Filtered Sessions

Filters: Track: Talent Management

06/27/2020

Educational Program | Talent Acquisition: Creating your Organization's Strategy**
06/27/2020 08:30 AM - 05:00 PM | Additional Fee & Registration Required
06/28/2020 08:30 AM - 01:30 PM | Additional Fee & Registration Required

15.00 SHRM PDCs | Competencies: HR Expertise, Leadership & Navigation, Relationship Management | Intended Audience: Mid-Level

*This program requires preregistration. Registration includes the post conference virtual session. Additional fees apply.

**This program is associated with the SHRM Talent Acquisition Specialty Credential and will fulfill the Educational Program component.

Program Overview
Ready to win the war for talent? Obtain the necessary skills and understanding to implement a talent acquisition strategy at your organization. Discover the benefits of workforce planning. Learn the steps to improve your candidate experience and employment branding. Explore recruiting and sourcing strategies for developing a diverse and inclusive talent pipeline. Reflect on case studies and newly-acquired expertise to apply what you learn to your organization. 

Program Objectives
This program is designed to provide you with the knowledge and skills necessary to:
• Build your talent acquisition strategy to attract top talent
• Market an employment brand that positions your organization as an employer of choice
• Incorporate workforce planning as part of the process for developing a robust talent pipeline
• Expand strategies for recruiting and sourcing
• Create a positive candidate experience
• Evaluate and select candidates that are a right fit for your organization
• Measure the impact of your talent acquisition strategy using metrics

Creating Change in a Highly Resistant Organization
06/27/2020 01:00 PM - 05:00 PM | Additional Fee & Registration Required

| Competencies: HR Expertise, Leadership & Navigation
Presenter:
Wanda Ganjehsani, Founder and CEO , Foundation of Performance, LLC.
Workplace Application:
If leaders within an organization start to see their employees as people and not objects, the shape of the organization begins to change and people become engaged. 

Does your organization fail at change? Learn how a community-owned hospital successfully launched a new LMS. In this case study-based session, you'll learn how using a five-step change management model produced a radical 76% employee participation rate within the first month of launch.In this workshop, you will examine a case study on how an organization that was highly resistant to change due to failure after failure of different change initiatives (including several poorly executed software implementations) embraced a new learning and performance management system. You will be introduced to a new change management model that leverages a five-step change model based on the acronym HABIT and learn how to adapt it to your needs.

The theory behind the model is based on books such as The Power of Habit by Charles Duhigg, Leading Change by John Kotter, Results by Gary Neilson and Bruce Pasternack and The Speed of Trust by Stephen Covey. The HABIT model is designed to involve leaders and employees from the beginning months before the launch of new software – or any organizational initiative – to begin to build trust and a weekly habit within the organization. The five essential steps to the model are:

  1. Human interaction: Getting all of the organization involved, not just the leaders, and allowing the employees to give feedback from the beginning. 
  2. Ability: Ensuring your leaders and employees gained the skills and knowledge they need before launching the software.
  3. Benefit: Otherwise known as What Is in It for Me? How the new system will benefit them, and why they should care.
  4. Institute change: Having a vision and a transparent process of how the software will be rolled out and how performance will be monitored. Follow-up is key to instituting change.
  5. Transparency: Communicate on a designated day weekly to leaders and employees. It is essential to be upfront about challenges as well as successes.

Learning Objectives:

  • Identify the No. 1 reason organizational change initiatives fail.
  • Identify how to overcome the harshest critics by empowering them to be the change agents within the organization.
  • Explain and demonstrate how the HABIT five-step change management model can be leveraged for organizational change initiatives.
The DNA of Engagement: Leveraging Individual & Team Motivation to Enhance Team Dynamics
06/27/2020 01:00 PM - 05:00 PM | Additional Fee & Registration Required

| Competencies: Communication, Leadership & Navigation, Relationship Management
Presenter:
Jacob Goldstein, President, The Leadership Laboratory
Workplace Application:
Learn methodologies to create an environment where people feel motivated to do their best work. 

