Announcing the HR Generalist School & 2011 Faculty

1. Driving Change • Performance Management • Talent Management • Building Teams • Creating HR Strategies • Employee Engagement
Announcing
The HR Generalist School
Accelerating the Development of the HR Generalist
Year-long learning opportunity begins:
May 2, 2011 • Chicago, IL
Featuring exceptional faculty, learning team leaders, coaches, and thought leaders including David Ulrich,
Phil Harkins, and Lifetime Achievement Award winners Chris Argyris, Warren Bennis, and Edgar Schein

2. Announcing the HR Generalist School & 2011 Faculty
Dear HR Leader,
World Thought Leader Session
David Ulrich is well known as
We are excited to announce our new offering “The HR Generalist School,” embedded the most influential thinker
in Linkage’s world renowned Organizational Development Summit, taking place May
in human resources, as
2-5, 2011 in Chicago. It’s truly designed to be a transformational experience for HR
Generalists at all levels. noted in Business Week, Fast
Company, and HR Magazine.
Imagine a faculty of the legends and stars of HR—Chris Argyris, Warren Bennis, Edgar
Schein, David Ulrich, and many more. These thought leaders, along with HR practitioners,
will provide access to the tested and practical tools, techniques, and methods that can Geoff Bellman is the author of six
be immediately applied to your company’s programs and needs. books, including his new book,
The HR Generalist School starts with a one-day immersion program on May 2nd and Extraordinary Groups, and is an
is threaded throughout the remaining three days of the OD Summit. The foundation of expert on employee engagement.
the HR Generalist School is the learning team. Led by experienced HR professionals
who serve as facilitators, coaches, and mentors to their teams, they will maintain the Debbie Friedman is VP of
connection for a year of learning to continue the exchange of ideas and best practices. Leadership Development at Macy’s
where she has created an award-
The HR Generalist School will fill to capacity quickly, so don’t miss the opportunity for winning leadership institute.
your company. I personally guarantee this to be the best value for your investment.
I look forward to seeing you there. Please don’t hesitate to email me if you have any David W. Jamieson, Ph.D., is the
questions about this program (pharkins@linkageinc.com). Chair of the Organization Learning
and Development Department at
Yours truly, University of St. Thomas.
John Sindoni is the SVP of HR for
Phil Harkins Meridian Health, one of Fortune’s
Founder and CEO, Linkage 100 Best Companies to Work For.
For more information or to register, call ( 781.402.5555 or visit 8 www.linkageinc.com/hrgeneralistschool

3. HR Generalist School co-located at Linkage’s Organizational Development Summit
Roland Sullivan has practiced OD Day 1
in over 1,000 organizations in 30
countries and is an expert on leading • Focus area sessions (see inside for details)
change. • Learning Teams (see inside for details)
Day 2
Leslie C. Young is the Director of Global
• Keynotes from Phil Harkins and Cathy Greenberg
Learning and Development at Invensys
• Large group sessions on Creating Extraordinary Teams, Talent
and is an expert on leadership
IS Your Business and OD Specialists and HR Business Partners:
development.
Successfully Managing the Relationship
Phil Harkins is a thought leader in the Day 3
fields of HR, leadership, and coaching,
• Hear from Lifetime Achievement Award winners Warren Bennis,
and is well known for building proven
Chris Argyris, and Edgar Schein as well as keynote speaker
talent systems.
Walter Bond
• Large group sessions on Achieving a Multi-Tiered Approach
Grace Killelea is the SVP of Talent to Leadership Development and Organizational Success and
for Comcast, where she leads all Creating Talent Management Systems that Work
recruitment, talent management, and
leadership diversity. Day 4
• World thought leader session and keynote address from David
Bill Baetz, Ph.D., is a Senior Director Ulrich
for The Group for Organizational • Keynote from Michele Norris
Effectiveness (gOE), and is an expert • Large group sessions on Performance Management: From
on HR business partner capabilities. the Ground, Up and The Strategic Business Partner Role: The
Ultimate Integration of HR and OD
Ferio Pugliese is the EVP of WestJet
and is an expert on creating an Tuition: $2,495
effective organizational culture and
Includes registration to the four-day immersion program and a year-long learning
strategic direction.
opportunity. For a full schedule, visit www.linkageinc.com/HRgeneralistschool.

