Do you want to conduct a sound classification analysis but have no idea where to start? You are not a subject matter expert, so how do you defend a current position or whether a position is working out of class or merely performing complex duties? Given the politics, what is the point of a comprehensive classification analysis?

These are some common and important questions.  In this interactive workshop, you will learn the foundation of classification and answers to these questions and many more.  

After some theory and activities, reinforced with real life situations, at the conclusion of the workshop, participants should have an increased knowledge of and the ability to integrate and utilize the following:

• Reasons to conduct a classification study

• Job families and classification levels

• Broad vs. narrow classifications - identify when classifications should be consolidated

• Allocation factors

• Managing a classification interview

• Conducting the analysis and developing a defensible classification report

• Creating and revising a classification specification

• Classification changes and the politics

Part I: Classification Foundation

This session will provide an overview of the fundamentals of classification analysis. What is it? Why do we do it? Why is maintaining the classification system important and what are the ingredients? You will learn about job families, classification levels, and allocation factors, and how to use them to conduct a classification analysis.

Part II: Data Collection and the Analysis

This session will dive deeper into the classification foundation by using the allocation factors to manage the classification interview and evaluating single and multiple incumbent positions to make a classification recommendation. We will role play this interview process and how learn to ask effective questions.

Part III: The Art of Crafting a Defensible Report

Our final session will cover what you should be considering as you finalize your analysis through writing a defensible classification report, irrespective of politics, and how to write and/or update a classification specification. In addition, we will also discuss strategies to manage the classification review/appeal process.

Interested in learning how to navigate the art and science of compensation? Compensation data can be very helpful in providing an external trend, but it also raises employees’ expectations, and requires both analysis and strategy.  This course will combine and cover the essential elements of collecting compensation data, analyzing the data, developing and implementing a compensation strategy, and managing stakeholders’ expectations.

Part I - Compensation Foundations

This session will provide an overview of the fundamentals of compensation analysis.  What is it?  Why do we do it?  What is a compensation philosophy and how do I develop one?  Learn about the “whole job evaluation” methodology and approaches to compensation studies in this foundational overview.

Part II - Unpacking Compensation

This session will dive deeper into identifying your labor market, choosing benchmark classifications, collecting the market data, verifying the appropriateness of identified comparable classifications, and auditing matches to identify the accuracy of the salary data.

Part III - Auditing & Data Analysis

The final session will cover what you should be considering as you complete your analysis, and implement any changes identified through your analysis, develop salary recommendations, and implementation strategies.

Job Analysis is the foundation of assessment and classification, and incorporating competency models extends the usefulness of the job analysis data to performance management and employee development. In three half day sessions, you will learn a simple process for identifying the right competencies, and collecting and analyzing job analytic data.

Part I - Competency Modeling

Through a combination of lecture, discussion, and individual and group exercises, participants will gain an understanding of the terms and application of "Competency" and "Competency Modeling" and how it complements Job Analysis.  This course will address issues that competency modeling might resolve, design parameters, key design features, rating and sorting duties and competencies and how to apply competencies in examination design.

Part II - Job Analysis

This interactive twosession workshop will focus on the WRIPAC Job Analysis Method. This comprehensive method is designed to identify the essential job tasks and associated knowledge, skills, and abilities (KSAs) and Competencies required to satisfactorily perform those tasks. The WRIPAC Job Analysis Method is flexible enough to be used in any jurisdiction and for a variety of classifications. It is compliant with the 1978 Federal Uniform Guidelines on Employee Selection Procedures and 1990 Americans with Disabilities Act. This workshop includes group discussions, practical exercises. The WRIPAC Job Analysis manual is available for $25 to cover printing and shipping fees.

Multiple-choice exams can measure a range of different types of knowledge and competencies, and the efficiencies gained from mass administering and scoring of such exams make them a popular assessment tool to use in your exam plans.  A well-constructed multiple-choice exam will adequately differentiate examinees with high and low levels of knowledge and competencies; however, a poorly constructed multiple-choice exam will generate misleading results and adversely affect your hiring processes.

 

This one-day course will combine and cover the essential elements of multiple-choice item writing and editing; and interpreting and analyzing multiple-choice item analysis reports.

 

The first segment of this course will cover the multiple-choice test construction process to ensure that your recruitment assessments contain enough quality items that reliably measure the necessary knowledge and competencies of the job. The second segment will cover the use and interpretation of item analysis data to evaluate the quality and effectiveness of your multiple-choice items as well as the overall exam. 

 

By the end of this training, you will learn about:

• The structure and terminology of a multiple-choice item.

• Basics and best practices of Item writing and editing.

• The key characteristics of a good test multiple-choice item.