As we assume new responsibilities that come with our new leadership roles, one of the most magical discoveries is when we learn how to effectively empower and build up our direct reports. This requires openness to new ideas, a desire to support the professional growth of our peers and effective communication skills. Whether working with their highest performers or the ones with the most room for growth, smart leaders are constantly contemplating how to motivate and influence their teams to succeed. So often we rely on external rewards yet these can only work for so long. The people and projects we lead require different motivation styles, especially as we begin to empower others to take on new challenges and responsibilities. In this session, you'll learn the building blocks of successful communication to enhance individual and team efficacy.

Learning Objectives:

  • Discover the three types of motivation.
  • Determine specific strategies to create an environment where intrinsic motivation is especially high.
  • Reflect on current leadership practices, and apply new theories to enhance personal leadership.
  • Establish a stronger community of like-minded individuals and rising thought leaders.
  • Develop an action plan to implement key lessons into project leadership.

06/28/2020

Educational Program | Talent Acquisition: Creating your Organization's Strategy**
06/27/2020 08:30 AM - 05:00 PM | Additional Fee & Registration Required
06/28/2020 08:30 AM - 01:30 PM | Additional Fee & Registration Required

15.00 SHRM PDCs | Competencies: HR Expertise, Leadership & Navigation, Relationship Management | Intended Audience: Mid-Level

*This program requires preregistration. Registration includes the post conference virtual session. Additional fees apply.

**This program is associated with the SHRM Talent Acquisition Specialty Credential and will fulfill the Educational Program component.

Program Overview
Ready to win the war for talent? Obtain the necessary skills and understanding to implement a talent acquisition strategy at your organization. Discover the benefits of workforce planning. Learn the steps to improve your candidate experience and employment branding. Explore recruiting and sourcing strategies for developing a diverse and inclusive talent pipeline. Reflect on case studies and newly-acquired expertise to apply what you learn to your organization. 

Program Objectives
This program is designed to provide you with the knowledge and skills necessary to:
• Build your talent acquisition strategy to attract top talent
• Market an employment brand that positions your organization as an employer of choice
• Incorporate workforce planning as part of the process for developing a robust talent pipeline
• Expand strategies for recruiting and sourcing
• Create a positive candidate experience
• Evaluate and select candidates that are a right fit for your organization
• Measure the impact of your talent acquisition strategy using metrics

Succession Planning for Results: Strategic Insights and Practice Guidelines for Building a Strong Talent Pipeline
06/28/2020 08:00 AM - 12:00 PM | Additional Fee & Registration Required

4.00 SHRM PDCs | Competencies: HR Expertise, Leadership & Navigation
Presenter:
Amy Hirsh Robinson, MBA, Principal, Interchange Group
Workplace Application:
Effective succession planning practices prepare and shape leaders for the roles and challenges of the future, not the past. When positioned for simplicity and results, succession planning engages management, develops careers and builds strong leadership pipelines. 

Most succession plans are irrelevant to today’s business challenges. Disruptions to business models, demographic shifts, automation and economic volatility have changed leadership requirements for organizations, yet there is little practical discussion about how to retool succession planning and leadership development practices to meet evolving future needs. This workshop takes a strategic look at the competencies and roles necessary to lead organizations of the future and presents a practical guide to building an effective succession planning practice in your organization. You will utilize hands-on guides and interact with the instructor, a thought leader in the field of talent management, and peers to map out and apply the best succession planning practices for your organization. You will be grouped by industry, organization type and size to share common problems and discuss meaningful solutions to the unique challenges you face. This is a working session full of real-world examples and thoughtful frameworks to achieve results.

Learning Objectives:

  • Learn the seven trends disrupting traditional succession planning models and leadership competencies.
  • Gain successful strategies for building and promoting the business case for succession planning in your organization.
  • Obtain the key components of an effective succession planning program and pitfalls to avoid.
  • Gain a framework for identifying critical roles to include in succession planning.
  • Learn five steps for retooling succession planning and leadership development for simplicity and success.
The Realities of Employee Engagement and the Employee Experience
06/28/2020 08:00 AM - 12:00 PM | Additional Fee & Registration Required

4.00 SHRM PDCs | Competencies: Global & Cultural Effectiveness, Relationship Management
Presenter:
David S. Cohen, Founder and contrarian consultant, DS Cohen & Associates
Workplace Application:
Learn how to unbundle concepts of employee engagement, employee experience, employee value proposition and employee lifetime value, in order to focus on what is meaningful for your employees. 

