The Executive Coaching for Leaders (EXCL) Project

EXCL is a pilot project that is designed to assist new leaders (less than four years experience) in their role in the non-profit sector to deal with the priorities/challenges and opportunities they are facing and that would benefit from being supported by an executive coach. The EXCL project is an MFNPO administered project funded by The Winnipeg Foundation.

 

What is Executive Coaching?

“Executive coaching is defined as a process of supporting individuals to make more conscious decisions about their professional and personal lives. Executive coaches assist leaders in learning about themselves, their interpersonal relationships, and their styles of learning, leading, managing people, making decisions, and managing conflict.

Coaching is a confidential process for individuals to identify what’s important in personal and organizational values and to be more successful in acting on what’s important. Coaching is a developmental process based on identifying and building on the individual’s strengths and internal resources.

Through a series of sessions with a professional coach, individuals identify goals, barriers to success, and action strategies to help them achieve their goals. The coach supports the individual in staying committed to priorities she or he says are important. Coaches ask good questions that support learning and solutions from the ED and provide supportive reinforcement to put new insights into practice.”

There is an assumption that leaders participating in the project will want to continue working with coaches beyond EXCL to gain their desired long term results. Funding for future coaching beyond the pilot project will be the responsibility of the participants and/or their organization.

 

Details on the EXCL Project:

Invitation – December 2017 – the invitation is circulated to organizations in the non-profit sector by the Executive Director of MFNPO.

Participation – interested participants will submit their application to the Project Coordinator – Dianne McCoy by December 31, 2017 at info@mfnpo.org

Selection: Applications will be reviewed and applicants will be interviewed by the Project Coordinator with selection of applicants to occur by January 12, 2018. All applicants to the EXCL project will be advised by email on their status. For those selected, instructions on the process for coaching will be provided.

 

EXCL Selection Criteria –

  • The individual has less than four years of experience as an executive director or in a leadership role;
  • The individuals may have staff reporting to them and be responsible to a Board;
  • They have no prior experience of coaching but understand the basic distinctions coaching;
  • They have a desire to focus on
    • leadership, management and/or technical skills to assist them in leading more effectively
    • beliefs and attitudes about themselves and their work
  • They have not participated in other MFNPO programs ie HUB
  • They agree to report on their progress and experience as a part of the evaluation.

 

Coaching – There are 10 leader spaces available. Each selected leader in EXCL will receive a total of 3 hours of coaching with a coach assigned to them. The coaching discussions between the leader and coach will be confidential and one on one with the coach.  General themes that emerge out of the coaching will be noted and reported for the purposes of what is common to the leaders and for the future of coaching and leadership in the sector.

Coaching will take place between the coach and the leader from January 15, 2018 to March 15, 2018.  Coaching appointments will be arranged between the coach with the leader to occur within that time-period.

Coaching will take place through meeting face to face at a mutually agreeable location and time and/or occur through using telephone or technology (skype, zoom or another method).

Coaches: Professionally trained executive coaches who are members of International Coach Federation with experience in coaching in non-profit organizations will be working with the leaders in this project. These coaches are committed to their profession and professional development and contributing to the success of non-profit leadership.

 

The Project Coordinator for EXCL is:

Dianne McCoy, MA, PCC    |    Telephone – 204-885-1586

 

The Project Lead for MFNPO and EXCL is:

Sandra Simpson, Executive Director, MFNPO   |   Telephone: 204-272-4592

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Finding our Voice through an Affiliate Model

The Manitoba Federation of Non-Profit Organizations is looking at enhancing services to the non-profit sector and funding those enhancements through a voluntary, paid affiliate model. MFNPO is currently funded as a sector council by the provincial government. As a sector council, MFNPO is funded to focus exclusively on training and skills development for the non-profit sector.

“We’ve had some comments from non-profit organizations about providing more services,” says MFNPO Co-Chair Sandra Oakley. “I think there is a very real appetite in the sector for more programs to help non-profits and their leaders to perform better.”

