This one-day workshop introduces the concept of ROI, the fastest growing metric for evaluating HR, learning and talent development. This workshop is for anyone in an organization who is interested in knowing more about measuring the success of HR and learning and development, particularly at the ROI level. The workshop focuses on the process to effectively conduct ROI studies. Participants are exposed to the ROI Methodology, which includes developing objectives, collecting data, isolating the effects of the program, converting data to monetary values, tabulating appropriate program costs, and calculating the ROI. Participants quickly see the advantage of using ROI as six types of data are collected and analyzed. This workshop takes the mystery out of the use of ROI. The book, The Bottomline on ROI (3rd edition), is used for this workshop.

Today, more than ever, professionals involved in human resources must ensure that projects and programs are fully aligned to the business. As new programs are designed and developed, steps must be taken to ensure that those programs are connected to the business, with the business measures clearly articulated in business objectives. Also, business alignment must be validated on follow-up evaluation. This interactive workshop will focus on the proper methods for achieving business alignment in any type of project or program in three phases. This workshop is designed to show how to connect programs to business measures in the beginning and maintain that business connection throughout the duration of the project and validate business alignment at the end. This workshop uses the book, 10 Steps to Successful Business Alignment.

This one-day workshop introduces the concept of ROI, the fastest growing metric for evaluating HR and learning and development. Participants are exposed to the ROI Methodology, which includes developing objectives, collecting data, isolating the effects of the program, converting data to monetary values, tabulating appropriate program costs, and calculating the ROI. Participants quickly see the advantage of using ROI as six types of data are collected and analyzed. This action-packed workshop shows how to develop objectives for programs at five levels, with a lot of practice sessions. This workshop uses the book, Beyond Learning Objectives.

This workshop is designed to show participants how to develop powerful surveys, ask the right questions, and achieve a desired response rate. Survey design and administration are paramount to collecting data useful to decision-makers. Whether conducting a comprehensive needs assessment or evaluating a learning event, data needs to lead to the use of surveys and questionnaires. It will include content on validity and reliability, data analysis, and describe approaches for displaying data and reporting results. This workshop is designed for learning and development professionals who must design surveys and questionnaires to collect data for the purpose of conducting needs assessments and evaluating program results. This workshop uses the book, Survey Basics.

Designed for individuals who are reviewing their strategy and want to measure the success of their programs, this workshop reviews the strategy in terms of capabilities, goals, use of technology, and other issues necessary to ensure that the strategy delivers the results desired by executives. This session uses the book, Make Evaluation Work.

Workplaces may be staffed with high-quality team members, selectively chosen, and well trained. However, what is it exactly that these staff should be doing to drive the organization forward? How can all that talent and effort be channeled into the most profitable areas? And how can you strategize for the future when change seems inevitable and is often unexpected?

“Developing a High-Impact Human Capital Strategy” will explore the 12 major challenges that drive organizational performance and HR’s role in making it work. Typical challenges include: developing an effective performance management system (most do not work); driving the innovation in the organization (yes, it should be an HR responsibility); improving employee engagement (a huge opportunity); lowering the healthcare costs (we can make a difference); using technology in a productive way (it has positives and negatives); and addressing environmental and energy challenges (it’s about changing behaviors). Today’s HR managers must go beyond selecting, training, compensating, motivating, and retaining employees. Major challenges must be addressed, and HR is in the best position to initiate this movement.

Designed for human resources executives, this action-packed workshop focuses on developing a strategy that addresses these 12 forces that influence organizations today and must be integrated into the human capital strategy. Using examples and working through some of the issues, this workshop delivers a revised human capital strategy for the executive. This workshop uses the book, High-Impact Human Capital Strategy.

This one-day workshop presents information on four key areas: how to set the investment level on human capital, how to place a monetary value on human capital, how to measure human capital, and how to develop the human capital scorecard. This workshop will examine the executive’s role in the process and explores ways in which human capital is valued in organizations, presenting intangibles, micro research, and the ROI analysis.

Designed for HR executives and senior operating managers, this workshop shows how to properly invest in human capital, measure the value of the human capital investment, and decide on the appropriate human capital scorecard. This workshop uses the book, Investing in Your Company’s Human Capital.