Certification CreditsPre-conference, two-day conference, and breakout sessions are being submitted for SHRM and HRCI credit.
This will be the LAST YEAR the Iowa State SHRM Conference will be offering pre-approved HRCI credits in 2018. Beginning in 2019, you will need to enter the conference or individual sessions on HRCI to apply for recertification credit. Look for more information at the conference.
Category Archives: Friday (8:45-10:00)
Participants will learn about the employer’s legal obligations under the Americans with Disabilities Act and how to successfully employ persons with disabilities. By the end of the session attendees will be able to: 1) When the employer has been notified of an accommodation request, 2) With the ADAAA, do we need to worry about whether the health condition qualifies as a disability under the ADA, 3) What medical information do we need to obtain, and how do we use this information? 4) Who determines what is reasonable and who is expected to be the accommodation expert? 5) Who needs to be involved in this process? Examples of the most challenging disability cases at the University of Iowa will also be shared.
Participants will be refreshed on the employer’s legal obligations to engage in the Interactive Accommodation Process under the Americans with Disabilities Act. Objectives covered will include:
- When has the employer been “notified” by the employee of an accommodation request?
- With the ADAAA, do we need to worry about whether the health condition qualifies as a disability under the ADA? Short term? Long term?
- What medical information do we need to obtain, and how do we use this information?
- Who determines what is reasonable and are we expected to be the accommodation experts?
- Who needs to be involved in the process?
This presentation will address the goals of the C Suite team during the planning, implementation and monitoring of business plans, and will specifically address how Human Resource professionals can ensure that they are seen as a necessary party to be included in these discussions.
- To motivate Human Resource professionals to not shy away from the C suite.
- To provide recommendation on how to strengthen the trust with the CFO/COO.
- Why you should never say “I don’t like numbers” and other detrimental statements.
- How to quantify the importance of people and culture.
What to do when the Feds knock: What HR Professional needs to know to effectively manage internal investigations
HR professionals and company leadership teams across all industries and businesses are confronted every day with evidence or allegations of potential wrongdoing at their companies. These scenarios may range from notification of a government investigation into allegations of violations of federal law by the corporation or senior management to a routine internal complaint of violations of the employee code of conduct or other company policy. HR professionals can play a pivotal role in deciding whether and how to conduct an internal investigation. In many instances the company will be best served by conducting some type of internal investigation into the allegations. However, it is important to understand that if the government knocks, the investigation is likely to be complex, broad and invasive to the business operation and will require different skills than routine investigations. This presentation by a former United States Attorney with front-line experience in leading criminal investigations and internal investigations in the workplace will start with a careful review of the factors involved in the decision of whether to initiate an internal investigation. Tips will be given in selecting the right investigator and suggestions how to minimize business disruption and cost associated with collecting, reviewing and producing information in a government related investigation. Suggestions on how to handle employee interviews, subpoenas, search warrants, press coverage and other topics related to the HR company role in internal investigations will be covered.
- Provide an overview of what HR professionals may see regarding evidence or allegations of potential wrongdoing at their companies.
- Discuss scenarios ranging from notification of a government investigation; allegations of violations of federal law by the corporation or senior management.
- Provide an overview of how HR professionals can play a pivotal role in deciding whether and how to conduct an internal investigation.
- Provide an overview of the factors involved in deciding whether to initiate an internal investigation.
- Provide tips for selecting the right investigator and suggestions on how to minimize business disruption and cost associated with collecting, reviewing and producing information in a government related investigation.
- Provided tips on how to handle employee interviews, subpoenas, search warrants, press coverage when an internal investigation has started.
The workforce in the state of Iowa is continually changing. The speed of business, different generations and culture issues all drive the need for a different approach to leading and developing the talent in our organizations, approaches that lead to greater productivity and retention. This session will share results from the recent ATW/Iowa SHRM 2018-2019 Talent Development survey that was completed in August 2018.
During this session participant will review the ATW-SHRM Iowa Talent Development survey. Areas covered will include:
- Estimated annual direct training expenditures by companies
- Average training hours per employee
- Training priorities
- Top training topics
- Delivery methods
- Best practices for talent development
Have you ever wondered what makes some cultures are engines that produce excellent results year after year? Have you ever seen bosses that people would do almost anything for and wondered what their secret was? Those bosses and organizations that build a people-centric culture understand that it is the culture they create that drives success…not the opposite.
Jeff’s insight as an HR Leader, “headhunter,” coach, martial artist and US Army veteran made him realize that a culture created by a leader or an organization that had people as the foundation delivered sustained results year after year.
Through real-life stories and interactive participation, Jeff has created a program which helps participants understand how building an engaged and loyal workforce will produce sustained results.
This program is an “idea” program but it is also a “process” program. Participants will understand the importance of building an engaged and loyal workforce as well as learn actionable steps they can use to start building this type of culture.
- Understand reasons that employees love being on the receiving end of C.R.A.P. (Caring, Respect, Appreciation and Praise) and how to best give your employees C.R.A.P. so they deliver results for the organization in the new workplace.
- Prepare participants to advocate to senior leadership that in order to sustain results over the long-term in a changed workplace, a culture of C.R.A.P. (Caring, Respect, Appreciation and Praise) is an absolute must.
- Understand why the C.R.A.P. behaviors are instrumental in building a culture of engagement and employee loyalty with a workforce that has been conditioned that loyalty is dead and where engagement is problematic.
- Identify gaps where leadership is not leading in a manner that will produce sustained organizational results over time.
This interactive presentation introduces an Operational Excellence initiative. The presentation dives deep into four powerful systems to improve operating performance and profitability on a rapid, significant and sustained basis. The four systems covered in this talk are:
- A Performance Measurement System (including design and implementation)
- First tier are the Key Performance Indicators (KPIs)
- Second tier are the Line-Sight-Targets (LSTs)
- An Incentive Pay System
- Key principles for designing an incentive pay system.
- A Performance Communication System.
- 7 Communication phases are fully explained with examples
- A Performance Improvement (PI) Team System
- The design of Performance Improvement Teams
- An active method for seeking and capturing employee ideas for improvement through multiple channels
The importance of integrating the 4 systems into one initiative will be emphasized. Case studies and real world examples are used to explain specific concepts that allow for easy implementation.
- Learn the fundamentals of how to design and implement a performance measurement system, an incentive pay system, a performance communication system and a performance improvement team system.
- Learn how to merge a performance measurement system, an incentive pay system, a performance communication system and a performance improvement team system into a single powerful Operational Excellence initiative.
- Learn why strategic improvement initiatives fail and how to keep that from happening.