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2nd Annual People In Goods & Services Summit

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The Second Annual People in Consumer Goods & Services Summit will tackle real world workforce issues that are impacting your bottom line and will discuss the implications of economic uncertainty in …

The Second Annual People in Consumer Goods & Services Summit will tackle real world workforce issues that are impacting your bottom line and will discuss the implications of economic uncertainty in today’s consumer talent market. Insightful and practitioner led sessions will address the latest strategies in recruitment, workforce planning, learning & development, performance management, engagement, and retention that can drive increased productivity and business excellence in the retail & consumer goods marketplace.

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  • 1. September 24-26, 2012 People inConsumer Hilton Garden Inn Downtown Chicago Magnificent Mile Chicago, ILGoods & Services Summit
  • 2. People inConsumerGoods & Services Network with Speaker Faculty and Summit Event Participants including: C-Suite Executives, CHRO, VP HR, SVP HR, COO, CFO, Director, Deputy Directors, September 24-26, 2012 Managers and Team Leaders with Hilton Garden Inn, Downtown Chicago responsibilities in: Magnificent Mile , Chicago, IL Human Resources Talent ManagementWe all know that recruiting, retaining and developing a diverse and Talent Acquisition & Recruitmentcompetent workforce that reflects the demographics and is able to tend Engagement & Retentionto the ever-changing needs of your customers is indispensable to ensure Leadership Developmentsuccess in today’s market. Organizational Development/Effectiveness Human Capital StrategyDuring the economic downturn customer behavior changed: consumers Learning & Developmentbecame less frivolous and started to seek value and sustainability. Thesenew demands call for strong leadership and new ways of thinking;strategic and conceptual insights must be matched with flawless, cost-effective execution. Consequently, there has never been greater needfor skilled and experienced executives. Stay ConnectedWhile during the last few years cutting costs to survive and attracting Twittercustomers into stores and to product were the most urging topics, The latest about the eventcompanies will now have to focus on the long-term challenge: attracting & your industry.and retaining top talent to guarantee high performance and business @TheTMAlliancegrowth. FacebookDuring the recent crisis turnover rates have been at their lowest but http://on.fb.me/yx8BVpwill increase as soon as unemployment decreases. Highly qualifiedpersonnel will be the hardest to find and retain. Talent acquisition,engagement and leadership development can no longer be seen asan HR responsibility but must lead into an overall integrated business Linked Instrategy. Join the conversation, connect before the event.The Second Annual People in Consumer Goods & Services Summit will http://linkd.in/yvfipDtackle real world workforce issues that are impacting your bottom lineand will discuss the implications of economic uncertainty in today’sconsumer talent market. Insightful and practitioner led sessions willaddress the latest strategies in recruitment, workforce planning,learning & development, performance management, engagement, andretention that can drive increased productivity and business excellencein the retail & consumer goods marketplace.
  • 3. Summit SpeakersJamie NaughtonSpeaker of the House, Zappos.comJules GianneschiSenior Director Human Resources, Wal-Mart Inc.James FrippSenior Director Global Diversity & Inclusion, YUM! BrandsKristen WeirickGlobal Leader, Recruiting, Employer Branding and Onboarding, CargillJoe Garcia, Ph.D.Senior Director Talent Management, The Home DepotTanya SrepelVice President Global HR Strategies and Initiatives, General MillsSue DodsworthGlobal Diversity Officer, Kimberly-Clark CorporationMichelle DiTondoSenior Vice President Human Resources, MGM Resorts InternationalVasu MirmiraDirector Compensation, Fortune BrandsChristine GrebencDirector Human Resources, Ross StoresMarko SatarainHead of Global Learning, Levi Strauss & Co.John MattonePresident, John Mattone Partners Inc.Jamie WomackVice President of Corporate Marketing and Branding, CareerBuilderLisa JohnsonDirector of Recruiting, Human Resources, Gate Gourmet The TMA Difference Talent Management TMA strictly enforces an attendance policy to guarantee the best possible experience for our speakers and attendees. TMA maintains a 70/30 split between practitioners from end user companies and vendors that provide talent management and recruitment solutions. www.the-tma.org
  • 4. Main Conference Day 1 – September 24, 20128:00 am Registration8:30 am Opening Conference Keynote: Delivering Happiness - Inspire and Be Inspired Jamie Naughton will discuss the different ingredients used by Zappos.com to build a long-lasting enduring brand including the importance of customer service and company culture. Jamie will talk about how focusing on happiness, as a business model, has created happy customers, happy employees, and happy vendors enabling the company to expand beyond selling shoes to clothing, bags, and other product categories. She will dive into Tony Hsieh’s research on the Science of happiness and how it has been applied to business. This session will also focus on the importance of a higher purpose beyond just profits and how this principle can help organizations to drive business results. Jamie Naughton, Speaker of the House, Zappos.com9:30 am Lost in the Labyrinth - Do your employees know the path to the top? Retail employment is typically not seen as a career development opportunity but rather as low paid temporary appointment. Clear definition of key role positions and determination of career paths are crucial to attract and retain inside top talent. This session will uncover fundamentals in defining career paths within the organization and reveal best strategies on how to advertise retail careers internally and externally. Key Takeaways for this session are: •• Benefits of career pathing •• Definition of career paths •• Internal and external communication10:15 am Morning Networking Break10:45 am Branding Synergy - Developing Organizational Partnerships and Alignment for Maximum Brand Impact Many organizations wrestle with alignment and ownership of various brands - the corporate brand, product brands and employer brands. In most cases, ultimate ownership of each may sit in a different part of the organization. Regardless of where ownership sits, true partnership and alignment drive a sum greater than its parts.  Learn about Cargill’s journey to creating synergy and partnerships with internal employer brand stakeholders to drive successful outcomes and the challenges that come with being one of the largest companies in the world with little brand recognition. Kristen Weirick, Global Leader, Recruiting, Employer Branding and Onboarding, Cargill HRCI Approval The Consumer Goods & Services Summit has been approved for the following HRCI credits: •• The conference has been approved for 11.25 Credits. •• The workshop has been approved for 8 Credits. The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre- approved for recertification credit.