With limited funds, MFNPO can only offer so much, says Oakley, so MFNPO is exploring the possibility of asking non-profits to pay a $100 affiliate fee to access a wider range of services while bolstering the Federation. “The model would be similar to the Manitoba Federation of Labour or the Manitoba Chambers of Commerce,” says Oakley. “MFNPO would be underpinned by a network of strong and engaged non-profits of all sizes.”

In October, MFNPO circulated an email survey to gather input from the sector about what services could be offered. Oakley expects that the results will validate current ideas and unearth some new ones. “We want to be able to provide more educational programs like ‘lunch-and-learn’ sessions that will reach broader audiences,” says Oakley. “We want to be seen as a primary source of information and education for people in the non-profit sector. To do that successfully, we need to offer more programs throughout the year.”

It is also expected that affiliates will have access to special events, access to expert advice, and will enjoy reduced fees on certain training programs. Oakley also believes that a sustainable affiliate model will help MFNPO serve as a more credible voice in the community.

“With the resources generated by the model and the sense of renewal we will feel as a Federation, we can represent the sector and advocate on its behalf more effectively,” says Oakley. A voluntary paid affiliate model, if advanced, will launch some time later in 2018.

“We’re excited about this initiative because if we’re successful, we will be a stronger voice for the sector,” says Oakley. “The non-profit sector is changing rapidly. The affiliate program will help turn many non-profits into active participants in keeping MFNPO nimble, responsive, and increasingly relevant.”

A Fundamental Impact

Clayton Robins knew the change was coming, but that didn’t make it any easier.

“The Department of Agriculture transferred some responsibilities to us a couple of years ago,” says Robins, Executive Director of the Manitoba 4-H Council in Brandon. “We knew it was coming and we had time to plan, but when your staff grows from two people to seven people in under two years, it’s a big change.”

Robins suddenly found himself spending far more time on human resources issues than ever before. “We needed some help in understanding how to manage the people in our organization,” he says. “We absolutely needed to spend more time on HR and I wanted to learn how to use that time effectively.”

So, Robins and his Office Manager enrolled in the Brandon session of the Fundamentals of Human Resources course offered by the Manitoba Federation of Non-Profit Organizations. The course is a recurring six-module program that has been delivered to full houses in Winnipeg, Brandon, and Thompson. It will be offered again in Winnipeg in January 2018, and in Brandon over three days in January–March.

For Robins, the course helped him advance HR practice at 4-H almost immediately, particularly around the issues of employee evaluation and conflict management. “The course was great. The instructor (Janice Goldsborough) welcomed questions and dialogue,” says Robins. “Much of the learning was peer-to-peer and now I feel I have a network down the road.”

John Hutton had a similar reaction to the course he took in Winnipeg in 2016.

“At a small agency like ours, there isn’t a separate person handling HR. That falls to me,” says Hutton, the Executive Director of the John Howard Society of Manitoba. “I’ve never had any HR training, so the course helped me clarify and sharpen some of the HR things we’ve been doing.”

Hutton, who oversees a staff of 20, says that where he felt an immediate impact was in the area of developing human resources policies for his agency. “It was a structured learning environment with opportunities for free-flowing dialogue and informal learning,” says Hutton. “I learned how to write some very coherent policy.”

Registration for the January 2018 course in Winnipeg  and the January–March course in Brandon is underway and only a few spots remain. The fee is $300 per person and registration is capped at 25 participants.

“Small organizations like ours are under pressure so it’s really nice to have resources like this available at an affordable rate,” says Hutton. “I like that it is professionally facilitated and aimed specifically at the non-profit sector.”

Fundamentals of Human Resources is based on materials originally produced by the HR Council for the Nonprofit Sector, work that is now housed within Community Foundations of Canada. MFNPO and Community Foundations of Canada are collaborating as partners in this initiative in Manitoba.

