KEYNOTE SPEAKERS: "Kill What's Ugly While It's Young!" James T. Brown, Ph.D. @DrJamesTBrown
Description:
Although project management is sometimes no laughing matter, this keynote program takes a tongue-in-cheek look at the art and science of critical project management truths. Let off a little steam in this session, and discover the sacred truths that every project manager needs to know.
Objectives:
1. Recognize that problems must be aggressively identified and then fixed regardless of their size or how long the resolution process. 2. Know that slow steady gentle pressure causes work to get accomplished and accountability should be built into processes to ensure discipline in the system. 3. Establish a culture that rewards and appreciates simplicity. Embrace the fact that good ideas and practices need to be aggressively identified and systematically copied.
Dr. Brown presented to San Antonio SHRM in March 2016 - a few comments from the audience:
"I absolutely enjoyed today's learning experience. Thank you for challenging me to go back to work and put today's critical truths to work." - Kim Munoz, Parties, Picnics & Promotions
"It was great! Dr. Brown was a pleasure to listen to and was very knowledgeable and practical for human resources." - Margaret Ross, Edwards Aquifer Authority
"The Confidence Factor" Carol Sankar @CarolSankar
Description:
This high caliber leadership presentation has been presented on international platforms such as The Affiliate Summit and TEDx, and will change the mindset of your audience and staff, creating leaders who will close deals with an elevated level of confidence and commitment. Improve employee and leadership performance by focusing on improving their confidence levels. Confidence training increases employee retention and improves performance.
Objectives:
1. How to create a new leadership initiative. 2. The importance of identifying the best leaders and improving their confidence. 3. Learn the importance of creating a team.
Concurrent Sessions:
SESSION SET 1
Consequences of a Poorly Executed Employee Termination Bill Grob & Darren Veneri
Description:
This presentation focuses on the risks to a company when an employee termination is not properly executed.
Objectives:
1. What are the risks if an employee departure is poorly handled. 2. How can these risks be minimized; allowing the HR leader to bring strategic value and appropriately align the time and investment to achieve the targeted results. 3. How the HR leader can create a desirable outcome for both the company as well as the employee impacted.
Better Health Through Reducing Stress Dr. Christopher W. Hood, D.C.
Description:
Educate employers on how to reduce sick days.
Objectives:
1. Educate HR staff 2. Teach how to reduce stress 3. Get a challenge committment
Winning Hearts & Minds: Essential Marketing Principles for Game-Changing Recruiting Tony Lepore
Description:
The once significant "church/state" divide between marketing and recruiting is eroding. Organizations across all industries realize that best-fit talent is essential to growth and productivity - to delivering on companies' unique value propositions in congested and highly-competitive marketplaces. This presentation will explore several key principles that effective marketers have honed for competitive advantage, concepts that apply to the recruiting world and can yield equally compelling returns.
Objectives:
1. Empower HR Practitioners & Recruiters to create winning brand experiences by helping them understand: how people are motivated to act; how to create emotional connections to the brand; and how to differentiate in a saturated marketplace. 2. Help HR Practitioners & Recruiters identify the daily opportunities they have to create brand preferences, even with limited budgets and resources. 3. Get HR Practitioners & Recruiters thinking about the strategy behind current and future tactics to create deeper value for the organization and their own careers.
Performance, Really?Joe KagerDescription: This
SESSION SET 2
Branding and Social Media - A Strategic Approach to Talent Acquisition Jenni Stone, PHR, SHRM-CP & Robin Quale
Description:
Not that long ago, talent acquisition was referred to as the recruiting department with no more responsibility than reviewing resumes, screening candidates, and organizing candidate interviews. The phrase "talent acquisition" is now mainstream and widely accepted by companies of all sizes. Now you and your organization, your employee brand ambassadors, have a story to tell, one that draws people to your organization now, and in the future, so what's YOUR STORY?