  • 5. Main Conference Day 1 – September 24, 201211:30 am Media matters - Using social technologies to set your organization apart As social media, mobile and video technologies become more and more ubiquitous, it is imperative that companies learn to utilize these tools to build brand awareness and recruit the talent of today and tomorrow. Social networking, texting and video sharing are no longer just for teens and college student. People across all demographics use these means to gather and share information – at a rate that’s only increasing with time.  Led by CareerBuilder’s social strategy experts, this session will go over the challenges and opportunities that exist in the social space, where these emerging technologies fit into your current recruiting strategy and why utilizing these technologies matters now more than ever. Jamie Womack, Vice President of Corporate Marketing and Branding, CareerBuilder Lisa Johnson, Director of Recruiting, Human Resources, Gate Gourmet12:15 pm Luncheon1:15 pm Diversity & Inclusion - A Business Imperative Kimberly-Clark wins because we are a diverse and inclusive global organization that looks, thinks, and behaves like the people who use our products. We’re taking a different approach to Diversity & Inclusion, making it a business imperative and an integrated part of our business strategy. It is easy to replicate what we know; it’s more difficult to do something different. Never under estimate your power to change the future! Key Takeaways •• Diverse thinking leads to accelerated innovation and creativity •• Engaged teams produce outstanding results. No-one can feel engaged without feeling included and valued. •• Become even closer to your consumer by making Diversity a market based decision •• Diverse corporations are able to attract, recruit and retain the best talent Sue Dodsworth, Global Diversity Officer, Kimberly-Clark Corp.2:00 pm Onboarding at the World’s largest retailer - Wal-Mart’s approach to Sharing a Common Language Walmart Stores Inc. is a growing global operation with over 2 million associates. The mission of the organization is to deliver an “Everyday Low Cost” business model which helps communities “Save Money” to “Live Better”. This provides a unique opportunity to ensure that as we bring on the best talent in any market we set the tone and culture to deliver from day one. Leaders have to get the right results in the right way which is why a successful On-Boarding is critical. Jules Gianneschi will demonstrate how providing clarity to new leaders ensures inclusion, drives business impact and allows for elevated execution. Jules Gianneschi, Senior Director Human Resources, Wal-Mart Inc.2:45 pm Afternoon Networking Break
  • 6. Main Conference Day 1, continued3:15 pm Talent Management for the Hourly Workforce - Aligning scheduling efforts with business demand Performance varies significantly between workers depending on qualifications, skills and level of engagement. Successfully aligning business demands with workforce plans is a great way to leverage the efficiency of the workforce and one that does not have an obvious analogue in white collar talent management. This session will tackle how aligning your workforce stars with store peak hours can improve business performance significantly. Key Takeaways for this session are: •• Assessment of hourly workforce •• Benefits and risks of aligning business demand with workforce plans •• Measuring the outcome4:00 pm Case Study - Linking Engagement to Performance Participants will walk away with practical ways to follow-up with results from employee engagement evaluations (usually via surveys). In this session you will hear about innovative, quick wins to action planning and actual ways to drive engagement. Marko Satarain will also show critical links to performance completed by linkage studies, looking at performance from a stores perspective and enterprise headquarters view. Marko Satarain, Head of Global Learning, Levi Strauss & Co.4:45 pm Conference Day 1 Sessions Conclude4:45 pm Cocktail & Networking Reception Sponsorship Opportunities Every solution provider has different goals. With TMA, sponsors can have a package that best fits their budget and aligns with their goals. To discuss custom packages, please contact Audrey Neidlinger at 888-339-9599 x505 or email aneidlinger@the-tma.org. There is also the alternative to choose from a pre-packaged sponsorship menu.
