A G U I D E T O A D VA N C I N G Y O U R C A R E E R , Y O U R W O R K P L A C E

Professional Development
• Management Development
• Labor Relations
• Diversity Management
• Equal Employment Opportunities
• Change Management Spring-Fall
• Human Resources 2010

www.ilr.cornell.edu/mgmtprog/new
1.866.470.1922
 Why is ILR Professional Development
Right for You?

Practical: Training you can apply to Five Ways to Advance Your Career
• Solve current work problems 1. Certificate Programs. Develop in-depth knowledge
• Sharpen leadership skills in your specialized area by completing a sequence of five
• Effectively manage people and conflict to nine workshops. Earn a Cornell Certificate, a nationally
• Better understand the diverse workforce recognized credential.
• Professional Recertification
2. Interactive One- to Three-Day Workshops. Featuring
experienced faculty and interactive learning with a diverse
Comprehensive: Focus on key mix of professional peers.
work disciplines
• Human Resources 3. Custom Programs. Programs that address your organi-
• Management Development zation’s issues and needs. Practical solutions, delivered to
• Labor Relations your employees at your workplace.
• Diversity Management
4. Blended Learning. A combination of in-person and
• Equal Employment Opportunities
eLearning offering the benefits of varied instructional
approaches.
Relevant: Serving multiple interests
• Executives, managers, staff 5. Distance Learning and eCornell On-Line Learning.
• Fortune 500 companies Designed for diverse audiences, particularly people in
• Small business and non-profit groups different locations.
• Government agencies

About ILR
Cornell University’s ILR School is the world’s leading educational institution with a comprehensive focus
on the study of work, employment and labor. It began in 1945 as the Cornell University School of Industrial
and Labor Relations.

ILR’s mission is advancing the world of work through teaching, research and outreach. ILR’s undergraduate
and graduate programs enroll nearly 1,000 students at the Cornell University campus in Ithaca, N.Y. The
school’s professional development programs reach 23,000 students annually in New York state, across the na-
tion and around the world.

Supporting ILR’s mission in advancing the world

of work are professionals -- faculty, practitioners,
researchers and many others -- who share with
students academic expertise and real-world experi-
ence.

About Cornell
The Ivy League’s largest university, Cornell en-
rolls more than 20,000 undergraduates and gradu-
ates from around the world. Cornell’s main campus
is in Ithaca, N.Y. The university was founded in
1865.

1
The advantages of
Cornell’s Custom
Programs let you:
• Choose from more than 100 workshops de-
livered at your workplace as they are currently
structured or in a unique curriculum customized
to meet your employees’ specific professional
development needs.
• Bring a customized certificate program in-
house with 17 popular options to meet virtually
any need, including certificates in leadership
development, complaint handling, diversity
management (including a certification program),
advanced human resources studies, collective
bargaining studies and more.
• Receive personalized interaction with expert
instructors who include Cornell faculty and
practicing professionals who incorporate best
practices and state-of-the-art learning to address
your specific organizational challenges.
• Benefit from a blend of interactive, proven
adult learning methods and techniques including
presentations, lectures, case studies, role plays
and simulations – all exclusively designed for
your systems and goals.
• Save precious staff time and dollars by training
a group of your employees together – at a time
and location convenient for you.
Let Cornell learn about your organization’s train-
ing and development needs and how we can
help. Please contact OnSiteNYC@cornell.edu
or call Custom Program Manager Sandra Acev-
edo at 212-340-2819.
Leader in EEO, Diversity and Inclusion
Cornell is the only university to have a practice group
dedicated to the study and practice of EEO, diversity and
inclusion.
It was also one of the first universities in the nation to
develop and promote diversity, inclusion and EEO pro-
grams that address the need for diversity management
to promote justice and business effectiveness.
Cornell ILR’s focused, relevant training meets profes-
sional developments needs through learning strategies
that link diversity to organizational performance.
CONTENTS
Diversity Management Program........................3
Certificate/Certification..........................................3
Workshops..........................................................3-4
EEO Program........................................................5
Certificates.............................................................5
Workshops..........................................................5-6
Labor Relations Program....................................7
Certificates.............................................................7
Workshops..........................................................7-8
Management Development Program................9
Certificates.............................................................9
Workshops........................................................9-10
Human Resources Program..............................11
Certificates...........................................................11
Workshops......................................................11-13
Other Programs of Interest..............................14
eCornell Online Courses...................................14
Registration Form...............................................8
Registration Information..................................18
Legal and Compliance
Training Programs
ILR’s legal and compliance training programs, reach-
ing across several disciplines, are designed for manag-
ers, human resources professionals and labor relations
professionals. The programs focus on employment laws,
ethics and employee investigations.
Customized training is available for managers and HR/
EEO/LR professionals in the public, non-profit and pri-
vate sectors.
More information on legal and compliance training
programs is available at www.ilr.cornell.edu/mgmtprog/
legal.html.
2
 Diversity Management Program

Integral to building a competitive workforce, managing
diversity is more complex and specialized than ever. Cor-
nell ILR Diversity Management certificates and workshops are
designed to fit the needs of a broadening span of profession-
als with responsibility for optimizing workforce performance
through diversity and inclusion initiatives and policies. Diversity
and EEO professionals, along with executives, managers and
others, strengthen their roles in diversity management through
our program.
New offerings:
Global Competencies for Diversity Leaders – current and
future senior diversity leaders learn to develop a global diversity
strategy and to encourage buy-in and participation
Generational Diversity – learn how to communicate and
strategize to get the best out of four generations in one work-
place
Diversity Train-the-Trainer – a more compact, two-day
format teaches diversity leaders how to improve their
skills so that they can be more effective in their own
workplaces
As discussed in greater detail below, there are two different levels
of diversity credentials: the fundamental Diversity Management
Certificate and a Cornell Certified Diversity Professional/Advanced
Practitioner certification, which builds upon the fundamental
course of study and requires three years of experience in the
field or the equivalent. Individuals who complete the certification
process may use “CCDP/AP” after their names. Cornell ILR was
the first university in the nation to offer a diversity professional
certification.
Diversity Management Certificate – the certificate curriculum
consists of seven workshops, equaling 72 units of training on top-
ics of diversity and inclusion
Cornell Certified Diversity Professional/Advanced Practitio-
ner – requires relevant work experience, completion of the Diver-
sity Management Certificate curriculum, a diversity project related
to your work, passage of a certification exam, and completion of
one mandatory and one elective upper level class
Find more information on the certificate at www.ilr.cornell.edu/
mgmtprog/certificates/dm

DV310 | $1295
Effective Diversity Councils
New York City
April 12-13, 2010 | Nov. 3-4, 2010

The effective use and application of a

diversity council strategy is one of the
critical challenges and opportunities
facing organizations. This work-
shop examines how to position your
diversity council for success and best
practices in formation and operation.
It also teaches you how to energize
existing councils and how to enlist
support across your organization.
DV358 | $795
Learning Outcomes: Developing & Managing an Effective Supplier
• Establishing accountability for diversity Diversity Management Program
councils New York City
March 1, 2010 | Nov. 2, 2010
• Training diversity council members
• Charting the progress of dynamic To comply with government regulations and to gain a competitive advantage, many
councils organizations design and implement supplier diversity strategies and programs. This
workshop examines the essentials of the supplier diversity program. It also helps you
establish your profile to reach business goals and how to benchmark organizations
comparable to your own.

Learning Outcomes:
• Ten strategies for improving supplier diversity programs
• Identifying and overcoming potential obstacles
• Measuring and tracking success

3 www.ilr.cornell.edu/mgmtprog/dm/new
 Popular Workshops -- full listing of offerings begin on page 15.

