Category Archives: Uncategorized

Breaking Boundaries for Operating Excellence …The Quest for A High Performance Organization

VinceBovino-HeadshotBy: Vince Bovino

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:

 

  1. A Performance Measurement System (including design and implementation)
    1. First tier are the Key Performance Indicators (KPIs)
    2. Second tier are the Line-Sight-Targets (LSTs)
  1. An Incentive Pay System
    1. Key principles for designing an incentive pay system.
  1. A Performance Communication System.
    1. 7 Communication phases are fully explained with examples
  1. A Performance Improvement (PI) Team System
    1. The design of Performance Improvement Teams
    2. 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.

Presentation Objectives:

  • 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.

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Diversity & Inclusion: It is Good for Business, and Good for You

By: Anthony Arrington

Anthony Arrington PhotoFrom a professional and personal perspective, the presentation will demonstrate the business case for why companies need an aggressive, proactive D&I program.

Presentation Objectives:
To show HR and other leaders in charge hiring and managing people why D&I initiatives are a must, and arm them with data and case studies to take back to their organizations to leverage the initiatives.

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Shaping the Future of Work

By: Tina Wilson
Tina WilsonA growing body of academy study shows the link between financial and physical health – a linkage with potentially catastrophic results in retirement, where unplanned healthcare costs can cut into retirement savings. For employers, having employees who are not retirement ready can have a material impact on the long-term viability of the company.

This session will allow HR leaders, in partnership with advisors, to financially prove to a CFO that retirement readiness/financial wellness reduces future wage, healthcare and workers compensation expense for the employer. Attendees will also understand what solutions have been offered to mitigate core costs and trend through healthcare and retirement solutions.

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Recruiting and Retention in Iowa: The Four Things you need to know for 2018

By: Jim Roy
Jim RoyWe will discuss the four primary components of successfully finding and recruiting talent in the current employment market.

How to attract the talent you need: Know your place in the market. What are the top three reasons why an employee should work for you?

On boarding your talent: What does the first day on the job look like? Do you present a training schedule?

What does my future look like as a new employee: Do you have a clear career path to share with new employees on what they can become?

Communication: How often do you formally share progress information? Does the employee know how they are performing?

Objectives of this presentation include:

  • Give actual experiences of successful organizations and how they manage their talent. The current labor market is as challenging as it is has been in the history of Iowa. Do employers understand what today’s employee wants to know? Do employers understand what an employee needs?
  • Leave with a clear, current strategy to bring back to their company. The best part of recruiting and retention today…. it’s not as difficult as it seems. However, following best practices is the key to success.

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Leave Me Alone: Handling Intermittent FMLA Abuse and Post-FMLA Accommodation

By: Mary Funk

Mary FunkThis presentation will discuss practical suggestions for handling intermittent leave, including the handling the certification and recertification processes, dealing with surveillance and fraud, implementing and following policies and procedures, handling excessive absenteeism, and addressing the ADAAA concerns that arise when someone is still not ready to return to work following their FMLA leave. The presentation will also look at what lessons the HR Professional can learn from recent cases.

Objectives of this presentation include:

  • Become familiar with what can and cannot be accomplished in clarifying or authenticating an FMLA certification
  • Identifying when and how to deal with an employee whom may not be using FMLA leave appropriately
  • Dealing with employees whose FMLA has expired but who cannot come back to work to ensure the ADAAA is considered

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Privacy in the Workplace: Microchips, really?

By: Mark P.A. Hudson
Mark HudsonIn July, a Wisconsin company installed rice-sized microchips in its employees.  Why?  (1) employees could scan into the building, and (2) employees could purchase food.  From monitoring social media to wearable technology, privacy issues are here to stay.  This session will cover a myriad of privacy related topics in the workplace.  With the privacy law backdrop, the session will then dive into the critical cultural decision of where is the privacy line.

 

Objectives of this presentation include:

  • Provide background on a variety of important privacy issues facing the workplace
  • Analyze the legal impacts and risk management techniques to making important privacy-related decisions
  • Engage the participants in an interactive discussion of where privacy in the workplace is going and how to manage such issues

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The Nightmare Employee

By: Mark Hudson
Mark HudsonOn a daily basis, HR professionals and managers face difficult decisions. Some business, some personality, some personal. With this reality, this session will work through some common types of nightmare employees. Through interactive case studies, this session will require audience input and brainstorming to address some common problematic workplace behavior. From the disruptive rule follower to the sophomoric salesperson, this session will engage the audience with practice advice to address and mitigate the risks posed by the nightmare employee.

