This document provides information about a four-day training event on Strategic Workforce Planning for Government. The training will take place from October 19-22, 2009 in Washington, DC and will provide 20 HRCI credits. Participants will learn how to create effective human capital plans, develop workforce excellence, manage performance, and fill leadership pipelines. The agenda includes modules on various topics each day. Participants include HR directors, specialists, and other personnel. Benefits of attending include learning strategic engagement, addressing critical occupations, innovation, and developing an excellence culture.
This document provides information about a 4-day training seminar on strategic workforce planning for government. The training will cover topics such as creating an effective human capital plan, developing systems to support workforce excellence, managing workforce performance to drive results, and developing a blueprint for filling leadership pipelines. Attendees will learn strategies and tools to assess needs, develop plans, implement initiatives, and measure outcomes. The training is designed for human resources professionals and will provide up to 24 CPE or HRCI credits.
This document provides information about a four-day training event on strategic workforce planning for government. The training will cover topics such as creating an effective human capital plan, developing systems to support workforce excellence, managing workforce performance to drive results, and developing a blueprint for filling leadership pipelines. It includes an agenda with learning objectives for each day, instructor biographies, information on CPE and HRCI credits, logistics, tuition and registration details.
This document provides information about a four-day training event on strategic workforce planning for government. The training will cover topics such as creating an effective human capital plan, building a system to support workforce excellence, managing workforce performance to drive results, and developing a blueprint for filling leadership pipelines. It includes an agenda with learning objectives for each day. Participants will learn tools and strategies for assessing skills gaps, implementing succession planning, developing competency models, and creating human capital plans aligned with organizational goals. The instructors have extensive experience in human resources and management consulting.
This 4-day training provides government agencies with strategies and tools for effective strategic workforce planning. The training will cover creating a human capital plan, developing workforce excellence, succession planning, and developing a leadership pipeline. Attendees will learn how to identify skills gaps, develop meaningful performance metrics, and plan for their agency's future talent needs. The training aims to provide agencies with methods to recruit, retain, and develop top talent at all levels.
►► Limited Capacity Workshop - HR Scorecard ►► Linking People, Strategy, and Performance to Manage the Human Capital More Effectively. ►► with "Jon Ingham" live in Egypt >> 3 Days >> 20, 21, 22 September 2010
The document announces a two-day national conference on building futuristic organizations and developing sustainable competitive strategies to be held on March 8-9, 2013 in Coimbatore. The conference aims to answer key questions about the characteristics of future organizations and appropriate competitive strategies for such organizations to ensure adaptive sustainability in an uncertain environment.
Leadership map for future by Mr Faridun Dotiwala & Navin Unni at round table ...UPES Dehradun
The document discusses the need for oil and gas companies to develop strong leadership to address challenges like capacity gaps, new technologies, and regulatory/climate change issues. It recommends creating a "leadership engine" with 3 elements: 1) individual leader development through stretch roles and feedback, 2) integrated leadership systems for recruiting, performance management, and matching leaders to opportunities, and 3) shifting organizational culture through role modeling, skills development, and reinforcement. Case studies show approaches like leadership academies, high-impact projects, and frontline training linked to daily work can boost leadership capabilities and business results for various companies. The key is developing leaders holistically rather than just training, with a focus on the business needs.
Strategic Talent Management and Leadership Development Canada Program Tatawan Plengsirivat
This document provides information about a conference on strategic talent management and leadership development. The two-day conference in Toronto will focus on successfully developing and managing talent and leadership programs to enhance business competitiveness and goals. It will enable attendees to connect talent strategies to business strategies, create multifaceted leadership development strategies, and strengthen internal talent management programs. The agenda includes keynote speakers and case studies from top companies on various talent management topics.
This document provides information about a 4-day training seminar on strategic workforce planning for government. The training will cover topics such as creating an effective human capital plan, developing systems to support workforce excellence, managing workforce performance to drive results, and developing a blueprint for filling leadership pipelines. Attendees will learn strategies and tools to assess needs, develop plans, implement initiatives, and measure outcomes. The training is designed for human resources professionals and will provide up to 24 CPE or HRCI credits.
This document provides information about a four-day training event on strategic workforce planning for government. The training will cover topics such as creating an effective human capital plan, developing systems to support workforce excellence, managing workforce performance to drive results, and developing a blueprint for filling leadership pipelines. It includes an agenda with learning objectives for each day, instructor biographies, information on CPE and HRCI credits, logistics, tuition and registration details.
This document provides information about a four-day training event on strategic workforce planning for government. The training will cover topics such as creating an effective human capital plan, building a system to support workforce excellence, managing workforce performance to drive results, and developing a blueprint for filling leadership pipelines. It includes an agenda with learning objectives for each day. Participants will learn tools and strategies for assessing skills gaps, implementing succession planning, developing competency models, and creating human capital plans aligned with organizational goals. The instructors have extensive experience in human resources and management consulting.
This 4-day training provides government agencies with strategies and tools for effective strategic workforce planning. The training will cover creating a human capital plan, developing workforce excellence, succession planning, and developing a leadership pipeline. Attendees will learn how to identify skills gaps, develop meaningful performance metrics, and plan for their agency's future talent needs. The training aims to provide agencies with methods to recruit, retain, and develop top talent at all levels.
►► Limited Capacity Workshop - HR Scorecard ►► Linking People, Strategy, and Performance to Manage the Human Capital More Effectively. ►► with "Jon Ingham" live in Egypt >> 3 Days >> 20, 21, 22 September 2010
The document announces a two-day national conference on building futuristic organizations and developing sustainable competitive strategies to be held on March 8-9, 2013 in Coimbatore. The conference aims to answer key questions about the characteristics of future organizations and appropriate competitive strategies for such organizations to ensure adaptive sustainability in an uncertain environment.
Leadership map for future by Mr Faridun Dotiwala & Navin Unni at round table ...UPES Dehradun
The document discusses the need for oil and gas companies to develop strong leadership to address challenges like capacity gaps, new technologies, and regulatory/climate change issues. It recommends creating a "leadership engine" with 3 elements: 1) individual leader development through stretch roles and feedback, 2) integrated leadership systems for recruiting, performance management, and matching leaders to opportunities, and 3) shifting organizational culture through role modeling, skills development, and reinforcement. Case studies show approaches like leadership academies, high-impact projects, and frontline training linked to daily work can boost leadership capabilities and business results for various companies. The key is developing leaders holistically rather than just training, with a focus on the business needs.
Strategic Talent Management and Leadership Development Canada Program Tatawan Plengsirivat
This document provides information about a conference on strategic talent management and leadership development. The two-day conference in Toronto will focus on successfully developing and managing talent and leadership programs to enhance business competitiveness and goals. It will enable attendees to connect talent strategies to business strategies, create multifaceted leadership development strategies, and strengthen internal talent management programs. The agenda includes keynote speakers and case studies from top companies on various talent management topics.
