Morning Keynote:  Jason Lauritsen - The Evolution of Talent Management  

Are we effectively managing our talent? Do we have the talent we need to compete and perform in an increasingly competitive global marketplace? Will we have the talent to thrive in the future? These questions have made it to the top of many CEO's priority lists. And as a result, the emphasis on talent management within our organizations has never been more intense.

At the same time, the practice of managing talent is more challenging than ever before. Not only is the demographic makeup of our workforce changing rapidly, but the very way we work and create value has also shifted thanks to the exponential rate of technology innovation. As a result, the definition of “talent” and what it means to our organizations has changed and the traditional methods of talent management are struggling to adapt.

Join Jason to discuss the changing nature of talent and to explore a new framework for how talent management might look in the future.

Breakout Session 1

Jane Clark

Michael Gotzler

Most HR professionals have been inundated with various HCR checklists, implementation timelines and seminar invitations.   Federal health care reform is so expansive that is nearly impossible for the HR function not to feel buried in regulations, minutia and, at times, conflicting advice and priorities.  The checklists and timelines will only take you and your organization so far.  Let us help you separate fact from fiction, identify the most significant HCR issues and provide some guiding principles to direct your organization’s approach to HCR.

1-B Fearless Change: Strategies for Facilitating Change Acceptance, Jeff Russell, Bio Link

Change is the way of life, and yet, too often when organizations introduce major change the result is heightened fear, anxiety, and dread. It doesn’t have to be this way. There is an approach for leading change that anticipates the fear, anxiety and emotional fallout from change and then uses this insight to guide people toward a healthy response to change and to find the hidden opportunities. This highly interactive session explores the four phases of the emotional journey through change as people move away from comfort, through fear and anxiety, into exploring new pathways, and finally embracing the change. You will explore your own journey on a recent organizational or personal change, draw lessons for leading fearless change in your own organization, and identify HR’s role in helping people discover the hidden opportunities within every change. You will also leave with a plan for translating these insights into a new pathway for HR to help to lead fearless change effectively. 

Angela Heintz

Stacy Berg

1-C Embracing Social Media for Recruitment, Engagement and Employment Branding, Angela Heintz, Shoutlet, Bio Link

Social Media is the "new and in" way to recruit talent, manage employee engagement, and retain top talent. Not only do HR professionals feel challenged by this more casual model, so do employees. Let us share with you what we do that separates us from others in general and our competitors. Our business model is cutting edge!

Afternoon Keynote:  Nicole Price - Reality Based Leadership: Ditch the Drama, Restore Sanity to the Workplace and Turn Excuses into Results

These are challenging times in our businesses today. In HR, we must become willing to admit that the ways in which we have taught leaders to lead over the years is simply not working. These times are calling for a new type of leader, one who can bring peace, sanity and results back to the workplace! In this session, Cy Wakeman’s philosophies rock audiences as they learn the key principles of Reality-Based Leadership.

Workplace Application:
This session will provide HR professionals with an innovative and revolutionary new look at their roles in the organization.

Learning Objectives:

• Identify the reasons the current leadership model is failing
• Understand the principles of Reality-Based Leadership
• Learn how to apply the principles to your workplace and in your coaching engagements
• Provide HR professionals with an innovative and revolutionary new look at their roles in the organization.
• Re-evaluate the work HR leaders have done to date in their companies so that they can transform their tools, programs, and philosophies into ones that actually work and that leaders will actually use.

Breakout Session 2

2-A The Power of a Plan:  Unlocking the Full Value of an HR Strategic Plan, Jason Lauritsen, Bio Link
 

Using case studies from banking to call center business, this session demonstrates how an HR team can use its strategic planning process to increase perceived performance and stature within the organization. At the conclusion of this session, you will understand the key elements of a simple yet effective strategic planning process, including an overview of the actual tools and resources you will need to get started. You will be able to execute this process in a way that increases both your HR team's performance and the organization's perception of your credibility.

This session will also reveal that how the plan is communicated is as important as what is in the plan itself. This will include specific how-to guidance based on what worked (and didn’t work) at several organizations.

2-B Veteran's Returning to The Workplace, Rhett Zietlow, Bio Link
 

• to interpret veteran skills, training and education
• decipher military resumes
• understand the different military ranks and their associated roles & responsibilities
• some of the intangible skill sets that veterans bring to the workplace

2-C Employment Law Update, Jennifer Mirus
 

The world of employment law continues to evolve and create potential pitfalls for employers.  We have seen record numbers of discrimination filings and government audits, and HR professionals must stay up with current developments to protect their organizations.

• Key changes to the ADA and the impact on reasonable accommodation
• National Labor Relations Board requirements that all employers must understand
• Key cases under federal and state law
• Key legislative developments

• What language should be removed from your offer letters, agreements and policies
• How the EEOC's upcoming initiatives may impact your workplace
• Key HR information managers must know to protect your organization

Breakout Session 3

3-A Wellness Programs: Best Practices, Business Case, Tools & Resources to Get Started or Get Better, Abigail Nadler, Amy Esry and Hilary Kleese, Bio Link

As healthcare costs rise and healthcare reform looms, more companies are starting or enhancing corporate wellness efforts, in an effort help employees be healthier, happier and more educated healthcare consumers. More HR professionals than ever are challenged to balance time spent on wellness with other job responsibilities, how to tap into expertise and resources to develop programs, determine wellness priorities, encourage employee participation, develop the business case and track results.  

Attendees will learn about:

Jennifer Garber

Dennis Narlock

3-B Engagement Steps that Drive Results, Jennifer Garber & Dennis Narlock, Bio Link

Many studies have shown that more often, people leave leaders, not organizations. In the Scientific industries, many organizations fall into the pattern of filling leadership positions with extremely technically savvy talent; basing success solely on the perceived benefits associated with advanced degrees. While this can be beneficial from a scientific perspective, the industry is increasingly calling for a blend of science and leadership skills in order to motivate and retain key talent. Some of the gaps that are currently missed by many organizations in regards to engagement are:

• Development Opportunities – Are we positioning our talent to be able to keep pace with incredible organizational changes? Are we providing the type of culture that is focused on learning and pushing people in a positive way?
• Enhanced understanding of multi-generational workforce needs – Do we have a clear understanding of what it takes to engage all generations in the workforce? Do we understand the power of networking and social media implications, especially for Generation Y?
• Innovation – Are we currently crushing some of the brightest ideas by not engaging employees?

This interactive session will provide guidance as to how organizations can provide motivation to their employees in order to maximize their performance. Our interactive panel members with share with you a new approach to development that is actionable by leaders from any industry. The framework that will be discussed will help you create a common language and process flow to encourage leadership dialogue about talent and capability; today and for the future.

3-C Employment Law Update, Jennifer Mirus
 
The world of employment law continues to evolve and create potential pitfalls for employers.  We have seen record numbers of discrimination filings and government audits, and HR professionals must stay up with current developments to protect their organizations.

Issues to be addressed will include:
•Key changes to the ADA and the impact on reasonable accommodation
•National Labor Relations Board requirements that all employers must understand
•Key cases under federal and state law
•Key legislative developments