1 Concurrent Session Descriptions In the Palm of their Hand: Mobile Recruiting Strategies. There is simply no denying the growing reach and impact of the smart phone. The mobile device is quickly becoming the go to mechanism for communication, news, social media and entertainment. It also has enormous potential in the recruiting sphere as well for those who embrace it. In this program, you will discover the power of mobile recruiting and learn how organizations are leveraging this new technology to attract, engage and capture the right talent. The program format is hands on and interactive and designed to provide you with ideas that can impact your organization immediately. We will examine and initiate discussion on the following: Affirmative Action: OFCCP's Year in Review MAIN LEARNING OBJECTIVES: Understand the power and potential of mobile recruiting. Identify unique tools and techniques organizations are using to effectively reach and attract the right candidates on the go. Understand how to build a short term and long term strategic mobile recruitment plan 2014 and 2015 involved a great deal of change for government contractors and subcontractors. Attend this session to learn the latest on the various new Executive Orders, Directives and Presidential Memoranda issued over the last few years. Topics will include the veteran and disabled regulations, the Pay Equity Report, the executive order regarding sexual orientation and gender identity, the new compliance evaluation letter and more.
2 The Future is Coming: Do You Have the Right Leaders? 5 Simple Steps to Disrupt your HR Practice The complex challenges facing organizations in the future will require a new kind of leader. Staying ahead of the competition means that you need leaders with the capabilities to deal with a more diverse, fast-changing, global workforce. Will your organization be ready? In this session we'll share insights into the leadership competencies that will most impact the future, including innovation, agility, global acumen, emotional intelligence, and management of diverse workforces. We ll also explore what organizations can do today to up the game of their leadership talent! You know what people think of HR. Policy police. Party planners. No more. You can change your practice, change your approach, you can DISRUPT what everyday folks think of people and culture and talent and organizations with these 5 steps. "Unwritten HR Rules: 7 Strategies for Advancing Your Career in HR Your Boss Won t Tell You About. DESCRIPTION: This presentation will cover blunt, no bull, unsugarcoated strategies for advancing your career as an HR professional. For participants aspiring to take their HR careers to the next level, this presentation will candidly discuss the some of the hard cold corporate realities of getting there. These are strategies your boss or your organization won t tell you about and will be illustrated with actual experiences, examples and anecdotes not theory. These approaches are not addressed in your HR masters program or the typical HR competency model. The presentation specifically will include topics such as ways to attract HR opportunities to you, creating a compelling HR brand, career godfathers and strategies for enhancing your network, your career, and marketability. This presentation is based on the popular book: Unwritten HR Rules: 21 Secrets for Attaining Awesome Career Success in Human Resources and portion s of Alan s other books.
3 Trust Me - Exploring Organizational Trust When addressing managers on the concept of organizational trust, I seek out the subject s leading authority. Dilbert. I am not alone. If you Google it, you ll find interpretations on the Dilbert Index, Dilbert Paradox, Dilbert Syndrome and Dilbert Effect. Let s face it, Dilbert's been a cartoon legend for 25 years because we can relate! Are there answers to the Dilbert Complex? Yes! It's Organizational Trust. This is not a lecture on the genius of Scott Adams, but organizational trust is arguably the core of a successful business. And it is missing. In a 2012 Maritz Poll, 12% of respondents strongly agreed that their company s leaders are ethical and honest. We will explore a new model for developing organization trust using three pillars: 1) a shared vision, going beyond the business strategic plan and exploring the shared purpose and paths needed for your people; 2) effective leadership, outlining competencies and qualities and harnessing employee motivations; and 3) intentional internal customer service, guiding participants to create quality standards and practical programs and communication tools for the ignored customer, your staff. Bulletproof Your Business: Avoiding Employee Lawsuits Before They Start Compliant Background Screening Practices Discover what a focused effort on organizational trust can do for your teams. Employers large and small face risks of disputes with employees and these disputes can happen at any stage of the employment relationship, from hiring to firing and at every point in between. Neil H. Dishman, HRA s Legislative Director and an employment lawyer with Jackson Lewis P.C., knows what causes these disputes, as his business is counseling employers on how to avoid them and defending the employee lawsuits that ensue if they can t be avoided. In this presentation, Mr. Dishman will cover a wide range of areas within employment law, in order to arm attendees with a strategy for how to bulletproof their HR practices. Some of the topics to be covered include: Navigating pitfalls in the hiring process how to safely use (or not use) background checks, credit history, arrest records, and social media Three keys to making defensible disciplinary and termination decisions, and three blunders to avoid What you should (and should never) say to an employee seeking a medical accommodation or leave of absence A few easy steps to drastically reduce the chances of an overtime or wage dispute The purpose of this presentation is to provide step-by-step guidance for implementing and maintaining a compliant background screening program. The presentation will cover all new and existing state and federal regulations regarding information used in the hiring process such as criminal background checks, employment and education verifications, and professional reference checks.