Employee engagement is an overused, variously defined term that causes much confusion. While engagement is something that every employee hopes for and every employer desires, surveys say that engagement is low and disengagement high. The issue is how to distinguish the concept of employee engagement from the concept of a good employee experience. A company that can retain its staff and meet its objectives can be the right place for an individual employee; from a practical perspective, however, it may not be the right place for every employee. A great work environment for some may not be great for others. Focusing on what is meaningful for your employees is essential for a talent-driven company. There is no one right answer.

Learning Objectives:

  • Ask the correct questions to define employee engagement, employee experience, employee value proposition and employee lifetime value in your company.
  • Understand the definitions, decode the anachronisms, differentiate between the concepts and learn their impacts.
  • Understand the drivers of employee engagement: what executives say they will do for people versus what they and other managers actually do.
  • Know the six key factors that determine employee engagement, which leads to productivity, innovation and retention.
  • Put into perspective the rhetoric and consultant-speak concerning employee engagement.

06/29/2020

Recognizing & Reducing Implicit Bias throughout Your Talent Life Cycle
06/29/2020 07:30 AM - 08:45 AM |
Type: Mega Session

| Competencies: Global & Cultural Effectiveness, HR Expertise, Leadership & Navigation
Presenter:
Eric Ellis, President and CEO, Integrity Development Corporation
Workplace Application:
Unconscious bias has a much greater impact than we may consciously recognize. 

As companies fully include talent from diverse groups, raising awareness and developing skills to both recognize unconscious bias and reduce its impact will improve talent management – from recruiting candidates to assessing and promoting leaders. This is important as a significant body of research highlights the measurable impact that bias plays in these important processes. Francesca Gino, Harvard Business School professor says, “[Biases] cause us to make decisions in favor of one person or group to the detriment of others... which leads some of the best people managers to not recognize some of the talents, skills, and abilities of diverse employees."

Learning Objectives:

  • Define where in the talent life cycle implicit bias could have its greatest impact. (Talent acquisition/recruitment, employment assessment/selection, on-boarding, training & development, performance management, succession planning.)
  • Learn about the key competencies necessary to recognize and mitigate the influence of individual and institutional bias.
  • Gain practical tools for reducing the impact of unconscious bias in the performance appraisal process.
  • Gain several proven solutions to implement immediately to transform the effectiveness of your talent management and development systems.
The Hardest Part of HR Is Letting Go. Key Processes and Resources for Effective Employee Termination
06/29/2020 07:30 AM - 08:45 AM |

| Competencies: Ethical Practice, HR Expertise, Relationship Management
Presenter:
Melanie Peacock, SHRM-SCP, Associate Professor, Mount Royal University
Workplace Application:
Competently managing the termination process reduces risk and makes a difficult situation easier for all involved. 

Most HR professionals will tell you the least favorite part of their job is terminating employees. Severing someone's employment relationship is an emotional and laborious process that requires careful planning and thought. Having been involved in almost 100 terminations, join Dr. Melanie Peacock as she shares lessons learned and insights gained through these experiences. You will receive practical tools and strategies to ensure that employee terminations are carried out in the most effective, efficient and humane manner.

Learning Objectives:

  • A review of why terminating employees is a critical, yet difficult, part of an HR professional's role.
  • An overview of common problems encountered during the termination process and how to avoid them.
  • Responses to common questions regarding the termination process such as when to do this, who should be involved and what should happen during the meeting.
  • An explanation of the termination planning process including a checklist to thoroughly prepare.
  • An overview of critical actions that should be enacted after the termination process. 
Recruitment Marketing for the Accidental Recruiter
06/29/2020 10:30 AM - 11:30 AM |

Presenter:
Ira S. Wolfe, President, Success Performance Solutions
Workplace Application:
Taking an amateur approach to today’s biggest HR challenge immediately puts you at the back of the pack. 

