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Event Details

    Value-Added HR: A Strategic Approach

    Date: April 10, 2019, 7:30am
    Oshkosh Area SHRM
    Maple Pub at the Verve Entrance of the Menominee Nation Arena located at 1212 S. Main St. in Oshkosh
    $20.00 Members / $30.00 Non Members / Free to Student Members / Free to Student Non Members
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    Presented by Sara Christiansen, Ideation Consulting, LLP

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    Presentation Description:

    When company leaders are considering large capital purchases – like a new enterprise system, or upgraded equipment, or a facility expansion, or research and development of a new product line, or mergers and acquisitions – they are wise to spend a considerable amount of time and effort determining the financial return on this investment.  This method is commonly referred to as calculating the ROI.

    So what is the ROI on your organization’s biggest investment, your employees?  If you do not know, you are not alone.  Companies are constantly stating, “Our employees are our greatest asset,” but what does this mean? 

    I encourage you to take out your current budget.  Now take a look at the line items in the liability (costs) section.  If your company is like most organizations, employee wages and benefits top the list.  And this number is likely to increase year after year.  This proves that employees are technically more of a liability than an asset, right?  Not necessarily.  Employees actually become an asset when we can quantify their VALUE – the extent to which an employee’s contributions exceed (or fail to equal) the investment made in their employment.

    HR has historically focused almost exclusively on administrative and risk mitigation activities.  However, over time we were tasked with becoming strategic business partners and we became involved with training, performance management, compensation planning, and other organizationally focused strategies.  However, many of us fail to ask ourselves about the value we are adding to the bottom line.  We need to quantify the value of our currency; our time and efforts.  If we want to add value we need to spend our currency in activities proven to move the ball down the field.

    During this session we will discuss the changing distinctions that differentiate top talent and performance.  We will introduce ways in which HR can add value by focusing on delivering talent development solutions that are proven to drive true business outcomes.


    Sara Christiansen

    During her 20+ year career as a Social Scientist, Sara has had the privilege of combining her expertise as an HR Executive, Professional Recruiter, Business Leader, Executive Consultant and Coach with practical strategies to assist leaders with personal development that delivers results in their careers and their organizations.


    Sara provides customized organizational development services that will drive business results.  She works closely with each client to fully understand the organization’s strengths and challenges.  Sara partners with your team to implement evidence-based human capital solutions to improve employee engagement and performance.


    Sara brings her engaging style and progressive content to each and every session she facilitates.  She has worked with private and public sector employers to deliver high-quality training to teams of all sizes.

    Strategic HR

    Elevate your organization through clear direction.  This curriculum is based on 5 Strategic Principles which Sara will assess before presenting a customized solution and timeline for implementation.

    • INFLUENCE Ability of leaders to develop key relationships in his or her internal and external networks.
    • INTEGRATION Understanding of prevalent business drivers and how to expand collaboration between teams for targeted results.​
    • INSPIRATION Strategic HR leaders are the ambassadors of organizational culture.
    • INNOVATION Strategic HR leaders challenge convention, look to the future, and manage change.  We utilize technology, social science principles, validated research findings, and changing market trends to deliver proactive HR strategies.
    • IMPACT Strategic HR leaders analyze data to predict and measure outcomes.  We quantify the human capital ROI and our impact on business metrics.

    Pending approval for 2 HR (General) recertification credit hours toward

    aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, SPHRi™

    through the Human Resource Certification Institute

    SHRM PDCs: 2 (pending)

    Oshkosh Area SHRM is recognized by SHRM to offer Professional

    Development Credits (PDCs) for the SHRM-CP or SHRM-SCP.

    Cancellations are accepted up to one (1) day before the program.  Substitutions are allowed.  If you RSVP and fail to show, you will be invoiced accordingly.

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