Program Summary: Effectively managing and motivating others requires a deeper understanding of their personal styles, preferences and internal motivators. This session will cover: An understanding of the 8 psychological types Understanding intrinsic motivators Understanding motivational blockers (de-motivators) You Will Learn: • How to create the best environment for each employee • How to motivate each employee and eliminate their blockers Who Should Attend: Mid-level to senior professionals

Program Summary: More and more organizations are increasingly creating internal consultancy roles. In this dynamic, lively webinar, participants will learn how to be an effective negotiator to gain buy in and ensure their points are getting across. A general appreciation of the role of the internal consultant and the challenges they most often face will be explored. You Will Learn: • Why do organizations increasingly create internal consultancy roles? • What specific challenges and tensions do people experience in these roles and how do they overcome this? • How are internal consultants developed and how do they gain credibility and needed buy in? • Is the internal consultants role different from the externals? • How is it possible to be a consultant when you are part of the team to which you consult? Who Should Attend: HR specialists, HR generalists, HR business partners, Senior HR consultants, Employers/Supervisors/Managers and Small business owners.

Program Summary: Employers with foreign candidates and temporary foreign workers (TFWs) applying for permanent residence will now need to obtain Labour Market Impart Assessments to support most of those permanent residence applications. There are two types of LMIAs that potentially support permanent residence applications: 1) temporary LMIAs to support work permits; and, 2) permanent LMIAs, required even for some applicants who would be LMIA-exempt for the purpose of a work permit. This webinar is for professionals with intermediate to advanced experience with LMIAs (formerly LMOs) and will identify new procedure and policy announced since December 01, 2014. You Will Learn: • Options for Foreign Workers to become Permanent Residents • Identify new and unpublished ESDC LMIA policies for temporary and permanent LMIAs • Identify when an LMIA is necessary to support a candidate or employee’s permanent residence application • Review Express Entry procedure • Identify risks in the LMIA process for employers. Who Should Attend: HR Professionals seeking to stay current on Canadian Immigration law and processes, or anyone involved in recruitment of foreign workers. This webinar is for professionals with intermediate to advanced experience with LMIAs (formerly LMOs).

Program Summary: If you are like many organizations out there you likely do not have the resources to hire full time compliance officers, or buy and implement governance, risk and compliance software suites. However, you likely have some form of training to ensure employees understand how to remain compliant to industry and/or government regulations. With the advent of hosted, open learning and talent management systems, executives in mid-sized companies can tackle compliance training and get the benefit of aligning individual employee performance with corporate strategy. Join us on February 25th for the 7 Step Compliance Process to ensure your organization not only remains complaint but turns it into a competitive advantage. You Will Learn: • How to turn the increasing compliance burden in to a competitive advantage • How to effectively communicate the importance of compliance regulations to employees • How to align compliance training to performance management and corporate strategy • How to execute compliance training so it ‘sticks’ • How to maintain compliance programs so that compliance is continually met Who Should Attend: HR Managers and Mid-market CEOs. If your organization doesn't have the resources to hire full-time compliance officers then this webinar is for you. Join us on February 25th and learn how to streamline the tasks and duties of a full-time compliance officer so that you not only avoid costly fines, but turn increasing compliance standards into a competitive advantage through well-informed employees.

Program Summary: Management of attendance issues in the workplace can present a variety of challenges. In this session, we will cover issues related to attendance management in both unionized and non-unionized workplaces, including implementation of policies, human rights challenges, termination for non-culpable absenteeism, and frustration of contract. You Will Learn: • Innocent vs Culpable: How do you tell and why are they treated differently? • Accommodation and Statutory Rights to be Absent • Drafting an Attendance Policy: What to include, what to avoid • Case Law Update • Union vs Non-union

Program Summary: Nowadays employees expect to be covered under an employer-sponsored group benefits plan, and employers must offer a minimum level of coverage in order to attract and retain employees – to remain competitive in their industry. However, employee appreciation for this coverage is generally very low, regardless of the level of coverage provided. This is largely due to the lack of communication, or quality and frequency of the communication provided to employees. An effective communication strategy is imperative for employers to get the desired ROI for their benefits investment, while increasing employee morale and productivity. This webinar will help you get there. You Will Learn: • How to increase your employees’ understanding and value of the plan and the employer investment made on their behalf • How to reduce/eliminate employer liabilities relating to benefits coverage • How effective communication helps with the management/operation of the plan • The best times and methods to communicate with employees to increase engagement Who Should Attend: All Levels: HR professionals, Change Management professionals, Health & Wellness coordinators, and any professional responsible for employee benefits plans (i.e. small business owners/CFOs/controllers and payroll professionals).

