Please note this course has been rescheduled from its original date of February 28, 2019.
This course has been approved for 6 SHRM PDCs
In this workshop, you'll look at the changing role of Human Resources - from an administrative function concerned primarily with hiring and firing to what is often now an integrated function in the organization's strategic planning process.
You'll get a thorough introduction to the various skills required of an HR professional. You'll discuss staffing, HR planning, recruiting and selecting employees, employee orientation and training, performance management, compensation practices, job design and analysis, employee benefits, employee/ management relations, and cultural diversity in the workplace.
This dynamic workshop is for both new HR professionals as well as seasoned pros who want a refresher on the key building blocks to success.
Human resource management (HRM) encompasses those activities designed to provide for and coordinate the human resources of an organization. The human resources (HR) of an organization represents one of its largest investments. In fact government reports show that approximately 70 percent of national income is used to compensate employees. The value of an organization’s human resources frequently becomes evident when the organization is sold. Often, the purchase price is greater than the total value of the physical and financial assets. This difference sometimes called goodwill, partially reflects the value of an organization’s human resources. In addition to wages and salaries, organizations often make other sizable investments in their human resources. Recruiting, hiring, and training represent some of the more obvious examples.
Human resource management is today, the term for what has traditionally been referred to as personnel administration or personnel management. However, as the introductory quote indicates, some authors view human resource management as being somewhat different from traditional personnel management. They see personnel management as much narrower and more clerically oriented than human resource management.
Deb Gallant has over thirty years of background and hands-on experience in Human Resources Management and Leadership Development. Prior to joining CMA as a Vice President, she was President of her own HR consulting business for over 20 years, as well as having served as the Director of Leadership Development, OD and Learning at Maine Medical Center/MaineHealth, and at Key Bank as a Senior Vice President of Human Resources and Corporate Training. Deb has earned designations as Senior Professional in Human Resources (SPHR), SHRM-SCP, Certified Compensation Professional (CCP), and a Certified Benefits Professional (CBP).
Deb Graduated Summa Cum Laude with a Bachelor of Arts degree in Sociology from the University of Maine. She has completed graduate work in Business Administration and Psychology. She is also a 1995 Graduate of “The Program on Negotiation” at Harvard Law School, a 2005 graduate from the McGill International Executive Institute’s Accounting and Finance Program, and received her Green Belt in Lean Six Sigma in 2014. Deb is certified to conduct Emotional Intelligence assessments, DiSC work style assessments, to teach Conflict Resolution Skill Building, and to administer the MRG Leadership Effectiveness Tool.
Deb has been very active over the years in many various local, community and statewide activities. She served on the Board of a Publicly Traded Company in Northern Maine for 15 years and also served on the Maine Board of Accountancy as the Public Member for 10 years after being appointed to this position by the Governor in 1993. She has served as Chairman of the Board for Junior Achievement of Maine, Board Member at the University of New England, Member of the Cumberland Club Board of Directors, and as a Board member for Mercy Hospital.
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