Finding qualified candidates is one of the most significant business challenges today and in the future, and solutions are elusive. Yet many organizations continue to recruit as if technological disruptions are a passing fancy. To complicate matters, many recruiters are promoted or hired without recruitment or digital marketing experience. To win the race for talent, every business - no matter the industry or size - must deliver a spectacular candidate experience. Whether you're an experienced recruiter, HR professional, or landed in the position by chance, this is a must-attend session.  During this session, Ira Wolfe will guide you on a candidate's job search, identify crucial touchpoints, and provide tips and insights how to reach, engage, and convert more qualified job seekers into applicants.

Learning Objectives:

  • Identify the 10 signs of a broken recruitment process.
  • Improve the candidate experience at crucial touchpoints.
  • Learn basic digital marketing skills necessary to create a spectacular candidate experience.
How Lessons Learned from Reality TV Apply to Selecting Winning Employees
06/29/2020 04:00 PM - 05:00 PM |

| Competencies: Critical Evaluation, HR Expertise
Presenter:
Steven Stein, Founder and Executive Chairman, Multi-Health Systems Inc.
Workplace Application:
Reality TV reflects the real workplace, at least in one characteristic. 

In many reality TV shows, contestants are put into situations that test their skills - both physical and mental. Contestants are put in tough situations where they learn about their strengths and weaknesses. But how do they get on the show? And how can we use what we know about selecting winning reality TV contestants to select high performing employees? Dr. Stein provides a unique glimpse into the world of psychological testing through the lens of reality TV. Using insights from the screening of hundreds of candidates and consulting for dozens of shows, Dr. Stein illustrates the parallels between human behavior in television and in the workplace, with a focus on how assessments in selection can bridge the gap between theory and application.

Learning Objectives:

  • Discover valuable insights into human psychology and behavior from reality TV.
  • How to use assessments to make better selection decisions.
  • Learn the insights you can gain from using multiple assessments to select and understand job candidates.
  • Know key competencies that lead to better performance in reality TV and real work.
Simple Truths of Appreciation and Recognition: Low-Cost or No-Cost Ideas to Keep Employees Engaged
06/29/2020 04:00 PM - 05:00 PM |
Type: Mega Session

| Competencies: Communication, Global & Cultural Effectiveness, Leadership & Navigation
Presenter:
Barbara Glanz, CSP, CPAE, President, Barbara Glanz Communications, Inc.
Workplace Application:
Appreciation may be the most under-appreciated way to engage, motivate and retain talent. 

In tough economic times of having to do more with less, it is critical to find ways besides money to keep employees engaged. According to HR Magazine, sixty-five percent of American workers said they received NO appreciation all last year for the good work they had done, yet the second most important thing people want from their jobs is full appreciation. Best of all, compensation is a right, but appreciation can be a FREE gift! In this inspiring session, Barbara Glanz shares ten simple truths of appreciation as well as dozens of creative ways, at little or no cost, to keep employees happy and productive. Attendees will be able to immediately apply these methods in their work and in their lives. The beauty of appreciation is that we can each give it to anyone we choose for no cost except our awareness and a few moments of our time. As HR leaders become more appreciative – and help others to become more appreciative – of employees and the good work they are doing, they will be shaping a world in which everyone feels valuable and appreciated, and morale, customer service, and loyalty will reach new heights.

Learning Objectives:

  • Learn the ten simple truths of appreciation.
  • Examine several models as a frame to understand the importance of appreciation in employee engagement and the choices they have to affirm others every day.
  • Explore many creative, no cost or low cost ways to appreciate and recognize employees.
  • Understand that Appreciation is a free gift and be inspired to become a more appreciative leader.

06/30/2020

Building an Inclusive, Engaged Employee Advocacy Program
06/30/2020 07:30 AM - 08:30 AM |

| Competencies: Communication, HR Expertise, Leadership & Navigation
Presenter:
Matthew Owenby, Senior Vice President and CHRO, Aflac
Workplace Application:
An Employee Advocacy Program bridges the gap between employee need and reluctance to engage. 

