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Program Planner

Spring-Fall 2013Professional Development Training

irc.queensu.ca

75 years

Queen’s IRC focuses on developing and delivering labour relations, human resources management and organizationdevelopment programs for busy practitioners. As a result of continuous practitioner-focused research and 75 years of experience, we have identified the core competencies every organization development, human resources, and labourrelations practitioner needs to be successful. Each of our programs focuses on one of these essential skills.

As the oldest degree-granting institution in Canada, Queen's University enjoys an enviable international reputationfor excellence in education and research, consistently ranking near the top of all Canadian universities on a host of academic benchmarks.

In our programs you will:

� Acquire theoretical knowledge and apply theory to practice during experiential learning activities

� Interact with facilitators and coaches who shape our organizations

� Expand your network of like-minded leaders

� Reap the benefits of being a Queen’s IRC participant

Learn.Apply.Transform.

On October 12, 2012, the IRC held a diamond anniversary celebration, marking75 years of industrial relations at Queen’s University. During his address,Queen’s University Principal, Daniel Woolf, referred to the IRC as a “Queen’sjewel.” I absolutely agree. And it seems our participants do too. The evaluative feedback we receive from participants is very positive and helps usto improve our programming to better meet the learning needs of HR, LR,and OD professionals.

As Queen’s IRC Director, I am exceptionally pleased with how the Centrehas continued to expand and evolve its programming, cultivate relation-ships with clients and organizations, and raise the bar on our servicedelivery. I think that the Centre’s tradition of excellence is grounded in thepremium professional development that we provide. At Queen’s IRC, werecognize the importance of adult learning principles, and strive to ensurethat our experiential programs are dynamic, engaging, and relevant.

Our forward-thinking approach is exemplified in our recent restructuringof our certificate series. In 2012, we launched our new Certificate inAdvanced Human Resources. This unique certificate challenges participants to reframe their thinking and consider new perspectives; itallows for the acquisition of knowledge and skills that enable success asan HR professional. In 2013, we are adding two new programs to thecertificate: HR Decision Making and Linking HR Strategy with Business Strategy.

The IRC will be conducting its second survey of Canadian HR professionals in 2013. The purpose of the survey is to describe thestate of the HR profession in Canada, based on the perspectives ofpractitioners. The survey aims to allow HR professionals to reflecton their roles and their own career development. If you are interested in learning more about this exciting practitioner-oriented research, please contact our Research Team (IRCResearch@QueensU.ca).

In addition to our HR initiatives, I invite you to explore our twoLabour Relations Certificates and our Certificate in Organiza-tion Development Fundamentals. You may wish to visit ourwebsite for more information on our diverse programmingand our custom training solutions at irc.queensu.ca.

Director’s Note

Organization Development Foundations / page 17

Change Management / page 18

Building Smart Teams / page 18

Talent Management / page 19

Succession Planning / page 19

Effective School Board Labour Relations: Building Relationships in a Unionized Environment /page 21

Living the Collective Agreement: Effective LabourRelations Strategies for School Administrators /page 21

Negotiation Skills / page 8

Strategic Grievance Handling / page 8

Mastering Fact-Finding & Investigation / page 9

Labour Arbitration Skills / page 9

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Paul Juniper, CHRP, SPHRDirector, Queen’s IRC

Advanced Labour Relations Programs

Advanced Human Resources Programs

Special Interest Series

Human Resources & Organization Development Programs

Labour Relations Programs

Labour Relations Foundations / page 10

Dispute Resolution Skills / page 10

Change Management / page 11

Managing Unionized Environments / page 11

2013 List of Programs

Advanced Human Resources / page 15

Linking HR Strategy with Business Strategy / page 16

Organizational Design / page 16

HR Decision Making / page 17

Queen’s IRC is Canada’s leading professional development training centre for human resources,labour relations, and organization development.

We offer:

� Open-enrollment programs across Canada

� Customized training programs to address your organization’s specific needs

� An experiential learning environment that is grounded in adult education principles

� Tools, strategies, and networking opportunities

� Post-program support and resources for Queen’s IRC participants

Queen’s IRC Fast Facts

4 Enrol at: irc.queensu.ca

300 Series Advanced Human Resources programs

400 Series Advanced Human Resources programs

200 Series Human Resources/Organization Development programs

Advanced HR(3 credits)

Organizational Design Organizational Design (3 credits)(3 credits)

Certificate in Advanced Human Resources (AHR)

Requirements

Core Program

• Participants must complete the 200 Series OD Foundations program listed below (4 credits).

Electives

• Participants must earn a minimum of 8 additionalcredits by completing any of the 400 and/or 300 Series Advanced Human Resources programs, and the 200 Series Human Resources/Organization Development programs listed below.

Requirements

Core Program(s)

• Participants must complete the 400 Series Advanced HR (3 credits) and Linking HR Strategy with Business Strategy (3 credits) programs listed below.

Electives

• Participants must earn a minimum of 6 additional credits by completing any of the 300 and/or 200 Series Advanced Human Resources and Human Resources/ Organization Development programs listed below.

Complete a minimum of 12 credits to earn the AdvancedHuman Resources Certificate.

Complete a minimum of 12 credits to earn the Organization Development Fundamentals Certificate.

Queen’s IRC offers participants maximum flexibility to customize their individual training needs. Upon request, participants may take anyprogram they choose from our entire program lineup listed above, for credit towards any of our 4 certificates. In addition, participants takingour custom programs may also use their training days as credits towards our Certificate Series. To learn more, please contact one of ourprogram advisors at 1-888-858-7838.

Certificate in Organization Development(OD) Fundamentals

Queen’s IRC Certificate Series

Linking HR Strategy with Business Strategy

(3 credits)

HR Decision Making HR Decision Making (2 credits) (2 credits)

Talent Management (2 credits)

Succession Planning (2 credits)

OD Foundations (4 credits)

Change Management (4 credits)

Building Smart Teams (4 credits)

5Call toll-free: 1-888-858-7838

300 Series Advanced Labour Relations programs

200 Series Labour Relations programs

100 Series Labour Relations programs

Certificate in AdvancedLabour Relations (ALR)

Certificate in Labour Relations (LR)

RequirementsCore Program(s)

• Participants must earn a minimum of 8 credits by completing twoAdvanced Labour Relations programs from the 300 Series.