Objectives of this presentation include:

  • Engage the audience to think strategically about how to process and address problematic employees through risk assessment and proper planning
  • Provide practical advice on how to effectively address risky employees and how that translates into the development of workplace culture
  • Lead case study analysis that will require the audience to process and think strategically about HR processes and mitigation of risk techniques

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Understanding the Sea of Change in Workers Compensation

By: Terri Davis
Terri Davis PhotoWe will be discussing the sweeping changes to the workers compensation statute, Iowa Code Chapter 85, which went into effect on July 1, 2017, and apply to all work injury claims occurring after that date.  Changes in interest rate, permanent partial disability determinations when the employee returns to work, vocational rehabilitation, successive disabilities, and changes in shoulder injury compensability, will be addressed, as well as the numerous other changes that will alter the way employers must approach workers compensation claims going forward.

Objectives of this presentation include:

  • We will discuss and explain the changes, reviewing existing law and how each provision will be affected.
  • We will explore strategies for responding to industrial disability claims under the new law in order to manage and limit industrial disability awards.
  • We will explore and strategize about the impact of the law changes on the types and quantity of cases to be filed, and ways to minimize the number of claims filed with the commission

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Strategic Thinking Shortcuts

By: Alan Feirer
Alan FeirerWe can all think of situations when we spent too much time for too few results on strategic analysis, goal-setting, and action-planning. What if we could spend a fraction of that time on processes that generate measurable short-term results?

We can.

This program provides proven, quick, and sticky ideas to balance the needs of strategic analysis and planning with the limited number of hours in the day.

Learn how to use simple tools that keep people engaged. Tools that everyone can adopt, and find ways to implement.

In the process, we can see change sooner, experience the satisfaction that our time was well-spent, and know we’re on the right track.

Objectives of this presentation include:
At the end of this session, participants will be able to effectively implement the WWW/TALA tool for after-action event or project analysis; describe, use and prescribe the MT goal format – the shorter version of the SMART goal format which yields 80% the same results; and use quick techniques for addressing stuck or neglected action plans quickly and effectively.

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The Psychology of Change

By: Alan Feirer
Alan FeirerAs leaders, you’ve likely developed skills at being proactive and reactive, but times of change call for leadership to be interactive. Changes in the workplace must be handled delicately, with added emphasis on intentional words and actions.
Stages of the change curve include Denial, Frustration, Depression, Experiment, Decision, and Integration. This workshop will help people learn what is precisely needed at each stage and how to offer it.

When people are in Denial, they need to understand alignment. When they are in Frustration, they need more information. When they are in Depression, they need motivation. When they are Experimenting, they need to develop capability. And when they are in Decision-mode, they need to learn how to share knowledge.
While many leaders know that team members need different things during change, they often misidentify what is needed. For example, they may work hard at motivation during the denial or frustration phase instead of creating alignment and maximizing communication.

This will be an interactive and upbeat workshop designed to empower and equip you with tools to successfully navigate in a changing environment. Delivery will be fast-paced, high-energy, and combine story, discussion, and activity to answer the question: “How do I put this into action?”

Objectives of this presentation include:

  • Understanding the Kübler-Ross Change Curve, and how it applies to teams experiencing change.
  • Learning what people need at each stage of change.
  • Ways to be interactive and maximize communication during periods of change
  • Sparking motivation and developing capability in your team during periods of change

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Adventures in FMLA

By: Rachelle Stewart and Nathan Stucky
Rachel StewartNathan StuckyWe will discuss the more complex intricacies of the Family Medical Leave act including addressing pattern absences, when an employer can have an employee recertify, deciphering what is or is not a chronic condition and what employers can cannot do under FMLA. We will also provide examples of challenging FMLA cases we have worked on at the University of Iowa.

Objectives of this presentation include:

  • Identify when an employer can request recertification.
  • Learn how to address pattern absences and suspected FMLA abuse.
  • Identify what constitutes a chronic condition.
  • Learn when you can talk to the health provider.