4 Choose Your Own Adventure: Growing Your HR Career Do you know what you want to be when you grow up? Do you love HR but don't know how to move your career forward? Maybe you're just thinking about it the wrong way. Learn how to grow your skills and choose the adventure you WANT to have. In this session, you will learn how to challenge yourself by choosing the right time to take risks, learn from failures, and develop your abilities to set you on the path for success. Your Handbook Says What? Playing the Handbook Game Please treat your co-workers and customers with respect. Keep all information confidential. Your salary and bonus information should not be shared with others. Are these statements in your handbook? They all seem like fairly harmless things to say to employees. However, each of these statements has been challenged and found to be illegal. Exactly what CAN you say to employees in your handbook? Drafting good handbook language has become a game of good wordsmithing. With the right language (and some handy tools at your fingertips), you can make sure your employee handbook helps, not hinders, your organization! Beyond the Job Description Beyond the Job Description will be an informative presentation regarding how HR professionals can up their game by using this simple document along with their formidable minds to create powerful tools for recruitment, performance management and workforce development. I will present information about typical job descriptions and will walk the participants through some practical job analysis steps to demonstrate how they can/should go beyond what is written and into a much more valuable space! From there, the participants will have a valuable tool in their arsenal to amplify recruitment and selection efforts, to stabilize performance management processes and to serve as the foundation for workforce development plans. Stayin' Strategic: Business megatrends impacting HR My job analysis process is a practical and effective way to identify the true competencies of any position. Loaded with this information, the HR professional can maximize his/her success and ensure managers remain as addictive to their advice and counsel as they are to Two Dots or Temple Run! Its not good enough to be a great HR department you need to embrace the trends your business is facing to stay relevant. Explore the top megatrends CEO s are watching for the next 15 years, and consider how you can use these to forecast where you need to focus your human resources initiatives. Key functional areas will be evaluated to ensure long-term strategic alignment of your HR function. Megatrends will change your business in the next ten years. Understand these trends that CEO s are watching for strategic alignment of the HR function.
5 Prepare To Be Amazing: Four Keys to Being A Sensation in Business and in Life Choosing to be AMAZING. Ahhh... the freedom, the control and the drive to do whatever you (and only you) want to do. What an awesome feeling it must be doing and being exactly what you want for yourself. The prospect of pursuing a really important goal can be both exhilarating and scary at the same time. The road to success is littered with many who have tried but not succeeded. What separates those that succeed and those you never hear about? The people and the companies that succeed take the time to prepare to be amazing. They define their goals with clarity. They have a plan to make it happen. And, they make decisions - big, small, hard, easy, ugly and pretty. In the end, they have a very clear vision of winning. And when you sit back and look at it, those journeys (physical and mental) leading to success in business and in life travel many of the same roads. Making the choice to be amazing can solidify your destiny in so many ways. And after this choice, one must prepare to be successful. When you do, you will see just exactly what you are capable of accomplishing. The Dating Game: Relationships in the Workplace That Matter "How to Maintain High-Touch Relationships in High-Tech Times" Go Ahead, Dare to be Amazing - What have you got to lose? Great cultures don't just happen: they're intentionally constructed. Great teams don't just happen, either: they're made from carefully selected individuals who compliment each other in important ways. How do these things come together? Every person you add or remove to your organization changes the Culture Equation because every person is an important variable. But the impact of those individuals is amplified when they're a member of a high-functioning team. Learn how to apply the same intentional culture-building strategies in both the macro and micro level of the organization and level up your organization's culture. From Facebook to and texting, technology has taken over as the primary means of communication. Yet conversations are still a crucial part of relationship-building, both professionally and personally. This upbeat presentation will provide real-life strategies for maintaining high-touch relationships while taking advantage of the innovations of high-tech times. Presentation highlights include: How to compose reader-friendly s that cause people to respond Strategies for creating community among your enewsletter readers High-Tech Checklist: Find out whether your cell phone behavior is respectful or rude 3 clues that you should choose to call rather than or text How to make the most of networking at the virtual water cooler Text Talk: Cracking the code of cross-generational communication Sarita's Survey: What the tech savvy suggest for staying connected
