This meeting is pending Pre-approval for 6.

25 General/Strategic Credits Towards PHR, SPHR & GPR

Strategic Management Workshop Leadership and A New Play Book for Strategic Success
Presenter: Date: Location: Registration: Margaret Morford The HR Edge, Inc. Wednesday, November 14, 2012 Rock Garden-West Green Bay, 1951 Bond Street Eventbrite Register Early Space is Limited - Everbrite Accepts: AmEx, Discover, Mastercard, Visa

SHRM Member Link 7am-5pm http://greenbayshrmnovemberfull2012meeting.eventbrite.com/ Local Business Leaders Link - 7am 11:45am http://greenbayshrmnovemberam2012meeting.eventbrite.com/
7:00am 7:30am 7:30am 8:00am 8:00am 8:15am 8:15am 10:00am 10:00am 10:15am 10:15am 11:45am 11:45am 12:30pm 12:30pm 1:45pm 1:45pm 2:00pm 2:00pm 3:45pm 3:45pm 4:45pm 4:45pm - 5:00pm Registration & Networking Breakfast SHRM Business What Eagles Dare The Critical Difference Between Managing and Leading Break Continue What Eagles Dare The Critical Difference Between Managing and Leading Lunch Strategic HR - The Normal Play Book Wont Get You There Break Continue - Strategic HR - The Normal Play Book Wont Get You There Margarets Trends that Affect Business Issues Report Questions and Wrap up

Eventbrite Registration Is Now OPEN!!!

Margaret is CEO for The HR Edge, Inc., an international management consulting and training company. Her clients have included Chevron, Time Warner, U.S. Secret Service, Sara Lee Foods, Home and Garden Television, and many others, including various local and state governments. Previous to owning her own company, Margaret was Sr. Vice President, Human Resources Consulting for a national consulting firm out of Winston-Salem, North Carolina. Margaret has a BS degree from the University of Alabama and a JD degree from the Vanderbilt University School of Law. She has worked as an attorney, specializing in employment law as well as has been Vice President of Human Resources for three large companies. She is often quoted as a business expert in newspapers and magazines across the country including Wall Street Journal, New York Times, Chicago Tribune, USA Today, MSNBC, CBS Money Watch, and Entrepreneur, and appears regularly on local ABC, CBS and Fox television affiliates. She is the author of the business books, Management Courage Having the Heart of a Lion and The Hidden Language of Business Workplace Politics, Power & Influence.

Morning Session: What Eagles Dare The Critical Difference Between Managing and Leading
Are you worried about future talent shortages and turnover in your organization? Are you constantly concerned about retention and productivity? As the labor pool shrinks, employees will examine more carefully the people for which they are willing to work. More and more the type of management that exists within an organization will become the deciding factor for whether the organization will be able to retain its current employees as well as attract new ones. This presentation differentiates leadership characteristics from management characteristics and asks participants to answer eight hard-hitting questions about their ability to lead others and to foster and create leaders within their own organizations. The information will revolutionize thinking about leadership and the way people need to be managed for the future. Review of the current employment marketplace as well as a forecast of the employment marketplace trends of the future; Discussion of workplace study by Marcus Buckingham and its conclusions: Identification of the metrics and defining components of leaders and organizations who excel based on Buckinghams philosophy and methodology; Explanation of difference between management characteristics and leadership characteristics; The role of innovation and creativity as a competency for leaders to attract and retain the workforce of the future; and Self-Assessment of each individual's current leadership ability and a determination of the necessary personal development needed.

Afternoon Session: Strategic HR - The Normal Play Book Wont Get You There
This session will identify the top six areas Human Resources needs to address in order to transform their current role from tactical to strategic and how to prepare their organizations to adapt, and thrive, in the future. HR professionals must wrap all future activities around the greatest business and financial challenges to their organizations and move from supporting their organizations to becoming the solution to those issues that hold their organizations back or even threaten their organizations continued existence. Learn what management (the customers) really needs from HR and how to build relationships that astound senior executives regarding what HR can bring to the table. Look at contributing in several very different non-HR ways so HR is seen as a real asset and change agent in their organization. HR professionals need to adjust their current mindsets and courses of action, to become integrally involved in the running of their organizations, and to re-align all that they do in order to deliver what their organizations need today...and a decade from now. Use a bottom-line, business-oriented mindset to select what initiatives HR should pursue and write an HR Strategic Plan that exactly underpins their organizations strategic direction; Review business/organizational trends and statistics to determine how HR needs to plan for their organizations future and what functions should be outsourced; Develop and track metrics regarding the overall viability of their organization, not simply the HR function; Understand the difference between recruiting talent and developing skills; Focus on what talents and skills their organization will need 5 to 7 years from now in order to formulate and execute a current plan for attracting that talent externally and building those skills internally; Pursue initiatives that are specifically tailored for the long-tern business needs of their organizations and not simply current practices in their industry or marketplace; Use benchmarking as a beginning to formulating strategy, not as a final work product in order to create innovative solutions to long-term issues and future needs of their organizations; Evaluate risks and formulate courses of action that minimize those risks while still providing their organizations with the flexibility they need to operate now and in the future; and Learn about the business of their organizations including the financials, revenues (budget dollars), products/services, marketing/branding and operations.

Program Offered to All SHRM Members and the Local Business Community
GB-SHRM members and National or WI-SHRM Chapter members
Includes: Full Day Workshop and two meals (Breakfast & Lunch) Six Hours and 15 Mins. of Education/Training Morning and Afternoon Sessions Cost: $75.00 Full Day Note to our GB-SHRM members o Our Community Outreach We are asking our GB-SHRM members to invite (2) management leaders from their respective companies to attend the Morning Session. This is an opportunity for our organization to reach out to local businesses to provide a training and development program for our business leaders.

http://greenbayshrmnovemberfull2012meeting.eventbrite.com/

Local Business Leaders - Supervisors, Managers, and business leaders from the Green Bay community
Includes: Morning Presentation ONLY (Breakfast-ONLY) Three Hours of Education/Training Morning Session Only Cost: $60.00 Morning Session ONLY

http://greenbayshrmnovemberam2012meeting.eventbrite.com/

Out-of-Town SHRM Members Special Room Rate

A block of rooms has been reserved. Book by 10/24, Room Rate $85.49 (Includes Breakfast) Contact the Comfort Suites and mention the GB-SHRM Program on 11/14/12 Rock Garden-Comfort Suites, 1951 Bond Street, Green Bay, WI, 920-499-7449

Qualifies for GENERAL or STRATEGIC Credits Full Day - 6.25 Credits