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: Thursday (1:00-2:15)
To drive and create results, it is essential that incentives not only connect to the company’s goals but what employees can affect. This means that targets, metrics, amounts and opportunities all need to be aligned and motivational . This session will identify the most effective techniques to help an organization attract, retain and motivate top employees. The latest research will be provided to confirm competitive amounts and trends in the marketplace. Looking at examples, we will examine approaches that drive performance all throughout the organization: operations; professional; management. Specific models and proven techniques with short-term and annual incentives will be presented that drive improved individual performance and overall profitability.
- Discuss specific compensation practices to attract and retain top talent and manage costs effectively.
- How to best link high/poor results individually and organizationally to reward performance
- Key factors to best integrate base compensation with variable compensation plans; resulting in a highly competitive total rewards package.
- How to achieve a good balance between individual and group performance within an incentive plan.
With the continuing expansion of technology, employers face unique challenges to assure their policies and procedures are both legally compliant and help minimize legal liability. This presentation will highlight some of the developing legal issues surrounding social media and technology use in (and out of) the workplace, and will include a practical discussion of what you can and cannot do in terms of regulating employee social media use.
By the end of the session, participants will be able to recognize potential pitfalls when disciplining employees for social media use, as well be better able to craft compliant social media policies. Participants will also be able to spot issues related to employee use of personal devices, wearables, and other technology.
By: Kathy Leggett, Steve Gilbert and Mark Hudson
Future Ready Iowa is about creating a future that works for all Iowans. This exciting initative is building on Iowa’s already strong foundation to partner, create and innovate across sectors to create the workforce needed to empower our state’s industries to thrive. We want to rapidly expand opportunities for more Iowan’s to acquire the skills, knowledge and support needed to prepare for and obtain great careers and futures.
This session will educate business and human resource professionals on Future Ready Iowa’s priorities and programs from business and human resource representatives that set priorities on the Future Ready Iowa Alliance. Learn how targeted skills-building and work-based learning programs like apprenticeships and internships will strengthen your workforce into the future. Leave this panel presentation with an understanding of how to get engaged with Future Ready Iowa and take the initiative’s strategies into your professional role.
- Understand the need and urgency for Future Ready Iowa
- Discuss the goal and recommendations
- Future Ready Iowa ideas and strategies, how they are used by employers and HR professionals
- Next steps and how you can get involved
Make sure your ladder is against the right wall: What HR professionals need to know about cybersecurity
HR professionals are on the front lines in the challenge of maintaining cyber security in the workplace. It is estimated cyber breaches cost the global economy an estimated $450 billion last year. 2017 saw more money lost, more time stolen, and more data breached than any year in digital history. HR professionals play a pivotal role in preserving the security of the company in cyberspace. HR departments hold some of the most private, important and sensitive information a business maintains. An HR database holds information such as: bank details, dates of birth, social security numbers, home addresses and many more. It is crucial that the HR departments not only understand how to protect their own data, but the companies as well. This presentation by a former United States Attorney with front-line experience in addressing cyber security issues involving, prevention, detection, breaches, criminal prosecution and internal investigations involving cybercrimes. He will provide an up-to the minute review of how HR professionals can help build a human firewall to prevent cyber security lapses in the workplace. While cybercrime comes in many forms, a 2017 study showed that 89% of companies have dealt with security incidents originating with a deceptive email – that means ransom ware, Trojans, viruses, stolen credentials and more. Case studies will be used to explain the practices and techniques HR staff can use to successfully help implement cyber security preventions training and techniques in their workplace.
- Provide overview on how HR should protect their data,
- Provide information on prevention, detection, breaches, criminal prosecution and internal investigations involving cyber breaches and crimes.
- Provide a review of how HR professionals can help build a human firewall to prevent cyber security lapses in the workplace.
- Provide an update on the growing cyber security regulatory and privacy law issues HR professionals must be prepared to handle.
- Discuss case studies to explain best practices and techniques HR staff can use to successfully help implement cyber security prevention.
Do employees value their employer’s benefits offering as much as you think they do? There are multiple forces working against employers regarding perceived value:
- Healthcare literacy: We take for granted that the average Joe understands the basic health plan concepts. Studies show us otherwise. We will explore ways to help engage employees so they better understand their health plan
- Multiple generations: For the first time in history we have up to 5 different generations in the workforce. What has appealed to Baby Boomers doesn’t appeal to Millennials. We will provide some insight into each generation.
- Disjointed or non-existent communication strategy: Whether you are using traditional hand-outs, payroll stuffers, electronic, face to face educational sessions, are you communicating often enough to make a lasting impression? Hitting members from varying platforms, often, can help reiterate your message.
- Technology gap: Access to good information is key to helping members understand their benefit offering. Online enrollment and communication portals can be an effective tool to spreading your message. We will discuss ways to maximize the impact.
- Lack of consumerism: The health care model in the U.S. has insulated members from true cost of services. Most think their copay is the actual cost. To compound this, most healthcare professionals do not know the cost of the care they are providing. We will discuss new tools and strategies to help members better understand the true cost of care.
- Member advocacy: The old adage is that 20% of members account for 80% of health plan costs holds true today. What are health plans doing for members during their most vulnerable time – when they or a family member is sick? We will explore the advantages of dedicated advocacy services to help members during difficult times.
Employers are spending hundreds of thousands, or millions of dollars each year on health benefits but employees often do not fully appreciate it. We will offer ideas to help HR staff maximize the perceived value.
The best and least expensive tool we can use to drive engagement and productivity is frequent feedback. Without it, people are unsure of what to continue and what to change.
Feedback both connects us with our people, and connects them with more fulfilling work.
Have you heard these objections?
- “I’m too busy to deal with ‘little stuff'; I’ll wait until it gets bigger, then I’ll address it.”
- “I know people need positive feedback, but I feel like it sounds fake.”
Research and best practices indicate that employees thrive when feedback is…
In this session, learn the four-step feedback model to address positive or weak workplace behaviors in a way that honors best practices, yet is casual, brief, effective, and helps avoids tension. Begin using and teaching this technique the very next day. And, count on more engagement as a result.
- Learn and implement a tool that addresses performance appraisal
- Learn and implement a tool that addresses performance management
- Provide a tool for managers to effectively manage organizational performance