Electives

• Participants must earn a minimum of 4 additional credits by completing any of the 300, 200, and/or 100 Series Advanced Labour Relations and Labour Relationsprograms listed below.

* Participants may take any of the Advanced Labour Relationsand Labour Relations programs in the order that bestaddresses their learning needs. However, participants must have earned the Labour Relations Certificate (12 credits) prior to receiving the Advanced Labour Relations Certificatefor a total of 24 credits.

Requirements

Core Program

• Participants must complete the 200 Series Labour Relations Foundations program listed below (5 credits).

Electives

• Participants must earn a minimum of 7 additional creditsby completing any of the 300, 200, and/or 100 SeriesAdvanced Labour Relations and Labour Relations programs listed below.

Complete a minimum of 12 credits to earn the Labour Relations Certificate.

Complete a minimum of 12 credits to earn the AdvancedLabour Relations Certificate.*(24 credits in total including the 12 creditsearned towards the Certificate in Labour Relations).

Strategic Grievance Handling (4 credits)

Mastering Fact-Finding & Investigation (4 credits)

Negotiation Skills (5 credits)

Labour Arbitration Skills (4 credits)

Labour Relations Foundations (5 credits)

Managing Unionized Environments (3 credits)

Dispute Resolution Skills(4 credits)

Change Management (4 credits)

The design of the Queen’s Certificate in Labour Relations is based on our long-time knowledge of the field, testedthrough ongoing consultation with seasoned practitioners in both the private and publicsectors.

The curriculum reflects the range of skills you require to thrive inyour labour relations career, whether in management or unionranks:

� A grounding in the basic factors at play between union and management

� The ability to strategically negotiate in the best interests of your team

� The ability to resolve disputes while preserving a relationship

� The knowledge to reduce the number of costly grievances going to arbitration and the confidence to argue grievances before an arbitrator

� The poise to lead change initiatives to create a more adaptable organization

Labour Relations Certificate

6 Enrol at: irc.queensu.ca6

A Queen’s IRC Certificate the latest process and prac challenges of modern priva organizations.

Requirements

Core Program

Participants must complete the 200 Series Labour Relations Foundations program (5 credits).

Electives

Participants must earn a minimum of 7 additional credits bycompleting any of the 300, 200, and/or 100 Series AdvancedLabour Relations and Labour Relations programs.

A Queen’s IRC survey led to the development of a CompetencyFramework for labour relations practitioners (LRP). The frameworkidentified the level of knowledge, skills, and abilities required byLRPs in the workplace, under the following five categories:

� Relevant Legislation/Jurisprudence

� Labour Management Relations

� Day-to-Day Management of the Collective Agreement

� Collective Bargaining

� Enforcing the Collective Agreement

Following the basic certificate model, the Advanced Labour RelationsCertificate is designed to allow learners to tailor their programmingchoices directly to their own professional development needs. Thisflexible programming means that learners can choose programs thatare directly relevant to their work.

The Queen’s Certificate in Advanced Labour Relations complements the IRC’s existingLabour Relations Certificate by providing a more in-depth exploration of relevant labour relations topics.

Advanced Labour Relations Certificate

Call toll-free: 1-888-858-7838 7

is assurance that you have ctice skills to address the

ate and public sector

Requirements

Core Program(s)

Earn a minimum of 8 credits by completing twoAdvanced Labour Relations programs from the 300 Series.

Electives

Earn a minimum of 4 additional credits by completingany of the 300, 200, and/or 100 Series Advanced LabourRelations and Labour Relations programs.

Participants must have earned the Labour Relations Certificate(12 credits) prior to receiving the Advanced Labour RelationsCertificate for a total of 24 credits.

Enrol at: irc.queensu.ca8

Developing Techniques and Processes to Manage Grievances Efficiently

Strategic grievance handling is a thoughtful approach to labourrelations. It involves identifying workplace-wide issues and problems, then analyzing the way in which individual grievancemanagement can address those issues. A long-term goal can thenbe developed for solving the systemic issues. You will come awayfrom this program with the big-picture perspective, as well asthe skills that you can use back at work to confidently handle allsteps in the grievance process.

Learn how to:

� Diagnose when and how conflict escalates

� Understand the context and purpose of a grievance

� Consider your options when a grievance is filed

� Prepare for and take control of the grievance meeting

� Deploy your skills most effectively during the grievance process

� Strategically choose mediation or arbitration as an option for resolution

� Conduct a grievance analysis before a round of collective bargaining

Who Should Attend

Supervisors and managers who oversee unionized staff as well as unionofficials, shop stewards, and others who represent workers.

Organizational Benefits

� Enhanced in-house capacity to handle grievances

� Reduced time and legal costs spent on arbitration

� Poised and well-grounded responses to changing labour laws and legal issues

� Well-grounded positions going into collective bargaining

Takeaway Tools

� Five-Stage Conflict Escalation Model

� Grievance Preparation Checklist

Strategic Grievance Handling

Developing Negotiating Styles and Tactics to Master the Dynamics of Collective Bargaining

Whether you represent a business unit, government department,or union, you know that the organization’s strategic interestsand priorities are tied to how well you perform at the bargainingtable. But can you implement effective bargaining strategies thatare true to your own style and the organization’s best interests?

Interactive learning

Your group will be divided into management and union bargain-ing teams that will then engage in a three-part simulation of anegotiation round, coached by experts in collective bargaining.

Learn how to:

� Prepare effectively for negotiations by developing strategic mandates

� Open negotiations constructively and negotiate pre-agreements

� Formulate and deliver proposals and manage impasses

� Implement effective negotiator skills, including listening, probing, identifying interests, and mutually solving problems

� Cost both your present collective agreement and proposed new clauses

Who Should Attend

LR and HR professionals, union representatives, and managers who prepare for negotiations

Organizational Benefits

� Better outcomes from collective bargaining

� Faster and more effective preparation of negotiating team members

� Creation of competitive advantage through strategic negotiations

Takeaway Tools

� Planning for Bargaining Workbook

� Issues Analysis/Preparation/Framing Templates

� Negotiations Checklist

Negotiation Skills

4 Days

Date, Location, & Fee

April 30 to May 3, 2013, Toronto: $4,495

Fall 2012-Spring 2013Professional Development Training

Developing Negotiating Styles and Tactics to Master the Dynamics of Collective Bargaining