The six modules that comprise the course are: Policy Framework and Employment Legislation; Getting the Right People; Managing People and their Work; Health and Safety – Workplaces that Work; Training, Learning, and Development; and HR Planning and Wrap-up. The course will be held on January 10, 11, and 12, with two modules covered per day.

Learn more about the program and registration on the MFNPO website.

A Badge of Knowledge

A Winnipeg non-profit is dipping its toe into the waters of open badges, an increasingly popular system for recognizing professional development.

“We’re overfilling our workshops,” says Diana Rozos, Manager of Family and Child Care Resources at Family Dynamics. “I didn’t have to do much marketing to our students. There is a novelty factor here, too. Our participants are thrilled to help us pilot something new.”

Family Dynamics is using open badges as digital certificates to recognize learned skills and participation in their professional development program for licensed home-based childcare providers. Learners can receive badges in three different categories (Theory, Applied Learning, and Special Events) as well as Milestone and Leadership badges for participation in workshops about outdoor play, communications, and more.

“Most of our clients are new Canadians eager to learn and eager to succeed in their business,” says Rozos, who is implementing the badge program with the help of Margerit Roger of Eupraxia Training. “When they get a digital badge, they can display it on LinkedIn, Facebook, in an online ‘passport’, in their email signature, or on their own personal website. They can also print a version for display in their childcare space. The badge tells their clients and prospective clients that they care about professional development and lifelong learning.”

MFNPO is also experimenting with open badges to advance skills development in the non-profit sector by issuing them for successful completion of its Fundamentals of Human Resources program. To earn the badge, participants must complete the program and all the assignments, including the development of HR documents for their workplaces.

“Open badges are a good way to recognize specialized learning,” says Don Presant, President of Learning Agents and a consultant to MFNPO. “They recognize that learning today takes place in different ways, in different places, and through different media. When communities change and technology changes, the world needs ways to promote and recognize people’s efforts to keep pace.”

As open badges become more widely understood and embraced in Canada, the entire system will become increasingly credible and robust.

“Any organization can equip themselves with a badge system for its employees to recognize training and development,” says Presant. “There is plenty of evidence to support the notion that striving for and earning badges inspires and energizes employees and helps employers develop needed workforce skills.”

This video explains more about open badges and how they work.

“We run professional development programs, anyway,” adds Diana Rozos. “The badges initiative compels us to be more rigorous and more innovative in what we offer and in how we deliver it. It doesn’t only help the person who is participating, it enhances the organization offering the badges.”

To learn more about MFNPO’s discussions about open badges, contact the MFNPO office at info@mfnpo.org or (204) 272-6088.

Fundamentals of Human Resources: 2017-2018

Fundamentals of Human Resources: 2017-2018
A series of training modules to elevate your HR management knowledge and skills

The Manitoba Federation of Non-Profit Organizations is once again offering Fundamentals of Human Resourcestraining, a six-part training program for the non-profit sector.

MFNPO has offered the course several times in 2016-2017. It sold out quickly each time. Register early to avoid disappointment.

Recognizing that many non-profit organizations cannot afford to hire designated human resources managers, this program is designed to help Executive Directors and other organizational leaders provide more effective human resources management within their organizations. The program is comprehensive, interactive, moderately priced, and professionally facilitated.

Fundamentals of Human Resources will be offered two times in Winnipeg and one time in Brandon in 2017-2018.

  • Class size is limited to 25 participants exclusively from the non-profit sector.
  • There will be a modest amount of work required after each session.
  • Winnipeg fall session dates: September 6, 27. October 11, 25. November 8, 22, 2017 from 8:30 am to 12 pm. Registration deadline is August 25, 2017.
  • Winnipeg winter session dates: January 10, 11, 12, 2018 from 8:30 am to 4:30 pm. Registration deadline is January 3, 2018.
  • Brandon dates: September 20, 21, 22, 2017 from 8:30 am to 4:30 pm. Registration deadline is September 13, 2017.

