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The Great HR Executive Program Outline

This unique, fast-paced program is about re-igniting your HR career! It?s about you becoming more effective, producing better results?and getting paid for it!

Ready to come on the Great HR Executive journey?

8:00-8:50

Lesson #1: Discovering WHY You Want to be GREAT at HR

How clear are you about your desire to become a strategic HR partner? Are you on the right path? How motivated are you? Do you know how others view you? It?s time to get clear about your future opportunities.

You will learn: 

• Understanding that Great HR is a journey.
• What Great HR means to your company.
• What Great HR means for your career.
• Discovering your personal ?why? and making a commitment.
• What kind of HR executive do you want to be? We discuss money, self-worth, job and income security, learning, having more fun, recognition.
• Understanding it?s an inside-out job.
• Eliminate blockages/excuses.

Assignment: Complete the Assessing Your Human Relations Quotient and 10 ?Why?s? Worksheet

Tools:

• Assessing Your HRQ
• Great Podcasts for HR Executives
• Vision, Mission, Values, and Goals Worksheet
• Ten Reasons Why I Want To Be Great At HR
• Great HR is?
• Ten Things That Make Me Anxious, Stressed or Overwhelmed
• Great HR Poster
• 10 ?Whys? Worksheet

9:00- 9:50

How well do you know your HR numbers? How well can you define the bottom-line impacts of your HR efforts? Do know what management needs from you?

You will learn: 

• The importance of understanding HR metrics
• How to calculate your HR metrics
• How to communicate them to the executive team
• How to conduct audits and surveys

Assignment: Complete the HR Cost Calculator, distribute the HR Department Survey to the management team and meet with ownership with your plan.

Tools:

• HR Dept. Survey
• HR Compliance Audit
• HR Cost Calculator
• Knowing the Numbers- HR Metrics

10:00-10:50

Hiring is the ?tipping point? of the HR function. Most performance, retention, and legal problems are solved in the hiring process.

You will learn: 

1. How to use technology in the recruitment process.
2. How to test for skills and assess for character.
3. Powerful interviewing techniques.
4. How to create an employee referral program that works.
5. The emotional reasons why companies don?t hire the right employees, even though we know we should. What to do about it.
6. Great programs you should use in the hiring process.
7. Working with recruiters.
8. Working with RPO?s

Assignment: Create or update the Hiring Checklist for your company. Tweak the example if you don?t already have one. Provide these tools to anyone doing hiring. Take advantage of the offers from our partners.

Tools:

• Hiring Checklist
• Don?s Favorite Interview Questions
• Co-employee Applicant Appraisal Form
• Our Hiring Process FAQ
• Interview Preparation
• Entrance Interview
• Ten Great Hiring Ideas Worksheet

11:00-11:50

If we can help our employees become just 5%-10% more productive we can generate a significant bottom line impact.

You will learn:

1. The most important questions to ask when designing an employee performance system. 
2. How to develop standard operating procedures and conduct best practice meetings.
3. Importance of time management skills.
4. Managing poor performance.
5. Increasing TEAM performance
6. How to fire someone without ending up in court.
7. Using HR Technology- Halogen, Basecamp, etc.

Assignment: Create a 90 Day Game Plan for HR and a weekly plan for you.

Tools:

• Managers Monthly Checklist
• Employees Monthly Checklist
• Going the Extra Mile Reward Form
• Successful Time Management
• Ten Ideas for Improving Performance
• Time Management Forms

12:00-12:00

1:00-1:50 Lesson

The cost of turnover is enormous and one of the main concerns of CEOs nationwide.

You will learn:

1. How to measure the total cost of turnover. 
2. The most common reasons for turnover and what you can do about them.
3. How Maslow?s Hierarchy of Needs applies to employee retention.
4. The most important factor when it comes to designing an employee retention program.
5. How to analyze the cost/benefit efficiency of a retention program.

Assignment: Complete the Turnover Cost Calculator for your most common turnover positions and complete the Retention Program Possibilities Spreadsheet inputting your programs.