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The ADA and Supporting Employees with Disabilities

By: Nathan Stucky and Rachelle Stewart
Nathan StuckyRachel StewartHuman Resources professionals 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) identify when a disability qualifies under the ADA, 2) how to identify an employee’s request for an accommodation and how to respond to these requests, 3) learn examples of reasonable accommodations, and 4) how to create an inclusive culture for persons with disabilities. We will provide examples of the most challenging disability cases at the University of Iowa encompassing both physical and mental health disabilities.

Objectives of this presentation include:

  • Identify an employer’s legal obligations under the ADA.
  • Identify when a disability qualifies under the ADA.
  • How to identify an employee’s request or need for an accommodation and how to respond by using the Interactive Process under the ADA.
  • How to apply lessons learned from challenging cases at the University of Iowa.
  • How to create an inclusive culture for persons with disabilities.

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Managing to Make a Difference: How to Engage, Retain, and Develop Talent for Maximum Performance

By: Larry Sternberg
Larry SternbergBased on the recently published business book, “Managing to Make a Difference,” former president of Talent Plus and General Manager of Ritz Carlton Properties, Larry Stenberg, takes decades of advice and whittles it down to the importance of the following growth areas:

Cultivating Positive Relationships, Accelerating People’s Growth, Maximizing Engagement and Motivation, Building Extraordinary Teams, Shaping Your Culture, Embracing Change and Investing in Your Own Growth

In this highly interactive session, highly sought-after presenter, Sternberg, will engage participants in a lively discussion and series of actionable tools and will share his vast experiences developing great managers.

Objectives of this presentation include:

  • Discover the importance of strategically managing your teams
  • Understand how culture, engagement, growth and gratitude will move teams forward
  • Implement specific tools tomorrow with your teams

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Moving the Needle on Engagement

By: Rick Speckmann, Executive Business Advisor
Rick Speckmann (3)Engagement results are in and they aren’t pretty – Now what? We have seen the studies that less than 40% of employees are fully engaged at work. That directly impacts productivity, profitability and leaves your employees wide open to other job opportunities. This presentation will take you beyond retention tactics. You will be equipped with the best practices for creating targeted action plans that drive management to act and compel employees to stay and surpass previous performance levels.

Objectives of this presentation include:

  • How to select the best survey instrument for your company.
  • How to take survey data to impressive actionable engagement initiatives.
  • How to achieve buy-in and commitment from senior management.
  • How to deliver survey results to managers and employees.
  • Create a long-term employee engagement strategic plan.

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Organizational Values: An Interactive Analysis and Case for Renewal

By: Scott Rude and Patti Seda
Scott RudeSeda.PattiPosting organizational values at our companies is a rite of passage today. And, as HR professionals we intuitively believe living our organizational values is important. Doing so should engage people and perhaps create competitive advantage, right? But, is it true; is there a business case to be made for engaging our people through organizational values? And, if so, what can we do to shake the dust off the plaques and bring values to life, incorporating them in the fabric of our companies? In this interactive session we will explore the function of organizational values, their correlation to our employer brands and business results, and develop a plan to renew a commitment to values in our companies.

Objectives of this presentation include:

  • Demonstrate the importance of organizational values
  • Explore ways to weave values into the company fabric
  • Move from cliché to meaningful, high impact values creation

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Changing a Culture – Strategic HR Transformation

By: Karen Rieck
Karen RieckThis presentation will outline and discuss 5 steps to successful change management. Using her recent experience in leading the transformation of the human resources department at FBL Financial Group, Ms. Rieck will demonstrate how these steps assimilate in the process of transforming a traditional human resources function to Strategic HR. Presentation will provide information on the foundation for becoming a strategic HR function.

 

 

 

Objectives of this presentation include:

  • Outline and discuss 5 steps to successful change management
  • Using recent experience in leading the transformation of the human resources department at FBL Financial Group, demonstrate how these steps assimilate in the process of transforming a traditional human resources function to Strategic HR
  • Provide information on the foundation for becoming a strategic HR function

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Boss Whispering: Helping Abrasive Leaders become Great Leaders

By: Warren H. Phillips, Ph.D.
Warren PhillipsThis workshop helps attendees understand the motivation behind the behavior of abrasive leaders and team members in the workplace. It also presents a model for transforming abrasive behavior in ways that enhance leaders’ interpersonal effectiveness. Transforming abrasive leaders into effective leaders increases productivity, commitment, and engagement in their co-workers and team members, thereby increasing profit and decreasing risk for the organization.

