Category Archives: Thursday (2:45-4:00)

“Headhunters” and fees, where and how do they fit in your recruiting model?

Roy_Small (002)By: Jim Roy

Finding top talent in the current labor market in Iowa is a tremendous challenge.  The concept of paying a fee for top talent can be scary.  This presentation is discuss how and when to utilize a professional recruiting firm.

 

 

 

Presentation Objectives:

  • To better understand the current recruiting climate in Iowa.
  • To explain and better understand when you should call for outside help.
  • To understand how fees are generated.
  • To understand the mind of a recruiter and how they think about your organization.
  • How to position yourself as an employer of choice.

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Posted in 2018 Speakers, Thursday (2:45-4:00)

How to Design and Implement a Successful Strategic Management Development Initiative

Mack Munro HeadshotBy: Mack Munro

Effective managers are key to any organization succeeding.  If you are looking to bring a strategic edge to your organization, training and developing those managers is a key component.  This presentation will show the importance of balancing performance management, strategic goals and initiatives, wants and needs of employees and managers, and tight budgets while working to implement a culture of learning.  The outcome will be managers who are more effective and a workforce that is motivated, educated, and turns over infrequently.

In this session, participants will learn to proactively initiate (or adeptly respond to a request for) a “management training program.”  Specifically, they will learn techniques to identify need, gather relevant data, leverage performance management, and communicate findings to senior management. They will also learn how to keep a program energized and permanently ingrain it into the organization’s culture, all the while communicating its success in the language of business.

Presentation Objectives:

  • Describe how critical thinking and careful diagnosis are key skills for HR professionals to properly develop and communicate a management training strategy.
  • Discuss guidelines for identifying performance gaps in managers and techniques to remedy them.
  • Develop the skills and ability to communicate the needs, design, process, and results, and how they align with corporate strategic initiatives to senior leadership.

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Posted in 2018 Speakers, Thursday (2:45-4:00)

It’s a New Day – Workforce Readiness & Retention Best Practices

Amber Youngblut Panelist Headshot - Amber YoungblutAmber Youngblut Panelist Headshot - Kyle RoedAmyBakkerPic

 

 

 

 

 

 

 

By: Amber Youngblut, Amy Bakker, & Kyle Roed

In this interactive session, the panel will discuss innovative recruiting and retention methods used to reach non-traditional populations, including high school students, individuals with special needs and immigrant populations.

Presentation Objectives: 

  • School outreach and engagement strategies
  • Tools to work with immigrant populations
  • Methods to work with individuals with special needs
  • Uses of social media in recruiting

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Posted in 2018 Speakers, Thursday (2:45-4:00)

HR’s Role in the Employee Career Journey

TauraProsek-HeadshotBy: Taura Prosek

Every career journey is unique. It’s based on individual interests, needs, wants, strengths, competencies, abilities, opportunities, and maybe even being in the right place at the right time. What is HR’s role in this journey? With surveys showing that 85% of employees are not engaged, a corporation’s career strategy has the ability to make a difference. A career management framework will be introduced involving critical success factors for both the employee and the organization to help optimize retention, engagement, and productivity.

Presentation Objectives:

  • Present a career management framework that can be customized for implementation at any organization.
  • Discuss variety of ways HR can support the employee career journey.
  • Participants will share ideas and best practices related to incorporating career management, development, and advancement into current talent management systems and processes.

Click here to read more about this session

Posted in 2018 Speakers, Thursday (2:45-4:00)

A Deep Dive into Employee Benefits Benchmarking

Nicole Pfeiffer Head ShotBy: Nicole Pfeiffer

Recruiting difficulty has continued to increase over the last five years and competition for talent is high.  To attract and retain top talent, organizations must leverage their benefits package.  Annually, the Society of Human Resource Management (SHRM) conducts is survey of U.S. employers to gather information on employee benefit programs.  The findings report, which we will cover in this session, examines the prevalence of benefits over the past five years to track trends.  Join us to learn more about what other employers are implementing within their benefits strategy to remain competitive in the current talent marketplace.

Presentation Objectives:

  • Explore benefits benchmarking data for health, leave, retirement, work-life, financial, career, travel and relocation benefits
  • Compare your benefits strategy with benchmark data in order to understand how you compare to your peers
  • Gain insight into which benefits are trending up and which benefits are trending down

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Posted in 2018 Speakers, Thursday (2:45-4:00)

Leading by Influence

Alan Feirer Head ShotBy: Alan Feirer

Effective leaders with influence have discovered this key: Positive working relationships and consistent modeling of expectations are powerful.

In this session, we will explore the value of moving past role power and into relationship power – the kind of power that actually works, because team members are engaged by mutual respect. Note that relationship power doesn’t lower the standards, but finds a more cooperative approach.

Then, drawing on the work of Patrick Lencioni, we will cover the three virtues of the ideal team player:

Humble – Humility is the single greatest and most indispensable attribute of being a team player. This person shares the credit, emphasizes team over self, and defines success collectively rather than individually. They are not self or ego-focused, but does things for the good of the team more than themselves.

Hungry – A desire to work hard. They look to do more and don’t necessarily need to be asked. Ambition that is focused on being part of something greater.

Smart – Not about intellectual capacity. They are bright about people and understand how actions affect others and their feelings. They ask good questions, listen to what others are saying, and engage intently.

When a leader is also a team player in ways that are clear to their team, and to their peers, they can more easily lead by influence.

We will cover interview questions, techniques to develop others, and ways to develop self. You will learn actionable ways to embody these virtues, and guide team members to exemplify them, too.

Presentation Objectives:

  • Brief introduction to: The Five Behaviors of a Cohesive Team by Patrick Lencioni.
  • The three virtues of the Ideal Team Player, and what they look like as leaders.
  • Ways to develop the three virtues in yourself, and see how that influences your team.
  • Ways to develop the three virtues in your team, and realize the process of development itself builds influence.

Click here to read more about this session

Posted in 2018 Speakers, Thursday (2:45-4:00)