• Common item flaws and how to avoid them.

• Exam construction using Job Domain/Construct Sampling.

• Single vs Multiple Pass-Point Considerations.

• Using item analysis to identify effective and problematic multiple-choice items

• Item Analysis terminology (item discrimination, point-biserial correlation, item difficulty, distractor analysis, classical test theory, statistical reliability, and other related statistical concepts).

We’ve all seen it happen – the pleasant and articulate candidate that checks all the boxes during the interview process; they are confident, demonstrate a range of qualities desired for the position and have effective interpersonal communication.  However, once selected they present differently than anticipated. The candidate who seemed to know all the technical concepts in the interview lacked the ability to apply them on the job. One of the reasons may be your interview process itself. As HR Professionals, one of our most critical responsibilities is helping hiring managers identify and hire top talent. While there are many different selection tools available to you, one of the most reliable methods is the structured interview process.

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The academic research over the last two decades has documented increased predictive validity and reduced adverse impact when structured interviews are part of the selection process.

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Having a solid interview guide is not enough – this interactive one day workshop focuses on the key considerations in developing a well-designed structured interview process.  When the workshop is complete, participants should have the ability to further understand, integrate and utilize the following learn about:

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• Face validity

• Developing behavior-based anchors

• Working with job experts to develop questions and rating criteria

• Training interview panel members

• Common rater biases

• Interview administration best practices

We hear about big data and analytics all the time in business, but how can we actually use the data we have in Human Resources? This all day seminar will be a hands on approach to transforming the HRIS data we have in our current systems and creating meaningful metrics and building a dashboard that you can use in  your organizations. Utilizing Excel and Tableau, you will leave this session feeling more comfortable and ready to become a data evangelist in your organization. Participants will use their own devices so that the work that is done can be taken with them. 

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This class is designed for a beginner-intermediate excel user and a beginner Tableau user. Here is a snapshot of what will be covered:

 

• Seven steps to performing data analysis

• Basic data cleanup (vlookup, conditional formatting, conditional formulas, etc...)

• How to use pivot tables in Excel

• Basic overview of Tableau and other visualization tools

• Basic dashboard creation

• Transforming data into a story

Creating Equity, Inclusion and Integration is intended to raise and increase awareness about the value of creating inclusion and equity; while recognizing and celebrating unique qualities, traits, skills, gifts, and talents each individual contributes to communities in which they participate (live and work).

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Through very detailed and well-crafted exercises, participants are empowered to explore layers of assumptions, stereotypes, and biases, systemic and institutionalized ideologies; which lead to biased attitudes that influence discriminatory behavior.

 

Participants are also invited to reflect on the value of multi-dimensional aspects of diversity (i.e. class, age, gender, ethnicity, rights, access etc.), to understand the advantages and disadvantages that can lead to inequities; as well as strategies which will help diminish and minimize biased attitudes and effects in decision-making.

 

Through this journey, participants will identify and gain a deeper understanding of the following: 

• Conscious and unconscious bias.

• Conditions and influences which effect unconscious bias, and its impacts thoughts, attitudes, language, and behavior.

• How certain biases are necessary and valuable for survival; while others can be detrimental, harmful, and damaging to building relationships that are viewed as different; causing some individuals to be valued more than others.

• Understand the systems of institutional and systemic Macro-Aggressions that plague U.S. culture, through unaddressed inequities.

• Identify and develop strategies to deprogramming thought-patterns and reactions which are counteractive to creating inclusion; while discovering steps and practices which promote fairness, integration and equity.

• Discover the power of Micro-Affirmations as a tool to build confidence, maintain and enhance self-esteem, and sustain positive impacts to productivity and success.

• Learn and apply processes to dismantle Macro-Aggressions.

• Apply evaluation of institutional and systemic bias to the evaluation of HR practices (i.e. hiring selection, exams and/or management coaching, etc.); and explore ways to mitigate bias in the Employee Performance Life-Cycle (i.e. selection, training, coaching/performance management, reviews, etc.).

 

Through engaging multiple partners, participating in a series of small and large group discussions, along with engaging highly effective video resources; this session is designed to offer optimal rewards of personal growth through raised awareness and influencing renewed commitment to respect, dignity, consideration and regard for others’ experiences; as well as value of all life.

Participants will be able to recognize the ongoing journey and efforts of continuously becoming consciously aware of unhealthy thoughts, attitudes, and behaviors, as well as tools and mechanisms to promote consistent and persistent steps needed for sustainable positive change.

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The overall goal of the program hinges on the premise that each member of an organization is personally responsible and accountable for what they say and/or do to make it inclusive and equitable, inclusive and integrated place to work; through employing fair and just practices to, and for all.