 

 

Objectives of this presentation include:

  • Identify the characteristics of an abrasive leader/team member
  • Understand the risks posed to an organization by abrasive leaders
  • Understand the motivation underlying the behavior of abrasive leaders
  • Know the necessary steps an employer must take with abrasive leaders
  • Identify the benefits of using a specialized consultant to help abrasive leaders become effective leaders
  • Understand the 4 steps of intervention that a specialized leadership consultant must take to help abrasive leaders transform into effective leaders

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The 7 Health Plan Metrics Every HR Professional Must Know

By: Nicole Pfeiffer
Nicole Pfeiffer PhotoIn employee benefits, stereotypically the HR professional is advocating for a comprehensive yet affordable benefits package, and the CFO is concerned with the bottom line. As an HR professional, how much do you really understand the different cost drivers of your health plan? By closely monitoring the seven metrics described in this presentation, you can identify areas of your health plan that might be leading to drastic overspending. First, we’ll dive into these different metrics by discussing its importance to financial health. Next, we will describe how each is calculated allowing you to assess your plan. Lastly, if a correction is necessary, we will discuss strategies to move the metric in a better direction. Once you know your health plan’s seven metrics, you’ll be able to craft a plan to drive better financial sustainability with your health care costs. You’ll be the one that shines in front of the CEO at your next employee benefit review.

Objectives of this presentation include:

  • Learn seven metrics that you should be monitoring to determine the financial wellbeing of your health plan.
  • Discover how to calculate these metrics with your own health plan data and compare to benchmarks.
  • Come away strategies to reduce health plan overspending.

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No Drama Effect

By: Celina Peerman
Celia PeermanSo…how much ‘drama’ do you see in your daily work? What is behind this heightened state of emotion and how do we keep ourselves from getting drawn in? This session will work on the emotional intelligence skills we all need, and need to support in others, to do the work we need to do and drive performance in our teams. Focus will be the importance of HR professional skills and the ability to build trust as a strategic business partner and resource for all employees. Tools and techniques included will also be in minimizing the drama effect among others, not only as we model it but as we teach new skills to other team members, too.

Objectives of this presentation include:

  • Evaluate current research on emotional intelligence and self-regulation
  • Recognize key cultural and interpersonal triggers that increase drama and diminish teamwork
  • Identify key points to increase mental health at work
  • Apply learning to building stronger teams with increased EQ

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Leading Forward: Top Skills HR Will Need to Compete in the Next Decade

By: Celina Peerman
Celia PeermanWhether someone is new to HR or they’ve been in HR for many years, it is helpful to review the many roles and responsibilities they have within the organization. This workshop examines what it takes to be an effective leader today with topics such as building skills and strengthening resiliency to bounce back under the pressure and weight of our responsibilities, modeling the very best examples for employees, and learning some new “words to say” in even the most difficult times. This workshop helps HR staff develop the participative leadership styles required to successfully build diverse teams and work within complex systems.

Objectives of this presentation include:

  • Review current research on HR competencies and skills for next 10 years
  • Evaluate throughs self-assessment next steps for professional improvement to increase performance and retention
  • Apply steps to help other HR Professionals and Business leaders understand the importance of evolving competencies in profession

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Competitive & Effective Compensation Strategies

By: Kevin Paulsen and Nicole Roach
Kevin PaulsenNicole RoachTo ensure the effectiveness of total compensation in an organization, it is critical base, premiums and incentives are delivered in a way that reinforces the organization’s desired strategy and culture. Specific to base and incentives, it is critical that organizations are competitive while rewarding top performance. This session will identify the most effective techniques to help an organization attract, retain and motivate top employees. The latest data will be provided to confirm competitive amounts and trends in the marketplace. Specific approaches and proven techniques with short-term and long-term incentives will be presented that drive improved individual performance and overall profitability.

Objectives of this presentation include:

  • Present examples of the types of compensation programs increasingly used to maintain internal and external equity
  • Indicate methods that better align individual pay and performance
  • Show methods to focus and reward employees for top performance
  • Provide examples of incentives that encourage and reward for both short and long-term results
  • Provide approaches that maintain market-based compensation programs

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The Science of Conversation – Building Trust, One Conversation at a Time

By: Sarah Noll Wilson
Sarah Noll WilsonPowerful relationships are built one conversation at a time. Together we will explore the neuroscience of conversations and learn how to shift conversations from distrust to high trust. By developing deeper trust, you will be able to create greater connection, increase innovation, and do more great work.