DV312 | $995 DV238 | $795 DV228 | $795

Applying Diversity Management
to Complex Problem Solving and
Business Results
New York City
June 7, 2010 | Nov. 16, 2010
This course provides insight into the
possibilities of diversity management
when it is approached as a strategy
and viewed in the context of its capac-
ity to create value. Learn how to use
diversity as a trigger for innovation,
and how diversity impacts perfor-
mance, productivity, creativity, quality
decisions and commercial value.
Learning Outcomes:
• Managing diversity at the individual,
group, interpersonal and organiza-
tional levels
Generational Diversity
New York City
March 8, 2010 | Nov. 17, 2010
Albany
Oct. 21, 2010
Managers in the American workplace are
adjusting to four generations of employees
working side by side. Each generation has
different management needs; effective man-
agers capitalize on what practices work best
for individuals in each age bracket.
Learning Outcomes:
• Understand unique characteristics of
the four generations
• Communication essentials for genera-
tional managements
• Strategies for talent maximization
Strategic Diversity Retention
New York City
April 15, 2010 | Sept. 16, 2010
Many organizations invest substantial
resources in efforts to recruit a diverse work-
force. Few, however, develop diversity reten-
tion strategies that build on their recruiting
efforts. Learn to recruit for sustained success
in maintaining a diverse workforce.
Learning Outcomes:
• Step-by-step approach to developing a
diversity retention strategy
• Building a diverse pipeline and succes-
sion plan
• Creating and implementing a frame-
work for analyzing and responding to
systemic retention issues

• Overview of a diversity management

strategy
• Knowing what to look for in your
workplace as examples of the power
of diversity
DV311 | $995 Even the best diversity training course fails
Global Competencies for Diversity
Leaders
New York City
March 2, 2010 | Oct. 5, 2010
The world of business has an increasingly
international structure. Corporate diversity
leaders have recognized the need to view
their United States efforts as one part of a
holistic global effort for their companies.
This workshop guides those who are now
-- or aspire to be -- senior diversity leaders
with a global perspective and portfolio.
Learning Outcomes:
• Learn business benefits of developing
global diversity strategy
• Learn key steps in developing strategy
• Learn techniques for global needs as-
sessment and metrics
DV226 | $795
Strategic Diversity Recruiting DV232 | $1295
New York City Diversity Train-the-Trainer
April 14, 2010 | Sept. 15, 2010 New York City
May 12-13, 2010 | Oct. 6-7, 2010
Many organizations lack a strategy for ef-
fective diversity recruitment. The need to
improve diversity throughout an organization
to achieve learning goals if the instructor’s
demands a comprehensive strategy and new
delivery falls short. This limited-size class
ways of working, thinking and communicat-
(maximum 12 participants) is designed to
ing.
build the confidence, knowledge and skills
Learning Outcomes: of those who are expected to lead high-im-
• Positioning your organization to recruit pact diversity training in their organizations.
diverse candidates at all levels Participants will benefit from substantial
practice of skills learned.
• Learn best practices in
diversity recruiting
Learning Outcomes:
• Diversity recruiting fact versus fiction • Designing and delivering diversity
training
• Listening, feedback, intervention and
presentation techniques
For more information on
• Delivery and critique of training module
Diversity Management
• Training demonstrations and critiques
workshops, custom programs
by instructor and peers
or certificates:
Sherrie Morales
Program Coordinator
Cornell University, ILR School
16 E. 34th St.
New York, NY 10016
212-340-2868
sm92@cornell.edu

www.ilr.cornell.edu/mgmtprog/dm/new 4
 Equal Employment Opportunities Program

Cornell ILR offers a variety of programs covering equal
employment opportunity (EEO) laws and procedures. Suited
for Equal Employment Opportunity (EEO), Affirmative Action (AA),
Diversity, HR, and manager professionals responsible for EEO/AA
compliance.
The EEO field constantly changes and develops. Individuals who
remain up to date on these changes are well positioned to keep
their companies compliant with legal procedures and requirements
and to avoid problems. They are also prepared, when necessary, to
recognize, assess and address problems at an early stage.
In each course, legal reference materials and resources are provid-
ed, along with case studies and interactive exercises. Some courses
include guest speakers.
Equal Employment Opportunities certificates:
EEO Studies – learn the latest EEO laws and procedures
EEO Public Sector Track – customized for public sector EEO pro-
fessionals at local, state and federal levels
Affirmative Action – covers fundamentals, strategy, analysis and
other areas of affirmative action programs
Complaint Handling certificates and certification:
EEO Complaints and Internal Investigations – focuses on a
defined process for handling and resolving EEO complaints
Advanced EEO/HR Compliant Handling Certificate – develop
expertise for managing investigations/dispute resolution
EEO/HR Complaint Handling Certification – after completion of
the Advanced EEO/HR Complaint Handling Certificate, certification
is available by successfully completing an exam
Find more information on the certificates at www.ilr.cornell.edu/
mgmtprog/certificates/eeo

Popular Workshops -- full listing of offerings begin on page 15.

EO100 | $1795 EO300 | $1195

EO213 | $1195
Affirmative Action Programs: Prepara-
tion, Implementation and Compliance
New York City
Feb. 8-9, 2010 | Sept. 21-22, 2010
This workshop concentrates on developing
and administering acceptable affirmative ac-
tion programs and how to handle a compli-
ance audit by the Office of Federal Contract
Compliance Programs.
Learning Outcomes:
• Learn the legal meaning of affirmative
action
• Learn components and implementation
of affirmative action programs
• Prepare for federal compliance review
EO240 | $1195
Writing Effective EEO Investigative
Reports
New York City
May 4-5, 2010 | Nov. 17-18, 2010
The Law of Equal Opportunity
New York City
Jan. 12-14, 2010 | April 26-28, 2010
Sept. 13-15, 2010
This three-day EEO law seminar is packed
with the latest information needed to under-
stand EEO laws in the context of daily work
situations. Through discussion of key laws,
use of hypothetical examples and a useful
reference manual, participants gain a practi-
cal understanding of the constantly evolving
field of employment law and its workplace
impact.
Learning Outcomes:
• Learn fundamentals of federal EEO
statutes such as Title VII of the Civil
Rights Act of 1964, the Civil Rights Act
of 1991, Americans with Disabilities Act
and its amendments
• Sample state and local laws and their
interaction with federal law
Advanced Issues in EEO Law
New York City
June 8-9, 2010 | Oct. 18-19, 2010
This workshop provides EEO and HR profes-
sionals with skills needed to identify and
address more complex laws in EEO law and
procedure. This class addresses issues from
both the plaintiff and defense viewpoints.
Through a case study, participants will work
through a model EEO dispute from internal
complaint to trial. Participants should have
at least five years of practical experience
with EEO laws and procedures.
Learning Outcomes:
• Expand EEO law skills
• Discussion of retaliation, affirmative
defenses, trends in EEO charges,
practical ways to avoid EEO problems
in the workplace and alternative ways
of addressing them.
• Updates on recent changes in legisla-
tion and case law and the impact on
the workplace

Write EEO investigation reports that can

withstand scrutiny by courts, agencies and
lawyers. Build on skills learned in Cornell’s
complaint handling workshops.

