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 (10:15-11:30)
Today’s top organizations are facing a war for talent on a global scale – one that by all accounts is growing worse by the day. In order to win, HR teams must get serious about helping employees thrive.
The research is clear. Positive environments are performance enhancers. They are characterized by higher productivity, less turnover and more resilient cultures. Organizations with happy employees outperform the competition by as much as 202% (Gallup). Increasingly employees are looking for more purpose and meaning in their work. More than career paths, they want to feel alive at work—that what they are doing is making a positive difference. Yet many companies fail to realize a positive healthy workplace culture. Why? Because it seems elusive, hard to measure, and hard to prove ROI.
This presentation changes all that. Attend and learn the real, tangible, and actionable steps to building a better workplace culture, using a proven method for culture change.
- How to create a culture of personal accountability that builds trust across the organization
- How to build fun and celebration into your culture without sacrificing a relentless pursuit of results
- How to make Happiness a Business Strategy
- Watch engagement scores climb by creating a purpose-driven team
- Watch productivity soar by helping people find meaning in their work
HR professionals are on the front lines in the battle against fraud in the workplace. A 2017 study of 2500 cases of workplace fraud involved a total of $6.3 billion in business loss. The study estimated the typical workplace loses 5% of annual revenue to fraud. Median loss of a single case of work place fraud in this study was $150,000. This presentation by a former United States Attorney with front-line perspective and experience in fraud prevention, criminal fraud prosecution and internal investigations involving workplace fraud will provide a top-to-bottom review of how fraud impacts the workplace from hiring decisions, background investigations, prevention & detection methods, internal investigations and criminal referrals. Prevention is the best defense against fraud, and there is no better preventative action than making a good hire. The presentation will cover steps to ensure the best background checks are accomplished. Case studies will be used to cover: key fraud prevention practices HR staff can use, top areas to monitor for employee fraud; types of workplace fraud and how to detect and prevent fraud as well as tips for successful internal investigations involving an allegation of workplace fraud or theft.
- Provide a front-line perspective on fraud prevention, criminal fraud prosecution and internal investigations involving workplace fraud.
- Provide a top-to-bottom review of how fraud impacts the workplace from hiring decisions, background investigations, prevention & detection methods, internal investigations and criminal referrals.
- Provided steps to ensure the best background checks are accomplished.
- Case studies will be used to cover: key fraud prevention practices HR staff can use, top areas to monitor for employee fraud; types of workplace fraud and how to detect and prevent fraud as well as tips for successful internal investigations involving an allegation of workplace fraud or theft.
Cultural change is difficult, so much so, organizations rarely know where to start. Organizations usually start with structure or tools, which are relatively easy to change but don’t yield long-term competitive advantages. Some will go deeper, focusing on reward systems and performance measures, and a few will even pursue true behavioral change. These initiatives are great, but they don’t result in a purposeful culture.
Through our interactive speaking engagement, we guide participants through shifting the way they approach their work (culture) to be in line with their organization’s direction and goals (strategy). Strategy culture alignment is unique to each organization and creates the differentiator your competitors wish they had.
Senior leaders understand culture will determine their success or failure. When the processes, systems, and metrics in the field of HR are linked to aligning a purposeful culture, our relevance to the organization increases significantly. Leaders drive culture. Culture drives performance. Performance drives results. Trust drives everything.
- Why Health? Covers trends in values and engagement, and explains why these practices are not sufficient.
- Why Culture? Explains how purposeful culture can account for as much as 50% of the competitive difference between organizations over a 10-year period.
- Activity: Using one’s own organization, participants will identify strategic goals, how culture is currently being approached, and what culture is needed to reach strategic goals. Work Effects’ ten dimensions of culture provide the framework for this activity.
This presentation will feature several strategic and tactical ways of using Facebook to find candidates for employment. The presenter will walk through and reveal the exact procedure for setting up effective and inexpensive Facebook ads. He will also explain the importance of landing pages and the role they play in acquiring leads.
To provide the audience with step-by-step instructions on how to utilize social media, primarily Facebook, to acquire employment leads from actively employed candidates and to answer questions and provide specif quidance to audience members by setting aside time for Q & A.