 

 

Objectives of this presentation include:

  • Explore the neuroscience of conversations and learn how to shift conversations from distrust to high trust.
  • Learn how to create greater connection, increase innovation and do great work by developing a deeper level of trust.

Financial Wellness Leadership: A Tale of Ostriches, Wart Hogs & Giraffes

By: Joanne Kuster and Kathy Krogmeier
Joanne KusterKathy KrogmeierBoomers, millennials and employees in between? Regardless of age or salary, money worries and financial stressors impact employees’ productivity….and your bottom line. Dozens of studies verify that financial stress is on the rise and point to the necessity of helping employees build the personal finance skills they need. If leading your team to develop better financial wellness strategies is on your “to-do” list, here’s the session you need to add a great return on investment. Learn what it takes to create cost-efficient programming that really engages employees, helping them take control of their financial future and lower their financial stress. Delve into the interplay between early financial wellness and retirement readiness to see where you can make the most improvements to take employees to the next level. Get energized to develop your team’s tools and resources to launch financial wellness initiatives that move employees from procrastination to action. Joanne and Kathy will share trending program ideas that work, no matter the size of your organization. You will also learn how others measure the success of their workplace initiatives.

Objectives of this presentation include:

  • Increase the ROI of your employee benefits package – what you can do now.
  • How to create effective financial wellness programming that employees want to attend – and will take home to their family.
  • Tips and tools to reach employees in every age group in your workplace – what works and what doesn’t.

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Give Your Employees C.R.A.P…the Success Formula for Building Employee Loyalty

By: Jeff Kortes
Jeff KortesHave you ever wondered why some bosses and organizations have people who are incredibly loyal to them and who will do anything for them while others have a revolving door of employee turnover? Those bosses and organizations people want to follow give their employees lots of C.R.A.P.! (Caring, Respect, Appreciation and Praise). Jeff provides a “headhunter’s” insight into why some employees are loyal and others work only to get a paycheck. Through real-life stories and interactive participation, Jeff has created a program which helps participants understand how to demonstrate Caring, Respect, Appreciation, and Praise, so that they can systematically build employee loyalty in their organization.

Because Jeff is a “headhunter,” in addition to having 25 years in human resources leadership roles prior to starting his own company, he hears first-hand from candidates why bosses and organizations who give their people lots of C.R.A.P. have people who will go the extra mile for them when things get tough and others will leave at 5 o’clock on the dot.

Jeff’s unique insight will enable participants to leave the session with actionable steps to begin building employee loyalty and drive retention in their department or organization while participating in a program with great takeaways that will resonate with attendees.

Objectives of this presentation include:

  • Identify gaps in your leadership ranks where the C.R.A.P. Formula is missing.
  • Prepare participants to advocate to senior leadership that the C.R.A.P. Formula must be at the heart of your employee loyalty or retention strategy.
  • Understand reasons that employees love being on the receiving end of the C.R.A.P Formula and how to best give their employees C.R.A.P.
  • Understand why the C.R.A.P. Formula is important to different generations.

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Fuel Employees for Top Performance

By: Jason Kiesau
Jason KiesauPeople are like high performing vehicles. The wrong fuel will lead to poor performance and breakdowns. The right fuel will efficiently produce top performers. 40 years of research suggest that our observable behavior can be described in one of four ways that, when understood, give leaders the insight to fuel their people properly leading to less breakdowns and more top performance.

 

 

 

Objectives of this presentation include:

  • Understand your individual social style
  • Identify how to best fuel other team members for improved productivity
  • Improve relationship building skills

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ZAP THE MILLENNIAL GENERATION GAP! How to keep Millennials interested, on board and engaged.

By: Meagan Johnson
Meagan JohnsonThe Millennium Generation is filling the ranks of our ever-changing workforce.

Mighty Baby Boomers take note; your millennial children have dwarfed your 72 million and are poised to become the largest generation in the workforce. In five years, 40% of the workforce will be part of the Millennial Generation. It is estimated that in ten years 75% of the workforce across the globe will call themselves the Millennial Generation.