Learning Outcomes:
• Develop investigation report skills

5 www.ilr.cornell.edu/mgmtprog/dm/new
EO130 | $795
EEO Procedures: Internal, External
and ADR
New York City New York City New York City
Feb. 1, 2010 | Sept. 20, 2010
EEO professionals have oversight of internal
EEO complaint policies and procedures and
must know the external agency and court
procedures when employees file legal com-
plaints. Examine the types of procedures
and best practices to avoid EEO external
complaints.
Learning Outcomes:
• Strategies for handling and preventing
EEO issues
• EEO external agency and court enforce-
ment process and tips
• Determining when to settle or resolve
EEO complaints, including the use of
alternative dispute resolution
For more information on EEO
workshops, custom programs
or certificates:
Sherrie Morales
Program Coordinator
Cornell University, ILR School
16 E. 34th St.
New York, NY 10016
212-340-2868
sm92@cornell.edu
EO231 | $1495 EO210 | $1195
EEO Complaints and Internal
Investigations
Feb. 2-3, 2010 | Sept. 21-22, 2010
Handling EEO complaints internally is a
highly sensitive, multi-faceted process involv-
ing many in the organization. This workshop
provides you with a practice-based, step-by-
step approach.
Learning Outcomes:
• Handling the internal complaint process
from A to Z
• Understanding legal requirements
organizations must observe
EO180 | $1195
Data Analysis for EEO Professionals
New York City • Prepare a workforce analysis or an
April 29-30, 2010 | Nov. 15-16, 2010
The analysis of employment data is an
important function performed by organi-
zations involved with equal employment
opportunity and affirmative action issues.
Government regulations require employers
to analyze their employment data. A failure
to do a thorough analysis can result in a
potentially costly liability that could have
been avoided. This workshop provides a
solid understanding of the effective use of
statistical analysis in EEO management and
legal proceedings.
Learning Outcomes:
• The legal basis for the use of statistics
in EEO
• How to interpret results
• When to conduct an additional
investigation
• Strategies for
presenting findings
Affirmative Action II: Analysis and
Goal Settings for AAPs
Feb. 10-11, 2010 | Sept. 23-24, 2010
Using affirmative action regulations issued
under Executive Order 11246 as a guide,
work through a case study following each
step in the process of preparing an affirma-
tive action program. While these regulations
apply only to government contractors, the
analytical techniques may be used by any
employer, private or public sector, interested
in developing an affirmative action program
that can be used as an effective manage-
ment tool. For those organizations which
outsource preparation of affirmative action
programs, this class provides a solid under-
standing of how best to manage the project.
Learning Outcomes:
organizational display
• Conduct utilization analysis and deter-
mine availability and placement goals
(not quotas)
• Perform in-depth analysis to identify
problem areas
EO310 | $795
Conducting an EEO Compensation
Analysis
New York City
Feb. 4, 2010
Organizations have an obligation to avoid
findings of discriminatory pay practices.
Findings can result in penalties and back
wage payment. It is important for organiza-
tions to have a proactive strategy to avoid
potential allegations of wage discrimination.
Learning Outcomes:
• Awareness and skills to identify ele-
ments that influence salary, wages and
other types of compensation
• Develop strategy for determining if
the elements of compensation are
uniformly applied, and if so, what the
impact is on racial minorities and
women
• Non-discriminatory approach to
compensation
6
 Labor Relations Program

Cornell ILR’s Labor Relations Program is the nation’s most
valued resource for education and assistance in the collec-
tive bargaining and contract administration field.
Whether readying the bargaining team for the next round of
negotiations or enhancing the skills of labor relations profes-
sionals, many organizations turn to Cornell ILR to enhance their
chances of success. Our curriculum is unique, highly specialized,
and evolves with the changing needs of the workplace; it com-
prises the most comprehensive array of professional education
offerings in labor relations studies in the country. The programs
are led by some of the nation’s most qualified and well-respect-
ed labor relations practitioners, neutrals and attorneys.
Customized Programs for Your Organization
Our customized training programs are presented through the
lens of a specific sector or industry, or through the lens of your
organization. We offer individual workshops, the immersion
programs and certificates designed specifically for your orga-
nization. The customization can also include blended learning
opportunities. When designing programs, ILR is available to
serve as a consulting partner to help your organization develop
strategies for collective bargaining and contract administration.
Labor Relations certificates:
Collective Bargaining Studies – Develop a comprehensive
overview of the collective bargaining process from pre-bargain-
ing preparation to the final sign off
Contract Administration Studies – Develop in-depth knowl-
edge of managing within the confines of a collective bargaining
agreement including an understanding of contract terms, legal
principles, and the grievance and arbitration process
More information on the certificates is available at www.ilr.
cornell.edu/mgmtprog/certificates/lr/
Highlighted Customized Programs:
Labor Relations for Managers – Learn how to manage
staff and operations within a collective bargaining agreement
through understanding of contract terms, legal principles and
grievance procedures. An overview of the process, from pre-
bargaining preparation to sign-off, is also available.
Immersion Programs in Contract Administration and Col-
lective Bargaining – On-site three-day immersion programs
are designed to help prepare organizations for upcoming
negotiations or prepare the workplace that has recently union-
ized, acquired a unionized facility or is training individuals for
succession in labor relations.

Popular Workshops -- full listing of offerings begin on page 15.

LR105 | $1495 LR205 | $795 LR101 | $1395

Labor Relations Law
New York City It, Making It Work for You
Jan. 25-26, 2010 | May 6-7, 2010
Sept. 27-28, 2010 | Dec. 15-16, 2010
Whether you are involved in the collective
bargaining process, the administration of
a contract or a representation election, it is
necessary to understand the National Labor
Relations Act and its practical impact on your
workplace. This workshop includes coverage
of National Labor Relations Act concepts,
an overview of the representation election
process and a legal framework for develop-
ing solutions to labor problems.
Learning Outcomes:
• Identifying and avoiding “unfair labor
practices”
• The legality of employee participation
and self-directed work teams
• Legal rights and limitations for compa-
nies and unions
Contract Language: Working Within
New York City New York City
Feb. 1, 2010 | March 5, 2010
April 9 , 2010 | Oct. 25, 2010
Dec. 13, 2010
A collective bargaining agreement is a living
document referred to by the parties involved
on a daily basis. Whether they are adminis-
tering contract language or proposing lan-
guage at the bargaining table, this workshop
is designed to provide labor relations practi-
tioners with a solid, practical understanding
of what contract language means and how
it will likely be interpreted by an arbitrator in
the event of a contract language dispute.
Learning Outcomes:
• Interpreting contracts
• Preserving management’s rights
• Drafting contract language
Effective Discipline: Best Practices for
a Unionized Environment
Jan. 27-28, 2010 | April 6-7, 2010
Sept. 29-30, 2010
Your disciplinary decisions are subject to rig-
orous scrutiny. As a result, anyone involved
in formulating or implementing disciplinary
decisions must have command of the prin-
ciples of progressive discipline, as well as a
solid understanding of the best practices for
administering discipline. Experienced arbitra-
tors and labor relations professionals provide
you with practical knowledge and insight
about the discipline process.
Learning Outcomes:
• Analyzing discipline problems
• Conducting disciplinary interviews
• Preparing disciplinary memorandums