The document outlines a 3-year training programme for an organization to enhance leadership through systemic consulting and coaching. It involves training at all levels of the organization from top management to employees. Trainings include leadership values, strategy workshops, coaching, communication skills, and building team spirit. The goal is to develop a shared leadership culture and increase engagement through a holistic approach.
Blink Consulting provides concise summaries to understand documents quickly. The document discusses how organizations can improve results by mobilizing and developing people. It explains that Blink Consulting helps clients with human resources strategies in four areas: organizing structures, aligning people with strategies, managing performance, and developing skills. The overall message is that empowering people and continuous learning are keys to exceptional organizational results.
This document provides information about a 3-day leadership training conference titled "Leadership in Times of Change: Using Communication and Creativity to Engage High-Performing Teams". The conference will focus on refining interpersonal communication, engaging employees, and using innovation and creativity. It will take place from March 29-31, 2010 in Arlington, VA and offers up to 18 CPE credits. Attendees will learn skills like communicating vision, fostering collaboration, leading change, and developing a creative culture. The training is intended for C-level executives, presidents, vice presidents, directors and managers.
Strategic management involves analyzing an organization, formulating strategies to achieve objectives, implementing plans, and evaluating performance. It provides direction and allows organizations to adapt. The key elements are strategic analysis, strategic choice, implementation, and evaluation. Strategic management benefits organizations by encouraging forward thinking, facilitating coordination, and making decisions future-oriented. It helps improve performance through planning, resource allocation, and establishing objectives.
The document provides information about an upcoming HR Measures, Metrics & Analytics Summit to be held from August 30 to September 1, 2010 in Arlington, VA. The summit will teach attendees how to develop and implement HR measures and metrics to drive better organizational efficiency. Attendees will learn how to understand changing HR metrics landscapes, design custom performance measurement frameworks, measure the strategic value of HR investments, and utilize workforce analytics to optimize performance and cost savings. The summit will include keynote speakers, sessions on various metrics and analytics topics, and optional post-conference workshops.
This document provides information about an upcoming HR Measures, Metrics and Analytics Summit. The three-day summit will teach attendees how to develop and implement HR measures and metrics to drive better organizational efficiency. Attendees will learn how to understand changing HR metrics landscapes, design custom performance measurement frameworks, measure the strategic value of HR investments, and leverage workforce analytics to optimize performance. The summit includes keynote speakers and sessions on topics such as selecting the right HR measures, integrating HR metrics with organizational metrics, and connecting key performance indicators to continuous improvement.
This document provides an overview of managing talent effectively in 2013. It discusses key topics such as defining talent and talent management, the talent matrix, strategic perspectives on talent management, key focus areas, principal talent processes, recommendations, examining organizational culture, and developing an integrated talent management system. The document aims to help organizations better understand talent management strategies and processes.
Soft skills world corporate ppt for real estate comapny m3 mSoft Skills World
The document provides information about Soft Skills World, a training and development company. In 18 years, they have conducted programs across many industries to design training as per industry requirements. Their goal is to contribute to quality work life through top class training modules that minimize the gap between learning and execution. They use customized modules and a mix of methodologies like role plays and business games. Training is delivered through various vehicles like the classroom, outbound programs, and growth labs.
Workforce planning provides managers with the means of identifying the competencies needed in the workforce, not only in the present but also in the future, and then selecting and developing that workforce. The purpose of Workforce Planning is not to decide what you will do in the future; it is about determining what you can do.
we believe the use of robust reporting tools that blend and analyze multiple data sources provides great opportunity to your organization to keep ahead of the competition. The 21st Century HRBP model and its practitioner’s use of predictive analytics and strong partnership with Finance is a proven recipe to successful management of human capital with organizations.
The study found that current leadership skills are insufficient to meet today's organizational needs. Leaders lack the skills in the areas identified as most critical, including inspiring commitment, strategic planning, leading people, resourcefulness, and employee development. While resourcefulness is considered a top leadership skill, the other critical skills are not adequately demonstrated based on what is needed for effective leadership currently. Additionally, today's leadership capacity is insufficient to meet future leadership requirements, indicating a leadership gap exists both currently and when looking ahead.
This document provides information about an upcoming conference on Lean Six Sigma. The conference will take place September 10-11, 2009 and include keynote speeches, breakout sessions, and workshops. On September 9th, there will be a pre-conference workshop on Lean Six Sigma White Belt Certification. The document provides details on session topics, speakers, registration fees, hotel accommodations, and CPE credits available for attendees.
This document provides information about the Budgeting & Forecasting Masters 2009 conference to be held September 28-30, 2009 in Philadelphia, PA. The conference will focus on improving budgeting and forecasting techniques and will provide up to 15 CPE credits. Sessions over the two day conference will address topics such as developing accurate forecasts with imperfect data, driver-based budgeting, risk reduction in forecasting, and streamlining organizational forecasting processes. Optional workshops on September 30 will focus on transitioning to rolling forecasts and modeling key business drivers. The conference will be held at the Radisson Plaza-Warwick Hotel in Philadelphia.
This two-day training seminar teaches project leadership skills, including how to effectively lead project teams, manage project change, improve communication and decision-making, and increase work productivity. Attendees will learn tools and techniques for managing their projects and teams through interactive sessions covering motivation, leadership styles, delegation, and risk management. The course is suitable for project managers, program managers, PMO managers, and others seeking to develop their leadership abilities.
This document provides information about a 5-day project management training seminar taking place from June 22-26, 2009 in Washington DC. The training will provide 35 PDUs and 30 CPE credits. Participants will learn project management methodology based on the PMBOK and will gain skills in defining and planning projects, tracking projects, defining goals and requirements, managing scope, and closing projects. The training will cover topics such as project initiation, organization, estimation, scheduling, risk management, team development, reporting, and closeout. It provides an agenda and descriptions for each day of the training.
- PTC Therapeutics announced two drug discovery deals worth up to $1.9 billion, including a $12 million upfront payment from Roche and an undisclosed option exercise by Celgene. Both deals center around PTC's GEMS technology platform.
- The Roche deal is worth up to $1.9 billion in milestones and royalties and involves finding molecules for 4 CNS targets. The Celgene deal involves an oncology target but financial terms were not disclosed.
- PTC's GEMS platform identifies small molecules that regulate post-transcriptional control mechanisms to increase or decrease protein production from difficult targets.
This document provides information about the Corporate Performance Management Training Forum 2010, which will take place from January 20-22, 2010 in Arlington, VA. The forum will provide up to 18 CPE credits and feature step-by-step training on building strategy maps, balanced scorecards, and initiative maps. Participants will learn best practices for performance measurement, reporting, and communication to improve organizational results. Sessions will include hands-on exercises using real examples. The training is intended for strategic planners, directors, analysts, and other professionals seeking to implement performance management frameworks.