Fundamentals of Human Resources is based on materials originally produced by the HR Council for the Nonprofit Sector, work that is now housed within Community Foundations of Canada. The Manitoba Federation of Non-Profit Organizations and Community Foundations of Canada are collaborating as partners in this initiative in Manitoba.

 

MODULES

Module 1:  Policy Framework and Employment Legislation

Module 2:  Getting the Right People

Module 3:  Managing People and their Work

Module 4:  Health and Safety – Workplaces that Work

Module 5:  Training, Learning, and Development

Module 6:  HR Planning and Wrap-up

NOTE: For the three-day course, two modules will be covered each day.

 

TRAINERS

Our facilitators bring a wealth of experience in HR management training, along with the ability to generate meaningful dialogue among participants to foster a peer learning environment.

janice
Janice GoldsboroughCPHR, HR Consultant

 

DATES

Winnipeg Fall Session
Dates: September 6, 27. October 11, 25. November 8, 22, 2017.
Time: 8:30 am-12:00 pm
Location: 1000 Waverley St. Winnipeg, MB. R3T 0P3 – Training Room #104
Registration deadline: August 25, 2017.


Brandon

Dates: September 20, 21, 22, 2017.
Time: 8:30 am – 4:30 pm
Location: Riverbank Discovery Centre (#1 – 545 Conservation Drive, Brandon, MB R7A 7L8)
Registration deadline: September 13, 2017.


Winnipeg Winter Session

Dates: January 10, 11, 12, 2018
Time: 8:30 am-4:30 pm
Location: 1000 Waverley St. Winnipeg, MB. R3T 0P3 – Training Room #104
Registration deadline: January 3, 2018.

 

FEES

The entire program costs $300 per participant that includes the printed materials and coffee breaks.
Please bring your own lunch.

 

Cancellation

Cancellations should be received via email or phone 48 hours before the training date.

 

REGISTRATION

Please click the link below to register

– Winnipeg Fall SessionsSeptember 6, 27. October 11, 25. November 8, 22, 2017 from 8:30 am to 12 pm

– Brandon September 20, 21, 22, 2017 from 8:30 am to 4:30 pm

 – Winnipeg Winter SessionsJanuary 10, 11, 12, 2018 from 8:30 am to 4:30 pm

The Canada Summer Games: Short-term Staff; Long-term Impact

Your non-profit organization might operate on a five-year strategic planning cycle. The Board might have a long-term planning committee and you probably hire employees you can train, nurture, and shape for the future. And, hopefully, you have succession planning on your mind.

So how would you manage an organization that’s only supposed to be around for a couple of years – a non-profit pop-up designed to meet a short-term need? That’s the challenge faced by Jeff Hnatiuk, President and CEO of the 2017 Canada Summer Games Host Society.

“Even though this is a short-term enterprise, we recruited with the spirit of building capacity for the future,” said Hnatiuk, the long-time President and CEO of Sport Manitoba, seconded for the Canada Summer Games. “We were looking for younger employees along with a few more experienced people who could serve as mentors.”

While a few employees were actively recruited – particularly those with some experience from the 1999 Pan-Am Games and other major events – about 90 percent of the 65 staff positions were filled through an open process. Many hundreds of people applied for jobs that would only last from a few months to about four years.

“I think people who applied knew that this was a very special major event and they wanted to be a part of it,” said Hnatiuk, who has worked in sports administration since 1986. “They also know that if the games are a success, their job here will look great on a résumé.”

Hnatiuk also notes that that the workforce has changed over the years and “people aren’t afraid to take on a short-term assignment.” There is a lot of mobility in the workforce, he added, and “there are people who choose careers in sports administration. After the Pan-Am Games in ’99, there were people who took assignments with other games, including the Olympics. The Canada Summer Games offers the same opportunity.”

That all said, in an organization with a short lifespan there are some HR challenges, especially retention.

“We’ve hired great people so it’s no surprise that some of them entertain other opportunities while they work here. After all, their jobs will end soon,” he said. “We have lost a few people along the way.”