Kingston: October 14-19, 2012

Victoria: December 3-7, 2012

Kingston: April 14-19, 2013

irc.queensu.ca

75 years

Negotiation Skills

Fall 2012-Spring 2013Professional Development Training

Developing Techniques and Processes to Manage Grievances Efficiently

Toronto: October 16-19, 2012

Toronto: November 20-23, 2012

Toronto: April 30-May 3, 2013

irc.queensu.ca

75 years

Strategic Grievance Handling5 Days

Date, Location, & Fee

April 14 to 19, 2013, Kingston: $5,095October 20 to 25, 2013, Kingston: $5,095

300 Series5 Credits

300 Series4 Credits

Advanced Labour Relations and Labour Relations Programs

9Call toll-free: 1-888-858-7838

Building Internal Capacity To Effectively Deal with Workplace Complaints

According to research conducted by Queen’s IRC, labour relations practitioners are spending up to 20% of their time conducting formal and informal investigations of workplace complaints. These complaints may relate to harassment, conflicts of interest, discrimination, whistle blowing, or a multitude of different types of cases. In part, these complaintsare a response to tougher human rights and occupationalhealth and safety laws.

Through hands-on training and experiential learning, this program equips LR practitioners with the skills to confidentlymanage the rigours of investigating complaints.

Learn how to:

� Pre-screen complaints

� Plan the investigation using a step-by-step guide

� Participate in a joint union-management investigation process

� Conduct effective interviews and handle difficult witnesses

� Collect and assess evidence, and prepare an investigation report

Who Should Attend

Managers, supervisors, union officials, and LR and HR professionals who are involved in statutory and non-statutory harassment fact-findingas well as other types of workplace investigations

Takeaway Tools

� Fact-Finding Workbook

� Interview Templates

� Sample Fact-Finding Reports

Mastering Fact-Finding and Investigation

Learning the Advocate’s Art and Science of Building andPresenting Winning Arbitration Cases

In this dynamic program, you build presentation and advocacyskills and receive immediate feedback from an experiencedarbitrator. Leading advocates and arbitrators coach youthrough the preparation and presentation of a challenging arbitration case.

Interactive learning

Your learning team will present a mock arbitration case before an experienced arbitrator. You will present an openingstatement, examine and cross-examine witnesses, and finishthe mock hearing with a persuasive closing argument. Theweek concludes with a roundtable discussion and Arbitrators’Awards.

Learn how to:

� Prepare effectively for the hearing and develop the theory of the case

� Assess your opponent’s case

� Make opening and closing statements

� Examine and cross-examine effectively

� Establish the facts at the hearing

� Tender evidence and object to evidence

� Prepare and present a mock arbitration before an experienced arbitrator

Labour Arbitration Skills

Who Should Attend

Labour lawyers and LR professionals who are involved in the grievanceprocess or who prepare and present cases before boards of arbitrators

Organizational Benefits

� Significant savings in grievance arbitration costs

� Faster and more streamlined preparation for hearings

� Better labour management relations

� Greater knowledge of employment law nuances

Takeaway Tools

� Labour Arbitration Workbook

Fall 2012-Spring 2013Professional Development Training

Building Internal Capacity to Effectively Deal with Workplace Complaints

Toronto: November 6-9, 2012

Banff: November 27-30, 2012

Toronto: April 9-12, 2013

irc.queensu.ca

75 years

Mastering Fact-Finding and Investigation

Fall 2012-Spring 2013Professional Development Training

Learning the Advocate’s Art and Science of Building and Presenting Winning Arbitration Cases

Kingston: June 2-6, 2013

irc.queensu.ca

75 years

Labour Arbitration Skills

4 Days

Date, Location, & Fee

April 9 to 12, 2013, Toronto: $4,495 November 19 to 22, 2013, Winnipeg: $4,495 5 Days

Date, Location, & Fee

June 2 to 6, 2013, Kingston: $4,995

300 Series4 Credits

300 Series4 Credits

Laying the Groundwork for Excellence in Union-Management Relations

Our flagship program for 75 years, Labour Relations Foundationsis widely acknowledged as Canada’s number one learningexperience of its kind. There is no better place to develop foundational skills in collective bargaining, grievance mediation, and arbitration in just five days.

Interactive learning

Some may call it a game but you will quickly learn to take thiscollective bargaining simulation seriously. During numerousmeetings your team will develop a bargaining strategy, assesspriorities and interests, and develop an opening statement.Then you will negotiate all outstanding issues in front ofworld-wise coaches who offer immediate feedback.

Learn how to:

� Respond to the changing face of labour law and legal issues

� Design effective approaches to conflict resolution

� Ensure successful grievance mediation

� Research and prepare for an arbitration hearing

� Carry out a successful investigation process

� Prepare for collective bargaining and negotiate an agreement

Who Should Attend

Managers, supervisors, union officials, and LR and HR professionalsresponsible for employee relations

Takeaway Tools

� Negotiating Template

� Interest-based resolution exercises

� Establishing Credibility Checklist

� Mini-casebook on grievance arbitration

Developing Conflict Intervention Skills and PromotingHealthy Workplace Relationships

It is possible to manage conflict in a way that actually benefitsyour organization. Learn how. Become skilled in fostering aclimate that encourages problem solving and communication.Through role playing and simulations, you will develop theskills to resolve conflicts internally early on, before they lead tocostly grievance hearings or protracted unresolved complaints.Become a trusted “go to” practitioner within your organiza-tion, someone seen as fair and objective in resolving disputes.

Interactive learning

You will participate in an intensely interactive, skills-basedworkshop featuring role plays, on-the-spot coaching, anddebriefing. Interventions will come alive in these stimulatingexercises.

Learn how to:

� Analyze and diagnose the causes of conflict, and the many approaches to managing and intervening in conflicts large and small

� Use the communication skills of effective conflict practitioners: listening, framing, reframing, and handling strong emotions

� Explore issues in depth, generate multiple options, evaluate options, and develop acceptable solutions with the parties

� Practice mediation, facilitation, coaching, negotiation and a range of other conflict intervention processes in a safe environment with feedback

� Raise conflict in a constructive way

� Recognize and respond to cultural, gender, and power issues in conflict

Who Should Attend

HR and LR professionals, managers, labour leaders, lawyers, and mediators

Organizational Benefits

� Reduced amount of time spent on employee disputes

� Significant savings in arbitration costs

� Development of an in-house capacity in conflict resolution

Takeaway Tools

� Comprehensive Dispute Resolution Skills Workbook

Dispute Resolution Skills

Completion of this program will satisfy the educationalcomponent of the ADR Institute of Ontario’s membership requirements.