The document provides information about a three-day conference on the use of force in law enforcement to be held January 25-27, 2010 in Arlington, VA. Attendees will learn how to interpret legal standards regarding use of force, examine lethal and non-lethal force options, address challenges to use of force policies, and implement practices to improve officer safety. Speakers will discuss topics such as liability, force reporting, in-custody deaths after use of force, and misconduct allegations. On the third day, attendees can choose to participate in a post-conference workshop on defensive tactics for law enforcement survival.
This two-day training on employee engagement will teach participants how to understand what drives employee engagement, discover causes of employee motivation and procrastination, and use social media to foster collaboration. The training will provide tools and best practices for listening to employees, providing feedback, and engaging a multi-generational workforce. Participants will learn how employee disengagement impacts productivity and costs organizations. They will earn up to 12 CPE credits for attending.
The document provides information about a two-day training on customer experience management to be held on January 25-26, 2010 in Arlington, VA. The training will teach attendees how to define customer experience intent, identify customer wants and needs, understand experience disconnects, engage employees, and utilize metrics to measure experience. Speakers will discuss experience design, execution, and achievement measurement. Attendees include C-level executives, VPs, managers and directors. In-house training and discounts are also available.
This document provides an agenda for a 4-day training seminar on Strategic Workforce Planning for Government. The training will teach participants how to create an effective human capital plan, build a system to support workforce excellence, manage workforce performance to drive results, and develop a blueprint for filling leadership pipelines. Specific topics that will be covered include assessing organizational readiness, developing meaningful performance metrics, succession planning, competency modeling, and knowledge transfer techniques. The goal is for participants to learn strategies and tools to identify and meet their agency's future talent needs through effective long-term workforce planning.
This document provides information about a four-day training event on strategic workforce planning for government. The training will cover topics such as creating an effective human capital plan, building a system to support workforce excellence, managing workforce performance to drive results, and developing a blueprint for filling leadership pipelines. Each day focuses on different modules and consists of sessions, workshops, and presentations from expert instructors. Attendees will learn strategies and tools to assess needs, develop plans, and implement initiatives to strategically manage their agency's human resources.
The document outlines a 3-year training programme for an organization to enhance leadership through systemic consulting and coaching. It involves training at all levels of the organization from top management to employees. Trainings include leadership values, strategy workshops, coaching, communication skills, and building team spirit. The goal is to develop a shared leadership culture and increase engagement through a holistic approach.
Blink Consulting provides concise summaries to understand documents quickly. The document discusses how organizations can improve results by mobilizing and developing people. It explains that Blink Consulting helps clients with human resources strategies in four areas: organizing structures, aligning people with strategies, managing performance, and developing skills. The overall message is that empowering people and continuous learning are keys to exceptional organizational results.
This document provides information about a 3-day leadership training conference titled "Leadership in Times of Change: Using Communication and Creativity to Engage High-Performing Teams". The conference will focus on refining interpersonal communication, engaging employees, and using innovation and creativity. It will take place from March 29-31, 2010 in Arlington, VA and offers up to 18 CPE credits. Attendees will learn skills like communicating vision, fostering collaboration, leading change, and developing a creative culture. The training is intended for C-level executives, presidents, vice presidents, directors and managers.
Strategic management involves analyzing an organization, formulating strategies to achieve objectives, implementing plans, and evaluating performance. It provides direction and allows organizations to adapt. The key elements are strategic analysis, strategic choice, implementation, and evaluation. Strategic management benefits organizations by encouraging forward thinking, facilitating coordination, and making decisions future-oriented. It helps improve performance through planning, resource allocation, and establishing objectives.
The document provides information about an upcoming HR Measures, Metrics & Analytics Summit to be held from August 30 to September 1, 2010 in Arlington, VA. The summit will teach attendees how to develop and implement HR measures and metrics to drive better organizational efficiency. Attendees will learn how to understand changing HR metrics landscapes, design custom performance measurement frameworks, measure the strategic value of HR investments, and utilize workforce analytics to optimize performance and cost savings. The summit will include keynote speakers, sessions on various metrics and analytics topics, and optional post-conference workshops.
This document provides information about an upcoming HR Measures, Metrics and Analytics Summit. The three-day summit will teach attendees how to develop and implement HR measures and metrics to drive better organizational efficiency. Attendees will learn how to understand changing HR metrics landscapes, design custom performance measurement frameworks, measure the strategic value of HR investments, and leverage workforce analytics to optimize performance. The summit includes keynote speakers and sessions on topics such as selecting the right HR measures, integrating HR metrics with organizational metrics, and connecting key performance indicators to continuous improvement.
This document provides an overview of managing talent effectively in 2013. It discusses key topics such as defining talent and talent management, the talent matrix, strategic perspectives on talent management, key focus areas, principal talent processes, recommendations, examining organizational culture, and developing an integrated talent management system. The document aims to help organizations better understand talent management strategies and processes.
Soft skills world corporate ppt for real estate comapny m3 mSoft Skills World
The document provides information about Soft Skills World, a training and development company. In 18 years, they have conducted programs across many industries to design training as per industry requirements. Their goal is to contribute to quality work life through top class training modules that minimize the gap between learning and execution. They use customized modules and a mix of methodologies like role plays and business games. Training is delivered through various vehicles like the classroom, outbound programs, and growth labs.
Workforce planning provides managers with the means of identifying the competencies needed in the workforce, not only in the present but also in the future, and then selecting and developing that workforce. The purpose of Workforce Planning is not to decide what you will do in the future; it is about determining what you can do.
we believe the use of robust reporting tools that blend and analyze multiple data sources provides great opportunity to your organization to keep ahead of the competition. The 21st Century HRBP model and its practitioner’s use of predictive analytics and strong partnership with Finance is a proven recipe to successful management of human capital with organizations.
The study found that current leadership skills are insufficient to meet today's organizational needs. Leaders lack the skills in the areas identified as most critical, including inspiring commitment, strategic planning, leading people, resourcefulness, and employee development. While resourcefulness is considered a top leadership skill, the other critical skills are not adequately demonstrated based on what is needed for effective leadership currently. Additionally, today's leadership capacity is insufficient to meet future leadership requirements, indicating a leadership gap exists both currently and when looking ahead.
This document provides information about an upcoming conference on Lean Six Sigma. The conference will take place September 10-11, 2009 and include keynote speeches, breakout sessions, and workshops. On September 9th, there will be a pre-conference workshop on Lean Six Sigma White Belt Certification. The document provides details on session topics, speakers, registration fees, hotel accommodations, and CPE credits available for attendees.
This document provides information about the Budgeting & Forecasting Masters 2009 conference to be held September 28-30, 2009 in Philadelphia, PA. The conference will focus on improving budgeting and forecasting techniques and will provide up to 15 CPE credits. Sessions over the two day conference will address topics such as developing accurate forecasts with imperfect data, driver-based budgeting, risk reduction in forecasting, and streamlining organizational forecasting processes. Optional workshops on September 30 will focus on transitioning to rolling forecasts and modeling key business drivers. The conference will be held at the Radisson Plaza-Warwick Hotel in Philadelphia.
