CPHR Atlantic: Optimizing Talent Strategy for Attraction and Retention
DATE: | April 30th 2024 |
9:00 am to 10:00 am |
CHAPTER: | Webinar |
LANGUAGE: | English |
In the dynamic landscape of today’s business world, the key to sustained success lies not only in recruiting top talent but also in effectively nurturing and retaining that talent. This session will delve into optimizing your talent strategy to attract, develop and retain critical contributors within your organization.
FREE - CPHR Atlantic Webinar: Understanding the Relationship Between Health, Work and Worklessness
People are warned all the time of workplace hazards but not so much about the health hazards of not working. When an individual is off work due to illness or injury, there can be significant negative impacts to both physical and psychological health and wellbeing. The Canadian Medical Association’s Policy Statement from 1997 stated “prolonged absence from one’s normal roles, including absence from the workplace, is detrimental to a person’s mental, physical and social well-being.” Additionally, research has found that the relative risk of increased mortality for being unemployed is greater that that of diabetes, hypertension, smoking, obesity, or poverty. Worklessness is also associated with increased rates of suicide, obesity, heart attack, depression, alcohol consumption, illicit drug use, and more.
We need to help workers, employers, physicians, healthcare providers, and others understand the importance of stay-at-work and/or return-to-work. We also need to change the thinking that the workplace is a harmful environment when a person has an illness or injury. It is usually in the worker’s best interest to remain in the workforce. Returning to work as soon as possible after an illness or injury must be encouraged. When an individual is removed from the work environment for a prolonged time, serious and often long-lasting adverse events can occur.
This presentation will cover the connection between health and work, the detrimental effects of worklessness and what employers can do to support workers and remove barriers to return to work.
Learning Objectives
- Understand the relationship between health, work and worklessness.
- Understand why it is usually in the worker’s best interest to remain in the workforce.
- Understand what employers can do to support early and safe return to work and remove barriers.
HR MIDDAY DEVELOPMENT PRESENTS: Creating Inclusive Job Postings
HR RISE & LEARN - BREAKFAST SERIES PRESENTS: The HR Response to a Changing Work Environment
DATE: | May 16th 2024 |
8:00 am to 10:30 am |
CHAPTER: | Saint John |
LANGUAGE: | English |
Join us to discuss:
The HR Response to a Changing Work Environment – Together, we’ll explore workplace trends and challenges along with our response as HR professionals to an ever shifting talent landscape. We’ll review current employer needs as it relates to their business and their people and explore how we can take a lead role in defining the future of work. We’ll also talk about how we balance our desire to serve our clients and our need to protect our own personal time as the demand for HR support continues to rise.
HR RISE & LEARN BREAKFAST SERIES PRESENTS: Balancing Act - Human Rights Law and the Employer's Duty to Accommodate
DATE: | May 23rd 2024 |
8:00 am to 10:30 am |
CHAPTER: | Fredericton |
LANGUAGE: | English |
In this presentation, we delve into the intricate relationship between human rights law and the responsibilities of employers to accommodate their employees. We explore the legal framework that governs the duty to accommodate, examining its foundations in ensuring equality, dignity, and respect in the workplace. Through case studies, practical examples, and legal analysis, we navigate the complexities of accommodating diverse needs, including those related to disability, religion, family status, and more. Participants will gain a comprehensive understanding of their obligations as employers, practical strategies for compliance, and insights into fostering inclusive workplaces that uphold the principles of human rights.
CPHR Atlantic Presents: Workplace Culture Intelligence (WCI) Certificate Program
This 21h virtual certification course is spread over 3 days of intensive and interactive learning. Participants will receive:
- WCI Designation and Certificate
- 4 Risk Assessments to help you assess and analyze your organization’s current culture.
- 4 White Paper templates to help you articulate the need for change to Senior Leaders.
Identify and Resolve the underlying issues that are impacting your talent attraction and retention.
Session Topic
Do you find yourself…
…dealing with challenging organizational culture?
…wanting to make a difference, but not knowing how?
…struggling to get buy-in for change?
By taking the course — and becoming WCI certified — you will have a clear understanding of how workplace cultures are built, and a series of tools that will assist you in assessing and analyzing your organization’s risk, allowing you to create the business case for change.
In this course, you will…
- Build on your existing skills and experience to take ownership of your learning.
- Explore the fundamentals of the Workplace Culture Hierarchy, and how it can be used to create innovative strategies for strengthening relationships and better human connections.
- Investigate and mitigate your company’s risk at each stage of the Hierarchy.
- Use tools and strategies that will provide the data you will need to create targeted and meaningful interventions.
- Increase your business acumen and create a plan for how to put this learning into action in your workplace.
- Build your profile as a leader capable of getting the best work out of employees.
What Do People Say About The WCI Certification?
