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  • 11 Jul 2016 3:36 PM | Anonymous

    Click the Link Below for the Summer Newsletter :).

    fvSHRM 2016 Summer Newsletter.pdf

  • 01 Apr 2016 3:56 PM | Anonymous

    Fox Valley SHRM Hosts Leadercast Live

    One of the strategic initiatives of WISHRM is to “Expand the External Brand” of SHRM.  For the last six years, Fox Valley SHRM has been a host site for “Leadercast Live” which has provided our chapter a chance to expand our external brand to over 250 HR and business professionals here in the Fox Valley and surrounding communities. 

    This year’s Leadercast Live will be May 6th, 2016 at the Fox Cities Performing Arts Center in the Kimberly Clark Theatre.

    What is Leadercast Live?

    Leadercast Live is the largest one-day leadership event in the world. Broadcast live each year from Atlanta to 100,000+ people in hundreds of locations around the world, Leadercast Live brings together many of the world’s most recognized and respected global leaders to create a leadership experience unlike any other.

    Leadercast 2016 will focus on what it means to be a visionary leader.

    Visionary leaders have the ability to see a preferred future, operate in the present, and utilize the resources around them to architect a clear path to a new destination. They work tirelessly to empower those around them to bring a vision to life.

    Architects of Tomorrow imagine a future that is rich and full of hope. A future where problems are solved, questions are answered, confusion gives way to clarity.

    In its simplest form, leadership is casting a compelling vision and mobilizing those around you to help you fulfill that vision. That is the role of Vision Architects… they design the path, they clarify the direction, and they lead their team toward that preferred future with little deviation.

    Today is better because of the visionary leaders of yesterday, and the future will be brighter because of the Architects of Tomorrow.

    Leadercast features a lineup of world-renowned leaders, speaking straight to your community, team or organization.

    • Andy Stanley | Leadership Author and Communicator
    • Dr. Henry Cloud | Acclaimed Leadership Expert, Clinical Psychologist, and Best-Selling Author
    • Nick Saban | Head Football Coach at The University of Alabama
    • Steve Wozniak | Co-Founder of Apple Inc
    • Kat Cole | Group President at FOCUS Brands (Auntie Anne's, Cinnabon, and more)
    • James Brown | Network Broadcaster, CBS Sports and News
    • CMDR Rorke Denver | Navy SEAL Commander & Author
    • Chris Barez-Brown | Author and Creativity Guru

    Leadercast Live will once again be directed and hosted by Comedian Tripp Crosby. 

    The Fox Valley SHRM chapter would like to extend an invite for you to join us at Leadercast Live in 2016 as we explore what is means to be a Visionary Leader, and learn what it means to lead in such a way that create bold cultures, builds faithful employees, and produces high achievement.

    Cost of the all day program is $85 with includes breakfast, lunch, participant material and more! Attendees must be registered prior to the day of the event. Seating is limited so sign up today at www.fvshrm.org!!

  • 10 Dec 2015 12:58 PM | Anonymous

    There are 3 components of the Performance Management Cycle: 

    1. Goal setting and planning
    2. Ongoing feedback and coaching
    3. Appraisal and reward

    As we draw toward the end of another calendar year, today’s post will focus on goals and why it is so important for organizations to develop performance goals. Remember, goals are not “outcomes”; goals are "conceptual" and represent the ideal state – the one which guides all your actions.

    Performance goals give employee direction and motivation.

    Create goals that:

    • Define what’s expected of the employee in terms of:
      • Accomplishments.
      • Growth.
      • Contributions to the organization.
    • Provide a fair means of evaluating individual performance.
    • Provide an objective basis for determining the employee’s:
      • Rewards.
      • Areas requiring coaching.
      • Training needs.
    • Help guide the employee’s career development.
    • Help direct individual efforts toward the goals of the department and organization.

    Performance goals should meet defined criteria.

    Performance goals should be:

    • Objective.
    • Written in clear terms.
    • Measurable (i.e. number of calls handled, increase in production).
    • Observable in terms of results, quality, quantity, etc.
    • Achievable, through challenging.
    • Prioritized in order of importance.
    • Agreed to by employee and supervisor.
    • Flexible enough to deal with change or crisis.

    Each goal needs an action plan.

    The leader and employee should agree on an action plan for each goal that:

    • Assures shared understanding of the goals and steps to achieve them.
    • Gives the employee a road map for achieving goals.
    • Identifies and means of measuring progress and improvement.
    • Defines the leader’s role in helping the employee achieve his/her goals.

    Performance appraisals should focus on goal achievement and progress.

    • The point of the performance appraisal is to assess the employee’s success in meeting agreed upon goals.
    • The leader’s appraisal should identify goals that the employee:
      • Made good progress toward;
      • Achieved;
      • Surpassed; or
      • Fell short on.
    • The appraisal process should also look at whether, in retrospect, goals were realistic, high-priority, etc.
      • Assessing goals helps evaluate the employee’s accomplishments and identify future goals.
    • The performance appraisal meeting should feature an employee-leader dialogue on the employee’s goals, progress, and accomplishments.
    • The performance appraisal should conclude by:
      • Summarizing accomplishments, progress, and revised goals.
      • Linking individual goal achievement to organizational goal achievement.
      • Basing rewards on goal accomplishments.

     In order to be motivated and productive, employees need challenges and direction. Specific performance goals focus efforts and rewards where it counts and also can identify areas for improvement. Achieving success requires having a plan – setting goals and actions to carry them out. Sounds easy but studies show most people do not take the time to identify goals and make a plan for reaching them. Consider making this one of your New Year’s resolutions.

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