See what PD we have planned for 2023!

13
Dec 2022
1043
A close up of an open calendar on a table.

Are you ready for a fantastic year of professional development with a variety of virtual and in-person options? We are excited to share with you that in 2023 we will maintain some of the regular monthly professional development sessions you have seen and enjoyed this past year while also adding in some new and exciting opportunities.

Members can look forward to the continuation of our noon-hour webinars and HR Roundtables while also having the opportunity to attend some new professional development offerings and more certificate programs.

Event registration is available in the CPHR Alberta portal and to access the full session descriptions please go to our  Professional Development  page and check out what’s to come in 2023:

 

January PD Sessions:

January 4 – 9:00am -12:00pm MST – Respectful Workplace Slide Deck – Train the Trainer  
Using the Respectful Workplace slide deck included in the Harassment in the Workplace Toolkit available to CPHR members in your portal, join Sheri Brake as she walks us through how to customize the slide deck for your organization, facilitation tips and discuss the importance of the content.

January 10 – 9:00am – 10:00am MST HR Roundtable

January 12 – 12:00pm – 1:00pm MST A Year in Review with Carbert Wait LLP  
Carbert Waite LLP will be reviewing some of the significances in employment and case law of 2022 and what to expect in 2023. They will also be reviewing some of the significances in employment and case law of 2022 and what to expect in 2023.

January 17 – 8:30am – 10:30am MST Intro to Decolonizing and Indigenizing your Workplace and Beyond  
In this session you will be introduced to the concept of decolonizing, and understand why decolonization and Indigenization is an important facet of Anti-Racism and Indigenous equity. You will go through reflective practices in how you can reexamine your workplace and even your life through a lens of decolonization and Indigenization.

January 24 – 26 – 8:30am – 4:30pm MST Strengthening Workplace Culture – 3 Day Certificate Program  
This 3-day course will provide a clear path to creating change in your workplace and take the mystery away from deconstructing and championing actions that create a workplace culture that inspires psychological safety and job satisfaction.

January 31 – 12:00pm – 1:00pm MST 2023 Megatrends: What they mean for your people, your business and your leaders with UKG  
Every year, an international team of UKG researchers, thought leaders and social scientists partner to reflect on the previous year’s developments, evaluate the implications for executives and their HR teams, and predict how these forces will shape organizations and the industry for years to come. 

 

February PD Sessions:

February 1 – 12:00pm – 1:00pm MST Doing Better, Being Better: Sharing our DEI Transformation
Join Farm Credit Canada (FCC) as they share their organizational journey of Diversity, Equity and Inclusion transformation.  This is the first of 3 sessions we will be sharing with FCC in 2023.

February 7 & 8 – 8:30am – 4:3 0pm MST Conflict Resolution & Negotiations 2 Day Certificate Program  
This 16-hour tailor-made training program combines advanced conflict resolution techniques with persuasion, influence, compliance, and negotiation strategies. 

February 16 – 8:30am – 3:30pm MST– CPHR Alberta HR Law Conference, Sponsored by Carbert Waite LLP  
Join us for a full day of virtual learning on a variety of topics and case law presented by some of Alberta's top law firms. 

 

March PD Sessions:

March 13 – 15 – 8:30am – 4:30pm Workplace Investigations 3-Day Certificate Program – With Bob Stenhouse, Veritas Solutions

 

More is coming for February and March so stay tuned and watch our  Professional Development  page for registration details.

 

SAVE THE DATE: April PD Sessions

April 20 – 9:00am – 4:00pm MST– Spring Day of Learning – Attend a half day session our join us for the full day, this virtual day of learning will address topics relevant to our HR professionals and their HR practices.

 


The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.