"To anyone dissecting workplace culture - start here! The Roman 3 team were engaging and accessible, and the content is presented in a very practical, out-of-the box format applicable to many different environments. I appreciate their willingness to support participants after the course, and will not hesitate to recommend this to my network."
Felipe Pizarro - Director of People & Culture at North Central Co-operative Association Ltd.
"This course provided tools (in excess of my expectations) to help me within my role, and my organization, move towards a cultural shift. The material is provided in an organized manner and the presenters' wealth of experience, in addition to the experiences of other attendees, made this course exceptional. I highly recommend this course if you are looking to systematically address culture within your organization, and you are a leader, manager or HR professional."
Cynthia Saruk - Senior Human Resources Coordinator at C-FER Technologies
“This is one of the best programs that I have experienced in a long time. The Roman 3 team take high-level, often emotional concepts (employee engagement), and breaks them down into both understandable and measurable components that are justified with data. It is rare in HR that there are operational tools that create measurements that we can use so directly.”
Nicole Deveau - Strategic Coordinator, University Relations at MacEwan University
HR MIDDAY DEVELOPMENT SERIES PRESENTS: Why businesses should hire individuals with an intellectual or developmental disability and how to do it successfully
As an HR professional, you play a key role in shaping your organization’s culture. DEI is likely not new to your hiring practices, and neither is making accommodations for your employees. But, the reality is, most companies do not think of persons with a disability as the talent pool they are looking to attract.
Hiring people from different backgrounds and with different abilities can lead to more innovation, increased creativity, and better connections with customers. It also shows your organization cares about the community where it operates. You can support employees who are on the autism spectrum or have an intellectual disability to succeed and thrive.
But where do you start?
Creating or expanding inclusive hiring practices can be daunting or even overwhelming. The good news is that you don’t have to do it all at once. This webinar will provide you with action steps that you can use throughout your recruiting, hiring, onboarding and employee training processes. You will learn the business case on why businesses should hire individuals with an intellectual or developmental disability and how to do it successfully.
CPHR Atlantic: Psychological Safety for Leaders Certification
DATE: | September 16th 2024 |
CHAPTER: | CPHRNB Virtual PD Session |
LANGUAGE: | English |
Psychological safety directly effects employee attention and engagement, innovation, creativity, and the ability to work together and solve the complex challenges that organizations face. According to the National Standard, “Workplaces with a positive approach to psychological health and safety are better able to recruit and retain talent, have improved employee engagement, enhanced productivity, are more creative and innovative, and have higher profit levels”.
Aligned with the National Standard CSA-Z1001 for Health and Safety in the Workplace, this 3 month program follows the principal of 'spaced out learning' combined with a mix of asynchronous learning and virtual or in-person workshops. A variety of materials and lots of interaction will also ensure learners of all styles can maximize their experience.
CPHR Atlantic Exclusive! Learners who complete this program will get dedicated one-on-one support from Phil to bring their learnings back to their workplaces!
In the month following the course, Phil will collaborate with each participant to support the development of a focused action plan tailored to their organization's needs. Through strategic guidance, they'll distill key insights from the certification into actionable steps, laying the groundwork for impactful implementation and the enhancement of psychological safety within each participants organization.
Program Agenda
Week | Focus Area |
Week 1 | Introduction to Psychological Safety 10 Diseases of Leadership - Analyzing and mitigating the negative impacts of detrimental leadership traits on creating an inclusive environment. |
Week 2 | Leadership defined...? - Developing a personal leadership philosophy to positively impact inclusivity and belonging while fostering a psychologically safe environment. |
Week 3 | The Magnifying Glass of Being a Leader - Recognizing the amplified influence of leadership actions on inclusivity and belonging. Accountable Leadership - Cultivating accountability to positively influence team and organizational culture |
Week 4 | Emotional Intelligence - Improving self-awareness and self-management to reduce behaviors hindering DEAI and inclusivity. Social Intelligence - Enhancing interpersonal skills to foster trust and inclusivity in leadership roles. |
Week 5 | Mindsets - Exploring growth and fixed mindset. |
Week 6 | Biases - Recognizing and mitigating biases to create a more inclusive and psychologically safe working environment. |
Week 7 | Ethics and the Values YOU Lead By - Aligning personal values with organizational values to promote inclusivity and belonging. |
Week 8 | Creating Trust - Building trust for enhanced psychological safety. |
Week 9 | Motivational Models - Understanding different motivational theories to empathize with diverse engagement levels and enhance inclusivity. |
Week 10 | Leading Change - Navigating change with inclusivity to maintain a sense of belonging within the organization. |
Week 11 | Leading Through Conflict - Embracing constructive conflict management strategies for inclusive communication. |
Week 12 | Decision Making - Implementing inclusive decision-making approaches to accommodate diverse perspectives. |
2024 CPHR ATLANTIC CONFERENCE
FREDERICTON, NEW-BRUNSWICK
OCTOBER 7th to the 9th