In this troubled economy, management is undoubtedly pressing you for cost-cutting strategies and ideas. In order to be effective, such tactics need to be developed in a holistic way, with an understanding of your corporate culture. Poorly thought-out “slash-and-burn” plans are often counterproductive, but a few well-considered big-picture moves can add value to your entire organization.
Although the economy is in the dumps, with brighter days still a ways off by most estimates, smart HR professionals are making lemonade from lemons by using this time to help senior management understand the important strategic business role of HR. Don’t let this golden opportunity pass you by.
Order this in-depth 90-minute audio conference recording on turning strategic goals into real-life initiatives that can help your organization become more cost-efficient, even during periods of economic recession.
Our experts – both seasoned strategic-planning and business-development consultants – will cover:
- The strategic vs. the tactical HR manager – and which you want to be
- The importance of culture on the rise and fall of companies, with a discussion of relevant case studies
- The increased role of outsourcing in today’s world
- The business case for outsourcing basic business processes while insourcing strategic management talent
- How to sync up your company’s strategic vision with its workplace culture to yield positive budgetary - and productivity-related – results
- Why now is an excellent time to demonstrate to senior management that you’ve earned your seat at the table – and how to go about it
This audio conference was recorded on Wednesday, October 1, 2008
About Your Speakers:
James A. Schlueter, president of J.A. Schlueter & Company (www.jaschlueter.com/), a consulting company that helps business leaders with strategic-planning and business-development initiatives, has successfully designed and delivered cost-management and revenue-enhancement programs for some of America’s most prominent companies. Schlueter began his career in healthcare administration and rose to be a chief operations officer within the Saint Raphael Healthcare System in New Haven, Conn. His role as a healthcare administrator focused his skills in program development and project turnarounds. In 1989 he founded a national healthcare cost-management consultancy with business hubs in New Haven, Philadelphia, Atlanta, Dallas, Chicago, and northern and southern California. He exited that company in 2000. Over the past several years, Schlueter has served in senior management roles with many start-up and emerging growth companies nationwide.
A lecturer and adjunct faculty member for several prominent universities, Schlueter recently launched the Total HR Network, a division of J. A. Schlueter & Company, which assists local insurance agents, CPAs, and other business consultants with the intense competitive pressures and profit erosion caused by the continuing soft market and the growing encroachment of professional employment organizations on markets traditionally held by local business advisors and insurance agents.
James Harwood is president and founder of Total HR Management (http://www.totalhrmanagement.com/), which provides strategic and administrative HR management solutions with an exclusive focus on the small business market. With more than 16 years of experience as an HR executive and consultant, Harwood has worked with many Fortune 500 companies and multiple nonprofit corporations and small businesses. In addition to overseeing HR administration departments including payroll, benefits, and workers' compensation, Harwood has an extensive background in organizational development and enjoys helping organizations enhance overall employee satisfaction and worker productivity. His areas of expertise include leadership and management development, employee satisfaction surveys, and performance management consultation.
As a part-time faculty member at Woodbury University, Harwood teaches courses on human resources, influence and persuasion, personality theory, leadership, organizational behavior and communication, workplace diversity, labor relations, and conflict management.
Approved for Recertification Credit
This program has been approved for 1.5 recertification credit hours toward PHR, SPHR, and GPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI home page at www.hrci.org.