By Jessica Jaithoo August 26, 2025
Author : Veronica Flores, CPHR, Wood Buffalo Chapter In the fast-paced world of HR, we often talk about unconscious bias, diversity, and inclusion. But one subtle form of bias that continues to shape workplace dynamics, often without us realizing it, is the halo effect . The halo effect, as outlined in Canadian Organizational Behaviour by McShane, Steen, and Tasa, is a perceptual bias where our overall impression of someone, often shaped by a single trait, influences how we judge their other qualities. I experienced the halo effect in a way that has stayed with me ever since. As someone who immigrated to Canada from a vibrant Latino community, I brought with me not only my culture and language but also a strong set of personal values: dedication to excellence, deep respect for others, and a belief in the power of organization and continuous improvement. Over the years, I've built a life in Canada and grown professionally. One thing my colleagues quickly noticed? I’m extremely organized—my files are color-coded, I like to automate tasks and improve processes, and I genuinely believe that a tidy environment leads to a clear mind. But one day, that very strength—my love for order—became the only lens through which someone saw me, and not in the way I expected. Our team was switching workstations, and I noticed a new coworker, someone from a different cultural background, standing near their new desk, not quite settling in. I casually asked if they had moved in yet, and they replied, “I’m just waiting for you to clean it first.”  At first, I laughed, thinking it was a joke. But their expression stayed serious. That’s when it hit me: they had assumed I was there to clean their desk. Why? Because I’m Latina? Because I’m tidy? Because I was organizing my own space? I simply showed them where the cleaning supplies were and walked away. But the moment stayed with me, not just because it was uncomfortable, but because it revealed something deeper about how we perceive each other at work. Later, I opened up to another coworker about what had happened. She shared a story of her own: because she is from China, a colleague once asked her to perform acupuncture or massage their neck, assuming she must know traditional Chinese medicine. She was just as stunned as I had been. These assumptions weren’t rooted in malice, but they were rooted in stereotypes. And they show how the halo effect, when combined with cultural bias, can lead to reductive and even offensive conclusions. The Hidden Cost of Snap Judgments The halo effect doesn’t always manifest in such overt ways. Sometimes, it’s as subtle as assuming a soft-spoken employee lacks leadership potential or that someone who struggles with English isn’t as intelligent. These assumptions can influence hiring decisions, performance evaluations, and even day-to-day interactions. For HR professionals, the implications are significant. When we allow the halo effect to guide our perceptions, we risk reinforcing stereotypes and limiting opportunities for others. Worse, we may unknowingly create environments where people feel unseen or misjudged. Strategies to Counter the Halo Effect Here are a few practical ways HR professionals can help reduce the impact of the halo effect in their organizations: Get to know people beyond the surface. Take time to learn about your coworkers’ skills, experiences, and goals. Be mindful of cultural assumptions. Just because someone is from a particular background doesn’t mean they fit a cultural stereotype. Create space for conversations. Sharing stories, like the ones my coworker and I exchanged, can build empathy and awareness. Focus on inclusion, not just diversity. It’s not enough to have different people in the room. We need to ensure everyone is seen and valued for who they truly are. The halo effect reminds us that perception is powerful, but not always accurate. That day in the office reminded me that even positive traits can be misinterpreted when viewed through the wrong lens. And that inclusion means more than just being present; it means being seen clearly. So, as an HR professional, ask yourself: Are you seeing your coworkers for who they really are, or just through the halo of a single trait?
By Jessica Jaithoo August 8, 2025
Author : Nicole Mahieux, Nick Canning & Kendal Tremblay Mental health is increasingly recognized as a cornerstone of employee well-being, business resilience and community strength. For HR professionals, supporting mental health is no longer optional—it’s imperative. While conversations around mental health have gained traction in many industries, one critical sector still faces unique and persistent challenges: agriculture. Farmers and agricultural workers play a vital role in food production and national food security. Yet they are among the most vulnerable when it comes to mental health struggles. In fact, they experience some of the highest rates of stress, anxiety, depression—and even suicide. This is not just a personal issue. It's a workforce issue. It's a public health issue. It's a business issue. There are a range of compounding pressures makes farming one of the most mentally taxing professions.  These include: 1.Financial Stress & Unpredictability Unstable markets, weather-dependent outcomes, and shifting government policies contribute to a constant sense of economic uncertainty. 2. Isolation Many farmers work alone and live in rural areas where access to social support is limited. Social isolation increases vulnerability to mental health concerns. 3. Stigma Although mental health stigma is slowly decreasing, it remains a barrier—especially among men, who represent 74% of the agricultural workforce. Traditional gender norms often discourage open conversations or help-seeking.
By Jessica Jaithoo August 7, 2025
As a proud participant in the Glowing Hearts program , CPHR Alberta continues to champion the value that Canadian Armed Forces reservists bring to our workplaces. Since joining the program, we’ve seen firsthand how supporting reservists not only strengthens our communities but also enhances organizational resilience and leadership. The Value of Reservists in the Workplace Reservists are more than military personnel—they are strategic thinkers, adaptable leaders, and skilled collaborators. Their training equips them with discipline, problem-solving abilities, and a mission-focused mindset that translates seamlessly into civilian roles. Captain McKenzie Kibler of The Loyal Edmonton Regiment exemplifies this. In a recent deployment on Operation REASSURANCE, he developed leadership and operational skills that now enrich his civilian career. Watch his story here. Support, Recognition, and Incentives for Employers Supporting reservists doesn’t mean sacrificing business continuity—in fact, it opens the door to meaningful recognition and financial support. Through the Compensation for Employers of Reservists Program (CERP) , employers can receive grants to help offset operational costs when a reservist-employee is away for 30 days or more. At the same time, organizations that register their reservist leave policies with the Glowing Hearts program are publicly recognized on the Canadian Forces Liaison Council website and receive a certificate of support and digital badge. These benefits not only ease the logistical challenges of supporting reservists but also position your organization as a leader in community engagement and national service. Tools and Templates for HR Leaders To make it easier for organizations to support reservists, CPHR Alberta offers a Reservist Leave Policy Template. This resource outlines eligibility, leave procedures, compensation, and compliance with federal and provincial legislation—making it simple to implement a supportive policy. Access the template through the Member Portal.
MORE NEWS