200 Series4 Credits

5 Days

Date, Location, & Fee

February 24 to March 1, 2013, Kingston: $5,095May 27 to 31, 2013, Victoria: $5,195September 22 to 27, 2013, Kingston: $5,095

200 Series5 Credits

Labour Relations Foundations

Fall 2012-Spring 2013Professional Development Training

Laying the Groundwork for Excellence in Union-Management Relations

Kingston: September 23-28, 2012

Kingston: February 24-March 1, 2013

Victoria: May 27-31, 2013

irc.queensu.ca

75 years

Labour Relations Foundations

Fall 2012-Spring 2013Professional Development Training

Developing Conflict Intervention Skills and Promoting Healthy Workplace Relationships

Kingston: April 28-May 2, 2013

irc.queensu.ca

75 years

Dispute Resolution Skills

4 Days

Date, Location, & Fee

April 28 to May 2, 2013, Kingston: $4,995December 3 to 6, 2013, Victoria: $4,995

10 Enrol at: irc.queensu.ca

11Call toll-free: 1-888-858-7838

Our highly effective and popular program will hone your expertise in planning and implementing change in any type of organization: Diagnosing the need to take action, communicating the vision, and modifying the organization’ssystems as needed.

Learn how to:

� Diagnose the need for change and create the necessary sense of urgency

� Select the right change team

� Develop a change vision and goals and communicate them effectively

� Implement change and ensure its continued success

� Assess and manage resistance

Living the Collective Agreement

Collective bargaining may get all the attention of the outsideworld but effective, day-to-day relationship management determines the success of managers and unionized workers. Inthis skills-building program designed for both supervisors andunion representatives, the use and application of the collectiveagreement is placed into an intensely practical context.

Learn both management and union best practices on challeng-ing issues such as discipline, performance management, andjob competition. Develop interest-based skills to eliminate positional behaviour and engage difficult people, whether staffor management. Reduce friction arising from the daily interpretation of the collective labour agreement.

Interactive learning

Participate in case study simulations that will give you hands-on experience navigating tricky discipline and performancemanagement episodes, all in a safe learning environment. Plus,receive on-the-spot coaching to improve your tactics.

Learn how to:

� Identify the hot spots of collective agreements and how to address them effectively

� Employ the appropriate processes and approaches that will support the integrity of the collective labour agreement

� Set expectations and give feedback that will build trust with management and motivate workersWho Should Attend

HR and LR professionals and change leaders who want in-depth experience in how to plan and lead change

Takeaway Tools

� Change Project Planning Workbook

� Analyzing Resistance Scale and Planning Templates, and Transition Structure and Communication Planning Templates

� Change Style Indicator

3 Days

Date, Location, & Fee

February 26 to 28, 2013, Toronto: $3,395May 14 to 16, 2013, Edmonton: $3,395October 28 to 30, 2013, Fort McMurray: $3,395

Change Management Managing Unionized Environments

Who Should Attend

Supervisors and managers who oversee unionized staff, as well asunion officials, shop stewards, and others who represent workers

Takeaway Tools

Practical conflict management tools such as the Dynamics of BuildingTrust and the Triangle of Satisfaction

4 Days

Date, Location, & Fee

February 11 to 14, 2013, Victoria: $4,495 April 23 to 26, 2013, Toronto: $4,495 October 1 to 4, 2013, Kingston: $4,495November 25 to 28, 2013, Calgary: $4,495

200 Series4 Credits

100 Series3 Credits

Driving and Building Support for Successful Change Projects Using a Time-Tested Framework

(The Change Management program is part of the Labour Relations andHuman Resources/Organization Development series).

Fall 2012-Spring 2013Professional Development Training

Driving and Building Support for Successful Change Projects Using a Time-Tested Framework

CCaallggaarryy:: October 2-5, 2012

KKiinnggssttoonn:: October 22-25, 2012

VViiccttoorriiaa:: February 11-14, 2013

TToorroonnttoo:: April 23-26, 2013

irc.queensu.ca

75 years

Change Management

Fall 2012-Spring 2013Professional Development Training

Living the Collective Agreement

St. John’s: October 24-26, 2012 Fort McMurray: November 14-16, 2012Kingston: February 26-28, 2013 Edmonton: May 14-16, 2013

irc.queensu.ca

75 years

Managing Unionized Environments

Introducing the Queen’s IRC Certificatein Advanced Human Resources

12 Enrol at: irc.queensu.ca

The curriculum offers a wide variety of programming choices which can be tailored by individualsto reflect their own professional development needs. Divided into a series of 200, 300 and 400- levelprograms, the Advanced HR Certificate offers skill-building tools that will broaden and deepen theparticipant’s knowledge at a higher and more complex level.

Upon completion of this certificate you will have the ability to:

The IRC recognizes that the role of the HR professional haschanged dramatically. With this in mind we have designed anew Advanced HR Certificate. This certificate will enhancethe strategic knowledge, ability, and capability of the HRpractitioner, enabling them to be more successful as a business partner in the organization.

Advanced Human Resources Certificate

� Interact and communicate with senior executives in a language that reflects the connection between business objectives and HR strategy

� Present results-oriented strategies from a cost and benefits perspective in a clear and concise manner

� Create a learning plan to build your ability in new competencies, and expand your understanding of what competencies are necessary to be successful

� Develop and implement succession plans through effective learning strategies

� Build an effective talent-management strategy for the organization and discover gaps in existing recruitment and retention practices

� Lead cultural change initiatives to create a more adaptable organization

� Take on a strategic role that will help shape organizational culture, effectiveness, and design

� Transition from an administrative or transactional function to an integral business partner

The Advanced HR Certificate has been designedfor the human resources and labour relationsprofessional who has at least three to five yearsexperience managing an HR department, a CHRPdesignation or equivalent profile, and is currentlyin a middle management role.

Requirements

Core Program(s)

Participants must complete the 400Series Advanced HR (3 credits) and Linking HR Strategy with Business Strategy(3 credits) programs.