7 www.ilr.cornell.edu/mgmtprog/lr/new
 LR104 | $1695 LR102 | $795 LR306 | $695
Increasing Effectiveness
in Arbitration
New York City New York City New York City
Feb. 3-5, 2010 | May 3-5, 2010
Oct. 27-29, 2010
Contractual or disciplinary disputes that can-
not be resolved by the parties are ultimately
tried and resolved in arbitration. Led by
experienced arbitrators and advocates, this
workshop is designed for those who need to
develop a strategy for preparing or present-
ing evidence in a labor arbitration case.
Learning Outcomes:
• Assessing the strengths and weak-
nesses of your case
• Preparing evidence and testimony to
win an arbitration
• Tools and techniques for presenting
the case
Prerequisite: LR101 Effective Discipline and LR205
Contract Language or equivalent experience
LR201 | $1495 New York City Effective Grievance Handling: From
Preparation for Collective
Bargaining
New York City Feb. 2, 2010 | Oct. 26, 2010
March 1-2, 2010 | May 10-11, 2010
Oct. 18-19, 2010
Strategic preparation is critical to successful
collective bargaining. This workshop focuses
on determining the needs and interests of
management and the bargaining unit and
aligning collective bargaining objectives with
overall business objectives.
Learning Outcomes:
• Establishing management objectives and
bargaining positions
• Setting management’s collective bargain-
ing priorities
• Formulation of bargaining strategies on
difficult economic and operational issues
www.ilr.cornell.edu/mgmtprog/lr/new
Investigation Tools and Techniques:
Developing Facts and Evidence
Jan. 29, 2010 | April 8, 2010
Oct. 1, 2010
A full and fair investigation of alleged
misconduct is a critical component of due
process. This interactive workshop provides
valuable information on how to conduct an
investigation of major workplace offenses
that may result in immediate termination
and that are the likely subject of arbitration.
Learning Outcomes:
• Analyzing and investigating major disci-
plinary offenses
• Conducting investigatory interviews
• Understanding how an arbitrator scruti-
nizes your investigation
Prerequisite: LR101 Effective Discipline or equivalent
experience
LR203 | $1695
Effective Collective Bargaining
Skills and Strategies
March 3-4, 2010 | May 12-13, 2010
Oct. 20-21, 2010
Effective negotiation of a collective bargain-
ing agreement requires thorough under-
standing of the negotiation process. This
workshop helps you develop and implement
negotiation strategies for achieving your
objectives.
Learning Outcomes:
• Development of bargaining plans,
strategies, tactics
• Preparing for face-to-face negotiation
sessions
• Obtaining agreement
Prerequisite: LR201 Preparation for CB or equivalent
experience
For more information on Labor
Relations workshops, custom
programs or certificates:
Sherrie Morales
Program Coordinator
Cornell University, ILR School
16 E. 34th St.
New York, NY 10016
212-340-2868
sm92@cornell.edu
Labor-Management Strategies for
Organizational Change
April 9, 2010 | Oct. 22, 2010
Union-management partnerships can be an
important and effective vehicle for design-
ing and implementing improvements in the
workplace and for building relationships
with suppliers, customers and the commu-
nity. This workshop will help you to assess
the potential benefits of labor-management
collaboration to your own organization and
will provide you with a set of practical tools
and processes.
Learning Outcomes:
• Initiating and improving partnership
efforts
• Fitting labor-management relationships
into organizational change and survival
• Redesigning work for collaboration
LR106 | $795
Step One to Arbitration
New York City
Develop the knowledge, skills, and confi-
dence necessary to promote productive,
efficient, and successful handling of griev-
ances, ensuring that management is gaining
maximum benefit from the process.
Learning Outcomes:
• Establishing best practices for grievance
processing
• Evaluating a grievance in the context of
the “big picture”
• Using conflict resolution tools and
influence strategies to achieve manage-
ment’s overall objectives
Prerequisite: LR205 Contract Language or equivalent
experience
8
 Management Development Program

Managers need to think on their feet, communicate effec- Available Cornell ILR Management and
tively, make fast decisions and adjust to myriad organiza- Leadership Certificates:
tional and customer expectations. Especially now, with the • Supervisory Certificate
economy beginning to show signs of recovery, supervisors and
managers at all levels need new tools to keep up with the con- • Management Certificate
stantly changing expectations at work. • Leadership Certificate
• Public Sector Management Certificate
To maximize your time in training (and, at work) we are introduc-
ing more distance-learning options with our eLearning partner, • Proactive Leader Certificate
eCornell, to make it possible to get new skills and learning either Related Certificate:
on-line or in-class – whichever you choose. You can complete
over a dozen workshops and two full Cornell ILR Management • Change Leader Certificate – Learn to lead
Certificates completely on-line, or in your choice of formats and organizational change in only 6 days of training!
schedules between your computer and our (newly renovated!) Some courses available on-line
conference center.
Can complete entire certificate on-line

Please visit www.ilr.cornell.edu/mgmtprog/md

for certificate details and full workshop listings.

Popular Workshops -- full listing of offerings begin on page 15.

MD401 | $1495 MD363 | $1495 MD148 | $795

The Proactive Leader I: Develop an
Effective Agenda, Build Support and
Gain Traction
New York City March 15-26, 2010 | Oct. 4-5, 2010
Feb. 11-12, 2010 | Oct. 14-15, 2010
Based on the critically acclaimed “Get
Them on Your Side” books, this workshop
introduces the key elements successful lead-
ers use to launch a project and ensure its
completion. It emphasizes both the tactical
necessity to establish a clear goal and the
political competence to build and maintain a
coalition to carry the project to the goal. This
is a core workshop in both our Leadership
and Proactive Leader Certificates.
Learning Outcomes:
• Assess your organization’s dynamics –
measure receptiveness to the project
and to change before formulating your
agenda
• Identify the four spheres of an effective
agenda – align your plan with the or-
ganizational culture and strategic plan,
indentify allies and resistors
• Negotiate support and build a coalition
Emotional Intelligence: An Edge for
Leaders
New York City April 28, 2010 | Oct. 19, 2010
Emotional intelligence is the ability to har-
ness your emotions in sensing, understand-
ing and responding adeptly to social cues
in your environment. Emotional intelligence
is what every leader uses to make pivotal
decisions, plan projects and initiatives, solve
problems, communicate feedback and inter-
act with clients and colleagues of all levels.
This workshop is an elective in our Leader-
ship Certificate.
Learning Outcomes:
• Develop an action plan, based on your
questionnaire results, to enhance your
emotional intelligence
• Use scientific findings in detecting
social cues
• Understand impact of emotions and
logic on judgment
Making Better Decisions
New York City
As the complexity and uncertainty of the
world appears to increase, we feel as though
our decisions are becoming more difficult.
Better decision-making processes give us
greater confidence in our decisions and
control over the results. This workshop will
increase your ability to make better decisions
and provide tools to continue your decision-
making improvement. This workshop is an
elective in our Supervisory Certificate.
Learning Outcomes:
• Increase efficiency and effectiveness
through working backward
• Evaluation methods for a likelihood of
outcomes
• Predict behavior and unbundle outcomes

