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| Lectures organized by the Employer Partner Certificate |
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The prupose of the Employer Partner Certificate project, is, among other, creating the HR community and popularizing Human Resource Management themes. Therefore, we organize lectures which are held by recognized lecturers in the Human Resource Management area, for the Certificate winners. Below is the summary of lectures held up to now.
Voditelji ljudskih potencijala svoj model upravljanja moraju temeljiti na načelima tržišta koja su aktualna, a ne na izvještajima iz prethodne godine. "A New Vision for HR & Organizational Learning" naziv je HR Foruma koji se u organizaciji MojPosao i Internacionalnog centra za profesionalnu edukaciju (ICPE), 14. i 15. svibnja, održava u zagrebačkom Hotelu Antunović, a na kojem gostuje jedan od vodećih svjetskih stručnjaka za područje upravljanja ljudskim resursima, dr. Jac Fitz-enz. Cilj konferencije je pružiti široki pregled tema, aktualnih znanja i novosti iz područja upravljanja ljudskim resursima s naglaskom na upravljanje znanjem u organizacijama, te mjerenja doprinosa procesa upravljanja ljudskim resursima u postizanju poslovnih ciljeva. Važnost predviđanja "Ako želite da vaša tvrtka zauzme ključnu poziciju na tržištu, tada voditelji ljudskih potencijala moraju uložiti više truda u razvoj menadžmenta i u ulaganje u ljude. To znači da morate pratiti promjene na tržištu te na njih reagirati strateški, mijenjanjem sustava upravljanja ljudima, a tek zatim uporabom novih tehnologija", kazao je Fitz-enz. Naglasio je da ako u tvrtki ne postoji dobar sustav upravljanja ljudima, ulaganje u novu tehnologiju neće pomoći u rješavanju problema. Ključni izazov 21. stoljeća je, kaže Fitz-enz, odgovor na pitanje: "Kako upravljati rizicima?" Naime, tržište se svakodnevno mijenja, a svaka nova odluka donosi rizik. No, da bi rizik bio manji, u organizacijama ne smije postojati barijera u komunikaciji. Stoga, kompanije moraju mijenjati način rada poput tzv. "zasebnih silosa", odnosno odjela koji u tvrtki djeluju kao cjelina sama za sebe, te raditi na tome da se svi odjeli u tvrtki povežu kako bi voditelji ljudskih resursa imali na raspolaganju sve potrebne informacije. Također je naglasio da svi zaposlenici tvrtke moraju shvatiti da je klijent svrha postojanja tvrtke, a ne posao kojeg oni izvršavaju. Osim toga, naglasio je da na odjele ljudskih resursa ne treba gledati kao trošak tvrtke, već da ljudski resursi imaju za cilj usmjeriti sve zaposlenike prema glavnom cilju, odnosno pružanju usluge klijentu. Iako u ljudskim resursima ne postoji jedinstven model upravljanja, Fitz-enz je naglasio da voditelji ljudskih potencijala svoj model upravljanja moraju temeljiti na načelima tržišta koja su aktualna, a ne na izvještajima iz prethodne godine. • Poravnavanju – fazi planiranja radne snage • Integraciji – fazi integriranja ljudskih resursa te usmjerenju na budućnost • Evaluaciji i predviđanju – odnosi se na kvantitativno i kvalitativno mjerenje Britanski stručnjak za područje učenja na daljinu iz kompanije SkillSoft, Paul Wheaton, objasnio je važnost skills developmenta te prenio svoja iskustva u implementaciji e-learning sustava. Okrugli stol Dr. Jac Fitz-enz: Zaposlenici moraju razumjeti viziju tvrtke Voditelji ljudskih resursa moraju odrediti na koji način zaposlenici mogu doprinijeti povećanju kapaciteta tvrtke Prvo pitanje na koje moraju odgovoriti voditelji ljudskih resursa je na koji način zaposlenici mogu doprinijeti povećanju kapaciteta tvrtke kako bi ona bila konkurentnija na tržištu. Poručio je to vodeći svjetski stručnjak za područje upravljanja ljudskim resursima, dr. Jac Fitz-enz, na posebnom predavanju "ROI of Human Capital" koje je u organizaciji Certifikata Poslodavac Partner održano u zagrebačkom Hotelu Antunović. Naime, Fitz-enz je na predavanju pomoću primjera iz prakse odgovarao na pitanja: "Kako mjeriti doprinos ljudskog kapitala u postizanju poslovnih ciljeva?" i "Kako mjeriti dodanu vrijednost ljudskih resursa?". Cilj – ugodno mjesto za rad Naime, istraživanja su pokazala da voditelji odjela trebaju stalno pružati potporu zaposlenicima, jer to je jedan od načina na koji se utječe na razvoj zaposlenika. Drugi čimbenik koji se pokazao važnim je korektna plaća. Naime, Fitz-enz ističe kako nije dopušteno da se dogode pogreške na izračunu plaće, jer će zaposlenik izgubiti motiviranost za radom. Istaknuo je da voditelji ljudskih resursa moraju zaposliti kvalitetne zaposlenike te dodatno educirati u njih kako bi svaki zaposlenik imao svoju zamjenu. Fitz-enz je naveo primjer tvrtke koja je uspješno odradila sukcesivan plan. Jedna od novosti koje je ta tvrtka uvela bio je unutarnji sustav pretrage u kojem su zaposlenici sami tražili načine za svoje usavršavanje. Zaposlenici moraju znati što je vizija tvrtke "Kad novi zaposlenik dođe u tvrtku u početku je ushićen, a mišljenje o tvrtki će stvarati u prvih 90 dana. Odjel ljudskih resursa treba doprinijeti da taj osjećaj ostane duže vrijeme", savjetovao je Fitz-enz. Dao je primjer kompanije koja svakom novom zaposleniku pošalje pismo dobrodošlice, a obrasce koje novi zaposlenici moraju ispuniti šalje putem e-maila, kako ne bi gubili vrijeme na njih. Na taj su način zaposlenici o tvrtki stekli bolji dojam. Odjeli ljudskih resursa moraju se usredotočiti na razvitak poslovanja. Naime, Fitz-enz je naglasio da je važno da svi zaposlenici znaju što se u tvrtki radi te koja je vizija tvrtke.