This two-day training seminar teaches project leadership skills, including how to effectively lead project teams, manage project change, improve communication and decision-making, and increase work productivity. Attendees will learn tools and techniques for managing their projects and teams through interactive sessions covering motivation, leadership styles, delegation, and risk management. The course is suitable for project managers, program managers, PMO managers, and others seeking to develop their leadership abilities.
This document provides information about a 5-day project management training seminar taking place from June 22-26, 2009 in Washington DC. The training will provide 35 PDUs and 30 CPE credits. Participants will learn project management methodology based on the PMBOK and will gain skills in defining and planning projects, tracking projects, defining goals and requirements, managing scope, and closing projects. The training will cover topics such as project initiation, organization, estimation, scheduling, risk management, team development, reporting, and closeout. It provides an agenda and descriptions for each day of the training.
- PTC Therapeutics announced two drug discovery deals worth up to $1.9 billion, including a $12 million upfront payment from Roche and an undisclosed option exercise by Celgene. Both deals center around PTC's GEMS technology platform.
- The Roche deal is worth up to $1.9 billion in milestones and royalties and involves finding molecules for 4 CNS targets. The Celgene deal involves an oncology target but financial terms were not disclosed.
- PTC's GEMS platform identifies small molecules that regulate post-transcriptional control mechanisms to increase or decrease protein production from difficult targets.
This document provides information about the Corporate Performance Management Training Forum 2010, which will take place from January 20-22, 2010 in Arlington, VA. The forum will provide up to 18 CPE credits and feature step-by-step training on building strategy maps, balanced scorecards, and initiative maps. Participants will learn best practices for performance measurement, reporting, and communication to improve organizational results. Sessions will include hands-on exercises using real examples. The training is intended for strategic planners, directors, analysts, and other professionals seeking to implement performance management frameworks.
The document provides information about a three-day conference on the use of force in law enforcement to be held January 25-27, 2010 in Arlington, VA. Attendees will learn how to interpret legal standards regarding use of force, examine lethal and non-lethal force options, address challenges to use of force policies, and implement practices to improve officer safety. Speakers will discuss topics such as liability, force reporting, in-custody deaths after use of force, and misconduct allegations. On the third day, attendees can choose to participate in a post-conference workshop on defensive tactics for law enforcement survival.
This two-day training on employee engagement will teach participants how to understand what drives employee engagement, discover causes of employee motivation and procrastination, and use social media to foster collaboration. The training will provide tools and best practices for listening to employees, providing feedback, and engaging a multi-generational workforce. Participants will learn how employee disengagement impacts productivity and costs organizations. They will earn up to 12 CPE credits for attending.
The document provides information about a two-day training on customer experience management to be held on January 25-26, 2010 in Arlington, VA. The training will teach attendees how to define customer experience intent, identify customer wants and needs, understand experience disconnects, engage employees, and utilize metrics to measure experience. Speakers will discuss experience design, execution, and achievement measurement. Attendees include C-level executives, VPs, managers and directors. In-house training and discounts are also available.
This document provides an agenda for a 4-day training seminar on Strategic Workforce Planning for Government. The training will teach participants how to create an effective human capital plan, build a system to support workforce excellence, manage workforce performance to drive results, and develop a blueprint for filling leadership pipelines. Specific topics that will be covered include assessing organizational readiness, developing meaningful performance metrics, succession planning, competency modeling, and knowledge transfer techniques. The goal is for participants to learn strategies and tools to identify and meet their agency's future talent needs through effective long-term workforce planning.
This document provides information about a four-day training event on strategic workforce planning for government. The training will cover topics such as creating an effective human capital plan, building a system to support workforce excellence, managing workforce performance to drive results, and developing a blueprint for filling leadership pipelines. Each day focuses on different modules and consists of sessions, workshops, and presentations from expert instructors. Attendees will learn strategies and tools to assess needs, develop plans, and implement initiatives to strategically manage their agency's human resources.
This document provides information about a four-day training event on strategic workforce planning for government. The training will cover topics such as creating an effective human capital plan, building a system to support workforce excellence, managing workforce performance to drive results, and developing a blueprint for filling leadership pipelines. It includes an agenda with learning objectives for each day. Participants will learn from experienced instructors and earn up to 24 CPE or 20 HRCI credits. The event will be held in Washington, DC in October 2009.
This document provides information about a four-day training event on strategic workforce planning for government. The training will cover topics such as creating an effective human capital plan, building a system to support workforce excellence, managing workforce performance to drive results, and developing a blueprint for filling leadership pipelines. It includes an agenda with learning objectives for each day. Participants will learn tools and strategies for assessing skills gaps, implementing succession planning, developing competency models, and creating human capital plans aligned with organizational goals. The instructors have experience in consulting for government agencies on human resources issues.
This document provides an agenda for a 4-day training on strategic workforce planning for government agencies. Day 1 focuses on creating an effective human capital plan, including identifying trends, assessing readiness, and key components of a plan. Day 2 covers workforce planning, establishing future requirements, gap analysis, and recruitment strategies. Day 3 is about developing relevant learning systems, managing knowledge, and the workforce of the future. Day 4 will build an implementation structure and system to support workforce excellence. The training aims to help participants develop and implement workforce plans to identify and meet future talent needs.
This 4-day training event focuses on strategic workforce planning for government agencies. The training will cover:
- Day 1: Creating an effective human capital plan, including identifying needs, assessing readiness, and developing meaningful performance metrics.
- Day 2: Planning for the future workforce, including workforce profiling, defining competencies, gap analysis, and recruitment strategies.
- Day 3: Managing knowledge and developing the future workforce, including learning systems, knowledge management, and succession planning.
- Day 4: Building a system to support workforce excellence, including implementation structures and organizational culture.
The training is intended to teach participants how to identify and meet their agency's future talent needs through effective workforce planning.
Government Performance Management Week was held from April 19-23, 2010 in Atlanta, GA. The event featured three interactive core courses on strategic planning, performance measurement, and performance-based budgeting. Attendees could receive up to 30 CPE credits. The courses taught strategies and best practices for linking organizational strategies to tangible results for taxpayers through strategic planning, performance measurement, and performance-based budgeting.
Human resource planning involves forecasting an organization's future human resource needs, determining how to meet those needs through various programs, and evaluating whether the programs are feasible given organizational objectives, environmental constraints, and costs versus benefits. The process includes assessing current and future labor demand and supply, identifying potential surpluses or shortages, and developing action plans to address imbalances through options like hiring, training, outsourcing, or layoffs. Effective HRP is important for strategic workforce management and controlling personnel costs.
This document provides information about Government Performance Management Week taking place April 19-23, 2010 in Atlanta, GA. The event will feature interactive courses on strategic planning, performance measurement, and performance-based budgeting. Attendees can receive up to 30 CPE credits. Course topics include developing strategic plans, identifying performance measures, and implementing performance-based budgeting. The event will be held at the Westin Buckhead Atlanta and rooms have been reserved at a discounted rate of $169 per night.