Electives

Participants must earn a minimum of 6additional credits by completing any ofthe 300 and/or 200 Series AdvancedHuman Resources and HumanResources/Organization Developmentprograms.

13

14 Enrol at: irc.queensu.ca

Incorporating what we learnedfrom academic theories andour own practice, we createdthe Queen’s IRC Blueprint for Organizational Effectiveness,which is designed to help practitioners collect data, begindiagnosing what is going on inthe organization, and identify where they may intervene.

Systems to recruit, retain, and develop a committed workforce

PEOPLE

STRATEGYMission, vision,

values, objectives for competitive

advantage RELATIONSHIPSLinkages to develop

or reinforce

CAPABILITIES& RESOURCES

Competencies, existingor needing development

Current and desiredcompetencies ofleadership team

LEADERSHIP

INFRASTRUCTUREFormal groupings, linkages, and processes and systems

Organization Development FundamentalsCertificate

The Queen’s Certificate in Organization Development(OD) Fundamentals offersgrounding in OD and theskillset to lead change initiatives and build high-performing teams.

Requirements

Core Program

Participants must completethe 200 Series Organization Development Foundationsprogram (4 credits).

Electives

Participants must earn a minimum of 8 additional credits by completing any of the 400, 300 and/or 200 Series Advanced Human Resources and Human Resources/Organization Developmentprograms.

©Queen’s IRC

Blueprint for Organizational Effectiveness

15Call toll-free: 1-888-858-7838

A Unique Program for Mid-Career HR and LR Professionals

Having a solid grounding in the functional areas of traditional HR,such as compensation or recruitment and retention, is now just theprice of admission. To really make your mark and have a measurableand recognized impact, you as an HR and LR professional, need adeeper tool kit. Learn how to pull on key HR levers and makeadjustments within the HR function for greater impact in the largerorganization.

This three-day program promises:� An understanding of HR’s role in building sustainable organizational capabilities

� Easy-to-integrate insights that will help you understand the larger business forces and forge key partnerships

� New skills to build your personal and departmental credibility

� Diagnostics to identify organizational blockages that need to be confronted

� A plan to integrate your personal strengths with organizational needs

� A proactive approach to managing your career in people management

Who Should Attend

HR and LR professionals with at least three years experience managing anHR department or functional specialists, as well as CHRP designation orequivalent profile

Takeaway Tools

� Dave Ulrich’s HR from the Outside In: Six Competencies for the Future of Human Resources

Advanced Human Resources

You must have a CHRP designation or equivalent experienceto be admitted to this program.

400 Series3 Credits

ADVANCED HUMAN RESOURCES PROGRAMS

3 Days

Date, Location, & Fee

March 25 to 27, 2013, St. John's: $3,395November 19 to 21, 2013, Calgary: $3,395

Learn. Share.

Connect.

Fall 2012-Spring 2013Professional Development Training

A Unique Program for Mid-Career HR and LR Professionals

CCaallggaarryy:: November 27-29, 2012

SStt.. JJoohhnn''ss:: March 25-27, 2013

irc.queensu.ca

75 years

Advanced Human Resources

16 Enrol at: irc.queensu.ca

Optimizing the Impact of HR Practices on Business Results

During this three-day program, we focus HR practices intospecific actions that will have a direct impact on businessresults. This includes connecting HR to strategy, quantifyingbusiness outcomes, and engaging senior business leaders inways that make the HR professional an essential member ofthe business leadership team and a mission-critical contributorto the success of the business.

Learn how to:

� Understand business strategies and be able to design, articulate, and implement HR programs that support those strategies

� Understand why “numbers are the language of business” and how that changes the HR mindset

� Quantify outcomes and connect them to business goals so that business leaders can see the critical impact of HR practices on business results

� Sequence the presentation of ideas and information to gain sponsorship for HR initiatives at the right level and at the right time

� Develop and acquire allies within the business leadership team to ensure alignment and adoption of key HR initiatives

Linking HR Strategy with Business Strategy

400 Series3 Credits

3 Days

Date, Location, & Fee

April 16 to 18, 2013, Toronto: $3,395November 25 to 27, 2013, Calgary: $3,395

NEW

Fall 2012-Spring 2013Professional Development Training

Identifying and Implementing an Effective Planning Processfor Managing Your Workforce

Toronto: April 16-19, 2013

irc.queensu.ca

75 years

HR Strategy

NEW BROCHURE COMING SOON

Learning a Robust Yet Practical Process to Guide the RightPeople in Your Organization in Making Relevant DesignChoices

A universal principle of organization design is that form mustbe fit for purpose. Organizations strive to manage constantchange; however, designs with steep hierarchies, centralized authority, and narrowly defined jobs inhibit, rather than facilitate, a workplace that fosters innovation and collaboration.In this program, you will learn how to guide the right people inyour organization in making relevant design choices.

Interactive learning

Participate in a dynamic organizational design “lab” to experience a re-organization from a number of perspectives.

Learn how to:

� Understand the theoretical underpinnings of organizational design

� Work with your colleagues to select the right design team and cost-effective approach to involving key stakeholders

� Develop requirements for the re-design: principles, outcomes, and boundaries

� Link design to your organization’s strategy and value discipline

� Apply the nine tests of organizational design for a coherent approach to assessment and intervention

Who Should Attend

People management practitioners and external and internal consultantsinvolved in the analysis of organizational or divisional structure, or thoselooking to leverage structure-related benefits from a merger or acquisition

Organizational Benefits

� Significant savings in bringing the design creation process in-house

� Successful restructuring based on a proven process and rigorous tools

� Structures that ensure the right work is done by the right people

Takeaway Tools

� Designing Organizations Toolkit

Organizational Design 300 Series3 Credits

3 Days

Date, Location, & Fee

March 19 to 21, 2013, Toronto: $3,495November 4 to 6, 2013, Calgary: $3,495

Fall 2012-Spring 2013Professional Development Training

Learning a Robust Yet Practical Process to Guide the Right Peoplein Your Organization in Making Relevant Design Choices

Banff: October 30 - November 1, 2012

Toronto: March 19-21, 2013

irc.queensu.ca

75 years

Organizational Design

Who Should Attend

HR professionals with at least three years’ experience managing an HRdepartment or functional speciality

Organizational Benefits

� An understanding of complex business challenges and how to articulate relevant HR solutions

� Greater knowledge of the key issues and decisions that will drive successful implementations and outcomes on projects and business initiatives

� Effective collaboration with senior business leaders when designing and implementing HR programs, to achieve a measurable impact on business results

Takeaway Tools

� Dave Ulrich’s HR from the Outside In: Six Competencies for the Future of Human Resources

� Relevant questions and business analysis tools to engage business leaders

Diagnosing Issues and Challenges in Your Organization,and Designing and Implementing Appropriate Interventions and Solutions

OD Foundations provides the theories, insights, and lessons youneed to learn to align your organization’s leadership, structure,relationships, learning, and people systems with its strategicgoals. The program is based on the IRC’s pioneering Blueprintfor Organizational Effectiveness, a diagnostic tool to help youlook at the architecture of an organization, then answer thecentral question of an OD professional: Does our organizationfacilitate people working together toward strategic goals or arethere barriers that block effective synergy?