For Hnatiuk, retention is best supported by fostering enthusiasm for the event itself. The excitement can take on a life of its own, creating a sort of shared community adrenaline. “The motivation to excel and to stay through the hard work, long hours, and strict deadlines is the belief that we are doing something very special for the community – something with a remarkable, long-term impact,” said Hnatiuk.

He also notes how important it is to create short-term goals and targets around which people can rally – whether that means hitting volunteer recruitment targets, securing accommodations for over 4,500 athletes and officials, achieving ticket sales goals, and a number of other benchmarks.

“The importance of having short-term, measureable goals is an important take-away for me and something that any organization can benefit from,” he said.

The Canada Summer Games – celebrating its fiftieth anniversary – are expected to generate over $150 million in economic impact in Manitoba. The Games have attracted nearly 6,000 community-minded volunteers, and are certain to create new fans and admirers of amateur sport – something very close to Jeff Hnatiuk’s heart.

“I see amateur sport as a social good,” he said. “Not only does participation in sport make us physically healthier, but it is also an exceptional way to welcome newcomers to Canada and strengthen the community. I see the Canada Summer Games as a celebration of everything that is great about sport.”

The 2017 Canada Summer Games run July 28 to August 13. For more information, visit http://www.2017canadagames.ca/.

Bringing Workforce Development Up to Code

Pablo Listingart first learned about Winnipeg while watching the 1999 Pan-Am Games on television in his Buenos Aries living room. He didn’t dream of living in Winnipeg at the time. Today, he wouldn’t dream of living anywhere else. And he wouldn’t dream of doing anything else.

The 36-year-old information technology expert runs his own web design company, but his true passion is Comunidad IT (ComIT), the non-profit organization he launched with partners in Argentina and has recently launched in Manitoba. ComIT’s mission is to help young people and marginalized populations learn computer skills – especially coding – to meet the needs of the changing workplace.

Listingart had the idea of launching ComIT while working for Microsoft in 2007 as an “academic evangelist.”

“My job was to travel around Argentina promoting the merits of Microsoft products to professors and students,” he says. “What I learned in my travels is that colleges and universities could not keep up with the economy’s demand for people with IT skills. There were young people who wanted the training, but didn’t have access. Either they couldn’t afford the education, or they lived too far away, or they had to work to help support their families.”

Listingart ultimately spoke with a few colleagues about the problem and together they launched ComIT in 2012. They designed a focused, market-driven curriculum that they could deliver without a fee for the students. For the first while, they covered their own expenses out of pocket and promoted the free classes on their own.

“We would walk through public parks handing out fliers to young people who we thought might benefit,” he recalls. “We also promoted our courses on social media.”

In short order, Listingart and his colleagues had developed nine three-month courses, students were signing up, and the IT world took notice.

“We got funding from Microsoft, Google, and other companies,” says Listingart. “More important, our graduates were getting jobs. Our first course had 10 students and eight of them found work. Our next group had 13 graduates, and 10 got jobs. It was very satisfying.”

ComIT recently expanded to Chile and is still going strong in Argentina – over 1,000 students have taken courses so far. But while Listingart and his colleagues were taking ComIT to new heights in South America, he and his wife (Solange) were considering a new home.

“We were ready for a change of pace from life in Argentina,” he says. “We considered Europe and the U.S. and it wasn’t the right fit for us. We started to look at Canadian cities and I came to explore Winnipeg. The morning I woke up in a bed-and-breakfast and experienced the silence of the city and heard the trees outside my window, I said: ‘Yeah, this is the place.’”

As soon as Listingart arrived for good in 2015, he started learning about how he could set up ComIT in Manitoba to try to replicate the success the organization was enjoying in Argentina. ComIT’s incorporation as a non-profit was approved in October 2016 and the ink is still drying on the application for charitable status.