Government Performance Management Week is a four-day training event held in Arlington, Virginia from December 7-11, 2009. Attendees can receive up to 30 CPE credits by taking four interactive core courses on strategic planning, performance measurement, performance-based budgeting, and performance data assessment. The training features expert instructors and is intended for those involved in strategic planning, program management, budgeting, and performance analysis at all levels of government.
Government Performance Management Week is a four-day training event held in Arlington, Virginia from December 7-11, 2009. Attendees can receive up to 30 CPE credits by taking four interactive core courses on strategic planning, performance measurement, performance-based budgeting, and performance data assessment. The training features expert instructors and is intended for those involved in strategic planning, program management, budgeting, and performance analysis at all levels of government.
This document provides information about Government Performance Management Week, taking place December 7-11, 2009 in Arlington, VA. It will feature three interactive core courses on strategic planning, performance measurement, and performance-based budgeting. Attendees can receive up to 30 CPE credits. The courses will be taught by experts in the fields and provide practical instruction on developing strategic plans, performance measures, and integrating performance and budget information. Registration is available online or by phone. Early bird and group discount rates are available.
This document provides information about Government Performance Management Week, taking place December 7-11, 2009 in Arlington, VA. It will feature three interactive core courses on strategic planning, performance measurement, and performance-based budgeting. Attendees can receive up to 30 CPE credits. The courses will be taught by experts in the fields and provide practical instruction on developing strategic plans, performance measures, and integrating performance and budget information. Registration is available online or by phone. Early bird and group discount rates are available.
The document provides information about various certification programs offered by Middle Earth Consultants and Carlton Advanced Management Institute. The programs cover topics such as learning and development, organizational development, performance management, compensation and benefits, recruitment, and human resources generalist skills. Details are provided about the topics covered, duration, and prices for each certification program being offered in March through June 2011 in Mumbai, India.
The document provides information about various certification programs offered by Middle Earth Consultants Pvt. Ltd. in 2011. The programs cover topics such as learning and development, organizational development, compensation and benefits, recruitment, performance management, and HR generalist. Each certification program listing includes the program name, dates offered in March-June 2011, price, and a brief description of what participants will learn. The document also includes information about partner organizations such as Carlton Advanced Management Institute and Asian HR Board.
The document provides information about various certification programs offered by Middle Earth Consultants Pvt. Ltd. in 2011 across India. The programs cover topics related to human resources, training, organizational development, and performance management. They range from 1-3 days and cost between Rs. 18,500 to Rs. 25,000 plus taxes. The calendar also lists the months in which each program will be offered. Partner organizations providing these programs include Carlton Advanced Management Institute and the Asian HR Board.
The document provides information about various certificate programs offered by Middle Earth Consultants Pvt. Ltd. in India between January and June 2011. The programs cover topics related to human resources, training, organizational development, and performance management. They range in price from Rs. 18,500 to Rs. 25,000 depending on the specific program. A calendar lists the programs being offered each month along with the dates and prices. The document also provides brief descriptions of the organizations partnering to offer the programs.
Online PMP Training Material for PMP Exam - Human Resources Management Knowle...GlobalSkillup
Human Resource Management Knowledge Area in Project management defined by PMBOK 5th Edition by Project Management Institute (PMI). Provided by GlobalSkillup.com towards PMP Certification Exam.
Learning Innovation is becoming a top priority for many businesses. There are strategic ways to develop an innovation learning strategy tailored to each organization's unique needs and goals. This involves analyzing the current state, aligning on solutions, and creating an implementation plan. New technologies also provide innovative learning solutions, such as augmented reality, virtual worlds, and mobile learning through tablets. Developing an innovation culture and providing skills training can support organizational change initiatives.
The document provides information about various certification programs offered by Middle Earth Consultants Pvt. Ltd. in 2011. The programs cover areas such as learning and development, organizational development, compensation and benefits, recruitment, performance management, and HR generalist. Each certification program listing includes the program name, dates offered, location as Bangalore, India, topics covered in the program, and price. Additional information is provided on Middle Earth Consultants, Carlton Advanced Management Institute, USA, Asian HR Board, and contact details.
This document is an image file without any text content. Therefore, I am unable to provide a meaningful summary in 3 sentences or less based on the information given. The document appears to be an image but I cannot determine the subject or essential details of the image from the file itself.
The document discusses five common workplace legal pitfalls and provides strategies to avoid them. It addresses issues related to employee classification, health and safety litigation, equal employment opportunity laws, social media use, and limiting supervisor liability. For each pitfall, it provides tips such as carefully auditing employee classifications, establishing clear expectations and accountability, asking consistency questions during EEO investigations, defining appropriate social media use policies, and conducting harassment training for supervisors.
This document provides information about a two-day conference on applying Lean Six Sigma methodology to improve IT processes and drive business results. The conference will provide an overview of Lean Six Sigma and the DMAIC process, techniques for selecting and managing Six Sigma projects in IT, and case studies on implementing Six Sigma in IT departments. Sessions will also address change management, integrating Six Sigma with ITIL, and migrating from waterfall to lean development models. Attendees can earn up to 18 CPE credits. The conference will be held in Arlington, VA on September 29-30, 2010.
The document discusses a Lean Six Sigma conference for IT professionals to be held from September 27-30, 2010. The conference will provide 18 CPE credits and optional yellow belt certification. Attendees will learn how to apply Lean Six Sigma methodology to improve IT processes and drive business results. They will gain tools to continuously improve work through problem solving. The yellow belt track on September 27-28 will cover Lean Six Sigma concepts and techniques to define, measure, analyze, improve and control processes.
This 3-day course provides comprehensive exam preparation for the Project Management Professional (PMP)® certification exam. Participants will learn the essential terminology, tools, and techniques to navigate the five process groups and nine knowledge areas of the PMBOK® Guide. The course covers key topics like scope, time, cost, quality and risk management, and communication skills. Participants receive a complimentary copy of the PMBOK® Guide and take practice questions and a full-length mock exam to prepare for the real PMP® exam.
The document discusses a Lean Six Sigma conference for IT professionals to be held from September 27-30, 2010. The conference will provide 18 CPE credits and optional yellow belt certification. Attendees will learn how to apply Lean Six Sigma methodology to improve IT processes and drive business results. They will gain tools to continuously improve work through problem solving. The yellow belt track on September 27-28 will cover Lean Six Sigma concepts and techniques to define, measure, analyze, improve and control processes.
This document provides information about a two-day conference on applying Lean Six Sigma methodology to improve IT processes and functions. The conference will provide an overview of Lean Six Sigma and the DMAIC process, discuss specific case studies, and offer a pre-conference certification option. Sessions will address topics such as change management, process transformation, and integrating Six Sigma with other frameworks like ITIL. Attendees will learn techniques for enhancing the quality, efficiency and results of their IT operations through Lean Six Sigma.