Learn how to:

� Diagnose your organization’s effectiveness using the Queen’s IRC blueprint

� Define your role as an OD professional

� Design and implement appropriate interventions

� Use the principles of organization development practice: systems thinking, action research, client focus, and involvement

� Create a personal plan for your own development

Who Should Attend

HR and OD practitioners, team leaders, consultants, planners, and implementers of change who want to learn a methodology for understanding and achieving optimal organization development

Takeaway Tools

� Participant Case Study Workbook

� Blueprint for Organizational Effectiveness

� Organizational Effectiveness Gap Analysis

� Kolb Learning Style Inventory

Organization Development (OD) Foundations

200 Series4 Credits

200 Series4 Credits

4 Days

Date, Location, & Fee

March 4 to 7, 2013, Toronto: $4,495

Fall 2012-Spring 2013Professional Development Training

Diagnosing Issues and Challenges in Your Organization, and Designingand Implementing Appropriate Interventions and Solutions

Edmonton: November 20-23, 2012

Toronto: March 4-7, 2013

irc.queensu.ca

75 years

Organization Development Foundations

17Call toll-free: 1-888-858-7838

Using Collective Thinking to Develop an EffectiveApproach to Decision Making

What are the characteristics of an effective and robustapproach to decision making? Successful decision makersuncover and attempt to compensate for hidden biases andassumptions, and proactively manage relationships. Theyview decision making as a process that includes identifyingdesired results, searching widely, encouraging innovation, andrealistically estimating benefits and risks. At the root of theprocess is the practice of collective thinking.

Learn how to:

� Diagnose the flaws that sabotage our thinking and lead to failed decisions

� Engage stakeholders in a robust decision-making process to enhance learning together, thinking together, and aligned action

� Understand the role of emotions in decision making and harness the benefits of positive emotions

� Utilize a process to increase the ability of decision makers to understand and define the challenge before implementation

HR Decision Making 300 Series2 Credits

NEW

Fall 2012-Spring 2013Professional Development Training

Using Collective Thinking to Develop an Effective Approachto Decision Making

Toronto: April 3-4, 2013

irc.queensu.ca

75 years

HR Decision Making

NEW BROCHURE COMING SOON

2 Days

Date, Location, & Fee

April 3 to 4, 2013, Toronto: $2,295

Who Should Attend

HR and OD practitioners responsible for strategic decision making

Organizational Benefits

� Enhanced capability to break away from convention, embrace fresh ideas, and work across boundaries

� Greater knowledge of decision making as a process that includes: identifying desired results, searching widely, encouraging innovation, and realistically estimating the benefits and risks

� Well-designed, workable solutions that key stakeholders are energized to implement

Takeaway Tools

� Decision Quality Analysis Tool

� The Critical Decision Making Cycle

� The 4-D Decision Making Process

� Decision Making Workbook

18 Enrol at: irc.queensu.ca

Building Essential Skills for Inspired Collaboration

At the root of most successful innovations is a group of committed, competent, and creative people. Teams, afterall, are the units of change. When the right people with theright skills and experience combine to work on a toughorganizational challenge, there are outstanding results. Butwhen people lack the skills to work collectively, frustrationrules. In this program you will develop and practicethe process skills that will put you at the core of a high-performing team.

Interactive learning

You will participate in a number of experiential, out-of-the-seatexercises that you can take back to the workplace.

Learn how to:

� Assess your teams’ strengths and vulnerabilities and select the right team members for a task

� Create effective team management practices and design dynamic meetings for maximum creativity

� Build “communications patience” to enhance problem solving and team IQ

� Develop a conflict-handling protocol to help your team surface and handle conflicts

Who Should Attend

Team leaders, facilitators, and coaches who want to learn a provenstrategy for implementing and supporting teams that excel

Organizational Benefits

� Foster innovation and learning through teamwork

Takeaway Tools

� Building Smart Teams: A Roadmap to High Performance, by Dr. Carol Beatty and Brenda Barker Scott

� Team Effectiveness Gap Analyzer

4 Days

Date, Location, & Fee

September 24 to 27, 2013, Kingston: $4,450

Building Smart Teams 200 Series4 Credits

Fall 2012-Spring 2013Professional Development Training

Essential Skills for Inspired Collaboration

Kingston: September 25-28, 2012

irc.queensu.ca

75 years

Building Smart Teams

Change Management 200 Series4 Credits

Driving and Building Support for Successful ChangeProjects Using a Time-Tested Framework

Our highly effective and popular program will hone your expertise in planning and implementing change in any type of organization: Diagnosing the need to take action, communicating the vision, and modifying the organization’ssystems as needed.

Learn how to:

� Diagnose the need for change and create the necessary sense of urgency

� Select the right change team

� Develop a change vision and goals and communicate them effectively

� Implement change and ensure its continued success

� Assess and manage resistance

Who Should Attend

HR and LR professionals and change leaders who want in-depth experience in how to plan and lead change

Takeaway Tools

� Change Project Planning Workbook

� Analyzing Resistance Scale and Planning Templates, and Transition Structure and Communication Planning Templates

� Change Style Indicator

4 Days

Date, Location, & Fee

February 11 to 14, 2013, Victoria: $4,495 April 23 to 26, 2013, Toronto: $4,495 October 1 to 4, 2013, Kingston: $4,495November 25 to 28, 2013, Calgary: $4,495

(The Change Management program is part of the Labour Relations and HumanResources/Organization Development series).

