Online Interactive Workshop Series

Human Capital Source's "How To" series of interactive workshops includes guides and worksheets to help your organization manage more cost effectively in tough times. Practical solutions are offered to keep your organization ahead of the competition. As the economy begins to bounce back you will be on top of the curve.

• How to Ensure Your Future. This workshop covers advanced workforce and succession planning. July 28 @ 2:00 PM EDT

• How to Convert Costly Processes to Structural Capital. This workshop teaches how to design HR service processes that guarantee added business value. September 15 @ 2:00 PM EDT

• How to Build the Best Talent Base. This workshop takes your organization through the design of an integrated Total Rewards, Engagement and Retention system. October 20 @ 2:00 PM EDT

• How to Design a Predictive Measurement System. This workshop shows how to change from siloed reports of the past to an integrated display of current and future outcomes. November 18@ 2:00 PM EDT

The HOW TO Human Capital Management Series
1 hour online workshops
Worksheets included
Price: $195 per connection

Ensuring Your Future: How to Shift from Gap Analysis to Strategic Capability Planning

How important is human capital planning for the success of your business? According to a national survey of CFOs planning is:

• Most important factor: 43%
• One of the top two or three factors: 48%

Source: 2006 survey of CFOs in CFO Online

• Shift from an annual fill the hole model to a flexible, live system that ensures you have the skills needed no matter what turns the market may take
• Segment job groups into four categories and prioritize then assuring optimum return on your development programs
• Build a succession planning system that correlates with and supports top line growth

• HR Generalists
• Business Analysts
• Workforce Analysts

• Mission Critical
• Differentiating
• Operational
• Movable

• Single sourcing versus multiple sources
• Direct feed versus manual input
• Data requirements and scope

CONCLUSION: How to build a plan that is practical, customized, scalable and live

"Companies with active planning systems are enjoying much better than average revenue per employee and profitability...and have lower turnover."

Source: Workforce Intelligence Report July 2006. Workforce Intelligence Institute.

The HOW TO Human Capital Management Series
1 hour online workshops
Worksheets included
Price: $195 per connection

How to Convert Costly Processes to Structural Capital

This workshop guides you through how to design HR service that guarantee added business value.

Making the Case for Investment The competition is tough and you feel increasing pressure to improve one or more of your processes to help the company stay competitive. Maybe it is:

• a new hiring strategy or
• additional investments in learning and development programs or
• higher levels of key personnel retention

Funding is scarce. You will get only one chance to make your case. What data do you have to show the CEO that you are using the most cost effective methods and sources to run your processes now and can improve that in the future?

Process Optimization Processes are expensive, but human capital analytics converts them into demonstrable values. In this workshop you learn how to hire, keep and develop the best talent

• improve new hire quality
• generate revenue through development programs
• increase retention of mission critical personnel
• onboard new hires in a way that excites them and accelerates their performance
• prove you are managing in the most cost effective manner

Have you ever applied predictive analytics to uncovering and demonstrating the value of your services? After this workshop you will be able to shift HR from being a cost center to a place that adds tangible value and can prove it.

The HOW TO Human Capital Management Series
1 hour online workshops
Worksheets included
Price: $195 per connection

How to Build the Best Talent Base

Designing a Total Rewards, Engagement and Retention Program

This workshop takes your organization through the design of an integrated Total Rewards, Engagement and Retention system.

Employees are People, Not Programs. Employees are not divisible into pay, engagement and retention. They are each a single person who integrates all that an organization does to them. Top performance and tenure comes from a single management approach.

Building Your Talent Base describes how talent management has an integrated framework rather than being a series of disconnected programs. Pay, benefits, development, incentives, recognition and turnover are all interactive and interdependent. You build your talent base by aligning:

• vision
• brand
• strategy
• culture
• HR services

Key Learning Points. In this workshop you:

• learn how to synchronize pay, engagement and retention programs for optimum value
• hear where pay fits into engagement and retention
• see our research on why people join, stay and leave by linking psychological and economic considerations
• learn now to stop the gradual erosion of employee trust and commitment

The HOW TO Human Capital Management Series
1 hour online workshops
Worksheets included
Price: $195 per connection

How to Design a Predictive Measurement System

This workshop shows how to upgrade from siloed reports of the past to an integrated display of current and future outcomes.

Current Measurement and Reporting Systems focus on results of past HR processes. They seldom link those results to their effect on business goals. The past is not manageable and HR’s work certainly affects the business.

Rather than collecting and reporting disconnected data from the past you show what is important to running the organization today and tomorrow. Here you learn how to:

• Tie together a measurement and reporting system that shows connections across HR functions and with corporate outcomes
• Explain the relationships and effects among strategic, operational and leading indicators
• Predict what is likely to happen based on current condition and investment decisions

Content Includes examples of over two dozen corporate and HR formulas that show how human capital is linked to the business. Examples are:

• Relationship of revenue and profits to labor costs, benefit trends, employee headcount changes
• HR operating costs, time to deliver, number of employees served and satisfaction levels
• Intangibles such as readiness, leadership, engagement and employer branding

Most importantly you are able to explain to management what is important and how to make decisions around human capital that will have positive effects on the enterprise.