  • 7. Main Conference Day 2 – September 25, 20128:00 am Registration8:30 am More saving. More doing™ - Getting Talent Management Right at The Home Depot Founded in 1978, The Home Depot is the world’s largest home improvement and construction retailer and the fourth largest retailer in the United States with over 2,200 stores and 350,000 associates in the US, Canada, Mexico and China.  The company’s leadership position requires them to “get it right” when it comes to talent management and, especially, talent planning.  Through its practical and well integrated approach to succession management, The Home Depot has built a strong pipeline of future leaders.  Since its implementation in 2009, the company has seen significant improvements in key metrics such as percentage of key roles filled internally, percentage of female and ethnic minorities in pivotal roles, and percentage of leaders with active development plans. In this session you will learn how to: •• Utilize Competency Models to integrate Talent Management processes and  support a truly cohesive approach to develop future leaders •• Develop specific criteria for identifying and evaluating high-potential talent within your organization •• Use assessments and practical leadership development initiatives to accelerate the readiness level of key talent Joe Garcia, Ph.D., Senior Director, Talent Management, The Home Depot9:15 am Change - Don’t fear it, embrace it Change is constant and everywhere in this fast paced, connected world. Fearing change is paralyzing and business today needs to change constantly to adapt to the customer’s shifting behavior. This session will explain how companies can utilize change as an opportunity to challenge retracted perceptions and actions and improve existing operations and structures. This session also will address strategies to handle the impact of change within corporate climate and the workforce and teach you how to use mandatory change to improve the business. Key Takeaways: •• Accepting change as a positive business driver •• Handling the climate of change •• Renewing yourself and the business10:00 am Morning Networking Break
  • 8. Main Conference Day 2, continued10:30 am Global Business-Domestic Mindset vs. Global Business-Global Mindset? As companies and their supporting supply chains become more international, companies can no longer assume that their entire workforce will hail from the same country or have a homogeneous background. In this dynamic environment, while cultural and social differences will obviously exist, the key differentiator between successful organizations and those that falter will be the organizational mindset. Do you know what your company’s organizational mindset is today? How can you tell? What difference does it make? How can an organization change/impact the mindset? Answering these questions and discussing tools to impact the organizational mindset while improving cultural competence will be the topics in this session. Key Takeaways: •• Mindsets influencing/impacting the workforce on a global level •• Strategies to develop a Global Mindset •• Share best demonstrated practices James Fripp, Senior Director Global Diversity & Inclusion, YUM! Brands11:15 am Give’em power, let them fly - What employee empowerment can do for you Empowerment of associates leads to more engagement – give them responsibilities and the power of decision-making and they will feel part of the company. Personal accountability and responsibility for one’s own work and results is vital to this transition, allowing leaders to focus on vision, strategy and continual development of people. This session will discuss on the importance of creating an “ownership culture” that involves each employee staying informed, taking action, and building a financial stake in the future of the business. Key Takeaways: •• Pros and cons to employee empowerment •• When and where – and when not to •• Democracy at the workplace12:00 pm Luncheon1:00 pm Panel Discussion: What gets your employees going? - Evaluating the effectiveness of compensation plans Turnover rates in this industry are high and so are the expenses. As a strategic development effort, it is imperative to link compensation to meeting both personal growth goals as well as career progression objectives. This session will discuss strategies to keep those you cannot afford to lose: strategic assignment management, market-appropriate reward strategies, recognition of individual contribution, and consistent and regular communication of the company’s vision and values. Key Takeaways for this session are: •• Retention & compensation strategies •• How and when to apply which strategy and to whom •• Analysis of employee needs Confirmed Panelists Include: Christine Grebenc, Director Human Resources, Ross Stores Vasu Mirmira, Director Compensation, Fortune Brands
  • 9. Main Conference Day 2, continued2:00 pm Building Great Leaders - Does Leadership make a difference? General Mills is one of the largest food companies in the world with over $15 billion in global net sales and 35,000 employees worldwide. From ready-to-eat cereal to convenient meals to wholesome snacks, we compete in growing food categories that are on-trend with consumer tastes around the world with great opportunities for expansion. Our brands hold leading market positions in more than 100 markets worldwide. General Mills’ external recognition list is also quite impressive. We’re proud of the recognition and awards we’ve consistently received year after year. These awards reflect our exceptional supportive company culture, including the honor of being named one of the best 100 companies to work for by Fortune Magazine. Chief Learning Officer named us 6th best in “Learning Elite Organization” and Leadership Excellence has ranked General Mills #1 in