Fall 2012-Spring 2013Professional Development Training

Driving and Building Support for Successful Change Projects Using a Time-Tested Framework

CCaallggaarryy:: October 2-5, 2012

KKiinnggssttoonn:: October 22-25, 2012

VViiccttoorriiaa:: February 11-14, 2013

TToorroonnttoo:: April 23-26, 2013

irc.queensu.ca

75 years

Change Management

19

Building the Talent Pipeline Within Your Organization

A Queen’s IRC survey indicated that 79% of organizationsviewed succession planning as “extremely important”; however,only 54% of these organizations had a formalized successionplan in place. In consideration of an aging workforce, increasedemployee turnover, and global workforce opportunities,traditional approaches to succession planning are failing toprovide organizations with the talent needed for critical professional and leadership roles.

Learn how to:

� Assess the talent capacity within your organization

� Develop a succession plan which aligns with your overall organizational strategy

� Establish, or enhance an existing framework to implement initiatives outlined in your plan

� Identify metrics to evaluate the progress and effectiveness of your plan

Who Should Attend

Executives, Managers, and HR professionals who will lead strategy andimplementation of initiatives related to succession planning within theirorganizations

Organizational Benefits

� A proactive approach to building your “talent pipeline”

� Integration of succession planning into existing talent management programs and processes

� Minimize disruptions to your organization related to gaps in key professional and leadership roles

Takeaway Tools

� Receive practical tools and approaches that can be utilized in assessing, enhancing, and measuring the effectiveness of your organization’s succession planning initiatives

Succession Planning

2 Days

Date, Location, & Fee

March 6 to 7, 2013, Toronto: $2,295October 23 to 24, 2013, Edmonton: $2,295

200 Series2 Credits

NEW

Fall 2012-Spring 2013Professional Development Training

Building the Talent Pipeline Within Your Organization

Calgary: November 1-2, 2012Toronto: March 6-7, 2013

irc.queensu.ca

75 years

Succession Planning

Devising Effective Strategies for Recruiting, Training, and Developing Your Talent Pool

Organizations are struggling to find a strategy to counter a series of challenges undermining their core strengths. Thestrategy to face these challenges is talent management, a whole-organization approach to attracting and developing highlyskilled employees. Talent management is driven by the need tobuild a high-performance corporate environment, because at theroot of high-performing organizations lie talented employeeswho produce inspiring solutions and services.

Learn how to:

� Acquire the skills and knowledge to build an effective talent management strategy for your own organization

� Discover gaps in your existing recruitment and retention practices

� Become an important internal resource and advocate on talent management

Talent Management

Who Should Attend

HR and OD professionals and internal consultants with a strategic mind-set, who have a role in developing a talent management strategy

Organizational Benefits

� Internal resource and advocate for talent management

� Well-designed and coherent talent management strategy

� Wide-scale alignment of goals and actions

Takeaway Tools

� Receive practical tools and approaches that are easy to take back to the workplace and implement at both the team and organizational levels

200 Series2 Credits

2 Days

Date, Location, & Fee

March 4 to 5, 2013, Toronto: $2,295October 21 to 22, 2013, Edmonton: $2,295

Fall 2012-Spring 2013Professional Development Training

Devising Effective Strategies for Recruiting, Assessing, Developing,and Retaining Your Talent Pool

Calgary: October 30-31, 2012

Toronto: March 4-5, 2013

irc.queensu.ca

75 years

Talent Management

Call toll-free: 1-888-858-7838

20 Enrol at: irc.queensu.ca

Change Management

“Overall, the training and program materials

were excellent and it was clear that the

facilitators were knowledgeable and had a lot

of valuable expertise to share. I found the

simulation engaging and many of the

exercises useful. I look forward to taking

more IRC programs in the future.”

Karen Suk-PatrickDirector, O.D. Guelph General Hospital

Building Smart Teams

“I have attended a number of IRC programs in

the past and have obtained my certificate in

Industrial Relations. All of the programs have

been extraordinary, and Building Smart Teams is

no exception. ... I would recommend any of the

Queen’s IRC programs to my colleagues.”

Tracy DemalManager, Centre for Employee RelationsMinistry of Government Services, Government of Ontario

What Our Participants Say

Negotiation Skills

“The Negotiation Skills program is one of the

best professional development sessions I have

ever attended. Practical, pertinent, and easily

transferred into real life.”

Brett PinnellManager of Human Resources Simcoe County District School Board

Talent Management

“As always, the Queen’s IRC experience is

excellent.”

Erin O'FlynnDirector, Human ResourcesCogeco Data Services Inc.

IRC participant Colan Kee

21Call toll-free: 1-888-858-7838

The successful administration and operation of school boards is also highly dependenton developing and maintaining good working relationships amongst a number ofstakeholders. This program is specifically designed to assist school board and unionlabour relations practitioners collaborate and build these relationships in order toaddress the unique challenges of public education. Through a multi-stakeholderapproach, it focuses on relationship-building skills, effective conflict managementpractices, and building procedural and personal trust. The program also draws uponparticipants’ experiences to develop practical solutions to common challenges inpublicly-funded elementary and secondary school boards.

Learn how to:

� Engage with a variety of education sector stakeholders to solve problems, build trust, and address common irritants

� Improve communication between the employer, union representatives, and school administrators

� Develop effective mechanisms to implement the terms and conditions of collective agreements, as well as provincially-mandated laws and policies

Effective School Board Labour Relations: Building Relationships in a Unionized Environment

Date, Location and Fee

TBA

Who Should Attend

School Board Superintendents and Directors, District/Unit-Level Teacher and Support WorkerUnion Representatives, School Board Human Resource Managers, Consultants, and Staff,Departmental Managers and Coordinators (e.g. Plant, IT, Finance), School Administrators

Interactive Learning

Round-table discussions and case studies will allowpractitioners to share their experiences and applytheir learning to real-life scenarios.

You will engage in group analysis of the commonchallenges faced by school board-level labourrelations practitioners, with an aim on developingsolutions that meet the unique needs of individualschool boards and bargaining units.

Date, Location and Fee

TBA

Who Should Attend

Elementary and secondary school Principals andVice-Principals, Departmental Managers andCoordinators (e.g. Plant, IT, Finance), School/Local-Level Teacher and Support Worker Union Representatives, Aspiring School Administrators, System Principals

Interactive Learning

Participate in negotiation exercises and case studysimulations to help build conflict management andcommunication skills.