This document provides information about a 3-day training course on preparing for the Project Management Professional (PMP) certification exam. The course will cover the key concepts and processes needed to understand the PMP exam, provide sample questions and a practice exam, and help attendees create a personalized study plan. It will be held in Arlington, VA in October 2010. Attendees will learn about the latest PMBOK guide, tips for passing the exam, and how to apply and prepare to take the PMP exam.
This document provides an agenda for a three-day training on implementing a balanced scorecard for government. The training will cover developing a strategy map, identifying key performance measures, building balanced scorecards, setting targets, and creating strategic initiative maps. Attendees will learn best practices for rolling out a balanced scorecard and creating a strategy-focused organization through presentations, exercises and case studies.
This 3-day training event provides government employees with the skills to implement a balanced scorecard performance management system. Attendees will learn how to create strategy maps, develop performance measures, link individual performance plans, and build organizational strategies. The training will cover building scorecards, setting targets, prioritizing initiatives, and communicating results. Attendees can earn 18 continuing education credits, and the training is offered at the Performance Institute in Arlington, VA from October 18-20, 2010.
The document announces an environmental performance summit to be held from June 28-30, 2010 in Arlington, VA. The summit will focus on measuring and improving environmental performance in government through workshops on developing quality performance measures, performance-based budgeting, and selecting the right performance measures for environmental programs. Featured speakers will discuss renewable energy contributions to environmental sustainability and innovations for utilizing performance measures. Attendees include environmental managers, specialists, researchers, and sustainability coordinators.
The document describes a Lean Six Sigma Yellow Belt certification course that will teach participants to apply Six Sigma tools and the DMAIC process to solve organizational challenges and improve processes. The 2-day course will cover Six Sigma concepts and methods, process mapping, project management, and tools for defining problems, measuring performance, analyzing causes of defects, improving processes, and controlling gains. Attendees will learn techniques to support continuous improvement through team problem solving and complete a work-related project.
The document announces an upcoming training event on auditing and evaluating government program performance held from September 27-30, 2010 in Arlington, VA. The event features two interactive courses on performance auditing and program evaluation. Performance auditing focuses on achieving maximum impact through relevant program measures and improving program objectives. Program evaluation teaches how to determine if a program is accomplishing its intended outcomes and how to build an evaluation system. Attendees will learn how to use performance information to drive decision making and capture accurate data to prove government programs are achieving their goals.
The document announces an upcoming training event on auditing and evaluating government program performance held from September 27-30, 2010 in Arlington, VA. The event features two interactive courses on performance auditing and program evaluation, with the goal of helping participants use performance information to drive decision making and prove that government programs are achieving intended outcomes. The performance auditing course will cover creating successful auditing strategies, developing relevant program measures, and learning how to improve program objectives. The program evaluation course will teach how to determine if a program is accomplishing its goals and how to build an evaluation system within an organization.
The document describes two interactive courses on performance auditing and program evaluation taking place from September 27-30, 2010 in Arlington, VA. The performance auditing course will focus on creating strategies to improve performance auditing and developing relevant program measures. The program evaluation course will teach how to determine if a program is achieving its intended outcomes and how to build an evaluation system. The courses will provide techniques for using performance data to drive decision making, assessing risks and vulnerabilities, developing audit objectives, and selecting appropriate data collection and analysis methods. Attendees include government auditors, inspectors general, program managers, and other professionals.
The document discusses a Lean Six Sigma conference for IT professionals to be held from September 27-30, 2010. The conference will provide 18 CPE credits and optional yellow belt certification. Attendees will learn how to apply Lean Six Sigma methodology to improve IT processes and drive business results. They will gain tools to continuously improve work through problem solving. The yellow belt track on September 27-28 will cover Lean Six Sigma concepts and techniques to define, measure, analyze, improve and control processes.
This document provides information about a two-day conference on applying Lean Six Sigma methodology to improve IT processes and functions. The conference will provide an overview of Lean Six Sigma and the DMAIC process, discuss specific case studies, and offer a pre-conference certification option. Sessions will address topics such as change management, process transformation, innovation, and combining Six Sigma with the ITIL framework. Attendees include IT professionals seeking to enhance quality, efficiency and results. CPE credits are offered.
This document provides an agenda and information for the "Budgeting and Forecasting Conference 2010" event being held from September 13-15, 2010 in San Diego, CA. The agenda outlines keynote speeches and sessions on each day that will discuss implementing tools for budgeting and forecasting, utilizing balanced scorecard techniques, developing rolling forecasts, and identifying key business drivers to improve forecasts. A post-conference workshop on September 15th will focus on modeling and forecasting key business drivers. The document provides information on registration, CPE credits, hotel accommodations, and pricing for the conference and workshop.
The document provides information about a conference on implementing balanced scorecards effectively that will take place from August 23-25, 2010 in Washington DC. The conference will include workshops on the first day covering balanced scorecard fundamentals and using business intelligence to enable strategy-aligned scorecards. Day two will focus on developing key measures and cascading scorecards throughout an organization. Speakers will provide guidance on topics such as change management, strategy mapping, monitoring performance, and motivating employees. Attendees include CEOs, CFOs, and other executives seeking to transform strategy into action using balanced scorecards.