4. HR Generalist School Focus Areas
Performance Management and Getting Talent Management and Rebuilding and Driving Change to Get New Results
Strategic Results Maintaining Bench Strength
HR Generalists tasked with change
HR Generalists tasked with performance HR Generalists tasked with talent management management initiatives must be able to create
management initiatives must know how to must be able to create initiatives to attract, a structured approach to an individual, a team,
create strategic and integrated approaches for maintain, develop, and retain employees that or an organization going through a transition,
increasing effectiveness, whether the initiative are going to meet business objectives. Talent and enable them to get to a desired future
is on the individual, team, or organizational management covers a wide spectrum: from state. A successful change management
level. Successful initiatives in performance the focus on development of high potentials initiative has stakeholders who are willing to
management can increase productivity, to managing the entire employee population. accept change in order to get to the desired
profitability, deliver on strategic and operational Effective talent management benefits the total future state.
goals, and improve business results. organization by addressing issues of retention
and competitiveness. In these sessions, participants will:
In these sessions, participants will:
In these sessions, participants will: • explore the differences between changes
• acquire a better understanding of developing in mission, strategic changes, operational
strategic scorecards for actual results versus • outline the “Big Four of Talent changes, technological changes, cultural, or
desired results Management”—performance management, behavioral changes
leadership development, workforce planning/
• learn to define the differences between a identifying talent gaps, and recruiting • learn how to diagnose the need for change,
commitment analysis, work analysis, and the capability to change, and the change
systems analysis • access best practices for aligning a talent management plan
management system with business strategy
• access tools and strategies for planning, • access best practices in effective
monitoring, developing, and enhancing • identify key tools and competencies for talent communication, training and development
performance management management practices, directional employee strategy, and
monitoring
• explore the cycle of performance planning, • explore how to implement talent management
coaching, and appraisal systems into daily processes
For more information or to register, call ( 781.402.5555 or visit 8 www.linkageinc.com/hrgeneralistschool

5. Learning Teams
Employee Engagement and Leadership Development and Creating Learning teams are a daily forum where
Establishing Trust the Future critical introspection takes place. Each
individual will apply what she or he
HR Generalists tasked with raising HR Generalists tasked with leadership
employee engagement must be able to development initiatives must be able to has learned from practical experience,
involve an employee in a way that furthers create activities that enhance the quality of organizational challenges and issues,
an organization’s goals by furthering a leadership, whether it is within an individual or and network and learn from fellow
commitment to work. This means building across the organization. Successful leadership participants.
engagement to help accomplish the vision development initiatives develop a benchmark
of the organization. A successful employee of current and future leaders who possess the
Learning team topic discussions will
engagement initiative results in an employee desired abilities and attitudes that can create
that is satisfied, willing to learn and perform a better future for the organization. include:
at work, cares about the future of the
In these sessions, participants will: • consulting skills
organization, benefits internal and external
customers, and results in financial success for • coaching skills
the organization. • explore learner and leader characteristics
• getting buy-in from senior
In these sessions, participants will: • access best practices for defining the quality management
and nature of the leadership development • building credibility
• learn how to create an environment where program needed
• catching up to strategy
employees are engaged and involved
• define the key concepts of experiential • setting up a talent system
• explore best practices in creating emotional learning, self efficacy, and visioning
• how to drive change
attachment
• understand how to develop a full leadership • setting up a LD system
• access examples of extraordinary teams system including both formal and informal
learning approaches • managing HR while developing OD
across multiple industries
initiatives
• learn how to evaluate the ROI of leadership • compensation and benefits
development programs and initiatives
For more information or to register, call ( 781.402.5555 or visit 8 www.linkageinc.com/hrgeneralistschool

6. 200 Wheeler Road
Burlington, MA 01803
Powerful skills to help the HR Generalist get the job done.
Call 781.402.5555 or visit www.linkageinc.com/HRgeneralistschool to learn
more about this exciting new opportunity.
0680.11