You will receive on-the-spot coaching and feedbackto build leadership capacity that fits your uniqueworking and learning environment.

Living the Collective Agreement: Effective LabourRelations Strategies for School Administrators

Publicly-funded elementary and secondary school administrators play a critical rolein developing and maintaining effective working relationships between teachers,educational support staff, school board officials, and union representatives. More thanever, these relationships are critical in ensuring a healthy working and learning environment conducive to student success. This program is designed with the needs ofprincipals and vice-principals in mind. A particular emphasis is placed on negotiationskills for day-to-day use, effective and practical conflict diagnosis and management strategies, and team-building skills. The program also focuses on developing mechanisms to engage in “difficult conversations” with a goal to develop and enhance performance and relationships.

Learn how to:

� Build capacity as both a manager and educational leader

� Engage with collective agreements to build effective working relationships with teachers, support workers, and union representatives

� Diagnose, assess, and address the root causes of conflict in the workplace

� Approach “difficult conversations” as a means to improve performance and engagement

NEW

NEW

Labour Relations in Education

After extensive research over the past two years, the IRC is proud to launch anew series of programs designed specifically to meet the needs of labourrelations practitioners in publicly-funded elementary and secondary education. Each program focuses on enhancing relationships and developingcompetencies in schools and school boards.

Special Interest Series

22 Enrol at: irc.queensu.ca

Every organization has a unique story. That is why we offer clientsmaximum flexibility to shape their Queen’s IRC learning partner-ship. By selecting from full customization to adaptation of existingmodules, you can have your Queen’s IRC program delivered justthe way you want it.

Full CustomizationQueen’s IRC has a well-deserved reputation in professional development relating to all facets of labour relations, human resources management, and organization development. Your organization can pick and choose from our speciality areas, such as advanced human resources and dispute resolution. The result isa curriculum delivered in a customized fashion.

You can also customize a curriculum that would see all participantsreceive a Queen’s IRC Certificate with corporate recognition.

Full customization is best for organizations with multiple develop-ment needs in a number of functional areas. These programs aremost often delivered in a retreat environment.

Boot CampsQueen’s IRC has a wide range of short-duration and pre-designed programs that address critical people management andorganizational issues.

This option is best for organizations with well-defined targeteddevelopment needs. Boot camps are usually delivered at theclient’s site.

Capacity BuildersSome of our programs are designed to build skills and development capacity within organizations. Two examples:

Train the Trainer— We work with your training and development department to train internal consultants who can

then deliver programs throughout the organization. This modelworks very well in the areas of change management and disputeresolution.

Communities of Practice— This program allows individualswith shared interests or skills to learn together. Queen’s IRCfacilitates the creation of these communities as a step towardsbuilding a learning organization.

Learning ConsortiaA creative way to bring Queen’s IRC tailored programming to your region is to pool your resources with like-minded organizations in your area or industry sector that share your development needs.

This option is best for organizations looking to access internation-ally recognized management development programming economically, and who have experience partnering with other organizations for mutual gain.

Queen’s IRC customized programs

� Bring together employees from multiple units and levels to learn, plan, and act together

� Allow new knowledge to penetrate deeply in your organization and be highly leveraged

� Increase your chance of success in managing whole-systems change

� Stretch participants’ perspectives within your organization’s culture

� Meet the specific strategic requirements of your organization

Custom-made

Advanced HR: References

May 2011

A QUEEN ’S UNIVERSITY IRC B IBL IOGRAPHY

75 years

An Inquiry into the State of Labour Relations

in Canada

Paul Juniper, Alison Hill, and Tahreem Raza

Queen’s University IRC

EXECUTIVE SUMMARY

April 2012

Queen’s IRC bases its learning partnerships on an action learningprocess: data collection, analysis, and action planning, and evaluation.

Define: A representative from Queen’s IRC sits down with yourproject manager or team to learn more about your organization’sspecific needs.

Discover:A Queen’s IRC training consultant gathers available datafrom on-site visits, follow-up interviews, and environmental scans. Akey tool of the learning assessment is the Queen’s IRC Blueprint forOrganizational Effectiveness which is used to collect data, diagnoseorganizational dynamics, and identify solutions.

Design:We recommend appropriate learning modules and facilitatorsand fine-tune the proposal with feedback from your project manage-ment team. We map out timing, decide on facilities, and nail down theprocesses and deliverables.

Do: We deliver the customized program — in-house at your organiza-tion, at a training venue in your city, or at our Kingston campus.

At Queen’s IRC, we are committed to not only designing and delivering a program but to ensuring it has a measurable impact onyour organization’s operations. This commitment is at the core ofthe final two steps of our learning partnership process:

Embed: Queen’s IRC offers a number of tools and techniques to implement immediately upon return to the workplace. We can alsofacilitate follow-up sessions three months after the program to exploreprogress and plan ahead.

Evaluate:We work with you to help identify goals and measurablesfor the training. What is critical to measure is not the skill acquisitionitself, but how the skill is applied to a real organizational need.

Our ProcessThe IRC’s practitioner-focused research includes a variety ofactivities that complement our programming. Through surveys,interviews, and articles, we aim to communicate trends in the HRand LR fields. We also strive to address workplace challenges withpractical tools, resources, and recommendations. For example,we recently surveyed human resources and labour relations professionals across Canada. The results of these two surveyshave helped us to better understand and describe these fields. Inaddition, our popular interview series shares key insights fromsenior HR professionals in Canada and around the globe.

As the IRC continues to build its practitioner-focused researchcapacity, we will endeavour to enhance dialogue betweenparticipants in the human resources, labour relations, andorganizational development communities.

Practitioner-Focused Research

Join our research community to receive regular updates onour practitioner-focused research projects and what’s newand exciting at the IRC.

If you’d like to receive the Research Briefs or E-News, orhave any questions regarding the IRC’s research, pleasecontact our Research Associate at:ircresearch@queensu.ca.

An Inquiry into the State of HR in Canada

Paul Juniper and Alison HillQueen’s University IRC

EXECUTIVE SUMMARY

April 2011

Stay Connected.For more information contact: Stephanie Noëlstephanie.noel@queensu.ca or 613 533 6000 ext. 77088

23Call toll-free: 1-888-858-7838

irc.queensu.ca

75 years

Robert Sutherland HallQueen’s UniversityKingston ON

Canada K7L 3N6