While Aflac's Employee Engagement Survey has consistently shown high satisfaction scorecards with the role of HR within the company, the survey also showed that some employees were hesitant to reach out to HR with questions or concerns about their leadership or processes. To address this issue, the Employee Advocacy program was created to serve as the conduit to HR's support network and foster an environment where ALL employees feel free to voice concerns.

Learning Objectives:

  • Understand the importance of open and honest communication between employees and HR.
  • Learn how to implement an Employee Advocacy program.
  • Learn more about the challenges, benefits and results of Aflac's Employee Advocacy program.
Follow Me: How to Grow Yourself and Your People
06/30/2020 11:00 AM - 12:15 PM |
Type: Mega Session

| Competencies: Leadership & Navigation, Relationship Management
Presenter:
Steve Gilliland, CSP, CPAE, Best-Selling Author and Speaker, Steve Gilliland, Inc.

Fewer than half of today's employees believe that their companies deserve their loyalty. Unfortunately, leaders too often confuse profits with purpose and disregard the principles that drive people. This workshop shows the process of developing exceptional leaders and retaining great employees. No matter where you are at on the leadership ladder, Follow Me™ will show that great cultures are intentional and they are cultivated by people who are engaging, transparent and maintain a style of communication that is frequent, authentic and deep. Employees of great companies see themselves as being part of a greater mission, something that goes beyond pure revenue and profits. This distinctive session will provide you a fresh vision of the leader you can be, and identify the knowledge, skills, and attributes necessary to grow yourself and your people.

Learning Objectives:

  • You will learn the styles, mindsets, differentiators, and essentials of a leader that drive your culture.
  • You will learn the types of conflict, barriers to conflict resolution, constructive conflict management, and how to assertively confront people
  • You will learn the blind spots to problem solving, four steps to consider when problem solving, and the essentials to problem solving.
  • You will learn why people resist change, keys to leading through change, and the dos and don'ts when administering change.
Internal Talent Mobility: Creating Inside Gigs
06/30/2020 11:00 AM - 12:00 PM |

| Competencies: HR Expertise, Leadership & Navigation
Presenter:
Edie Goldberg, Ph.D., President & founder, E. L. Goldberg & Associates
Workplace Application:
Make the gig economy work for you and your organization, even if the legal environment has not caught up. 

In an era of rapid change and disruption, companies need to apply the concept of the gig economy inside of their organization to share talent across boundaries by dynamically matching and deploying skills to the work. This creates competitive advantage around an employee experience that both democratizes work and unleashes internal capacity. In this session, you will learn about a new, and quite disruptive, talent operating model that facilitates an organization to dynamically match their internal talent to project-based opportunities within the company. While internal talent mobility has traditionally been about changing jobs to create learning, we are proposing an approach that is more agile and simply makes room for a project. The benefits of getting work done in this new and more agile approach to work will be an increase in employee engagement, improve continuous learning opportunities, and improve organizational innovation and productivity. This session describes a bold new talent operating model that helps organizations to operate in a more agile manner. It allows your employees to bring their best selves to work while offering a platform that encourages continuous reskilling to prepare them for the changing skills required by your organization.

Learning Objectives:

  • Learn the business case to change the way we work.
  • Gain a new Talent Operating Model that changes our approach to work.
  • Learn the six core principles that support the Inside Gig.
  • Explore a case study to demonstrate the ROI of this new approach to work.
Practical, Effective Recruiting Tactics for 2020 and Beyond
06/30/2020 11:00 AM - 12:30 PM |
Type: Mega Session

| Competencies: Communication, HR Expertise, Relationship Management
Presenter:
Tony Lee, Vice President, Editorial, Society for Human Resource Management (SHRM)
Workplace Application:
Learn proven strategies, tactics and techniques for successful talent acquisition in today’s tight labor market.  