This document provides information about a 5-day training seminar on project management titled "Project Management for Results". The seminar will be held from October 4-8, 2010 in Arlington, VA and offers 35 PDUs and 30 CPE credits. Over the 5 days, participants will learn about project initiation, planning, execution, closing, tracking projects, using earned value management tools, understanding the project life cycle, developing estimates and schedules, and more. The seminar is aimed at project managers, program managers, procurement managers, IT specialists, and others involved in project management. Attending the seminar will help professionals bring projects from initiation to execution, develop performance measurements, understand factors for improving troubled projects, and prepare
1. Strategic Workforce Planning for Government 20 HRCI Credits
Earn up to
Earn up to 24 CPE Credits
Strategic Workforce
Planning for Government
Develop and Implement Workforce Plans that Identify and Meet the Future Talent Needs of Your Agency
October 19–22, 2009 | Washington, DC
You Will Learn How to:
Create an Effective Human Capital Plan Manage Workforce Performance to Drive Results
Identify the key components and processes for creating and Align your HR leadership approach and your managers’ skills
executing a human capital plan to get the best from your workforce
Build a System to Support Workforce Excellence Develop a Blueprint for Filling Your Leadership Pipeline
Learn how to develop the HR structures that enable your Create a roadmap to close the gap between the current
workforce to stay mission focused capability and the future needs
www.PerformanceWeb.org 1
www.PerformanceWeb.org
1
2. Strategic Workforce Planning for Government
Day One: October 19, 2009
Who
Should Attend: Create an Effective Human Capital Plan
8:30
Registration and Continental Breakfast
• Human Resource Directors
9:00
• Human Capital Specialists
Module I. Understand the Trends in Human Capital Planning at the
• Training and Development Federal, State and Local Level
Specialists • Learn the current changes and themes in human capital research and practice
• Personnel Directors • Identify the factors driving your organizational need for strategic planning
• Training Officers Module II. Assess Organizational Readiness
• Identify the current critical HC needs and make an effective business case
• Create a strategy to garner stakeholder support required for success
Top 5 Module III. Identify the Key Components and Process of a Human
Capital Plan
Reasons to Attend: • Align your human capital plan with your organization’s mission and goals
• Apply a methodology for creating a human capital plan
1. Learn How to Strategically Module IV. Develop Meaningful Human Resource Performance
Engage Your Entire Metrics and Targets
Workforce • Measure how the HR function is advancing and supporting the mission of the organization
• Practice using measures for data based decisions
2. Discover How to Address
• Apply a standardized methodology for defining your measures and collecting the data
Mission Critical Occupations
and Competencies
Module V. Identify Innovative Initiatives and Benchmarks for
3. Gain an Understanding of the HR Function
Knowledge Transfer Tools
• Learn about relevant, pragmatic applications that work
and Techniques
• Utilize performance measures to improve your competitive edge
4. Identify Innovative Initiatives
and Benchmarks for Your Module VI. Create an Implementation Structure
Organization
• Develop systems and structures to support the implementation of your human capital plan
5. Develop an Organizational • Define the roles and responsibilities for key stakeholders to ensure implementation occurs
Culture that Supports
4:00
Workforce Excellence
Day One Adjourns
www.PerformanceWeb.org 2
2
3. Strategic Workforce Planning for Government
Day Two: October 20, 2009
Build a System to Support Workforce Excellence
“I appreciated the
8:30
interactive dialogues Registration and Continental Breakfast
that served as good
Module I. Learn How to Develop and Sustain an Organization
learning experiences” Climate that Supports Workforce Excellence
Tim Clapham, Director of Human • Discover the truth about employee satisfaction and productivity
Resources, Department of Conservation • Learn how to collect and use employee feedback to facilitate organizational change
and Natural Resources
Module II. Develop Behavioral and Technical Competencies
• Define the characteristics most critical for success
• Apply proven competency models that impact organizational performance
Module III. Develop an Effective On-Boarding Process
• Learn about new employee orientation best practices
• Identify effective probationary strategies that promote individual and organizational success
Module IV. Develop Relevant Learning Systems
• Learn the characteristics of learning organizations
• Identify a variety of systems or models that deliver ROI
4:00
Day Two Adjourns
www.PerformanceWeb.org 3
3
4. Strategic Workforce Planning for Government
Day Three: October 21, 2009
Manage Workforce Performance to Drive Results
“The course was
8:30
very timely for our Registration and Continental Breakfast
organization. I will
Module I. Recruitment and Retention Strategies
bring back information • Get the right people on the bus and in the right seats
for discussion and • Learn strategies for getting the “good ones” to stay
improvement in our Module II. Develop Effective Accountability Systems
processes” • Learn about innovative recognition and incentive programs
• Examine the pros and cons of pay for performance
Jennifer Luttjohann, Deputy HR Officer,
VA Health Revenue Center • Identify effective components in performance appraisal systems
Module III. Manage the New Workforce
• Understand how generational issues impact the new workforce
• Utilize non-traditional management techniques for a non-traditional workforce
4:00
Day Three Adjourns
www.PerformanceWeb.org 4
4
5. Strategic Workforce Planning for Government
Day Four: October 22, 2009
Develop a Blueprint for Filling Your Leadership Pipeline
“There is immediate
application for me 8:30
Registration and Continental Breakfast
as I explore talent
management in relation Module I. Succession Planning
• Forecast future workforce requirements for key staff
to a recently completed • Evaluate your bench strength and identify high performers
workforce plan” • Provide opportunities that will increase competitiveness
Claudette Grant Joseph, Workforce
Development Officer, CDC Module II. Scenario Planning for Future Skills Assessment
• Identify the workforce competencies required based on future requirements
• Plan for the future without pre-selection
Module III. Gap Analysis from Today’s Workforce to
Tomorrow’s Requirements
• Assess future requirements against current capability
• Create a roadmap for executing a plan to close the gap between the current capability
and the future needs
Module IV. Knowledge Management
• Explore methods to capture and reuse organizational knowledge
• Enable more efficient access, shaping and usage of accumulated knowledge as a means
of increased organizational performance
4:00
Day Four Adjourns
www.PerformanceWeb.org 5
5
6. Strategic Workforce Planning for Government
Course Instructors
Lou O’Boyle
“It is not just training Lou O’Boyle is an organizational development consultant working with government
and non-profit organizations. The focus for all services provided is to improve
– it is education and performance and results while building the client’s internal capacity. Prior to starting
growth” her own business in 2001, Lou had over 15 years of government experience. As a
consultant, Lou has worked with many organizations in the areas of human capital
Merry Dawson Bown, planning, performance management, process improvement and the establishment of
Senior Analyst, FBI learning systems that support organizational goals. Lou holds a Bachelor’s degree
in Psychology from Virginia Commonwealth University and serves as the Chair of the
Learning Council for the Alliance for Innovation
Terrie Glass
Terrie Glass has over 20 years of experience in organizational leadership, training
and consultation. She has designed training materials and conducted workshops
for all levels of employees, with an emphasis on leadership development, human
capital management and organizational effectiveness. She is a keynote speaker
on topics that focus on maximizing individual and team potential. Her clients have
included public sector agencies as well as large and small private organizations.
Terrie worked in local government human services for 20 years. She holds a masters
degree in social work from Virginia Commonwealth University and is now an adjunct
faculty member at VCU.
Tim Griles
Tim Griles is founder of Human Dynamics Consulting, LLC, a consulting firm that
focuses on increasing the interpersonal effectiveness necessary to drive business
results. Tim’s subject matter expertise is in how people interact and solve problems
to accomplish work in organizations. This knowledge has driven his workshop
content to include Conflict Management, Giving and Receiving Feedback, Effective
Meeting Management, Project Management, Coaching for Performance, Creative
Problem Solving and Leading Change. He uses coaching and team facilitation in
his curriculums and skill-building workshops. Tim received his Bachelors in Business
Administration from Virginia Commonwealth University, and has completed Masters
level work in Human Resource Development through George Washington University.
www.PerformanceWeb.org 6
6
7. Strategic Workforce Planning for Government
Bring this Program In-House!
Sponsorship One of the more popular vehicles for accessing the Institute’s educational offerings is the
Oportunities delivery of on-site trainings and management facilitations. Bringing a training or facilitation
in-house gives you the opportunity to customize a program that addresses your exact chal-
lenges and provides a more personal learning experience, while virtually eliminating travel
expenses. Whether you require training for a small group or for an organizational-wide
initiative, the advanced learning methods employed by The Performance Institute will create
As a conference and training
an intimate training atmosphere that maximizes knowledge transfer to enhance the talent
provider, The Performance within your organization.
