HR
Kevin Rutherford is the Managing Principal of TalentLeap, Inc,, an international human capital consulting, education, assessment, and research firm that helps companies produce superior business results through strategic talent man-agement. He also serves as the Chief Talent Strategist at Talent Management Academy, a strategic human resources education and knowledge exchange network dedicated to building HR professional’s strategic capabilities.
A successful entrepreneur, Kevin was an equity partner at Navicus, Inc, a leading employment screening and talent manage-ment software vendor. Serving in a variety of roles as CEO, EVP, and Chief Talent Advisor, Kevin helped grow the business rapidly receiving Inc. 5000’s fastest growing company’s distinction four years in a row. The company’s success resulted in an acquisition by Pinkerton, a division of Securitas in 2010.
Kevin brings more than 25 years of corporate human resources leadership in the retail, banking and grocery industries. He has had a number of unique challenges with high growth, international, turnaround, and start-up companies. Prior to his entrepre-neurial endeavors starting in 2004, Rutherford held the top HR position with Borders/Waldenbooks, Michaels Arts & Crafts, and Garden Ridge. Earlier, Kevin served in progressively responsible positions in recruiting, organizational development, labor relations, compensation, and benefits with Chemical Bank, The Limited Brands, HEB Grocery, and the US Air Force.
During his career, he developed numerous cutting-edge recruiting, compensation and people development systems that were profiled by Recruiting Strategist, HR.com, Human Capital Institute, National Association of Stock Planning Profes-sionals, and The Corporate Leadership Council. Leveraging his diverse background, Kevin is a strategic advisor to a wide range of organizations including emerging growth companies, global corporations, government and military agencies, and non-profit organizations. A sampling of consulting and education clients include Robert Half International, Oracle, Abbott Labs, Fifth Third Bank, TIAA-CREF, FedEx, Molex, Waste Management, Northwestel, TengizChevroil, Black Elk Energy, the City of Arlington, TX, the Central Intelligence Agency, the US Army, the US Air Force, and the American Red Cross.
He shares his passion and knowledge of the field as a frequent speaker at HR conferences, industry and private events. His engaging style and “how to”, content-rich presentations always rank him in the top 10% of speakers. Mr. Rutherford holds multiple national certifications in Human Resources, Compensation, Human Capital Strategy, Recruiting, Workforce Planning, and Coaching. He has completed the University of Michigan Senior Human Resources Executive Program, Cornell University’s International Human Resources curriculum and graduated Summa Cum Laude with a BS in Health Care Management from Park College. Rutherford also serves on several Advisory Boards for leading human capital and talent management firms.
LEORON Professional Develop-ment Institute is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing pro-fessional education on the Na-tional Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Com-plaints regarding registered sponsors may be submit-ted to the National Registry of CPE Sponsors through its website: www.learningmarket.org.
5 KEY
TAKE AWAYS
1
Improve key skills in business and HR functional knowledge critical for increasing HR’s strategic partnership with the business.2
Learn to break down any business situation from a strategic talent perspective, identify hurdles opportunities, hot issues, and constraints for actionable outcomes.3
Identify how to impact an organization’s bottom line by attracting, managing, and engaging talent in today’s business environment.4
Demonstrate consulting and analytical skills by using tools to ask the right questions, clarify needs, identify underlying business derivers, and propose actionable options
5
Know how to effectively communicate and contract with stakeholders to secure commitment for HR recommendations through a blend of facilitative and expert role influence.
This highly practical qualification has been specifically designed for Human Resources Middle and Top Management and other HR professionals who aspire to become managers working in the areas of:
» HR Generalists who need to acquire targeted skills or an HR Specialist who needs to develop more broad-based expertise.
» HR Subject Matter Experts in Staffing, Training and Development, Performance Management, and/ or Engagement seeking new ideas for improved business results.
» HR Business Partners who support business unit operations with talent management strategy and initiatives.
» Experienced mid-level HR professionals who want to apply advanced concepts and tools from the course to improve the results and impact of their HR solutions. » HR/TM directors/managers needing a strategic HR
framework to build their teams and implement best in class HR solutions.
» For those relatively new to the HR profession who want to develop and enhance their overall knowledge of modern day HR strategies, practices and tools.
