Course Description:

Over two days, we will focus on strategies that help link the function of human resources to organizational strategy through workforce planning, management and measurement. We will address the principles of talent management and how to develop thought leaders to help drive organizational strategy. We will also talk in earnest about one of the most important tools available for measuring and understanding employee management realities... the often dreaded affirmative action program.

Key Learning Objectives:

  • Link Human Resources to Organizational Strategy
  • Talent Management and the High Performance organization
  • Developing Leaders through Effective Employee Relations
  • Develop Workforce Analytics and a Strategic Workforce Plan
  • what affirmative action is and is not
  • The legal requirements for, and the framework that drives, affirmative action
  • The focus of the OFCCP’s heightened enforcement efforts
  • The most frequent compliance failures, and how to avoid them
If you can't answer any of these questions, you would
certainly benefit by attending this 2-day seminar:
  • When is the last time you really took stock of your HR Strategy?
  • Have you linked that strategy to your overall business plan?
  • Do you have metrics in place to monitor its effectiveness?

Strategy. Vision. Execution. Alignment. These are serious business terms, with each representing complex challenges to conquer. Strategic cohesiveness is essential to ensuring that workforces are aligned and that plans are executed in a focused manor to achieve a common goal. High performing companies understand this. High-performance organizations establish clear strategic visions, align their workforce to that vision and execute accordingly. Most importantly, they have leaders, managers and employees who behave in a manner that is consistent with the strategic plan and the company's philosophy. It sounds simple, but most companies struggle with mastering this formula.

Who will Benefit:

This is designed to speak to the leaders in the organization from the C-Level through operations and Human Resources. Ideally, it’s great to have officers and other decision makers, but is also good for line management types such as operations and human resources.


Day 1: The Strategy of HR as an Organizational Solution     Day 2: Affirmative Action a risk management & contingency planning program with a punch

When times are difficult, it’s often the decision of organizational leaders to “tighten the belt” and focus on revenue. However, many times, in doing so, the theory of “throwing the baby out with the bathwater” becomes quite evident. When is the last time you really took stock of your HR strategy? Have you linked that strategy to your overall business plan? Do you have metrics in place to monitor its effectiveness? If you can’t answer any of these questions, you would certainly benefit by attending this seminar.

08:00AM - 08:30AM: Registration and introduction

08:30AM - 10:00AM:
Session 1: Linking HR to Organizational Strategy

  • Successfully link HR strategy to the overall business strategy
  • Develop a step by step plan for improvement of your HR strategy
  • Make the connection between HR Strategy and return on investment
  • The Case for Sustainable Change
  • Emotional intelligence, it’s not just psycho babble you know

10:00AM - 10:10AM - Break

10:10AM - 10:30AM - Break out session with Case Study

10:30AM - 12:00 Noon:
Session 2: Talent Management and the High Performance Organization

  • How to spot the winning and losing behaviors of employees
  • Appreciate the true consequences of retaining counterproductive employees
  • Grasp the importance of employee recognition and the impact of neglecting to provide continual feedback
  • Update your knowledge on current employee engagement research
  • The human resources role in driving employee engagement
  • The critical impact of managers when implementing engagement strategies

12:00 - 01:00PM: Lunch

01:00PM - 02:30PM:
Session 3: Developing Leaders through Effective Employee Relations

  • Methods and tactics for implementing engagement strategies
  • Keep morale and recognition high on a limited budget?
  • Use rewards and recognition to reduce turnover and boost the bottom-line
  • Prevent failure—anticipate problems and avoid the most common mistakes that look great in theory
  • Embrace and sell the benefits of a program that improves quality and productivity

02:30PM - 02:40PM: Break

02:40PM - 03:45PM:
Session 4: Developing Workforce Analytics and a Strategic Workforce Plan

  • Analyze and prioritize areas for strategic improvement
  • How to weave business strategy with recruitment and training strategies
  • Recognize the need for job descriptions and their usefulness in an integrated HR Strategy
  • Understand reward strategies and how to use them properly
  • Transform behaviors to optimize your ROI rewards
  • Everything can be measured and analyzed for effectiveness of strategy

03:45PM - 04:00PM: Closing Remarks, survey, overview of Day 2


The last two years have been the most active period of change at the OFCCP under the Obama Administration to date. The message is clear: OFCCP is better funded, more sophisticated, and more motivated than ever to aggressively enforce affirmative action rules under EO 11246. For the contractor, it is extremely important to comply with these laws or face serious repercussions. Yet, now, more than ever, remaining OFCCP compliant can be one of the toughest challenges an organization faces. With federal employment laws and agency regulatory changes evolving at an exponential rate it is vital to get and stay on top of the sizable body of information.

08:00AM - 08:30AM: Networking and Open Discussion

08:30AM - 10:00AM:
Session 1: What Affirmative is and is Not

  • Affirmative Action – proactive, not reactive
  • A history in review of affirmative action
  • Legislative and judicial trends
  • Know how to quickly and easily determine contractor status
  • Understanding of contractor requirements for affirmative action

10:00AM - 10:10AM - Break

10:10AM - 10:30AM - Break out session with Case Study

10:30AM - 12:00 Noon:
Session 2: The Legal Requirements for, and the framework that drives Affirmative Action

  • The true meaning of affirmative action
  • Key principles of affirmative action program design
  • The difference between diversity and affirmative action
  • Key priorities for OFCCP
  • What does the government’s focus on Plan, Prevent, Protect have to do with Affirmative Action?

12:00 - 01:00PM: Lunch

01:00PM - 02:30PM:
Session 3: The focus of the OFCCP’s heightened enforcement efforts

  • Trends and changes to rules for employment of Veterans and the disabled
  • Overview of latest compensation enforcement initiatives, OFCCP continues its search for misclassified workers and is succeeding.
  • Sex Discrimination Guidelines on the horizon?
  • Overview of the latest revision of the Scheduling Letter
  • Good Faith Efforts (GFE) – efforts with a twist
  • Adverse Impact and Sub-minority analytical trend

02:30PM - 02:40PM: Break

02:40PM - 03:45PM:
Session 4: the most frequent compliance failures and how to avoid them

  • Most common compliance failures
  • A detailed discussion about the four conditions of an Applicant
  • What Strategic Disposition Codes really mean
  • Impact of social media and some concerns to consider
  • Inference – what that means for your practice as a whole
  • Recordkeeping, your new best friend
  • Technology, making it all happen

03:45PM - 04:00PM - Closing Remarks, seminar survey

Meet Your Instructor

Cathleen M Hampton
Human Resource Consultant, Hampton Resources

Cathleen Hampton, is a professional Human Resources consultant with over 25 years of experience. She is a recognized expert in developing and implementing staffing and retention programs that include workforce planning and analysis, along with best-in-class HR technology, sourcing, recruiting and selection methods.

She has been responsible for planning, development and execution of comprehensive strategies for a wide range of client companies, and has broad experience with corporate policy development and program implementation, including affirmative action programs and OFCCP compliance audits.

Ms. Hampton is a dynamic leader who has been instrumental in growing Hampton Resources into a much respected HR Services organization. She oversees diverse engagements where she partners with her clients to develop strategies using the most up-to-date and sound industry trends and practices.

Ms. Hampton serves as the principal coach / counselor for all development activities, and has developed numerous workshops on topics such as strategic and business planning, leadership and management development, compliance enhancement, and performance management. She is a nationally known presenter on topics such as HR and organizational compliance strategies, performance management, organizational and management development, and human capital.

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