9 www.ilr.cornell.edu/mgmtprog/md/new
MD325 | $1495 MD175 | $795 OC382 | $1495
Situational Decision Making
for Leaders
New York City Customers Come Back”
March 24-25, 2010
This workshop identifies your personal
decision-making style and helps you identify
potential results of improved decision mak-
ing and how to achieve those results. Each
participant receives a customized report out-
lining his or her strengths and weaknesses
around group decision-making processes.
Participants also have the opportunity to
practice, using a workplace situation from
their own organization. This workshop is an
elective in our Leadership Certificate.
Learning Outcomes:
• Validated leadership decision-making
model from studies of thousands of
managers
• Understand your dominant decision-
making style and its strengths and
weaknesses
• Leadership through flexible decision-
making: pitfalls and payoffs
For more information on
Management Development
workshops, custom programs,
or certificates:
William G. Wilkins
Program Coordinator
Cornell University, ILR School
16 E. 34th St.
New York, New York 10016
212-340-2823
wgw2@cornell.edu
Customer Service Coaching for
Managers: “Only Satisfied
New York City April 28-29, 2010 | Oct. 12-13, 2010
Oct. 6, 2010
Ithaca, NY
July 14, 2010
Making sure your customers get what they
need, and that they appreciate the service
experience, starts with first impressions and
exemplary service interactions. Your business
depends on it. This program provides the
service manager with the essential coaching
skills and quality service delivery knowledge
to create positive interactions between your
customer contact staff and your customers.
This workshop is an elective in our Supervi-
sory Certificate and available online.
Learning Outcomes:
• Understand how to become the ambas-
sador of your company
• Create a customer service strategy
• Handle and understand difficult custom-
ers without getting emotionally hijacked
LR309 | $1195
Labor Relations for Managers:
Managing Effectively in a
Unionized Environment
Albany, NY
April 22-23, 2010
New York City
Nov. 3-4, 2010
Managers in a unionized workplace are chal-
lenged to manage effectively within legal
and contractual parameters. This workshop
addresses specific needs of managers work-
ing in a unionized environment, giving them
a solid understanding of labor relations. Case
studies and interactive exercises provide the
opportunity to put your newly acquired skills
to work. This workshop is a core workshop
of our Public Sector Management Certificate.
Learning Outcomes:
• Practices, laws and policies in labor
relations management
• Understanding of both public- and
private-sector unionized workplaces
• Grievance handling and resolution
www.ilr.cornell.edu/mgmtprog/md/new
Organizational Change:
The Fundamentals
New York City
Dec. 6-7, 2010
Some changes can be handled in a
straightforward “get it done” way. But this
approach to change can sometimes give rise
to many forms of resistance – some visible,
some not so easy to pin down. This work-
shop explores why complex, sophisticated
and engaging approaches to organizational
change are required for success with change
initiatives. It highlights dynamics that can be
expected when change is introduced and
what contributes to or prevents “unfreez-
ing.” This is a core workshop in our Organi-
zational Change: Change Leaders Certificate.
Learning Outcomes:
• “Unfreezing” and “adaptation”
• Differences in individual change styles
• Roles of stakeholder interests and power
in change
MD245 | $795
Brain-Based Time Management
New York City
June 16, 2010 | Oct. 25, 2010
The work you do may not always align with
your brain’s natural thinking preferences,
requiring more effort on your part. This in-
creased effort reduces your productivity, tires
you out quickly and takes more time than
necessary to accomplish your tasks and proj-
ects. The solution? Identify and understand
your personal “time type.” There are four
“time types,” or approaches to handling
time, that contribute to how you manage
tasks. Each time type has a unique blend of
attributes and characteristics. This workshop
is an elective in our Supervisory Certificate.
Learning Outcomes:
• Determine your “time type”
• Develop strategies to maximize your
“time type”
• Apply “time type” strategies to daily
tasks
10
 Human Resources Program
In a knowledge-based economy, human capital management
is a vital component of business success. Human Resources
professionals must have and develop the capabilities necessary to
act strategically and in alignment with organizational goals.
In response to this HR capabilities requirement, Cornell ILR has
expanded its professional development offerings. We have devel-
oped new workshops focused on developing and strengthening
critical competencies in the areas such as internal consulting, talent
management strategy, and organizational development. These
programs are designed to enhance the ability of HR practitioners to
contribute to bottom-line business results.
For a listing of new offerings, visit our web site: www.ilr.cornell.
edu/mgmtprog/hr
Cornell ILR is a designated
Human Resources
Certification Institute approved provider and is
affiliated with the Society for Human Resource
Management. For information about recertifica-
tion credits, visit www.ilr.cornell.edu/mgmtprog/
HRCI.html. Approved courses are
indicated with a bullet in the course
schedule, which begins on Page 15.
11
Cornell ILR Human Resources Certificates offer practitioners
an exceptional opportunity to develop skills and gain practi-
cal experience in key HR areas from a globally respected and
leading university known for its HR expertise.
Human Resources certificates:
Human Resources Studies – foundation in the key disciplines
of HR practice
Advanced HR Studies – introduces practitioners to use and
application of strategic organizational skills
Employee Relations – develops communication, coaching
and counseling skills needed to address productivity, employee
engagement and corporate policies
Business Partner Certificate – develops critical skills and be-
haviors essential to aligning HR with organizational strategy and
building a business partnership with management
A full description of these certificates and the workshops
required for each can be found by visiting: www.ilr.cornell.edu/
mgmtprog/certificates/hr
Complaint Handling certificates and certification:
HR Complaints and Internal Investigations – this specialized
area of HR requires knowledge of policies, laws, a defined pro-
cess for conducting investigations combined with investigatory
communication and conflict resolution skills
Advanced EEO/HR Compliant Handling – develops in-depth
knowledge and expertise for managing complex investigations
and dispute resolution
EEO/HR Complaint Handling Certification – after completion
of the Advanced EEO/HR Complaint Handling Certificate, certifi-
cation is available by successfully completing an exam
Popular Workshops -- full listing of offerings begin on page 15.
HR251 | $1495 HR414 | $995 HR409 | $1995
Building and Managing Employee
Relations
New York City New York City New York City
Jan. 19-20, 2010 | March 11-12, 2010
April 19-20, 2010 | June 14-15, 2010
Sept. 13-14, 2010 | Nov. 8-9, 2010
Dec. 2-3, 2010
Learn what creates and sustains a positive
employee relations climate by identifying
elements of an effective employee relations
program and by examining effective coach-
ing, counseling and progressive discipline
strategies. Practice communication tech-
niques to ensure successful management.
Learning Outcomes:
• Develop management-employee
dialogue
• Ensure compliance with progressive
discipline policies
• Use coaching and counseling to assist
line managers
HR453 | $995 expert role
Leader Transitions: An Opportunity
to Drive Strategic Change
New York City Developing Ready-Now Talent
March 3, 2010 | Nov. 8, 2010
Minimize risk, mitigate disruption and
maximize positive impact of leader transi-
tions. Acquire specific methodology that taps
tacit knowledge of key stakeholders around
the role which will enable the new leader
to quickly gain a deep understanding of the
business and organizational situation and
quickly recognize strategic business opportu-
nities and challenges.
Learning Outcomes:
• Develop business case for formalized
management of leader transitions
• Create transition process to maximize
successful leader transitions
• Apply tools for knowledge transfer and
direction setting
Metrics that Matter: How HR
Analytics Impact the Bottom Line
April 20, 2010
To engage executive and line managers into
making smart decisions about their human
capital, HR needs to leverage their data ef-
fectively. When equipped with metrics and
dashboards that are properly designed and
easy to interpret, HR can provide managers
with data that will not only improve opera-
tions, but create systemic advantages.
Learning Outcomes:
• Identify key organizational business
drivers and translate them into human
capital metrics
• Design specifications for an HR dash-
board
• Identify different methods to use in
reports
• Avoid the common pitfalls of imple-
menting human capital metrics in an
organization
HR418 | $995 HR451 | $1995
New York City Restructuring
May 3, 2010
As businesses face increasing challenges and
adapt to changing circumstances, it is impor-
tant to ensure a ready pool of talent that can
be deployed to key areas of the business.
Identify talent management opportunities
and pitfalls, from planning to development
and placement.
Learning Outcomes:
• Develop a business case on why it is
important to develop or upgrade your
talent process
• Create or revise your talent manage-
ment process to fit your organizational
need
• Establish clear criteria for talent discus-
sions and placement
Organization Design: An Essential
HR Capability
March 24-25, 2010 | Oct. 7-8, 2010
Designed specifically for the HR practitioner,
this workshop introduces participants to the
unique characteristics of organization design
and demonstrates how it fits within the con-
text of broader organizational development
work. It also provides practical experience
on assessing needs such as weighing pros
and cons of different options and facilitating
discussions that educate and drive effective
decision making.
Learning Outcomes:
• Create alignment between components
of the organization and the overall
corporate framework
• Demonstrate consulting and analytical
skills by using tools to ask the right ques-
tions, clarify needs, identify underlying
business drivers and propose actionable
options
• Prepare to contract with and influence
line clients and balance a facilitative and
HR’s Leadership Role in Corporate
New York City
April 14-15, 2010 | Dec. 14-15, 2010
The focus of this session will be HR’s leader-
ship’s role in structuring a high-performing
integration effort and building a sustainable
process, as the result of a merger, acquisition
or internal restructuring. Participants will
work to develop a “playbook” for executing
strategic objectives and meeting financial
goals.
Learning Outcomes:
• Establish stretch goals for the restruc-
turing
• Develop strategies for integration
teams
• Review and assess financial due-
diligence
• Develop a high level 100 day project
plan
• Develop “real time” goals & outcomes
www.ilr.cornell.edu/mgmtprog/hr/new 12
Human Resources Program continued
HR111 | $1995 HR201 | $1495 HR241 | $1495
Human Resources and the Law
New York City and Appraisal
March 8-10, 2010 | May 18-20, 2010
Oct. 4-6, 2010 | Nov. 8-10, 2010
Develop an understanding of labor laws that
obligate employers and actions required by
HR practitioners to execute responsibilities
associated with the law.
Learning Outcomes:
• Familiarization with legislation and court
cases defining employer-employee rights
and obligations
• Understanding of practical implications
of law in a day-to-day human resources
organization
HR332 | $1495 For more information on
Advanced Employee Complaint
Handling
New York City
May 25-26, 2010 | Dec. 14-15, 2010
This workshop provides you with the
advanced skills needed to handle complex
employee internal complaints and investiga-
tions. You will further develop investigatory
interview techniques, strategies for avoiding
common errors and steps for creating and
implementing solutions.
Note that HR 252 is a
prerequisite for this course
Learning Outcomes:
• Advanced techniques for handling
complaints
• Improved communication
• Successful complaint resolution
Performance Management Effective Interviewing
New York City
New York City Feb. 1-2, 2010 | May 11-12, 2010
Feb. 11-12, 2010 | March 15-16, 2010 Sept. 9-10, 2010 | Dec. 6-7, 2010
Sept. 29-30, 2010 | Dec. 16-17, 2010
Learn to create and implement an effective
Learn how to make greater, more measur- interview process. Identify, hire and promote
able contributions to your organization’s bot- the most qualified applicants and employees
tom line through comprehensive, effective based on the requirements of the job and
performance management systems. the needs of your organization.
Learning Outcomes: Learning Outcomes:
• Select the most appropriate perfor- • Assessing candidates’ ability to function
mance appraisal methods and forms effectively within the organization
• Link the goals and performance of each
• Ensure compliance with applicable laws
employee to the company’s strategic
goals
• Provide a clear and credible basis for
merit increases and incentive awards
• Train your managers on the elements of
your organization’s system
Human Resources workshops,
HR244 | $795
Foundations of Internal Consulting custom programs, or
Skills certificates:
New York City
Feb. 22, 2010 | Oct. 18, 2009 Gwyneth Dobson
Acting Director,
Today’s business environment has created
the need for HR professionals to serve as
HR Program Operations
Cornell University, ILR School
internal consultants. Participants will explore
a structured, yet flexible, approach toward 16 E. 34th St.
consulting projects.
New York, NY 10016
Learning Outcomes: 212-340-2875
• Learn to work proactively with internal gld4@cornell.edu
clients on strategic and operational
projects
• Identify the need for internal consulting
in your organization
• Distinguish the appropriate issues
requiring internal consulting skills
• Complete and analyze a special instru-
ment for diagnosing your internal
consulting efforts
Additional Cornell ILR Professional Development Programs

