To register, mail the completed registration form to Cornell University, ILR Customer Service Center, Ives Hall, Ithaca, NY 14853-3901, fax to 607-255-9826, or visit www.ilr.cornell.edu/mgmtprog/hr/new to register online.

Registration Information

Earn HRCI recertification credits for these workshops! See inside for more information.

Cornell University ILR Metropolitan District 16 East 34th Street New York, NY 10016-4328

Ithaca, New York Permit No. 780

PAID

Non-Profit Org. U.S. Postage