leadership excellence ranking. But it is the #2 spot in global top companies for leaders by Aon and Fortune that makes us most proud. Leaders, from the up-and-comer to the seasoned veteran, are the life-blood of an organization. Building and developing them is of paramount importance. Therefore, understanding what makes them more likely to succeed or fail is crucial. Tanya Srepel, HRVP, Global HR Strategies and Initiatives of General Mills explains how General Mills identified the common denominators among leaders that led to success or failure and how they are working to minimize the failures and maximize the successes. Tanya Srepel, Vice President Global HR Strategies and Initiatives, General Mills2:45 pm Afternoon Networking Break3:15 pm Investing In and Inspiring your People - How developing inspiring opportunities to grow engages your employees Your best, most ambitious employees are more likely to stay with an organization that provides development and growth opportunities aligned to its business strategies.  Creating a talent development strategy at all levels of the company can be challenging, but will result in a highly engaged and focused work force.  This session will reveal how creating a people strategy that aligns with your brand identity and promise drives ability to achieve higher levels of employee engagement, improved customer satisfaction, and a laser focus on business results.    Key Takeaways: •• Aligning your people strategy and leader behaviors to your business •• Defining development needs at all levels •• Creating and Implementing Your talent development plan Michelle DiTondo, Senior Vice President Human Resources, MGM Resorts International4:00 pm Conference & Day 2 Sessions Conclude Event Organizer Whether you are looking to build your own event or trying to decide which industry event will give you the best ROI, Your Event Strategy (YES), LLC can help you with your event strategy. YES is a network of senior event professionals with international experience in event contract negotiation, logistics, program management and sales & marketing. We have developed events in North America, South America, Asia, Africa and Europe. No matter what industry or topic, we have specialists that can handle the project. www.youreventstrategy.com
  • 10. Post-Conference Workshop – September 26, 20129:00 am – 5:00 pmAssessing & Coaching LeadersThis workshop is for leaders of HR, Talent Management, OD/MD professionals, and operating executives whomust create, implement and conduct leadership assessment and coaching practices in their organization.In today’s challenging economy, leaders at all levels are facing enormous challenges when it comes to achieving andsustaining breakthrough operating results. Globalization, economic change, more stringent regulation and toughergovernance make realizing shareholder value increasingly difficult. Let’s face it—leaders at all levels are challenging theleaders of HR and Talent Management to become more strategic, stronger operating partners, and prove their value.Assessing & Coaching Leaders is a powerful one-day program taught by leading human capital expert, author, executivecoach and speaker, John Mattone. This workshop is for leaders of HR, Talent Management, OD/MD professionals, andoperating executives who must create, implement and conduct leadership assessment and coaching practices in theirorganization. Assessing & Coaching Leaders is a research-based program that uses John Mattone’s “Stealth Fighter”Model as the foundation for teaching you the critical leadership assessment and coaching practices that will make apositive impact on your leaders, future leaders and the bottom-line!Throughout this fast-paced program John will weave best practices, case studies, authoritative research, and practicalassessments, tools and models to educate and inspire you!Each participant will receive a Participant Resource Manual, containing: •• Reference slides with notes section for each presentation slide used in the Program. •• Authoritative content and reference material to reinforce what was learned in the Program •• The Human Capital Index (HCI), authored by John Mattone, that each participant can use with their •• own organization to benchmark the relative health and vibrancy of their organization’s assessment and •• developmentpractices. •• Reference articles, written by John MattoneWorkshop Leader:John Mattone, President, John Mattone Partners Inc.
  • 11. Conference DetailsPricing InformationOptions Register by 7/8/2012 Register by 8/5/2012 Standard PricingMain Conference Only $1,295 $1,495 $1,695Conference + Workshop $1,695 $1,995 $2,445Registration InformationFax form to 281-552-8914, Call 888-339-9599 or Email info@the-tma.org Make Checks Payable in USAttendee Name Dollars to: Your Event StrategyTitle re: People in Consumer Goods 485 7th Avenue, Suite 1680Company New York, NY 10018Address Reference: Please fill out & includeCity State/Province Zip/Postal registration form with payment.Phone Email Payment Policy: Payment is due in full at thePayment Information time of registration and includesAccount No. lunches and refreshments. Your registration will not be confirmedExpiration Date Security Code until payment is received and may be subject to cancellation. PleaseType Visa Mastercard AMEX Discover go online to: http://bit.ly/pADvji to view our cancellation policy.Billing AddressCity State/Province Zip/PostalVenue Information Hilton Garden Inn Downtown Chicago/ Magnificent Mile 10 E. Grand Avenue • Chicago, Illinois, 60611 Tel: 1-312-595-0000 Downtown Chicago hotels must have it all in order to serve such an eclectic, vibrant city, and the Hilton Garden Inn Chicago Downtown/Magnificent Mile hotel is the preferred choice among full- service hotels for business, leisure and convention guests.