Cornell ILR Executive Education Workplace Health

Our world-class faculty translates research into HR de-
velopment programs designed to advance the function
and help build the HR talent pipeline. Our programs focus
on the critical intersection of business strategy and human
capital to solve challenging organizational issues and drive
business performance.
Strategic HR Development Programs
Customized Strategic HR Training – long-term engage-
ments or focused strategic content sessions based on our
faculty’s leading HR research and your firm’s specific business
challenges.
Creating Competitive Advantage through People – five-
day residence program for teams of mid- to senior-level HR
generalists/managers, or multifunctional teams that include
HR managers.
Development of the Next
Generation of Chief HR Officers
The Modern CHRO Role and Strategies for Success – un-
like any other program, this program allows current CHROs
to pick their brightest stars for in-depth discussions with top
CHROs, CEOs and board members on the changing expecta-
tions of the top HR job.
and Safety Programs
A secure, healthy work environment is a priority. ILR’s
Workplace Health and Safety Program applies scientific and
technical information to the work environment. Our programs
also advance knowledge and heighten responsiveness to
workplace issues and environmental concerns by increasing
awareness of workplace policies, procedures, processes and
products.
When workplaces are safer, organizations are more produc-
tive, satisfied and fiscally sound.
Expert workplace health and safety faculty develop programs
focusing on:
• Health and safety issues involving regulatory compliance,
worker rights and OSHA
• Technically-based training and technical assistance ser-
vices
• Public courses and workshops
• On-site courses and workshops
• Certifications
• Train-the-trainer initiatives

For more information:

Nellie J. Brown, C.I.H.

For more information: Director of Workplace Safety
& Health Programs
ILR Executive Education Cornell University, ILR School
Cornell University 237 Main Street, Suite 1200
193 Ives Faculty Building Buffalo, NY 14203-2702
Ithaca, NY 14853-3901 716-852-4191
607-255-5324 njb7@cornell.edu
ilrexec@cornell.edu

New: Online Graduate Certificate in Learn through eCornell

Human Resource Management Cornell ILR offers online learning through eCornell. Take
individual courses or complete a certificate: Choose to learn
Offered by Cornell ILR and eCornell entirely online or mix and match with classroom workshops.
• Earn nine Cornell University credits in as few as nine For more information, see www.ecornell.com/ilr.
months
• Customize your program based on specialty tracks
aligned with your interests
• Gain advanced HR and business skills to move your orga-
nization and career forward
• Learn from top Cornell ILR faculty and thought leaders
Learn more and enroll at www.ecornell.com/hrgradcert/

14
 2010 Workshop Schedule
Course No. Course Description Date Course No. Course Description Date

DV320 • Advanced Diversity Strategies May 12-13 | Nov 11-12 HR102 • Introduction to Human Resources Law Apr 21 | Oct 14
DV312 Applying Diversity Management to Innovation, HR221 • Job Analysis and Design Apr 15-16 | Nov 1-2
Decision Making, Complex Problem HR451 HR’s Leadership Role in
Solving and Business Results June 7 | Nov 16 Corporate Restructuring Apr 14-15 | Dec 14-15
DV358 • Developing and Managing an Effective HR414 Metrics That Matter: How HR Analytics
Supplier Diversity Management Program March 1 | Nov 2 Impact the Bottom Line Apr 20
DV230 Developing Diversity Communication HR410 Building a Strategic Partnership with
and Messaging March 9 | Nov 5 Line Leaders Dec 13 | March 11
DV150 • Diversity Awareness May 4 | Nov 10 HR409 • Organization Design: An Essential
DIVERSITY

DV002 Diversity Certification Exam May 19 | Dec 16 HR Capability March 24-25 | Oct 7-8
DV001 Diversity Certification Review May 17 | Dec 15 HR201 • Performance Management and Appraisal Feb 11-12 | March 15-16 |
DV232 • Diversity Train-the-Trainer May 12-13 |Oct 6-7 Sept 29-30 | Dec 16-17
DV120 • Effective Affinity Groups Nov 1 HR242 • Selection and Staffing Jan 26-27 | Apr 26-27 |
DV310 Effective Diversity Councils Apr 12-13 | Nov 3-4 Sept 15-16 | Oct 19-20
DV237 Facilitating Diversity Dialogues Oct 4 HR453 Leader Transitions: An Opportunity
DV221 • Fundamentals of Diversity Initiatives Feb 22-23 | Sept 29-30 to Drive Strategic Change March 3 | Nov 18
DV238 Generational Diversity March 8 | Nov 17 HR244 • The Foundations of Internal Consulting Skills Feb 22 | Oct 18
DV238AL Generational Diversity Oct 21 HR320 • The Role of Human Resources in
DV311 Global Competencies for Diversity Leaders March 2 | Oct 5 Organization Development March 9-10 | Oct 26-27
DV214 Sexual Orientation and Gender Identity Feb 24 HR232 • Training for Impact Feb 3-4 | Apr 28-29 |
DV226 • Strategic Diversity Recruiting Apr 14 | Sept 15 Nov 3-4
DV228 Strategic Diversity Retention Apr 15 | Sept 16 LR205 • Contract Language: Working Within It,
DV350 • The Essentials of Developing and Making it Work For You Feb 1 | March 5 | Apr 9 |
Delivering Diversity Training Feb 25-26 l Sept 27-28 Oct 25 | Dec 13
DV330 • Training Difficult Issues in Diversity May 10-11 | Sept 13-14 LR203 • Effective Collective Bargaining Skills
EO300 • Advanced Issues in EEO Law June 8-9 | Oct 18-19 and Strategies March 3-4 | May 12-13 |
EO213 • Affirmative Action Programs: Preparation, Oct 20-21
Implementation, and Compliance Feb 8-9 | Sept 21-22 LR101 • Effective Discipline: Best Practices for a
LABOR RELATIONS

