HR Generalist School


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Announcing the HR Generalist School & 2011 Faculty

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HR Generalist School

  1. 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. 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 ( 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
  3. 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
  4. 4. HR Generalist School Focus AreasPerformance Management and Getting Talent Management and Rebuilding and Driving Change to Get New ResultsStrategic Results Maintaining Bench Strength HR Generalists tasked with changeHR Generalists tasked with performance HR Generalists tasked with talent management management initiatives must be able to createmanagement 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 futureis on the individual, team, or organizational management covers a wide spectrum: from state. A successful change managementlevel. Successful initiatives in performance the focus on development of high potentials initiative has stakeholders who are willing tomanagement can increase productivity, to managing the entire employee population. accept change in order to get to the desiredprofitability, 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 processesFor more information or to register, call ( 781.402.5555 or visit 8
  5. 5. Learning TeamsEmployee Engagement and Leadership Development and Creating Learning teams are a daily forum whereEstablishing Trust the Future critical introspection takes place. Each individual will apply what she or heHR Generalists tasked with raising HR Generalists tasked with leadershipemployee 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 fellowcommitment to work. This means building across the organization. Successful leadership participants.engagement to help accomplish the vision development initiatives develop a benchmarkof the organization. A successful employee of current and future leaders who possess the Learning team topic discussions willengagement initiative results in an employee desired abilities and attitudes that can createthat 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 skillsorganization, benefits internal and externalcustomers, and results in financial success for • coaching skillsthe organization. • explore learner and leader characteristics • getting buy-in from seniorIn 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 initiativesFor more information or to register, call ( 781.402.5555 or visit 8
  6. 6. 200 Wheeler Road Burlington, MA 01803Powerful skills to help the HR Generalist get the job done.Call 781.402.5555 or visit to learnmore about this exciting new opportunity. 0680.11