Program Summary: With modern technology, it increasingly seems that our private and work lives are merging. Employees use company cell phones for personal calls, use office computers for Facebook, and may even have a home office where they store corporate records and files. With this new workplace dynamic, what are employers entitled to access? Can they view emails, browser history and search computer cookies? For that matter, what can employees request from their employers? This timely discussion will discuss this interesting and evolving relationship. In The Devil in the Details, employment lawyers Keri Grenier and David Brown will explore traditional management rights that employers have relied upon and new challenges being presented by smart phones, social media, and the Personal Information Protection Act. You Will Learn: • Introduction to the law of privacy • Using privacy policies • Privacy in the employment context • Consequences of Privacy Breaches Who Should Attend: Entry to mid-level HR Practitioners: This presentation serves as an introduction to the law of privacy. It will be most relevant to in-house HR practitioners, managers, and owners of small and medium-sized businesses.

Program Summary: Are your employees performing at their best? This question is the acid test of how well your performance management system is working for you. The term "Performance Management System" is often used synonymously with "performance appraisal". Actually, thinking this way is one of the things that gets organizations into trouble, because the yearly appraisal process, no matter how well designed, is not enough to ensure that employees perform at their best. For a performance management system to deliver the goods, it must encourage the right behaviours from both the manager and employee throughout the year. In this interactive session you will not only learn about performance management best practices, but you will also diagnose your own organization and develop specific strategies and recommendations to take performance management to the next level. You Will Learn: • Best practices in system design, goal setting and the performance appraisal process • The 6 key manager-employee conversations that must be encouraged by the performance management system • How to hold managers accountable and develop their performance management skills • How to pay for performance without damaging employee trust • How to integrate the performance management system with other HR systems Who Should Attend: Mid-level Practitioners and above. Human Resource professionals and senior managers that are interested in improving performance management (design and behaviours) in their organization.

Program Summary: When an individual is experiencing high levels of change, their capacity to adapt can rapidly be depleted. Resilience and the ability to remain productive during turbulence helps people achieve better outcomes for themselves and their organizations. As HR professionals, it’s often our role to support others and help people achieve better outcomes for themselves and for the organization – and at the same time, manage our own ability to be resilient! This webinar explains resilience and introduces a set of seven “change muscles” that help individuals move through change. You Will Learn: • Define resilience and it’s workplace application • Recognize the resilience characteristics and your own natural pattern of how your respond to disruptive change • Develop a simple skill to enhance your own resilience • Develop an action plan to build your own resilience Who Should Attend: Emerging to mid-level HR: Anyone who is navigating through change in their workplace, from a personal standpoint or in a supporting role to other employees.

Program Summary: For the first time in history, labour demand in British Columbia is expected to outpace labour supply beginning in 2016. Unfortunately, most companies are ill prepared for what experts are calling a ‘global succession crisis.’ In many organizations, hiring managers continue to gamble on external candidates to fill key positions, and recruiting never seems to keep up with demand. Succession Planning That Works shows participants that building a strong pipeline of talent boils down to three things: 1. Succession planning must be led by the CEO, not HR. 2. Organizations must focus on the most important succession planning priorities at the right time and in the right order. 3. Keeping it simple. Based on a comprehensive collection of real world best practices, Succession Planning That Works shows participants how to avoid the most common pitfalls and how to build the foundation of a world-class talent management program no matter what the size of their organization. You Will Learn: The two essential levels of executive buy-in, and how to influence them both. • The most important succession planning priorities to focus on depending on the size of the organization. • The 10 most common challenges in implementing and sustaining succession planning, and strategies to overcome them. Who Should Attend: HR leaders who have some exposure to succession planning will benefit the most from this course as they will learn how to enhance their ability to implement succession planning programs or improve an existing one.

Program Summary: Sustainability is a global concern. However, sustaining the wellbeing of people and the organizations they serve is a specific responsibility of HR professionals. In stressful times, a holistic approach to wellbeing is essential – there isn’t a one-size-fits all solution. Engaged employees are more able to cope with stress and change. Optimism is closely linked to both career success and job satisfaction. This webinar will equip you to rethink wellness initiatives, positioning them as key drivers of individual and organizational sustainability during stressful times. You Will Learn: • How engagement, career development, and wellbeing initiatives interact to equip workers to thrive in times of stress • About the impact of shifting workplace expectations, role conflict, and chronic, relentless stress • Practical strategies for minimizing stressors, enhancing resiliency, and restoring balance • Tips for sustaining optimism during particularly stressful times