The Millennial Generation is more ethnically diverse than past generations, more racially accepting, more likely to have a tattoo, more open to immigration than older generations and more likely to sleep with their cell phones. They are also more likely to leave their job in less than three years. Raised in a connected world, the younger generation does not appear to be motivated or inspired by traditional leadership models. What worked last year does not work today. What seemed like a perfect solution yesterday is the source of tomorrow’s problem.

The Millennial Generation brings a new perspective to the workplace and a refreshing new set of skills. They also can present a new set of challenges for managers and employers.

Meagan tackles millennial generational challenges, myths and misunderstanding head on. Unwilling to accept standard by-the-book generational generalizations, Meagan demonstrates to audiences, through her own in depth research and program customization, that Millennials possess differences and strengths that go beyond mere age and appearance. Move beyond complaining about the younger generation and revisiting old generational information. Learn from Meagan Johnson what you can do right now to connect and engage with the Millennial Generation.

Objectives of this presentation include:

  • Millennial Generational Signposts
  • Why you need to stop trying to motivate and start engaging the Millennial Generation
  • Strategies for preparing Millennials to manage older employees
  • A social media policy at work that works
  • Why the Millennials to build a “corporate lattice” not climb a corporate ladder
  • Why Millennials think your workplace stinks and what you can do about it

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“It’s not my fault.” “It’s not my job.” “I didn’t know.” How to Cultivate Employee Accountability

By: Larry Johnson
Larry JohnsonExcuses. We’ve heard them all. Wouldn’t you love to have all your employees see what needs to be done, take the necessary actions to do it and accept responsibility for the results? Unfortunately, such is often not the case. In this dynamic presentation, organizational culture expert Larry Johnson will offer you practical strategies to raise the odds everyone behaves responsibly and enthusiastically to ensure the team and the entire organization succeed.
Larry approaches the issue from three perspectives:
1. Creating a POSITIVE environment where everyone WANTS to do their very best.
2. Clarifying expectations so everyone knows what represents success.
3. Turning around those who insist on not taking responsibility.

Objectives of this presentation include:

  • Three techniques for instilling in employees a sense of ownership for their jobs.
  • A conversational road map for tough conversations with non-performers.
  • Five strategies for changing the culture to be more accountable.
  • An approach to giving feedback that changes behavior and gets results.
  • How to keep employees from shifting their work back on to you.
  • A key indicator that tells you when to let an employee go.

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Caging the Human Resource Professional: Know Your Limits

By: Jill Jensen-Welch
Jill Jensen-Welch2Did you know that HR professionals don’t have the same robust protection from retaliation that almost every other employee has? We’ll discuss the limits of your retaliation rights as HR professionals, including what the courts and the EEOC have to say about it. Have you noticed that some days you feel more like a lawyer than an HR professional? Been there, done that! As an HR professional, I didn’t stop to think that what I was doing might be “engaging in the practice of law”—but I should have. Finally, do you consider anti-trust laws before you share compensation and benefits data or other company/employment information with your HR colleagues? See what the Department of Justice and Federal Trade Commission have to say about that. This session will raise your awareness about these three limitations on what you do as HR professionals and how you do it.

Objectives of this presentation include:

  • Explore the limits on retaliation protection for HR professionals, including what is “protected activity” for HR professionals, and what the courts and the EEOC have said about it.
  • Explore what constitutes the “practice of law,” how HR professionals can find themselves crossing into that territory, and how to avoid it.
  • Explore the application of anti-trust laws on seemingly collegial human resources activities, including 10/2016 guidance from the DOJ and FTC.

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Better Background Check Policies

By: Nick Jasa
Nick JasaA case study of 6 recent EEOC and Class Action court cases that will help the audience develop an airtight background check policy. By looking at real world examples of court cases we can see what other companies such as Pepsi, BMW, Dollar General, Whole Foods and others did correctly or incorrectly to determine how to best build their own policies. Each case will provide one part of a 6 part background check policy that attendees can take home and use in a real world application.

Objectives of this presentation include:
To educate attendees on how to best create and enforce a background check policy in relation to current trends, the FCRA and the EEOC Guidance on the Use of Background Checks. Using case studies is an excellent way to follow how the courts are currently ruling on certain issues and by reviewing these 6 high profile company’s cases attendees will find the best and easiest way to craft a policy to fit their corporate needs.

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Bring Your Team Together with F.O.C.U.S.