“There are similar needs in Canada as there are in Argentina and all over,” he says. “Employers need skilled developers and coders. The schools can’t keep up with the demand, and there are plenty of driven young people who don’t have access to the training. There are people being left behind and they don’t have to be. I have no doubt that ComIT can make a difference in Manitoba and across Canada.”

So far, the Canadian version of ComIT has run one course in Kitchener, Ontario, that included participants from Dubai, Kenya, Pakistan, and other countries. In June 2017, Listingart will be training a group of students through the Information and Communication Technologies Association of Manitoba in Winnipeg, ComIT’s first local assignment.

Listingart has embraced community life since arriving in Winnipeg. He serves as Vice-President of Whyte Ridge Community Centre, coaches his son’s soccer team, and is a new Board member of the Manitoba Federation of Non-Profit Organizations. He is a networking ninja passionate about ComIT’s potential for the economy, for the community, and for the participants.

“There is no better feeling than getting an email from a student thanking me for the course and telling me they got a great IT job,” says Listingart. “I look forward to getting notes like that from Winnipeggers very soon.”

For more information about ComIT, visit http://www.comit.org/.

English at Work…Works!

The English at Work program is positioning new Canadians to solve an old problem for St.Amant.

“High staff turnover is a challenge that we face here and throughout the sector,” said Jennifer Rodrigue, ‎Senior Manager, Corporate Communications at St.Amant. “Working with children and adults with developmental disabilities is rewarding work, but it doesn’t pay very well so many staff don’t stay long. We are often looking for people.”

At the same time, St.Amant has enjoyed great interest from new Canadians looking for volunteer and paid opportunities when they settle in Manitoba. A large number of new Canadians work for St.Amant and about 75% of the organization’s 300 volunteers are also new Canadians. For many, volunteering at St.Amant is their first Canadian work experience.

St.Amant is a multi-faceted organization that supports more than 1,600 children and adults with developmental disabilities in over 100 community sites and homes. The staffing needs are immense and diverse.

In 2014, St.Amant partnered with Manitoba Start to offer the English at Work program to current staff and long-serving volunteers. The partnership continues today with Enhanced English Skills for Employment. The program is designed to help newcomers feel more competent and confident in the language of the workplace. So far, 62 people have enrolled in the program, including the current cohort of students. All staff born outside of Canada are eligible to participate, as are volunteers who have worked for at least 100 hours.

“We have designed a curriculum quite specific to working at St.Amant,” said Sylvia Thiessen, the federally-funded teacher of the program. “While the students become more comfortable with English in general, they are also learning the language that we use to communicate with each other in the workplace and with the people we support. They are also learning how we use English in our reporting and paperwork.”

The program can accommodate 24 students per year. They are split into two groups, each meeting twice a week for two hours. Thiessen, who has been teaching English as an Additional Language for 12 years, also schedules one-on-one time with the students to answer their questions and further their learning.

Aside from helping current staff and volunteers feel more confident in their roles at St.Amant and opening doors for advancement, the English at Work program also helps newcomers feel more comfortable in Canada, helps them meet their citizenship requirements, and helps them achieve recognition of their professional credentials in Canada, mainly nurses. The English at Work program helps to bridge the gap between the skills they have and the jobs they get when they first arrive in Manitoba.

“One of the most important outcomes that we see is that participants and graduates of the program are taking on informal leadership roles at St.Amant and enriching our workplace culture,” said Thiessen. “Many of them take on active roles at our events and in motivating others. With better English, they are increasingly confident and enthusiastic about their work.”

Thiessen and her St.Amant colleagues are increasingly confident and enthusiastic about the potential of the English at Work program to solve the HR crunch, and they encourage other organizations to look at matching new Canadians with the right training as a way to enrich their organizations.

“Newcomers choose Manitoba and they come here with passion and drive,” said Thiessen. “If you respond with grace, understanding, and the right support, your organization will benefit.”

