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This program has been pre-approved by HRCI for 3.0 hours Strategic Business recertification credit.
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The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit
Presentation Description • Presenter Bios
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Presentation Description
Join us for this Summit as Deborah Schultz provides an overview of what it means to be a strategic HR professional and how to achieve a strategic role in the organization and Claudio Diaz drills down to how to be strategic while implementing a particular strategic initiative, in this case, a performance management plan.
In Deborah's presentation she will explain how closer integration of organizations’ people strategies with business priorities, especially in the midst of shifting business conditions and ongoing change, is right on target in order to leverage talent strategically. How do we position HR for influence? How do we keep HR in a position of leadership and strength? This program will offer strategic insights into being purposeful and passionate about the business of HR. Nearing the middle of a new calendar year riddled with change, challenge and opportunity, discover how HR can articulate and demonstrate the strategic value and partnership capability through strategic alliances and contributions to keep HR right where we want to be – contributing and leading at the table.
By the end of this session participants will come away with strategic insights to keep HR leading organizational efforts through strategic integration of business priorities and people strategies – with an aim toward common goals, innovative approaches, leadership development, succession management, employee attraction and retention.
In his presentation, Claudio dissects the question "How do we position ourselves for influence?" Before we can influence we need to understand what our role can be within the organization. HR often states we want to be strategic but that is hard to define. During the session we will define what it means to be strategic and discuss what our role is in the strategic, tactical and operational aspects of the business. We will look at these concepts through the idea of managing performance and the key differentiators of a business: people, process, products, placement and price. Utilizing the grid leadership concept we will take these concepts and apply them to the concepts above and discuss how we can begin to change the way we influence the organization overall. Desired outcomes from performance management will provide the organization with identification of potential key contributors and development of staff for succession planning.
Attendees will be asked to form groups to discuss the performance management model and the apply the model to their organization, identifying potential future contributors, and key leadership competencies.
Learning Objectives:
1. Review the importance of focusing on alignment and linkage of people and business strategies to create a sustainable performance advantage
2. Understand the critical nature of strategically positioning the right HR strategies to develop and leverage talent in meeting organizational goals while securing HR’s credibility, trust and presence as a key participant in the organization’s strategic planning process
3. Consider alternatives in positioning HR based on dynamics of organization, focusing on the strategic art of balance.
4. Understand and be able to define strategic, tactical and operational work as well as how they tie together in light of the performance management model.
5. Understand the key differentiators of a business and how we can influence these differentiators.
6. Use the grid leadership philosophy and key differentiators to strategically manage performance and take the organization to the next level in effectiveness.
Our Presenters
Deborah Schultz, GPHR, SPHR
Deb Schultz is frequently described as thorough, objective, focused and dynamic, and someone who applies her broad and practical knowledge on integrating HR with business strategy to her role as Strategic Human Resource Services Director for MRA.
Deb’s HR expertise spans human resource planning, organizational development, leadership development, training, compensation, employee relations, performance management, and executive as well as team coaching.
Deb is passionate about employee engagement and its key role in moving business forward. Her proactive, high-energy, candid approach has been applied in work with national and international organizations, in union and union-free environments, and through mergers and acquisitions as well as workforce reductions.
Deb is a GPHR and SPHR. She earned her bachelor’s degree from UW-Eau Claire and has completed post-graduate work in adult education and human resources management. Deb also has several years of experience teaching at both the secondary and post-secondary levels, has extensive background working with a variety of non-profit organizations and has served on boards of directors.
Claudio Diaz, SPHR
As Wipfli LLP’s Chief Human Capital Officer, Claudio Diaz leads a dynamic group of HR professionals in their quest to ensure the firm’s human capital investment is realized to the fullest. He also co-leads the effort within the organization to clearly define its Wipfli Way culture, including support of firm values, vision, mission, and operational strategies. Lastly, he champions continuous improvement of organizational performance through associate engagement, performance management, and scorecarding initiatives. Claudio concentrates all of his efforts on doing whatever it takes to help Wipfli’s associates be more successful . . . both as individuals and professionals.
Claudio’s professional experiences include 17 years at Disney working at varied levels within the organization. As the subject matter expert for health care clients at the Disney Institute, Claudio assessed hospitals on-site and coached executives regarding their service quality, people management, process orientation, and leadership development initiatives. As a corporate senior consultant for a large hospital system in St. Louis, Claudio facilitated senior executives, line leaders, and patient-facing personnel in defining and implementing the system’s corporate university and service initiatives across 25 acute care facilities and 28,000 employees. He also achieved his Six Sigma certification while serving as Director of Leadership and Organizational Development for the world’s largest privately held cheese company.
Claudio is a dynamic and highly rated speaker and has spoken at several national conferences. He has owned his own consulting practice helping organizations and, more importantly, the people within those organizations achieve their optimized state by personalizing the practical steps of the organizational development cycle. He offers behavioral feedback that is focused on results in both personal and operational arenas.
Professional Organizations and Activities
Claudio is an active member of the Society for Human Resource Management and the American Society for Training & Development. He also serves on the Board of Directors for Dane County’s Latino Chamber of Commerce.
Education
Having earned a bachelor of business administration degree in accounting from the University of Central Florida, Claudio is currently completing a double master’s degree in business administration and human resource management.
For more information contact:
GMA SHRM Management Team
2830 Agriculture Dr.
Madison, WI 53718
(608) 204-9814
fax (608) 204-9818
chapteradmin@gmashrm.org
Program Schedule subject to change.