Institute is an expert in bringing
together leaders to share and Customization
discuss best practices and We realize that not all obstacles can be overcome by applying an “off-the-shelf solution”.
innovations. We connect While many training providers will offer you some variation of their standard training, The
decision-makers with respected Performance Institute’s subject matter experts will work with you and your team to examine
your programs and determine your exact areas of need. The identification of real life ex-
solution providers.
amples will create a learning atmosphere that resonates with participants while at the same
time providing immediate return on your training investment. Using interactive exercises that
employ actual projects or scenarios from your organization, instructors can address specific
The Institute offers five different
challenges and align the curriculum of each session to your objectives. While the majority
pre-designed sponsorship of on-site trainings are focused on smaller groups, The Performance Institute also has the
packages: ability to accommodate organizational-wide training initiatives. Utilizing multiple instructors,
The Institute has the capacity to deliver courses to groups of up to 300 participants per day.
• Event Co-Sponsor
• Session Sponsor Areas of Expertise
• Luncheon Sponsor On-site delivery of single courses, certification programs and entire packages of specialized
courses are available in the following areas:
• Cocktail Hour Sponsor • Strategic Planning
• Exhibit Booth Sponsor • Performance Measurement
• Project Management
• Lean Six Sigma
For more information on
• Workforce Management
sponsorships or to get started, • Performance-Based Budgeting
contact Jessica Ward at • Performance-Based Contracting
202-739-9707 or • Performance Reporting
Jessica.Ward@PerformanceInstitute.org • Program Evaluation
• Administrative Management
• Leadership and Change
For more information about in-house training options available to you, please contact
Jennifer Mueller at 202-739-9619 or email her at Jennifer.Mueller@PerformanceInstitute.org.
www.PerformanceWeb.org 7
7
8. Strategic Workforce Planning for Government
Logistics & Registration Registration
1. ONLINE at www.PerformanceWeb.org
Venue & Hotel 2. VIA FAX to 866-234-0680
Strategic Workforce Planning for Government will be held at The Performance Institute in
3. VIA PHONE to 877-992-9521
Arlington, VA, just one block east of the Courthouse Metro stop on the Orange Line. A public 4. VIA MAIL to 805 15th Street NW, 3rd Floor
parking garage is located just inside of the building for $10/day. Continental breakfast, lunch Washington, D.C. 20005
and refreshments will be provided for delegates on each day.
Yes! Register me for The 2008 Strategic Workforce Planning for
The Performance Institute
Government Week
1515 North Courthouse Rd., Suite 600
Arlington, VA 22201
Register me for Day 1: Create an Effective Human Capital Plan
703-894-0481 Register me for Day 2: Build a System to Support
A limited number of rooms have been reserved at the Arlington Rosslyn Courtyard by
Workforce Excellence
Marriott at the prevailing rate of $209.00 until April 6, 2009. Please call the hotel directly Register me for Day 3: Manage Workforce Performance to
for reservations and reference code Strategic Workforce Management Week. The hotel is Drive Results
conveniently located three blocks from the Rosslyn Metro station. Please ask the hotel about a Register me for Day 4: Develop a Blueprint for Filling Your
complimentary shuttle that is also available for your convenience.
Leadership Pipeline
Arlington Rosslyn Courtyard by Marriott
Please call me. I am interested in a special Group Discount for my team
1533 Clarendon Blvd.
Arlington, VA 22209
Phone: 703-528-2222 Delegate Information
Phone: 1-800-321-2211
http://www.CourtyardArlingtonRosslyn.com
Hotel and travel costs not included in conference tuition.
Name Title
Tuition & Group Discounts
The tuition rate for attending Strategic Workforce Management Office Organization
Entire Week $1999
Attend a single day $799
Address
The Performance Institute offers reduced tuition to groups of three or more.
For more information, please contact Melvin Hall at 202-739-9630 or
Melvin.Hall@PerformanceInstitute.org.
City State Zip
HRCIs
Human Resource Certification Institute Telephone Fax
HRCIs: 20
The Performance Institute is registered with HR Certification Institute, Society for Human Resource
Management as a sponsor of continuing professional education, both PHR and SPHR designations. For
more information about certification or recertification for human resources professionals, please visit Email
the HRCI homepage at www.hrci.org.
Payment Information
CPE Credit
o Check o Purchase Order / Training Form o Credit Card
Delivery Method: Group-live
Program Level: Beginner
Prerequisites: None
Advanced Preparation: None Credit Card Number Expiration Date
CPE Credits: 6 per day
The Performance Institute is registered with the National Association of State Boards of Accountancy
(NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors.
Name on Card 3 Digit Card verification #
State boards of accountancy have final authority on the acceptance of individual courses for CPE
credit. Complaints regarding sponsors may be addressed to the National Registry of CPE Sponsors,
150 Fourth Avenue North, Nashville, TN 37219-2417. Website: www.nasba.org
Billing Zip Code
Cancellation Policy Payment must be secured prior to the conference. If payment
For live events: The Performance Institute will provide a is not received by the conference start date, a method of
payment must be presented at the time of registration in order Please make checks payable to: The Performance Institute
full refund less $399 administration fee for cancellations
four weeks before the event. If cancellation occurs within to guarantee your participation at the event. Priority Code: W215-WEB
two weeks prior to conference start date, no refund will be
issued. Registrants who fail to attend and do not cancel Quality Assurance
prior to the event will be charged the entire registration fee.
The Performance Institute strives to provide you with the most
For webinars: The Performance Institute will provide a full productive and effective educational experience Note: As speakers are confirmed six months before the Discounts
refund less $50 administrative fee for cancellations four weeks possible. If after completing the course you feel there is some event, some speaker changes or topic changes may occur • All ‘Early Bird’ Discounts must require payment at time of
before the event. If cancellation occurs within two weeks prior way we can improve, please write your comments on the in the program. The Performance Institute is not responsible registration and before the cut-off date in order to receive
to conference start date, no refund will be issued. Registrants evaluation form provided upon your arrival. Should you for speaker changes, but will work to ensure a comparable any discount.
who fail to attend and do not cancel prior to the meeting will feel dissatisfied with your learning experience and wish to speaker is located to participate in the program.
• Any discounts offered whether by The Performance Insti-
be charged the entire registration fee. request a credit or refund, please submit it in writing no later
If for any reason The Performance Institute decides to tute (including team discounts) must also require payment
than 10 business days after the end of the training to:
All the cancellation requests need to be made online Your cancel this conference, The Performance Institute accepts at the time of registration.
confirmation email contains links to modify or cancel The Performance Institute: Corporate Headquarters no responsibility for covering airfare, hotel or other costs • All discount offers cannot be combined with any
registrations
registrations. Please note that the cancellation is not final
final 805 15th Street NW, 3rd Floor incurred by registrants, including delegates, sponsors other offer.
until you receive a written confirmation. Washington, D.C. 20005 and guests. • Discounts cannot be applied retroactively
8