EO210 • Affirmative Action: Analysis and Goal Unionized Environment Jan 27-28 | Apr 6-7 |
Setting for AAPs Feb 10-11 | Sept 23-24 Sept 29-30
EO310 Conducting An EEO Compensation Analysis Feb 4 LR106 • Effective Grievance Handling: From Step
EO180 • Data Analysis for EEO Professionals Apr 29-30 | Nov 15-16 One to Arbitration Feb 2 | Oct 26
EEO

EO231 • EEO Complaints and Internal Investigations Feb 2-3 | Sept 21-22 LR104 • Increasing Effectiveness in Arbitration Feb 3-5 | May 3-5 |
EO305 EEO Difficult Issues in Retaliation Oct 27-29
and Harassment June 10 | Dec 7 LR304 • Interest-Based Bargaining May 4-5 | Dec 9-10
EO130 • EEO Procedures: Internal, External and ADR Feb 1 | Sept 20 LR102 • Investigation Tools and Techniques:
EO105 • EEO: The Public and Federal Sector Perspective May 3 | Oct 20 Developing Facts and Evidence Jan 29 | Apr 8 | Oct 1
EO220 • Harassment Prevention in the Workplace Apr 29 | Oct 21 | Dec 6 LR309AL Labor Relations for Managers: Managing
EO100 • The Law of Equal Employment Opportunity Jan 12-14 | Apr 26-28 | Effectively in a Unionized Environment Apr 22-23
Sept 13-15 LR309 Labor Relations for Managers: Managing
EO240 Writing Effective EEO Investigative Reports May 4-5 | Nov 17-18 Effectively in a Unionized Environment Nov 3-4
HR332 • Advanced Employee Complaint Handling May 25-26 |Dec 14-15 LR105 • Labor Relations Law Jan 25-26 | May 6-7 |
HR310 • Advanced Issues in Employee Relations Jan 21-22 | Apr 21-22 | Sept 27-28 | Dec 15-16
Sept 15-16 | Nov 10-11 LR306 • Labor-Management Strategies for
HR251 • Building and Managing Employee Relations Jan 19-20 | March 11-12 | Organizational Change Apr 9 | Oct 22
Apr 19-20 | June 14-15 | LR201 • Preparation for Collective Bargaining March 1-2 | May 10-11 |
Sept 13-14 | Nov 8-9 Oct 18-19
Dec 2-3 LR302 • The Dynamics of Labor Negotiations May 14
HR235 • Conflict Resolution: Coaching and Facilitation May 24 | Dec 13 MD304 • Adapting to and Leading Change Apr 6-7 | Dec 2-3
HR412 Consulting Skills That Get Results May 10 MD142 Basic Tools of Project Management Jan 14 | Apr 19 | Sept 29
MD245 Brain Based Time Management June 16 | Oct 25
HUMAN RESOURCES

HR418 Developing Ready-Now Talent May 3

HR231 • Developing Effective Training Apr 8-9 | Nov 1-2 MD302 Coaching for Managers Apr 8-9 | Oct 21-22
HR241 • Effective Interviewing Feb 1-2 | May 11-12 | MD375 Creating a Culture of Service Excellence Oct 15
MANAGEMENT DEVELOPMENT

Sept 9-10 | Dec 6-7 MD301 Critical Skills for Managers: The Next Step July 6-7 | Oct 18-19 |
HR252 • Employee Complaints and Nov 15-16
Internal Investigations March 17-18 | May 4-5 | MD175 Customer Service Coaching for Managers Oct 6
Nov 3-4 MD175IT Customer Service Coaching for Managers July 14
HR301 • Essentials of Strategic Human MD322 • Developing Effective Communication Skills March 1-2 | May 24-25 |
Resources Planning March 4-5 | July 15-16 | Sept 29-30 | Nov 17-18
Oct 28-29 MD322AL • Developing Effective Communication Skills Oct 26-27
HR206 • Ethical Considerations for Human MD322IT • Developing Effective Communication Skills July 19-20
Resource Professionals March 26 | Oct 25 MD363 Emotional Intelligence: An Edge for Leaders March 15-16 l Oct 4-5
HR411 Fiscal and Operational Literacy for the MD331 Enhancing Your People Skills March 4-5 | May 17-18
HR Practitioner Apr 7 | Nov 15 July 8-9 | Oct 12-13
HR222 • Fundamentals of Compensation Jan 28-29 | Apr 14-15 | Nov 8-9 | Dec 13-14
Sept 27-28 MD271 • Finance for Nonfinancial Managers March 17-18 | Nov 4-5
HR225 • Fundamentals of Employee Benefits Apr 12-13 | June 16-17 | MD271IT • Finance for Nonfinancial Managers June 24-25
Oct 12-13 | Dec 8-9 MD372 • Influence Strategies Apr 13 | Oct 6 | Nov 3
HR101 • Fundamentals of Human Resources March 17-19 | July 12-14 | MD372IT • Influence Strategies June 14
Sept 20-22 MD231 Introduction to New York State Civil
HR111 • Human Resources and the Law March 8-10 | May 18-20 Service Law March 11
Oct 4-6 | Nov 8-10

15 www.ilr.cornell.edu/mgmtprog/new/
 All workshops are located in our NYC Conference Training Center unless the course number is followed by an AL (Albany) or IT (Ithaca).
• This symbol next to a course number denotes approval for HRCI Recertification Credits toward your PHR, SPHR or GPHR.

Course No. Course Description Date Course No. Course Description Date

MD231AL Introduction to New York State Civil MD312 Strategies for Getting Things Done March 10
Service Law Apr 10 | Oct 22 MD312AL Strategies for Getting Things Done Nov 8
MD314 • Leading High Performance Teams March 22-23 | Oct 12-13 MD101 Supervising and Managing People Feb 3-4 | May 26-27
MD243 Leading High Return Meetings May 25 | Oct 26 July 12-13 | Sept 9-10

MANAGEMENT DEVELOPMENT
MD303 • Leading with Focus and Intention Jan 19-20 | Nov 10-11 Nov 10-11
MD303AL • Leading with Focus and Intention May 17-18 MD102 Supervising for Success Apr 29-30 | Oct 28-29
MD353 Legal Issues for Managers May 28 | Sept 28 MD102IT Supervising for Success June 14-15
MANAGEMENT DEVELOPMENT