» Line Leaders who lead individuals or are responsible for driving HR in their business unit or functional area.
WHO SHOULD
ATTEND?
BENEFITS OF
ATTENDING
» Successful completion of this course makes you a CHRM™ Certified Human Resources Manager. You can use the designation CHRM™ on your business card and resume.
» Up to 18 months membership to the IABFM professional body
» Access to the IABFM network and body of information online
» Preferred access to education centers in USA, UK, Europe, Asia, Middle East and Latin America
COURSE OVERVIEW
Converging economic, societal, and technological forces have all elevated the importance of talent for 21st century organizations. In an increasingly talent-dependent world, the strategic management of talent is no longer an option, but a necessity. Forward thinking organizations under-stand the vital importance of talent and view human re-sources management as a critical organizational capability. This program provides a detailed examination of Human Resources roles, responsibilities, and knowledge required of strategic human resources professionals. It covers a wide range of concepts and practices in functional areas of Strategic Human Resources, Workforce Planning and Recruitment, Global Talent Management, Compensation and Benefits, and Organizational Effectiveness.
Utilizing a combination of best/next practices, case studies, a synthesis of the latest research, tools, models, and tech-niques, participants build strategic capabilities to better leverage talent in the enterprise for organizational success.
DAY 2
Manpower Planning
» Determining Workforce Supply and Demand » Manpower Forecasting and Capability Review » Gap Analysis and Risk Assessment
Strategic Workforce Planning and Implementation
» Strategy-Driven Workforce Planning Model » Workforce Segmentation Methods & Approaches » Creating Gap-Closing Talent Action Plans
International and Organizational Culture
» How Culture Impacts Business Results
» Methods for Maintaining and Changing Culture » International Cultures and Hofstede Framework
DAY 3
Leadership and International HR
» Leadership Theories and Behaviors
» Transactional vs. Transformational Leadership » The Role of HR in International Business
Global Talent Management
» Global Talent Management Challenges and Obstacles » Integrating HR Functions into a Global Talent Framework » Establishing an Enterprise-wide Talent Mindset and Culture
Recruitment, Selection, and Onboarding
» Global Talent Supply Chains and Right Sourcing » “Best Fit” Candidate Analysis and Selection Methods » Creating Onboarding Programs that Drive Organizational
Performance
DAY 1
Introduction to HRM and Strategic HR
» Global Talent Issues and Trends by Industry » Top Three Talent Trends Transforming Business » CEO Talent Challenges Expectations of HR
Business and HR Strategy Integration
» Business Strategy and Planning Approaches » Business Models and Organizational Design » Integrated HR Strategy Planning Framework
Workforce Risks and Implications of Business Strategy
» 8C’s of Workforce Risks to Strategy Execution » Risk Identification Matrix and Prioritization » The Six Talent Implications of Business Strategy
DAY 4
Talent Development and Succession Planning
» The 50/30/20 Model for Developing Talent at All Levels » Growing Leaders with the Leadership Development
Framework
» High-Impact Succession and Replacement Management Model
Performance Management, Engagement, and Retention
» Creating a High-Performance Workforce » Diagnostic Tools for Retention and Engagement » Turnover, Retention, and Engagement Best Practices
HR Metrics, Business, and Workforce Analytics
» Using Measurement and Analytics to Improve Talent Decisions
» The Measurement Hierarchy Pyramid and Impactful Metrics
» Stages of Business and Workforce Analytics
DAY 5
Compensation and Benefits
» Financial, Non-Financial, and Incentive Compensation » Job Analysis, Evaluation, Specification, and
Descriptions
» Job Pricing and Pay Rate Administration Approaches
Training and Change Management
» The ADDIE Model of Training, Delivery, and Needs Analysis
» Bloom’s Taxonomy of Learning and Learning Styles » Change Management Methods and Types of
Organizational Change
Employee Relations, Health, and Safety
» Employee Disciplinary and Grievance Systems » Employee Rights and Organizational Exit
» Workforce Health, Safety, and Environment Programs
Delegates must meet the following criteria to be eligible to become CHRM™:
» Attendance – delegates must attend all sessions of the course. Delegates who miss more than two hours of the course sessions will not be eligible to sit the course exam
» Successful completion of the course assessment
PROGRAM
TIMINGS
Registration will begin at 08.00 on Day One.
