Organization Systems International (OSI) has been providing management and organizational development services and products to an international client base for over 20 years.  Headquartered in San Diego, California and staffed through a distributed network of seasoned consultants, OSI has distinguished itself by providing a custom mix of science and art to furnish unique solutions for clients.  OSI's core competence is a blend of industrial / organizational psychology and organizational development.  The OSI Polaris^® Competency Model is based on decades of competency research that has included thousands of interviews with top performers and can be used for selection, performance management, and coaching.

• About the competency construct, the need for competencies and the competency modeling history that led to the production of the Polaris^® Competency Card Set
• To understand the taxonomy and use of the Polaris^® Competency Model and individual competencies
• To understand the construction, psychometrics, and developmental use of the Polaris^® 360 Degree Survey in diagnosing leadership and management competence
• To understand, analyze, and make developmental and career recommendations based on the Polaris^® 360 Degree Feedback Report

• Certification to use the Polaris^® 360 Degree Survey for developmental purposes
• Your own Polaris^® 360 Degree Feedback Report
• Polaris^® Version 3.0 Competency Card Set
• Polaris^® Version 3.0 Competency Development Guide
• Understanding of other Polaris applications; Competency Based Selection, Mentor Program, Assessment Centers, Virtual Coaching, and Performance Management Software
• Binder with all supporting materials

To Register:

Please contact Enrique Washington at Generator Group at: enrique@generatorgroup.net  Phone: (503) 542-4571 or Suzi Chan at Intelesoft Technologies at: schan@intelesoftech.com  Phone: (503) 706-2173.

It is required that participants complete the Polaris^® 360 survey prior to the workshop.  The survey process typically requires a lead time to ensure an adequate response rate.  Seating for this workshop is limited, so please register as early as possible to secure your spot.  The deadline for registration is January 2, 2009.

Date: Wednesday, November 14, 2007

Time: 7:30am - 8am Netwoking and Light Breakfast
           8am - 9am - Program

Location: 5300 Meadows Road Suite 190 (Meadows Room on 1^st Floor)
Lake Oswego, OR 97035

RSVP: Email to schan@intelesoftech.com
This program is provided at no cost to attendees. Seating is limited, please RSVP at the earliest.

Compensation is typically on everyone's minds, but it is at times looked upon as an area of HR that many people would rather avoid. In this presentation, the panelists will discuss and share their experiences in compensation program designs, attempt to demystify some of the terminology and processes, and provide practical advice in developing and modifying pay for performance programs.

Compensation can play a strategic role in the success of your business, but all too often companies miss opportunities to leverage this key asset.

During this presentation, you'll learn:

• What market based, pay for performance compensation programs are.
  
• Why an effective performance management system is a prerequisite for performance based pay.
  
• How key executives have used market based, pay for performance compensation programs to help their organizations develop a competitive advantage.
  
• To use the panel's experiences to improve your pay programs.
  
• How to develop a totally defendable pay program.
  
• How to get your executive team to buy in.
  
• How to link employee performance and salary range penetration to determine an employee's merit increase.
  
• How to develop a merit matrix.

Date: Tuesday, September 18, 2007

Succession Planning has never been more of an immediate concern than it is right now. But in the rush to fill a perceived talent management void, organizations must be careful not to rush into implementing initiatives that are more about taking action than about implementing a well thought out solution.

Human Capital Management (HCM) technology plays a strategic role in achieving a systematic succession planning and management program. Succession Planning is a critical component of HCM leveraging information collected from integrated performance management, cascading goals, compensation management, 360 multi-source feedback, competencies and coaching and development to help managers identify, prepare and track candidates for top of the organization, mid-level leadership ranks or for the front lines.

Careful planning culminating in a sound strategy that is tightly connected to the organization's overall business strategies and business needs is required for succession management to become ingrained in an organizations culture and practices.