For more information about St.Amant, visit https://stamant.ca/

HR Fundamentals: 2017

Fundamentals of Human Resources – Winnipeg: 2017
Elevate your HR management knowledge and skills

Are you a non-profit organizational leader? Join us for Fundamentals of Human Resources, a three-day course presented by the Manitoba Federation of Non-Profit Organizations (MFNPO).

This course was originally announced and offered in the fall of 2016. It sold out in two days! We are pleased to offer it again to meet the demand.

  • The course will be held on March 22, 23, and 31, 2017 (8:30-4:30 each day, with a lunch break).
  • The fee is only $300.
  • Class size will be limited to 20 students
  • Register by March 15, 2017.

Recognizing that many non-profit organizations cannot afford to hire designated human resources managers, this program is designed to help Executive Directors and other organizational leaders provide more effective human resources management within their organizations. The program is comprehensive, interactive, moderately priced, and professionally facilitated.

With expanded in-house human resources expertise, non-profit organizations in Manitoba can improve decision-making, elevate their overall performance, and help to develop a stronger sector for the benefit of all Manitobans.

Fundamentals of Human Resources is based on materials originally produced by the HR Council for the Nonprofit Sector, work that is now housed within Community Foundations of Canada. The Manitoba Federation of Non-Profit Organizations and Community Foundations of Canada are collaborating as partners in this new initiative in Manitoba.

 

MODULES

Module 1:  Policy Framework and Employment Legislation
Wednesday, March 22, 2017, 8:30 am – 12:00 pm

Participants will understand the importance of developing policies for their organization and the legal framework around which they should be created. Participants will be equipped with the top five most critical employment legislation policies based on industry standards, and will learn how to draft policies that address their organization’s specific needs.


Module 2:  Getting the Right People
Wednesday, March 22, 2017, 1:00 pm – 4:30 pm

Participants will be equipped to hire the right people for the right positions at the right time. Take-aways will include job description templates and ideas for behavioural-based job interview questions


Module 3:  Managing People and their Work
Thursday, March 23, 2017, 8:30 am – 12:00 pm

Participants will understand the importance of the socialization process and the performance management process in the life cycle of an employee. Participants will learn methods to address measurable goal-setting and discuss common performance management situations.


Module 4:  Health and Safety – Workplaces that Work
Thursday, March 23, 2017, 1:00 pm – 4:30 pm

Participants will be able to identify and implement policies and legislative requirements to create a healthy and safe workplace for all employees.


Module 5:  Training, Learning, and Development
Friday, March 31, 2017, 8:30 am – 12:00 pm

Participants will see the role of training in creating a learning culture that will help employees grow and succeed in the organization. Participants will create a training plan for the job descriptions created in Module 2.


Module 6:  HR Planning and Wrap-up
Friday, March 31, 2017, 1:00 pm – 4:30 pm

This module will be a wrap-up of the previous five modules and will provide participants with the opportunity to discuss, analyze, and solve real-life problems.

 

TRAINERS

Our facilitators bring a wealth of experience in HR management training, along with the ability to generate meaningful dialogue among participants to foster a peer learning environment.

janice
Janice GoldsboroughCPHR, HR Consultant

Janice holds a degree in Labour Studies from the University of Manitoba and a certificate in Human Resources from Red River College.

  • She obtained her Certified Human Resource Professional designation in 2009.
  • Janice works as an independent human resources consultant and serves business and non-profit clients.
  • She has taught at Brandon University and Red River College, and currently teaches at the University of Winnipeg’s Professional, Applied, and Continuing Education program.
  • Prior to launching her training and consulting practice, Janice held human resources positions at the Westin Hotel, Canada Safeway, the Winnipeg Convention Centre, Wellington West Capital, and Granny’s Poultry. 

 

DATES

March 22, 23, and 31, 2017 – 8:30 am – 4:30 pm each day

 

FEES

The entire program costs $300 per participant.

 

LOCATION

1000 Waverley Street |  Room #104

 

REGISTRATION

Click here to register or call (204) 272-6088 by March 15, 2017.  Note: Please bring your own lunch.