Program Summary: So often in organizations, HR systems and processes are selected based on best practice rather than best fit. This results in theoretically sound HR programs, put in place with the best of intentions, but lacking the crucial organizational alignment to make them successful. Every organization is driven by cultural norms and values, whether they are written down or not. If your HR practices are well grounded but are not successful in your organization, join this webinar to learn how to gain clarity around your culture and values, audit your HR systems and processes for organizational alignment, apply practical strategies to build best fit processes. You Will Learn: • To identify your organization’s core culture / values drivers. • A simple process to identify where your HR systems / processes align to and diverge from your organizational outcomes. • Practical strategies to build alignment between your core HR systems and your company goals. • Tips to overcome common challenges in identifying your culture and aligning your HR systems / processes. Who Should Attend: Mid-level Practitioners and above. Human resources professionals who are responsible for designing, implementing, and / or managing HR systems and processes in organizations who would like to improve the effectiveness of old systems or ensure the success of new systems.

Mental illness is the leading cause of workplace disability in Canada. As a champion employer for workplace mental health, Bell Canada is committed to leading by example in their workplace – as early adopters of the National Standard of Canada for Psychological Health and Safety in the Workplace. Join Bell Canada, to gain deeper insight on how the Standard can be leveraged to build a psychologically healthy work environment. Bell has worked with corporate Canada and the healthcare community to develop and adopt mental health best practices in the workplace. Hear how Bell Canada is: • Creating awareness to reduce stigma and engage employees • Offering mental health training for all employees, including the tailored Workplace Mental Health LeadershipTM certificate program • Applying principles of psychological health to their annual employee survey • Using metrics to measure and track progress and drive continuous improvement

Now at its midpoint, the Mental Health Commission of Canada’s three-year Case Study Research Project provides some interesting early results of 41 organizations’ journey to implement the National Standard of Canada for Psychological Health and Safety in the Workplace. This webinar will highlight early observations and promising practices, including how the journey differs depending on an organization’s size. Join us to hear from the research team and a participating organization on what it’s like for Canadian employers to use the Standard.

Program Summary: Join us as we identify the major steps involved in e-learning: Analysis, Design, Development and Launch. This nuts and bolts session will help you get started in building your own course or will help you understand what an elearning developer will guide you through if you outsource. You Will Learn: • The key activities in analysis • The key activities in creative and instructional design • Interactive development • Key activities in launching your program. Who Should Attend: Those new to E-Learning

Program Summary: Today's HR professionals have many tools available to enhance mutual understanding and co-operation, such as personality and other assessments. Yet, no matter how good the tool, it cannot do the job for us. Even the best candidate assessments should inform a hiring decision by no more than 30%. In fact, any assessment instrument’s full value lies in helping both the organization (to manage, coach and mentor the person to his/her best performance), and the individual (to improve self-understanding that allows full cooperation with that process). The HR challenge lies in structuring the debriefing interview for maximum benefit to both. You Will Learn: • To structure a debriefing conversation based on the key features of each of the two major categories of assessments –ipsative and normative. • To provide a supportive climate in which the individual is able to gain maximum benefit from the knowledge contained in the assessment report/profile. • To use the debriefing conversation to set the employee – or candidate – up for success in the prospective role (new job, promotion, coaching, mentoring, etc.) Who Should Attend: • Mid-level HR generalists, particularly those who want to improve recruitment and retention interview skills. • HR recruiters for whom the use of assessments in the hiring process is new. • In-house HR consultants who need to guide operational managers through hiring and performance-management conversations based on psychometric assessment results.

Program Summary: One of the most powerful tools for helping leaders become more effective is the use of 360-degree feedback. The traditional approach, whereby individuals receive feedback only from the people to whom they report through the performance appraisal process, is inherently limited because the manager typically lacks information on how the individual interacts with peers, customers, and direct reports. Despite all the benefits of 360-degree feedback, there are many pitfalls in the overall process that must be avoided in order to get the desired results. The objective of this webinar is to help you to either refine your existing 360-degree feedback process or to get it right the first time. You Will Learn: • Best practices that make the overall process work • How to choose between standard and custom questionnaires • Survey design best practices that make the reports easy to interpret • How the typical behavioral patterns show up in 360 reports • How to synthesize a report into a clear development goal • A coaching framework to create meaningful action plans • How to roll out a 360 process in your organization Who Should Attend: Mid-level Practitioners and above. Human Resource professionals and senior managers that are interested in improving performance management (design and behaviours) in their organization.

Resilient individuals are able to adapt quickly and deal with a variety of difficult situations in a calm and rational manner. This is an increasingly important concept in today’s workplace because building and maintaining the mental resiliency of a workforce yields a more productive and successful workplace environment. Hear from Karen Seward at SCM Health Solutions on resiliency and other strategies for improving workplace mental health.