In his lecture, Mr. Harry Meintassis introduced attendants (The Employer Partner Certificate winners, companies involved in a certification process and clients of the SELECTIO Group) with the most important facts of developed reward system with world famous companies. „People are the company’s most valuable asset and competitive advantage. Human resources have significant role in influencing financial results, overall reputation and efficiency of every company”, Mr. Meintassis emphasized. Thus, he noted, in order to retain talented employees, the company needs to have a developed rewards system. Some of the well known multinational companies, such as IBM or Toyota, are more inclined to give basic salary even 5% lower than usual to their employees, while all other benefits are regulated through the rewards and incentive system, in order to motivate employees for better performance. Also, salaries and incomes of managers and highly educated experts in the most developed companies in the world, are mostly calculated at the end of the year, and not by the working hour, thus the time they spend in their office does not have to be monitored. Mr. Meintassis concluded that most companies use salary raise to motivate their employees and the amount of the raise depends on achievements.
A recognized specialist in Human Resource Management research and organization in general as well as in business ethics, has shown by examples how despite best intentions, ignorance can cause a lack of accomplishment in Human Resource Management. “Companies are constantly looking for new ways to enhance their capabilities to attract, select and maintain the best employees, and of course, they are striving for high productivity level as well as employee ethics”, emphasized Wimbush. According to Wimbush, every company, if it wants to be successful and have satisfied employees, should pay more attention to the main criteria and processes in Human Resource Management. “All companies should, never minding their size and industry, put emphasis on strategic planning, recruitment and selection, employee development, performance management and ethical business activities”, he banded. Professor Wimbush has, in front of a very numerous audience, pointed out some of the most common misconceptions about Human Resource Management and he supported these statements with lively examples from practice and research among 5.000 HR experts. Although today research prove that intelligence has the highest correlation with productivity, even 72% managers consider that other characteristics are relevant when selecting the best candidate. At the other hand, most candidates in the selection process stated that they have more confidence and that they feel more comfortable in the selection process which is more associated with the real job, such as interviews and case studies. The main discussion was about the integrity tests, which is certainly an important characteristic of a future employee, however 57% managers in the study thought those tests have no value. “The tests are not perfect but new versions are considerably enhanced and should be used”, pointed out Wimbush. Other misconceptions among experts in the study show that think that employee participation in the decision making process is better than setting goals. However, the study shows that participation in the decision making increases productivity for 10%, and setting goals by 16%. Questioned HR managers think that taking care of workplace ethics is not their responsibility, although it is a part of their job. All those misconceptions give an answer to the question why a lot of HR models fail and Wimbush claims that if a company wants to ignore the study results, it will be in an inferior position on the market. Professor Wimbush has, at his two-hour lecture, also talked about the business ethics and he presented the participants some provocative statements about ethics, leaving it to them to decide whether they want to accept them or not. For example, most of the companies encourage their employees to lie, cheat and steal. Most employees will do that if these actions have no consequences. In the recent study carried out among American employees from the age of 18 to 22, which had access to company’s money, even 53% of them said that they regularly steal. The main reason is, thinks Wimbush, underpayment, dismissal announcement or poor work conditions. In those cases, employees do not see anything bad in the fact that they steal from the company. The lecture was held in Zagreb, at the Hotel Regent Esplanade, with some of the leading names in Croatian Human Resource Management as participants.
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Otac koncepta Human Capital Management-a, dr. Jac Fitz-enz održao je 14. i 15. svibnja 2008. u hotelu Antunović predavanje o novoj viziji HR-a, organizaciji učenja i načinima mjerenja ljudskog kapitala. 
Within the Employer Partner Certificate project, and organized by SELECTIO Group on Thursday 7 February 2008, a lecture was held by Barrie Watson, Belbin Associates coworker and CERT Consultancy and Training director. The lecture was named "Integrating The Belbin Methodology into HR Strategies to Improve Performance".
Within the project of the Employer Partner Certificate, and organized by SELECTIO Group on Monday 19 November 2007, a lecture was held by Christian Giese, a well-known Swiss consultant. The lecture was named "How can HR Management help an organization become service/customer oriented?". 
In the context of The Employer Partner Certificate, SELECTIO Group, on Wednesday, May 30, 2007, organized a lecture "Reward Systems & Trends in CEE & SEE Region", of Mr. Harry Meintassis, an expert from a consulting company, Hay Group.
Within the The Employer Partner Certificate project, on Tuesday, January, 16 2006 “A discussion of Recent Trends in Workforce” lecture was held and the lecturer was James Wimbush, Professor of Business Administration and Dean at the Indiana University. 
Representatives of domestic and foreign medium and large companies, holding various positions within HRM departments attended the conference on December 12th 2005, at the Westin Hotel.
The keynote speaker, Mr. Nenad Bakić, the Manager of the SELECTIO Group, emphasised that the human resources management is a key to competitiveness of the company. Mr. Bakić pointed out that the implementation of strategy presents the core of company management.
Other reputed lecturers were Tomislav Radoš, Chairman of the Board of AutoZubak, Jasmina Sočković, Professional Manager of the Employer Partner Certificate, and Vladimir Špišić, Project Director of the Employer Partner Certificate. 
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