Succeeding in today’s competitive hiring market requires cutting-edge talent acquisition strategies. This session explores how new and proven recruiting tactics are reshaping the competition for talent. You will learn about new approaches to identify and hire top candidates for salaried and hourly positions, as well as hear insights into how companies are building their employer brand and standing out from their competition.

Learning Objectives:

  • Hear proven, effective recruiting strategies and advice on how to implement these new ideas.
  • Find out which new technologies are worth investing in to help you to connect with critical talent.
  • Learn branding techniques that will help your company compete for talent successfully.
Nine Minutes on Monday: The Surprisingly Simple Way to go from Manager to Leader
06/30/2020 02:00 PM - 03:30 PM |
Type: Mega Session

| Competencies: Communication, Leadership & Navigation | Intended Audience: Mid-Level
Presenter:
James Robbins, President, The Robbins Group
Workplace Application:
Nine Minutes on Monday will give you a quick and simple blueprint to follow to increase the engagement, motivation, and productivity of your staff. 

Get ready for an inspirational, funny, and highly practical session to help you transform your leadership. Managers around the world are feeling the pressure of having too many plates to spin. Nine Minutes on Monday is a simple, easy-to-follow framework guaranteed to increase engagement and motivation among your staff. Thousands of managers around the world are seeing the results of using this simple blueprint. By following the Nine Minutes on Monday process, you will see an increase in employee engagement, a greater loyalty in your staff, and higher morale among your team.

Participants will learn:

  • A simple framework to keep leadership priorities in front of you.
  • The nine, employee needs which lead to higher employee engagement and productivity.
  • Three simple questions to help create more purposeful workplaces.
  • The three essential ingredients employees need to make their jobs more motivational.
  • How to increase an employee's sense of autonomy at work.

07/01/2020

Metrics for Success: Shifting from Engagement to Fulfillment in the Workplace
07/01/2020 08:00 AM - 09:00 AM |

| Competencies: Critical Evaluation, Global & Cultural Effectiveness, HR Expertise
Presenter:
Aaron Hurst, CEO and Co-Founder , Imperative

The organization Imperative leads global research on the topic of purpose at work. In late 2018, it released a major study in partnership with PwC and CECP (Chief Executives for Corporate Purpose) on purpose and fulfillment replacing engagement as a new metric for employee success. The study polled more than 2,000 employees and profiled dozens of executives to gauge their perception of fulfillment versus engagement, understand their current fulfillment at work and examine the performance implications of being fulfilled. Aaron Hurst, Imperative CEO and co-founder, will share the study's powerful implications on future HR strategy and unveil concrete examples of how organizations are shifting their HR practices around fulfillment.

Learning Objectives:

  • Distinguish engagement versus fulfillment in the workplace.
  • Understand how employees view engagement versus fulfillment, and why fulfilling work is preferred to engaging work.
  • Assess the future of work and how the new Purpose Economy is disrupting HR as we know it.
7 Proofs That Managers Drive Engagement and Retention, Not HR
07/01/2020 09:15 AM - 10:15 AM |
Type: Mega Session

| Competencies: Consultation, HR Expertise, Leadership & Navigation
Presenter:
Richard Finnegan, Chief Executive Officer, C-Suite Analytics
Workplace Application:
If we want to fix retention problems, we need to fix managers first. 

"Turnover's high, go fix it!" is a shudder-inducing phrase for HR professionals, who instantly know that turnover is driven primarily by ineffective leaders who cannot build trust with their teams. Most people leave their managers, not their companies. These same leaders have the lowest engagement scores and highest number of employee complaints. Yet HR remains stuck in this "how do I prove it?" bind, failing to establish influence and therefore power. This session provides established, reputable data each HR pro should not only learn but take back to their C-suites in order to implement real manager-led engagement and retention solutions that work.

Learning Objectives:

  • Learn detailed studies and resulting data to reinforce the primary roles leaders play in engagement and retention.
  • Learn to deliver this data to C-suite teams, along with specific resulting solutions to build leaders' skills.
  • Learn to incorporate this data into leadership development programs so leaders learn both their impact and the right behaviors to build trust...and therefore engagement and retention.