6 Can Organizations Develop If Individuals Don't? Sometimes Conserving Lives is More Important Thank Collecting Coins: Work/Life Balance Lessons from Super Mario Brothers An EEOC Charge Arrives in the Mail: Now What? Stuck in change initiatives that fail to stick? We ll help you get un-stuck! This presentation focuses on the link between change management training and the personal transformation leaders are required to make in order for change to stick. While change may begin at the organizational level, transformation is always sustained at the individual level. Due to the launch/stall cycle many leaders experience as organizations implement change initiatives, these leaders often report their competency building in how change initiatives fail rather than succeed. In a presentation that bridges theory and practice, we will learn learn how two status quo organizations entered the moral transformation process, how energy was ignited and change sustained. Within one year, one organization experienced a 200% increase in productivity while the other wrestled with maintaining momentum. Join us for an energizing dialogue with inspiring yet practical keys to facilitating organizational ethical change. This workshop provides the opportunity to pinpoint change levers and organizational opportunities to apply in one s own context. Members will walk away learning how to initiate the energy of organizational change, and how to maintain that momentum. There is a place in Super Mario Brothers where you have some difficult tasks to get through. One explanation states that it's more important to conserve lives than it is to collect coins at this point. You can also look at it the same way when it comes to work/life balance. It seems that in these times, we are all working and living at a pace that, in the long run, is unsustainable and damaging to our health and our relationships. In this presentation, we will explore the importance of being aware of your well being and how it directly affects your ability to work and live at an optimum level. You will learn how getting to know your core values, practicing critical awareness, and being compassionate toward yourself can improve your well being. We will also talk about some time and energy-saving practices that will help bring some peace to your day-to-day life. Even the most conscientious employer may end up facing a charge of discrimination before the Equal Employment Opportunity Commission or the Illinois Department of Human Rights. How you respond to that charge will determine in large part whether you can stop the complaint from going any further or whether you end up spending years in litigation contesting it. In our session, attorneys from the Employment Law Services Department of the Management Association will guide you through the response process and provide you with key strategies to avoid the common pitfalls employers encounter when responding to charges of discrimination. Ever wonder what your employee is thinking when that charge is filed? Management Association s attorneys not only have many years of experience defending employers before these agencies, but they also have previous experience representing the other side. Come to this informative session and receive solid take-aways about how to handle your charge and get a sneak peak at what your employee may be thinking about when that charge is filed.
7 Game On: Essential Global Recognition & Engagement Insights Organizational growth and the growth and development of HR professionals now often involves an international component. HR needs to lead the way in championing workplace cultural sensitivity and navigating complex global rewards programs. If you have a multi-cultural workforce and/or an international recognition program (or are thinking of developing one) you need to attend this session. Michelle will present detailed insights from 71 focus groups and an exhaustive 3-year formal research study of recognition in Australia, Brazil, China, France, Germany, India, Japan, Mexico, Russia, Singapore, Turkey, the UAE, the UK and the US. This is a deep dive into the essential details, tactics and cultural nuances you need to know if you offer programs in any of these countries. Both global aggregate information and individual country data will be shared, and includes eight classifications of best practice insights and six categories of tactical implications. International programs are exceptionally challenging and fraught with subtleties that can dramatically derail your best laid plans if you re not extremely careful. Drive the odds back into your favor by learning what s necessary to avoid risk and win the global recognition game. HR s Role In Change Creating a Strengths- Based Organization Change doesn t happen in isolation. It impacts most aspects of the organization systems, processes, emotions and performance. When the dust settles on the process and systems changes, HR is often left with the emotional and performance impact of the transition. Understanding motivations, underlying fears and designing a clear communication plan help set employees on the clear path to successful transition. In this session we will: Discuss the Lewin s change model and the steps of making successful organizational change Recognize various phases of change and the emotions that occur at each phase Identify strategies to help employees adapt to change What if you delegated every task to just the right staff person who could get the job done in the most efficient, effective and successful manner? Great, right? But how do you know who s right for what? According to the Gallup organization, most organizations operate at only 20 percent capacity. In 2001, the StrengthsFinder program was introduced to the world, and today more than 10 million business executives are benefiting by leading with their strengths. Teams are strengthened and conflict is minimized when others understand the unique talents each colleague brings to the table. This session will focus on how to create a Strengths-based organization by identifying and using individuals strengths, creating well-rounded teams and building trust and respect among colleagues.