Tools:

• Orientation Checklist (ThinkHR)
• 60 Day New Employee Survey (ThinkHR?)
• Employee Turnover Cost Calculator
• Reasons Why People Leave Checklist
• Retention Program Possibilities Worksheet
• Ten Ideas For Improving Employee Retention

2:00-2:50

So, just how out of the box are ya? Are you reacting to the competition or creating the standard to follow? In this session we learn the importance of:

1. Generating Standard Operating Procedures (It?s really not that hard!)
2. How to get out of the box and generate creativity.
3. How to build a learning organization.
4. Managing change.
5. The only suggestion system that works.

Assignment:

• Read Orbiting the Giant Hairball
• Distribute the Creativity Checklist, and Employee Suggestion Form
• Then do one creative thing and let me know what it is!

Tools:

• Creativity Checklist
• Employee Suggestion Form
• Response to Employee Suggestion Form
• Creating a Fun Workplace
• Ten Ideas for Generating Creativity and Innovation

3:00- 3:50

Have you ever fantasized about going to work where there were no people to deal with that day? HR is stuck in a never-ending drama between management and the rank and file. Helping navigate the inevitable emotional challenges goes a long way to improving your culture?and bottom line.

You will learn: 

1. Why so many employees like playing with the victim mentality.
2. How to make sure people don?t play victim with you.
3. Why all bosses find themselves villainized.
4. How to be a true hero without burning yourself out.

Assignment:

• Share the VVH book PDF and video with your management team.

Tools:

• Victims Villains and Heroes
• The Plot Vocabulary
• Managing Emotions in the Workplace
• VVH Cards

4:00-4:50

There is no substitute for having a plan...and getting paid for executing on it! In this final lesson you will learn how to create a strategic plan that will get the attention of your CEO and executive team.

• Identify your top three goals for the year.
• Identify the steps you need to accomplish them.
• Plan on taking one big step per month, including the strategy, tools, budget, and support required.
• Get it all in a written plan.
• Present the plan to management and the workforce.
• How to publicize your results and share what you have learned.
• How to ask for a raise?when you add more value.

Assignment: Create a draft one year plan for the department and review with your boss, owner, executive team, etc. Prepare your personal monthly scorecard and publicize your success!

Tools:

• HR Strategic Plan Template
• Why I Deserve a Raise Form
• My Kick Ass and Take No Prisoners HR Plan

Voluntary Q&A Session to Follow

About Don Phin

Dons is speaking to CEO's and HR Executives nationwide, coaching HR executives remotely, conducting workplace investigations and supporting the HR consulting needs of ThinkHR members through HRSherpas.com

Don has written 6 books on the workplace, created dozens of training programs and presented to hundreds of CEO, HR, and insurance groups. His goal is to help companies build powerful employment relationships that grow careers and the bottom line.

You can learn more about Don@www.donphin.com

Testimonials

? Best session I?ve ever attended at any conference in my 15 years in the industry.?

? Don was captivating and very knowledgeable. He also challenged me
to be better. I was highly motivated after listening to what he had to say. Great use of the slides plus he put a good bit of humor into the session.?

? Please have him come back next year?we need more strategic content like this that makes us think.?

? Phin went straight to the heart of the matter when he challenged HR professionals to link revenue generating activities to HR actions.?

? Don was so passionate and committed to reaching out to the HR community and help us to do better. I really appreciate his approach and honestly about how HR typically behaves and we would serve ourselves better. He was a breath of fresh air and know how.?

? GREAT program! Honest ? hard-hitting ? concise!?

? One of the best sessions I?ve attended! Very interesting speaker and held my attention during the entire presentation. Very much appreciated the open discussion throughout the presentation with the speaker and the audience. Inspiring?I left the session wanting to do more and be more! Thank you for the gut check.?

? Should win ?Best of Conference? in my opinion. Phin was tough on us as a profession but I didn?t get the sense he was bashing us, but that he was for us, that he wanted us to do better because we can do better. His content was great, too. I?ll definitely file his name in my mental Rolodex.?

? Great presenter, informative, fun, and entertaining.?

? I liked the content presented by Don Phin. He was my favorite speaker by far.?

Don's 100% Satisfaction Guarantee

Don will fully refund your program fee if you did not think it lived up to it's billing by at least 110%! No questions asked.