Objectives:
1. Creating, Validating and Maintaining an Employment Brand 2. Managing and Cultivating Candidate Relationships 3. Creating an Organizational Recruiting Culture
Proposed White Collar Regulation: Healthcare Reform Wasn't Enough? Jeremy Hertz, JD, SPHR, SHRM-SCP
Description:
On June 30, 2015 the Department of Labor announced a proposed rule that would revise the regulations concerning the white collar exemption tests for executive, administrative, and professional employees and significantly increase the financial burdens already faced by employers still reeling from implementation of the Affordable Care Act.
Objectives:
1. Understanding the Proposed Changes 2. Understanding the Impact of Those Changes on the Organization 3. Understanding Strategies to Prepare and Protect the Organization
Why HR Needs to Act Like the C Suite. Anjanette Simone
Description:
Have you ever set off on vacation withouth knowing your destination? Have you ever gone Christmas shopping without making a list? What about buying a new home without first determining your budget? Why then, do some employers base their benefit plan changes on their renewal increase, the amount of change that will be needed to systems and/or processes, the level of sophistication needed for employee communications, or any combination of these and many other factors?
Objectives:
1. Learn about strategic planning fundamentals. 2. Understand the correlation of specific data elements and their potential impact on your programs. 3. Review how decisions made today can impact your program for the next 2-3 years.
SESSION SET 3
Use Stay Interviews to Build Engagement in your Multi-Generational Workforce. Christopher Mulligan
Description:
Fuel Employee Engagement and Retain your Best Talent with Stay Interviews.
Objectives:
1. Learn techniques to engage and retain employees through Stay Interview interactions that support the mission, vision, values, and goals of the organization. 2. Learn Best Practices to creating a culture of engagement to improve organizational effectiveness. 3. Learn how to providing mentoring, training, guidance, and coaching to leaders on how to engage multi-generational employees at all levels of the organization.
Medicare in 60 Minutes Elizabeth Vipond
Description:
This course reviews the basic interfaces Medicare has with a group health plan in one hour.
Objectives:
1. To understand how Medicare coordinates with group coverage. 2. To be able to manage creditable coverage administrative requirements. 3. To learn how CMS functions in claims recovery and data match.
Veteran Talent Acquisition - The Value of a Veteran
Valerie Ellis
Description:
Veteran hiring programs are present in numerous companies of all sizes in varying industries yet employers still struggle with Veteran Talent Acquisition.
Objectives:
1. Understanding the Military Mindset 2. Recognizing a Veterans Value 3. Understanding the Technical Skills 4. Valuing Educating and Training 5. Taking Risks to Increase the Bottom Line
SESSION SET 4
The Art of Leadership Doug Van Dyke
Description: This fast-paced, informative, and entertaining program showcases how leaders influence the culture and productivity of the workplace, as well as motivate and engage employees.
Objectives:
1. How leaders can positively impact the culture of their organization. 2. How leaders can drive effective change. 3. 5 leadership actions that increase employee engagement.
Tapping into Emotional Intelligence to Transform Organizations Pam Alvarez
Description:
To increase participants awareness of their own emotional intelligence and ways to use it to break down boundaries.
Objectives:
Increased awareness of Emotional Intelligence (EI or EQ) and the role it plays in effective leadership
Identification of methods to increase Emotional Intelligence
Increased use of Emotional Intelligence to break boundaries and build bridges
Leaving the Numbers Behind: The New FACE in Managing Employee Performance Matthew Stewart
Description:
The old performance management system of once-a-year forms and numerical rankings is dead. The trend is towards employees and managers engaging in ongoing conversations about performance. This allows employees to know where their performance is on track and areas where they can improve. Supervisors benefit from regularly explaining expectations, supporting the growth and development of employees, and providing feedback.
Objectives:
1. How the once-a-year forms do not improve employee performance . 2. How managers and employees benefit from regular ongoing conversations. 3. How to transition to a new performance management system with training, communications, and support.