MD148 Making Better Decisions Apr 28 | Oct 19 MD342 The Essentials for Successful Project
MD208 Managerial Interviewing Skills March 10 | Nov 12 Management March 24-26
MD208IT Managerial Interviewing Skills July 16 MD321 • The Power of Listening: Unlocking Your
MD208AL Managerial Interviewing Skills Nov 9 Communication Potential March 15-16 | May 27-28
MD355 Managing a Diverse Workforce Feb 3 | Oct 5 Sept 23-24 | Oct 21-22
MD201 Managing Employee Performance March 3 Dec 6-7
MD201IT Managing Employee Performance July 15 MD321IT • The Power of Listening: Unlocking Your
MD247 Managing Multiple Priorities March 18-19 | July 14-15 Communication Potential July 21-22
Sept 27-28 | Dec 15-16 MD401 The Proactive Leader I: Develop an Effective
MD144 Managing Projects without Projects Agenda, Build Support, and Gain Traction Feb 11-12 | Oct 14-15
Managing You Apr 20 | Sept 30 MD412 The Proactive Leader II: Maintain the
MD237 Managing Stress June 17 | Oct 26 Coalition and Sustain Momentum Apr 14-15 | Nov 8-9
MD107 Managing Up: Working More Effectively MD347 • Thinking Outside the Box: Creativity and
with Authority Figures May 25 | Oct 15 Innovation May 19-20 | Oct 18-19
Dec 17 MD381 • Vision and Organizational Performance Oct 4
MD125 Navigating Difficult Conversations Jan 25-26 | May 6-7 MD361 • Women in Leadership July 14-16 | Sept 20-22
MD335 • Negotiating Effectively May 11-12 | Oct 6-7 Nov 15-17
MD323 Perfecting Your Presentation Skills Feb 1-2 | June 14-15 MD362 Women in Leadership - Follow Up Session May 17 | Dec 1
Sept 27-28 | Dec 2-3 MD221 Writing for Business March 8-9 | June 7-8
MD378 Proactive Focusing March 8-9 | Dec 2-3 Sept 9-10 | Nov 8-9
MD415 Proactive Leader Coaching June 7 MD221IT Writing for Business June 21-22
MD344 • Problem Solving and Decision Making Oct 14-15 OC389 • Making Change Happen: Implementing
MD336 • Resolving Conflict May 6-7 | Dec 8-9 in Complexity Apr 26-27
MD325 Situational Decision Making for Leaders March 24-25 OC385 • Managing Self as Change Leader June 2-3 | Nov 16-17
OC

MD348 • Strategic Business Thinking May 13-14 | Oct 28-29 | OC382 Organizational Change: The Fundamentals Apr 28-29 | Oct 12-13
Dec 9-10 Dec 6-7
MD348IT • Strategic Business Thinking June 15-16 OC370 Organizational Culture and Change Apr 19-20 | Oct 14-15

Cornell ILR Conference Center, New York City

Many ILR workshops are held in our newly renovated Manhattan
conference center. Our facilities to enhance your learning include:
• Expanded distance learning technologies
• Smart classrooms with control consoles and touch screens
• Additional courtesy computers
• Redesigned food service center
• Natural and specialized lighting

View images of our new facilities at

www.ilr.cornell.edu/mgmtprog/newfacilities.html

16
 Cornell ILR – Registration
Advancing Your THREE WAYS TO REGISTER:

Career, Your

• Mail completed registration form to
Cornell University

Workplace

ILR Customer Service Center
Ives Hall, Ithaca, NY 14853-3901

• Fax completed registration form to

Practical: Training you can apply to 607-255-9826
• Solve current work problems • Go online at
• Sharpen leadership skills www.ilr.cornell.edu/mgmtprog/new
• Effectively manage people and conflict
• Better understand the diverse workforce Registrations are confirmed in writing in the order received. Registra-
• Professional Recertification tion at the door is usually not possible. If you have not received a
written confirmation, please telephone 1-866-470-1922 before
Comprehensive: Focus on key traveling to the workshop.
work disciplines
PAYMENT
• Human Resources
• Management Development Payment or payment guarantee (such as a purchase order) is
• Labor Relations expected at the time of registration. If a PO or other guarantee of
• Diversity Management payment will be submitted from your organization, your manager
• Equal Employment Opportunities must sign the registration form taking responsibility of payment.
You may pay by credit card or check. Please make checks payable
to Cornell University ILR. A 15% discount is available for govern-
Relevant: Serving multiple interests ment and not-for-profit employees. All prices and dates subject to
• Executives, managers, staff change.
• Fortune 500 companies
• Small business and non-profit groups SUBSTITUTION AND CANCELLATION POLICY
• Government agencies Substitutions of registrants can be made at any time unless a
course has a prerequisite or prework. Cancellations and transfers
are subject to a 25% charge unless received in writing 5 business
days prior to the program. When a representative of an organiza-
tion approves an employee registration, that organization becomes
responsible for cancellations, transfers, substitutions and payments.
The full program fee will be charged for any registration that is not
“The ILR curriculum has not only benefited canceled in writing.
me personally, but also my employer.
SCHEDULE
After five years with Emory, I stepped Check-in and review of materials begin at 8:15 a.m. Workshops
into a new role to lead a begin at 9 a.m. and end between 4:30 and 5 p.m. Continental
breakfast and lunch are included in the fee.
major change effort
armed with the knowl- ACCOMMODATIONS
The tuition does not include lodging. We can recommend hotels
edge and tools obtained convenient to the training location. Please notify the registrar in
advance to ensure proper Americans With Disabilities Act accom-
through the ILR School.”
modations.
Teresa Hauck
Lead, Emory University Change
Management Team
ILR Change Leader Certificate ’09

17
 Registration Form Mail to:
ILR Customer Service Center
Cornell University, ILR School, Ives Hall
Ithaca, NY 14853-3901
Participant Information Fax to: 607-255-9826
(Please copy to register additional people.)

Name ___________________________________________________________________________________________________________________
CUT ALONG DOTTED LINE

Title_____________________________________________________________________________________________________________________
Organization ______________________________________________________________________________________________________________
Address (Office)____________________________________________________________________________________________________________
City _____________________________________________________________ State ________________ Zip _______________________________
Phone (__________) _______________________________________________ Fax (__________) _________________________________________
E-mail ____________________________________________________________________________________________________________________
Address (Home)____________________________________________________________________________________________________________
City ______________________________________________________________ State _______________ Zip _______________________________
Student I.D. No. ___ ___ ___ – ___ ___ – ___ ___ ___ ___
(Please enter your Social Security number if you wish to obtain CEUs)
Check here to receive a 15% discount off the registration fee for government
and not-for-profit organizations
Check here if you have previously attended a workshop

Wo r k s h o p S e l e c t i o n

Course # Course Title Date Location Price

_________________________________________________________________________________________________________________________
_________________________________________________________________________________________________________________________
_________________________________________________________________________________________________________________________
CKSC A B C D E F G H J K L M N O P Q Total Price $ ___________________

Payment Method

Late cancellations/transfers incur a 25% charge. No-shows and cancellations not in

writing incur a 100% charge. Cancellations and transfers must be in writing and arrive
at Cornell 5 business days before the workshop date to avoid a charge.

Signature of Registrant_______________________________________________________________________________________
Please check one of the below payment methods:

CHECK ENCLOSED, payable to Cornell University ILR, for $ ________________________________________________________

LETTER OF CREDIT: Attached
PURCHASE ORDER: Attached

CREDIT CARD: AMEX Discover MasterCard Visa

TYPE OF CREDIT CARD: Personal Corporate

Card # ___ ___ ___ ___ ___ ___ ___ ___ ___ ___ ___ ___ ___ ___ ___ ___
3-Digit Code (back of card) ___ ___ ___ 4-Digit Code (AMEX only) ___ ___ ___ ___
Name as on Card __________________________________________________________ Exp. Date _________________________
Signature _________________________________________________________________ Amount $ ________________________

PAYMENT OF BILL IS AUTHORIZED BY:

Payment or payment guarantee (such as a Purchase Order) is expected at the time of
registration. If a PO or other guarantee of payment will be submitted from your organization,
your manager must sign the registration form taking responsibility of payment. You may pay
by credit card or check. Please make checks payable to CORNELL UNIVERSITY ILR.

Name of Registrant’s Manager (Type or Print) _______________________________________________________________________

Title of Registrant’s Manager (Type or Print) _________________________________________________________________________
Signature of Approving Manager_______________________________________________________________________________
(The signing manager accepts the full terms of the cancellation policy above)
18
 Non-Profit Org.
U.S. Postage
PAID
Ithaca, New York
Permit No. 780

Cornell University ILR

Management Programs
16 East 34th Street
New York, NY 10016-4328

Cornell ILR – Advancing Your Career, Your Workplace

Practical, Professional Development
Comprehensive Focus
Workshops, Certificates, Custom Programs, Online Learning

www.ilr.cornell.edu/mgmtprog/new
1.866.470.1922

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