*Graduate-level courses taught:

Leadership & High Performance Teams
Leadership: Assessment & Reflection
Organizational Analysis
Advanced Organizational Behavior
Organizational Development & Change
Human Resources: Current Practices
Proposal Development for Organizational Improvement
Research in Human Resources
Management Development Report
Research Design and Methodology
Research Data Analysis
Exploring Thesis Ideas and Resources
Performance Analysis & Productivity
Organizational Behavior
Recruitment/Selection/Retention

Undergraduate level courses taught:

Assessment of Managerial Proficiency (Utilizing In-Basket, Leaderless Group Discussion, and the Myers-Briggs Type Inventory)
Organizational Behavior, Development, and Change
Human Resource Management
Research Skills for Managers
Management & Supervision
Dynamics of Group Behavior
Adult Development and Learning Assessment
Introduction to Research Methodology
Organizational Analysis
Managing Interpersonal Communication
Applied Research Project, Part I,II,III,IV
Organizational Communication
Introduction to Data Analysis and Presentation
Cultural Influences in the Workplace
Principles of Management and Supervision
Values and Ethical Decision Making
Integrating Management Principles with Practice
Focus: Learning in Teams
Strategic Management

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Krakow, Poland
wawelcathedral.jpg
Wawel Cathedral photo by J. Swist

HR-ARM Applied Resource Management
Learning and Development
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Whatever your learning and development needs, HR-ARM works to custom-tailor an approach to fit your specific company needs. We can facilitate classes at your location, or off-site. With over 20+ years of training and development experience, we offer:

*Effective use of adult learning strategies and methodologies

*Current knowledge of learning and instructional theories

*Clear and rapid identification of the core learning issues

*Design of creative activities to address learning objectives in exciting and engaging ways

*Concise, communicating learning points effectively

*Thought-provoking questions that lead to meaningful discussions

*Well-versed in utilizing on-line course web sites

*Skilled in creating e-learning course entitled, Leading in a Crisis Situation for DigitalThink

*Quickly scans resources for salient information and incorporates into learning activities

Examples

Leading in a Crisis Situation

Click here for direct link to DigitalThink catalog

An E-Learning course created by:
Applied Resource Management for DigitalThink
If you're a business leader, you know that a potential business crisis can become a real crisis at any moment. And each of those crises can have a tremendous impact on whether or not your company remains in business. Although a company may bounce back, each crisis threatens a company's presence and survival in the marketplace.

Unfortunately, it's not uncommon for business leaders and companies to adopt an "it can't happen to me" mentality that leaves them unprepared to handle a real crisis situation when it occurs. Although you can't plan for every potential business crisis, you can take actions that minimize your company's exposure in a crisis situation.

As a business leader, you should understand the kinds of reasonable precautions that prevent crisis situations, as well as the types of action you can take to support and protect your workforce during a crisis.
*Facilitated half-day Train-the-Trainer Team Innovation Professional Enrichment Program for Directors of Illinois corporate childcare locations. The program identified roles and approaches used in the innovation process, with a focus on developing strategies to help an individual work on a team in creating, refining, advancing and implementing new ideas, and determining effective ways to balance, integrate, and build on the different strengths of each member on an innovation team.

*Facilitated the introduction of Customer Service Together We Will initiative to various departments throughout a health care organization. Worked with Med/Surgical, Transport, Call Center, Emergency Services, Emergency Medical & Trauma Services, and Edward Fitness Center. Also worked in small groups to focus on departmental issues and concerns. Worked with the Organizational Learning Consultant providing recommendations and next steps toward achieving interdepartmental customer service goals.

*Facilitated half-day professional development program for the Mining Equipment Division of a worldwide surface mining and material handling equipment manufacturer. The program was part of their "Operations Offsite" meeting. The program identified roles and approaches used in the innovation process, with a focus on developing strategies to help an individual work on a team in creating, refining, advancing and implementing new ideas, and determining effective ways to balance, integrate, and build on the different strengths of each member on an innovation team.


*Worked with a leading provider of technology-based information management services with a focus on direct marketing services and information technology (IT) outsourcing services for a span of 10 years. Initially, when it was a privately held growing company with a one-person HR department. Over the years, we have helped the company through corporate culture changes. An initial critical issue was getting high potential employees trained to assume expanding roles in the company. We started a series of management development training. Three years later the company experienced dynamic growth and a surge in the employee population. This led to group dynamics and the introduction of the change agent role. One year later, team leaders began to surface and additional needs were identified to help their teams through the stages of group development, increasing concerns over customer service, quality, and maintaining a competitive marketplace advantage. Then, through identifying emerging themes, we facilitated short and long term planning, delegation, time management, and interpreting and carrying out internal company policies. At this period, the company expanded rapidly and formalized many internal processes, including a Leadership Development Program. Our focus was to incorporate the corporate culture theme while formally grooming the management level in assuming responsibility and accountability in leading their teams. At the time of the merger, the firm had grown from a one person generalist human resource manager to a department with approximately eight people handling technical recruitment, training and human resource management. The person who started the HR department, was now the Sr. Vice President of Human Resources and Organizational Development. Throughout our years of working with this client, we maintained a close working relationship with the Sr. VP, of Human Resources and Organizational Development, Human Resource Manager, and the Manager of Employment & Staffing.


*Custom designed and facilitated a series of seminars in the Leadership Development program to be delivered to Supervisors, Managers and Team Leaders, for a fast-growing and changing information processing and database marketing system firm, including:

· Building Team Effectiveness for New Team Leaders

· Documenting Discipline

· Interviewing Guidelines & Techniques, Part I and II

· Managing with a Team Perspective

· Policies & Practices, An Executive Briefing

· Principles of Supervisory Effectiveness

· Supervising with a Team Perspective

· Team Work and Group Dynamics

*Designed and facilitated Effective Interviewing Guidelines & Techniques program for managers and supervisors of a national insurance trade association. Facilitated two half-day seminars focusing on the mission, philosophy, culture, and internal workings of the current recruitment, interviewing, and selection process. Covered questions that can be asked, individual behavioral style and its role in the recruitment process, screening and evaluating resumes, developing interview questions, role-play interviews, realistic job previews, and the use of behavioral probes.

*Conducted a two-day course on Human Resource Planning for Divisional Human Resource Directors at a consumer energy company, sponsored by Benedictine University.

*Conducted an initial needs assessment at architectural design firm - confirmed a high level of dissatisfaction among administrative support staff in working relationships with the architects. Facilitated a half-day program on Tools and Techniques for Managing Conflict, geared to the needs of administrative support staff in their working relationships with the architects.

*Through the University of St. Francis, co-facilitated two half-day programs back-to-back on Communication and Conflict management for managers in a health care organization.

*Designed and created curriculum, selected video aids, case studies, assessments, simulations and textbooks for a 6-session Management & Leadership course in an accelerated Master of Science in Management Program. This course is being implemented throughout the Chicagoland area, St. Louis, Tampa, and McLean/Washington D.C., university locations.

*Evaluated and assessed needs of secondary educational programs for a Chicago Public High School and the Division of Adult, Vocational, and Technical Education.