KEYNOTE SPEAKERS: "Kill What's Ugly While It's Young!" James T. Brown, Ph.D. @DrJamesTBrown
Description:
Although project management is sometimes no laughing matter, this keynote program takes a tongue-in-cheek look at the art and science of critical project management truths. Let off a little steam in this session, and discover the sacred truths that every project manager needs to know.
Objectives:
1. Recognize that problems must be aggressively identified and then fixed regardless of their size or how long the resolution process. 2. Know that slow steady gentle pressure causes work to get accomplished and accountability should be built into processes to ensure discipline in the system. 3. Establish a culture that rewards and appreciates simplicity. Embrace the fact that good ideas and practices need to be aggressively identified and systematically copied.
Dr. Brown presented to San Antonio SHRM in March 2016 - a few comments from the audience:
"I absolutely enjoyed today's learning experience. Thank you for challenging me to go back to work and put today's critical truths to work." - Kim Munoz, Parties, Picnics & Promotions
"It was great! Dr. Brown was a pleasure to listen to and was very knowledgeable and practical for human resources." - Margaret Ross, Edwards Aquifer Authority
"The Confidence Factor" Carol Sankar @CarolSankar
Description:
This high caliber leadership presentation has been presented on international platforms such as The Affiliate Summit and TEDx, and will change the mindset of your audience and staff, creating leaders who will close deals with an elevated level of confidence and commitment. Improve employee and leadership performance by focusing on improving their confidence levels. Confidence training increases employee retention and improves performance.
Objectives:
1. How to create a new leadership initiative. 2. The importance of identifying the best leaders and improving their confidence. 3. Learn the importance of creating a team.
Concurrent Sessions:
SESSION SET 1
Consequences of a Poorly Executed Employee Termination Bill Grob & Darren Veneri
Description:
This presentation focuses on the risks to a company when an employee termination is not properly executed.
Objectives:
1. What are the risks if an employee departure is poorly handled. 2. How can these risks be minimized; allowing the HR leader to bring strategic value and appropriately align the time and investment to achieve the targeted results. 3. How the HR leader can create a desirable outcome for both the company as well as the employee impacted.
Better Health Through Reducing Stress Dr. Christopher W. Hood, D.C.
Description:
Educate employers on how to reduce sick days.
Objectives:
1. Educate HR staff 2. Teach how to reduce stress 3. Get a challenge committment
Winning Hearts & Minds: Essential Marketing Principles for Game-Changing Recruiting Tony Lepore
Description:
The once significant "church/state" divide between marketing and recruiting is eroding. Organizations across all industries realize that best-fit talent is essential to growth and productivity - to delivering on companies' unique value propositions in congested and highly-competitive marketplaces. This presentation will explore several key principles that effective marketers have honed for competitive advantage, concepts that apply to the recruiting world and can yield equally compelling returns.
Objectives:
1. Empower HR Practitioners & Recruiters to create winning brand experiences by helping them understand: how people are motivated to act; how to create emotional connections to the brand; and how to differentiate in a saturated marketplace. 2. Help HR Practitioners & Recruiters identify the daily opportunities they have to create brand preferences, even with limited budgets and resources. 3. Get HR Practitioners & Recruiters thinking about the strategy behind current and future tactics to create deeper value for the organization and their own careers.
Performance, Really?Joe KagerDescription: This
SESSION SET 2
Branding and Social Media - A Strategic Approach to Talent Acquisition Jenni Stone, PHR, SHRM-CP & Robin Quale
Description:
Not that long ago, talent acquisition was referred to as the recruiting department with no more responsibility than reviewing resumes, screening candidates, and organizing candidate interviews. The phrase "talent acquisition" is now mainstream and widely accepted by companies of all sizes. Now you and your organization, your employee brand ambassadors, have a story to tell, one that draws people to your organization now, and in the future, so what's YOUR STORY?
