This Course is approved by HRCI and SHRM Recertification Provider.
The six-sigma problem solving methodology states that we must begin by defining the problem. For us the first step begins with defining the term Center of Excellence. Part of the difficulty here is that there is apparently no general consensus as to what the term means. There is however some agreement that Centers of Excellence involve four traits.
The Center improves its own expertise. The Center of Excellence provides the development of the resources. The Centers of Excellence will share their newfound expertise.
Beyond the discussion of the components above there is no definitive definition for a Center of Excellence. The webinar proposes the ultimate definition of HR Excellence looking at excellence from four views as shown below:
CARING more about your organization than others think wise The pursuit of quality has to become everyone’s job. As valuable parts of the organization we need to understand that the empowerment of our organizational change is based in the involvement of every aspect of that organization in the change process.
RISKING more than others think safe to change the corporate culture We understand that in order to reach this center of excellence we have to see the problem, feel the problem and create the new normal. We do not accomplish that by doing what we always have done. We have to stop being afraid of experimenting with our processes to make the organization better. Our managers have to come to grips with the idea that it is not wrong to fail, and we won’t fail unless we take risks that some in the organization think are unwise.
DREAMING more than others think practical about the potential your organization In line with taking risks is the realization that when we take a look at the organizational potential and respond with the statement" that is all there is" we are hurting not only the organization but also the human capital assets within that organization. Napoleon Hill told us that whatever the mind can conceive and believe it will achieve. We need to conceive and believe that there is no limit to what the organization can do and go. We just have to believe in the fact that we can get there.
EXPECTING more than others find possible from your human capital assets If you want to achieve this center of excellence status you must forget the stereotypes. There are hundreds of examples of individuals from Thomas Edison to Einstein that were suffering from disabilities and still went on to change the world in which we live. We need to open our perspective to see what could be rather than what it is.
Why should you Attend: HR is a tough environment. You are expected to be the corporate fireman and the gatekeeper to talent selection. Your upper management more frequently are demanding evidence-based analytics to show you are contributing to the organization. You are the key to the success of the talent management and acquisition of strong talent for your organization. You are responsible for providing the organization with the proper key performance indicators to show that the organization is in alignment with their mission, values and goals.
You are also responsible for ensuring that supervisors and managers as well as rank and file employees understand the corporate policies and procedures. You have the responsibility to ensure that these processes are applied consistently and correctly. You have the responsibility to learn the language of business so that you can communicate with the management of your organization in their space rather than yours.
Part of that language is to understand the steps in sustainable process improvement. This includes the development of models that can be used to improve the organization using repeatable processes. Part of that effort is to create centers of excellence in which resides examples of successful process efforts. This webinar shows the path to creating these centres. That is why you need this webinar.
Areas Covered in the Session:
Definition of Excellence
Characteristics of Excellence
Role of HR professionals in path to Excellence
Who Will Benefit:
Chief Human Resource Officer
VP of Human Resources
Talent Acquisition Professionals
Talent Acquisition Management
Chief Financial Officer
Chief Executive Officer
Daniel T. Bloom is a well-respected author, speaker and HR strategist, who during his career has worked as a contingency executive recruiter, member of the internal HR staff of a Fortune 1000 corporation, and a Corporate Relocation Director for several real estate firms. He is an active participant within the HR social Media scene maintaining blogs on Dbaiconsulting.com, Human Capital League; Recruiting Blogs, Brandergy and Toolbox for HR. He has also written over 40 articles, which have appeared on line and in print; along with four books (Just Get Me There- 2005 and Achieving HR Excellence through Six Sigma -2013, Field Guide to Achieving HR Excellence through Six Sigma – 2016, The Exceptional Educational System: Using Six Sigma to Transform Schools - 2017).