By: Warren R. Jacobs
Warren JacobsThe best work teams are diverse—pulling together people with different personalities, expertise and backgrounds. This can lead to break downs, with each person approaching objectives from a different perspective, and with it almost certainly comes conflict. That conflict can either spark innovation … or light the fuse that causes a team to explode. Your employees’ ability to collaborate—to be flexible, observe, connect, understand, and explore solutions, will allow them to tactfully and maturely resolve conflict. This practical workshop introduces a high-level communication tool that is most valuable for collaboration.

 

Objectives of this presentation include:

  • Discuss the importance of the free exchange of ideas and solutions.
  • Find out how to build relationships and support a collaborative physical and social environment.
  • Utilize a communication tool, F.O.C.U.S for collaborating in difficult situations.
  • Identify how to share and communicate in a way that motivates, inspires and sets up a win-win situation for the team.
  • Make confrontation more effective and keep conflict from escalating by effectively managing situations.

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Keep Calm and Call HR

By: Michael Hyatt
Michael HyattThis session will focus on the critical role you play with managers and supervisors in employment law compliance, including the most common compliance mistakes as well as how to avoid potential legal landmines and costly mistakes.

 

 

 

Objectives of this presentation include:

  • Review managers’ and supervisors’ role as legal agents of your organization so they are prepared to respond promptly and appropriately to situations in the workplace.
  • Identify “best practices” to reduce the risk of litigation in all phases of the employment life cycle.
  • Understand when and how your managers must collaborate with human resources.

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Innovative Onboarding

By: Mike Henke
Mike HenkeHaving a strong Onboarding program will not only form a great first impression but can increase retention and help employees be productive sooner! Hear how to spice up your orientation process, improve the initial training an employee receives and quickly build engagement with your organization, even though their phone is still ringing from other organizations where they applied!

 

 

 

Objectives of this presentation include:

  • Increase retention through a more effective orientation process.
  • Empower employees to participate in the training of new hires.
  • Increase productivity of new hires with a detailed training plan.

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How to Utilize Talent Assessments to Improve Hiring and Reduce Employee Turnover

By: Thomas Hamilton, SPHR
Tom HamiltonPlease join us for an engaging discussion covering the use of pre-employment assessments in a 21st century hiring process.

 

 

 

 

 

Objectives of this presentation include:

  • What are pre-employment assessments and how do they work?
  • Are they legal and valid?
  • What are the advantages and the best practices approach to begin
  • Can we use them in succession planning or for training and development?
  • Are there assessments designed for different levels in our organization?
  • Can they help reduce our employee turnover?
  • How to choose an assessment that is right for us?

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Building a Culture of Happiness

By: Jami Haberl
Jami HaberlThe phrase “healthy workplace” brings many images to mind. Some may associate it with few worksite injuries or happiness at work. While there are no universal standards, a multitude of elements can make a place of employment happy and ultimately healthy. Since most adults spend at least half of their waking hours at work, it’s important that our worksites are the ideal place to make positive health changes. Additionally, many Iowans receive health insurance through work, giving employers motivation to keep employees healthy. Iowa has a vision to become the healthiest state in the nation and worksites play a critical role in helping the state achieve this vision. Join the Iowa Healthiest State Initiative to learn about low-cost and free evidenced-based strategies worksites can do to increase the happiness of your employees, decrease rising healthcare costs and ensure the success of your organization today and into the future.

Objectives of this presentation include:

  • Learn tips for creating culture of happiness at work
  • Understand the benefits of building a culture of happiness

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ROAR: Taking Unbiased Communication from Politically Correct to Consciously Collaborative

By: Karris Golden
Karris GoldenAn unbiased workplace is open, honest and fully inclusive. Employees feel supported, nurtured and appreciated for who they are and what they do. Everyone is accountable—and empowered. Organizational communication sets the tone, through verbal and nonverbal cues. A communication plan that consciously acknowledges and celebrates various types of differences can foster trust and drive collaboration. This session will give you the tools to evaluate your organization and draft a plan to enable your staff to share the best of their gifts, talents and themselves.