Objectives:
1. Creating, Validating and Maintaining an Employment Brand 2. Managing and Cultivating Candidate Relationships 3. Creating an Organizational Recruiting Culture
Proposed White Collar Regulation: Healthcare Reform Wasn't Enough? Jeremy Hertz, JD, SPHR, SHRM-SCP
Description:
On June 30, 2015 the Department of Labor announced a proposed rule that would revise the regulations concerning the white collar exemption tests for executive, administrative, and professional employees and significantly increase the financial burdens already faced by employers still reeling from implementation of the Affordable Care Act.
Objectives:
1. Understanding the Proposed Changes 2. Understanding the Impact of Those Changes on the Organization 3. Understanding Strategies to Prepare and Protect the Organization
Why HR Needs to Act Like the C Suite. Anjanette Simone
Description:
Have you ever set off on vacation withouth knowing your destination? Have you ever gone Christmas shopping without making a list? What about buying a new home without first determining your budget? Why then, do some employers base their benefit plan changes on their renewal increase, the amount of change that will be needed to systems and/or processes, the level of sophistication needed for employee communications, or any combination of these and many other factors?
Objectives:
1. Learn about strategic planning fundamentals. 2. Understand the correlation of specific data elements and their potential impact on your programs. 3. Review how decisions made today can impact your program for the next 2-3 years.
SESSION SET 3
Use Stay Interviews to Build Engagement in your Multi-Generational Workforce. Christopher Mulligan
Description:
Fuel Employee Engagement and Retain your Best Talent with Stay Interviews.
Objectives:
1. Learn techniques to engage and retain employees through Stay Interview interactions that support the mission, vision, values, and goals of the organization. 2. Learn Best Practices to creating a culture of engagement to improve organizational effectiveness. 3. Learn how to providing mentoring, training, guidance, and coaching to leaders on how to engage multi-generational employees at all levels of the organization.
Medicare in 60 Minutes Elizabeth Vipond
Description:
This course reviews the basic interfaces Medicare has with a group health plan in one hour.
Objectives:
1. To understand how Medicare coordinates with group coverage. 2. To be able to manage creditable coverage administrative requirements. 3. To learn how CMS functions in claims recovery and data match.
Veteran Talent Acquisition - The Value of a Veteran
Valerie Ellis
Description:
Veteran hiring programs are present in numerous companies of all sizes in varying industries yet employers still struggle with Veteran Talent Acquisition.
Objectives:
1. Understanding the Military Mindset 2. Recognizing a Veterans Value 3. Understanding the Technical Skills 4. Valuing Educating and Training 5. Taking Risks to Increase the Bottom Line
SESSION SET 4
The Art of Leadership Doug Van Dyke
Description: This fast-paced, informative, and entertaining program showcases how leaders influence the culture and productivity of the workplace, as well as motivate and engage employees.
Objectives:
1. How leaders can positively impact the culture of their organization. 2. How leaders can drive effective change. 3. 5 leadership actions that increase employee engagement.
Tapping into Emotional Intelligence to Transform Organizations Pam Alvarez
Description:
To increase participants awareness of their own emotional intelligence and ways to use it to break down boundaries.
Objectives:
Increased awareness of Emotional Intelligence (EI or EQ) and the role it plays in effective leadership
Identification of methods to increase Emotional Intelligence
Increased use of Emotional Intelligence to break boundaries and build bridges
Leaving the Numbers Behind: The New FACE in Managing Employee Performance Matthew Stewart
Description:
The old performance management system of once-a-year forms and numerical rankings is dead. The trend is towards employees and managers engaging in ongoing conversations about performance. This allows employees to know where their performance is on track and areas where they can improve. Supervisors benefit from regularly explaining expectations, supporting the growth and development of employees, and providing feedback.
Objectives:
1. How the once-a-year forms do not improve employee performance . 2. How managers and employees benefit from regular ongoing conversations. 3. How to transition to a new performance management system with training, communications, and support.