8 Total Talent Attraction - the Competitive Advantage Companies that do a better job engaging with talent in a meaningful way, bringing a "human touch" to talent management, will gain a competitive advantage over companies that do not. No longer can you treat them as transactional resources - All talent must be treated as well as you treat your customers. If you are not engaging your talent in new and compelling ways, your company will be at a competitive disadvantage in 2015 and beyond. It s a VUCA world: leadership in volatile times Amid great changes in our world, leaders are operating in the VUCA Environment today more than ever. VUCA stands for Volatile, Uncertain, Complex and Ambiguous, and leaders are operating in exactly the VUCA environment. With increased competition, leaders must understand how they can best lead and prepare their teams to execute, especially when asked to do more with less. Work values and time application all require changes that must occur within leaders, depending on their levels in the organization. Meanwhile, the experienced leaders are leaving the workforce, leaving the rest of us to figure things out. Getting in the Game: How to Build an HR Department The employer has seen the light and realizes they need an HR department. Even better, they want you to run it! Congratulations! Now what?... This session will help participants develop a strategy for building an HR department from the ground up, based upon the lessons learned from an HR Director who did it. Expectations are high and resources, low. Where the new HR professional focuses her/his time, energy, and resources will be crucial. This interactive session will help attendees: Strategically assess the HR needs of their organization; Prioritize and plan their projects; Set short and long-term goals; Set stakeholder expectations; Establish support systems that will help them survive and thrive; Learn how to fight burnout. Whether a seasoned HR pro or a new HR Department of one, all HR professionals can apply the lessons learned in this session and place their bets wisely. Uncovering the ROI behind HR Technology Today, businesses of all sizes experience HR challenges that are oftentimes complex and time consuming. Whether these challenges revolve around Payroll, Workforce Management, or Compliance, it s inevitable that businesses will eventually turn to technology in search for a resolution. When a new investment is made by a business into purchasing HR technology, the expectations in seeing a definitive return with quantifiable results is always anticipated. In calculating the ROI behind any new HR technology investment, what are the key things that need to be considered? In our presentation, we ll dig deeper into what you need to know in uncovering the ROI behind HR technology and provide you with pertinent insight and examples of customers that have received impactful dividends and results from their investment.
9 Trending Topics in Employment The purpose of this presentation is to educate attendees on several employment screening topics trending in the news this year. The presentation is tailored to Human Resource professionals involved in the employment process. Our objective is to help attendees remain apprised of current legislation and industry trends. HR Department of One Directed at single person HR practitioners. this session distills HR down to the essential functions and we offer a number of no nonsense inexpensive solutions to running an HR Department of Onel Our credo is... Get it for a dime and get it on time! Next Level Leadership: Driving Engagement in a People- Led Economy Leaders are discovering that many strategies to drive engagement are no longer as effective, but they re struggling with crafting the next level solution. Research proposes an updated view of business as a purveyor of critical "Human Value Connections" and the new role of leadership is to build and optimize these connections so that the organization and its people can prosper and thrive. Michelle will introduce unique strategies thoroughly researched by the FORUM for People Performance at Northwestern University and proven successful by a variety of organizations. Discover their insights about how to innovate, thrive, and grow in the new People-Led Economy. This groundbreaking research proposes a fresh leadership model embracing a broad spectrum of constituencies and focusing on 'enrichment' rather than engagement. It ll be these groups' ability to innovatively solve new problems, adapt to unexpected challenges and connect their contributions to society at large that will position your business for success and sustainable growth. And how we lead, how we motivate, and how we define value will all have to change. We'll explore this shift in strategy and the many advantages of pursuing enrichment leadership practices.
10 My Candidate Has a Criminal Record. Now What? Not a month went by in 2014 without a multi-million dollar lawsuit being filed against an employer over its background screening practices. While a criminal record should not automatically disqualify a job candidate, employers do need to protect their companies interests by properly screening candidates. Many companies, however, may be putting themselves at risk if they are not following appropriate state and federal screening laws. Employers must take the necessary steps to ensure they are not the next in line to make headlines for non-compliance or discrimination. With years of experience in professional background screening, Jason Morris and Nick Fishman present four steps for compliance when a candidate has a criminal record. These include the proper use of a hiring matrix, individualized assessments, the execution of a two-step adverse action process, and proper management of candidate disputes. *All concurrent sessions will be submitted for both HRCI and SHRM certification credit. Please note that titles, descriptions and session details are subject to change.ses