Objectives of this presentation include:

  • Share best practices for open, unbiased communication
  • Dispel myths about unbiased communication, diversity and inclusion
  • Share tools, goals and tips for creating communication plans

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Build the Next Generation of your Organization

By: Teri Fairchild, Registered Corporate Coach 
Teri FairchildA workforce shortage is on the horizon. Within two decades, millions of baby boomers will retire, which will result in massive turnover among business leaders. Do you have a transition plan in place to ensure your organization will stand the test of time? Forget about relying solely on business valuation and buy-sell agreements.
Attend this meeting and learn the 10-step method for succession that will carry your organization into the next generation.

Objectives of this presentation include:

  • Learn the 10-step process for succession management
  • Build a foundation for successful recruitment to build management teams
  • Communicate values that validate an organization’s existence and ensure stability and right conduct
  • Understand the essential nature of internal transformation to ensure successful business transitions

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Make the Business Case! Presenting Your HR Solutions to the C-Suite

By: Kendra Q. Dodd, SHRM-SCP
Kendra DoddLooking to raise the credibility and contributions of HR in your organization and become a trusted business partner? Want to get your ideas heard and considered by the C-Suite? In any business – money talks. If you’re not speaking the language of business, your great HR ideas can be overlooked. Trusted HR business partners solve business problems with HR solutions – documenting the problem, the cost of the problem, the HR solution and cost, and the final impact on the bottom line – profits! Learn how to effectively communicate your great ideas to the C-Suite and impact the success of your business!

 

Objectives of this presentation include:

  • Identify business problems where HR solutions can be most valuable
  • Learn how to place a dollar value on the problems, solutions, and profit increase
  • Create business proposals that solve business problems with HR solutions

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The Millennial Workforce: Tools For Leaders

By: Rowena Crosbie
Rowena CrosbieRarely a day goes by when we don’t read or hear about how the work ethics, behavior, and attitudes of millennials differ from the generations that preceded them. The fascination with millennials has led to the publication of a staggering number of books, articles, and training programs designed to understand the members of this new largest generation to enter the workforce and provide guidance on how to lead them.

What about when the tables shift and the millennials are called upon to lead? Millennials will be called to lead in organizations where the pace of change is breathtaking. As leaders, they will be faced with challenges they’ve never seen in the past and no leaders that preceded them have dealt with. The ability to acquire leadership skills through experience or from mentors who have “walked in their shoes” will be profoundly insufficient.

Never has leadership been more important. In this interactive presentation, we examine the tools for leading in the modern organization. Whether you are a leader creating the environment for success for the largely millennial workforce, or a millennial leader seeking to acquire tools for leadership success, this presentation offers insight, tools and ideas that leaders across all levels and all industries can immediately apply to tackle real world challenges.

Objectives of this presentation include:

  • Accurately diagnose the five roles leaders must play in the modern organization.
  • Identify three critical tools that leaders must gain mastery of.
  • Examine the most common mistakes leaders make that contribute to an environment that lacks accountability and fosters entitlement.

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The Future of HR: Promoting Business Success in a Changing Global Workplace

By: Nancy Conway
Nancy ConwayAs an HR professional, you can play a significant role in promoting the success of your organization by understanding your business objectives and the changing environment – nationally and globally – in which you compete. In this session, you will learn the business skills you need to develop to become a strong contributor to the “bottom line.” You will also review ways to leverage three key tools – analytics, leadership development, and workplace flexibility – to more effectively engage your human capital assets in fulfilling your business goals.

Objectives of this presentation include:

  • Learn the business skills you need to develop to become a strong contributor to the “bottom line”.
  • Review ways to leverage three key tools – analytics, leadership development, and workplace flexibility – to more effectively engage your human capital assets in fulfilling your business goals.

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Be Remarkable: HR Leadership in Action

By: Mel Gonnerman Jr., Ph.D.
Mel GonnermanThis session is for HR leaders who want to recharge, refocus, and renew their commitment to being remarkable. The focus will be on examining (a) how leaders’ attitudes about themselves and others affect the workplace culture and climate, and (b) what day-to-day decisions about personnel, policies, and processes reveal about one’s priorities and values. This session will include discussion designed to challenge and encourage participants to grow as leaders who see the best in others and develop them to achieve greatness.

Objectives of this presentation include:

  • Discuss key factors related to people, processes, and priorities and their impact on workplace culture and climate;
  • Reflect on how the actions and decisions that human resource leaders make affect the lives of employees; and
  • Identify a specific behavioral change that can enhance one’s effectiveness as a HR professional.

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