The program will commence at 08.30 each day and continue until 16.30.
ABDALSALAAM ALABDLI, HR - General Manager / MITSUBISHI ELECTRIC SAUDI
TESTIMONIALS
Attending the CHRM program was one of the best choices I have ever made during my career development progress.
IN-HOUSE
If interested to run this course in-house please contact Val Jusufi at +971 4 447 5711 or
e-mail: [email protected]
DISTANCE LEARNING PROG.
MECHKET GUELLOUZ, Regional HR & Admin Manager/ TECNOTREE
Having had the chance to attend the intensive CHRM Training completely changed my mindset and perceptions on Human Resources. I was seduced by the high level and high impact trainer to the extent that I have implemented some of the knowledge acquired the first day back to work!
My colleagues also noticed the change and showed interest. Thanks Leoron for contributing to my professional development, I am now certified and I know it.
DANIEL AGYEN-TWENEBOAH, CHRM™ Human Resource Manager / AEL MINING SERVICES WEST AFRICA
The CHRM training is among the top three training experiences I have had in my career. Becoming CHRM has given me cutting edge skills for my professional life. Beyond that, I’m enjoying the ‘edge’ over the competition. For me, LEORON has set the gold standard in professional development and training services. LEORON will be my first recommendation as a world-class training provider to every
professional/practitioner who needs to leap to the next level and remain continuously relevant to the changing world of business.
TAHA M. AHMED Talent Management at Castrol – ALKHORAYEF, Saudi Arabia
I am really thankfull to Leoron PDI and specifically to Gena for encouraging me to take up this course. It was a great opportunity to learn about new ideas and trends in HR. The instructor was the right person with experience in the industry, in consulting & in training. The learning experience
was excellent. The program gave us the opportunity to exchange ideas with other attendees. I would surely consider Leoron for any future training needs. Thanks Leoron once again!
registration form
4 EASY WAYS TO REGISTER
+971 4 447 5711 +971 4 447 5710 [email protected] www.leoron.com
COMPANY DETAILS
Company: Address:Post Code: Country:
Tel: Fax:
DELEGATE DETAILS
1
Name:E-mail: Tel: Job Title:Mob:2
Name: Job Title:E-mail: Tel: Mob:
3
Name: Job Title:E-mail: Tel: Mob:
SAVINGS & DISCOUNTS
BOOK EARLY
SAVE
US$
400
EARLY BIRD DISCOUNTS
Register 2 monthsbefore
US$ 3790
Register 1 month
before
US$ 3990
Final Price
US$ 4190
GROUP DISCOUNTS
3-4 Delegates
20%
5 Delegates
25%
*please note that all group discount are given on the final price
TERMS & CONDITIONS
1. Payment Terms
100% payment of the full amount upon receipt of the invoice.
The Withholding Tax and other transfer related charges should be covered by the payer
2. Cancellation Policy
i. All cancellations must be done in writing.
ii. Full refund for cancellations will only be paid to a maximum of one week from the invoice date.
iii. 50% refund for cancellations will only be paid to a maximum of two weeks from the invoice date.
iv. No refund for cancellations done after 2 weeks from the invoice date. Substitute is always welcomed; if not possible a credit will be given which can be used for any of LEORON PDI up to 1 year.
3. Force Majeure:
If the event is postponed, canceled or abandoned by reason of war, fire, storm, explo-sion, national emergency, labor dispute, strike, lock-out, civil, disturbance, actual or threatened violence by any terrorist group, or any other cause not within the control of our organization, we shall be under no liability to ‘Company’ for non-performance or delay in performance of obligations under this contract or otherwise in respect of any actions, claims, losses (including consequential losses) costs or expenses whatsoever which may be brought against or suffered or incurred by ‘Company’, as the result of the happening of any such events.
4. Complaint and Refund:
For more information regarding administrative policies such as complaint and refund, please contact Val Jusufi, Managing Director at: Tel: +971 4 447 5711, Fax:+971 4 447 5710, e-mail: [email protected]
5. Governing Law:
This contract shall be governed by and construed in accordance with the Laws and Regulations of DMCCA.
