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social networking & media conference, Chicago

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Hrandsocialmedia Hrandsocialmedia Document Transcript

  • Are you taking advantage of cost-cutting social media channels to recruit, retain and engage your workforce? Learn from the most successful and admired employers about how to use the latest Internet Three timely and Who should attend? practical keynotes: resources to re-engage average employees and • Human Resources professionals turn them into “rock star” contributors. Choose Brian Baker, • Corporate communicators sessions in two tracks packed with case studies Aon Consulting, • Social media professionals and valuable takeaways: on how social • Corporate recruiters • Engage top-talent employees during tough economic times and media is • Legal professionals revolutionizing improve business results by developing internal communication organizational strategies communications and employ- Who will be speaking? • Define and emphasize your company’s core values to reap the ment branding. • American Express benefits of a healthy, productive culture at work • Aon Consulting • Connect with your key audience through social media networks Zappos head • APCO Worldwide and grass-roots methods to guarantee quality hires and recruiter Christa • Freeland Cooper & Foreman positive brand recognition Foley on how to • Legal experts leverage your • LinkedIn • Use social media to hire and retain top-notch talent and help company culture • Southwest Airlines build your brand in training and • Total Attorneys retaining the very best employees. • Draft an effective social media policy for your company • U.S. Cellular • Maximize your talent pool to save budget dollars through new • Zappos Web 2.0 guru recruiting channels such as LinkedIn, Twitter and blogs • Plus! Social media expert Shel Holtz on Shel Holtz • Develop a reward strategy when your company has no budget how to make • Boost employee retention and minimize stress by improving social media your most 4 Ways to Register health and financial literacy in the workplace effective Phone 800.274.6774 • Plus: You can earn HR recertification credits for every session recruiting tool. Fax the registration form you attend! to 800.785.9212 Web www.HRandSocial Presented by: Host Sponsor: Media.com/register Mail the completed registration form to: This program has been approved for 9 recertification The use of this seal is not an endorsement by HR Certification M. Lee Smith Publishers LLC credit hours through the HR Certification Institute. Institute of the quality of the program. It means that this 5201 Virginia Way For more information about certification and program has met HR Certification Institute’s criteria to be recertification, please visit the HR Certification pre-approved for recertification credit. CLE credit pending approval PO Box 5094 Institute website at www.hrci.org. for this live event Brentwood, TN 37024-5094
  • Pre-conference Workshops • Wednesday, December 2, 2009 • $345 each Join us for one of our great conference extras: Special, hands-on workshops that will energize you for the rest of the conference. 9 a.m. – noon Andrew Sykes is the Chairman of Health at Work Wellness Actuaries, located in Chicago. He has worked worldwide helping large employers and insurers alike build successful Social media and Human Resources wellness and engagement programs. Whether you’re new to social media or just trying to figure out how to apply it to Human Resources, this introductory 1 p.m. – 4 p.m. course will provide you with the foundation you need to begin using new tools and channels to achieve your Using LinkedIn to build and maintain business objectives. great professional relationships This three-hour workshop begins with an overview of LinkedIn is its own social media success story. It helps top social media, including: how we got here; who’s using it, HR professionals recruit and retain diverse talent in an how and why; and the tools and tactics of social media. extensive talent pool of more than 42 million members. Then Shel will delve into the strategies and approaches for using social Wade Burgess, Director of Sales at LinkedIn, will offer a media in an HR context. He’ll cover: three-hour interactive presentation on LinkedIn, Web 2.0 • Benefits communications on Facebook and Twitter and how these tools affect your professional life. You’ll • Current and former employees talking about the company online learn how to use today’s communication media as a valuable tool in your professional brand development. Attendees will get a • Internal social media tools for HR communication sneak peek inside LinkedIn on its trends, strategies and best practices. • How social media can support transparency and improve employee relations During this workshop, you will learn how to: • Why employee gathering places can support your goals • Recruit top talent online with few budget dollars • Social media for recruiting internally and externally • Use other social and professional networking sites and tools Shel Holtz, ABC, is principal of Holtz Communication + Technology. He counsels organizations • Apply best practices to your profession, including etiquette for employees, on effective online communication, including the strategic uses of social media. Shel is co-host of the first communications-focused podcast, “For Immediate Release,” and blogs associations and members at http://blog.holtz.com. • Draw the line between your personal profile and professional profile For the last decade Wade Burgess has worked to bring technology innovations to the 9 a.m. – noon business community. Since joining LinkedIn, Wade has been building teams and evangelizing the power of the network. His profile can be viewed at http://www.linkedin. Wellness in action: Communicating com/in/wadeburgess a wellness program to employees It is no secret that wellness is about more than just absence 1 p.m. – 4 p.m. of sickness; it is about proactively pursuing behaviors Draft an effective social media policy that prevent illness and promote health on every level. A healthier workforce leads naturally to a more productive for your company Savvy employers recognize the vast potential in social workforce. Implementing a wellness program among your media for recruiting, hiring and retention in the workplace. employees is first and foremost a strategic decision that will There are countless success stories about organizations affect how the company competes and grows on an that have come up with creative ways to implement Web operational basis within its own market. At the core of such 2.0 technology into HR practices. But Web 2.0 has plenty a program is communication, not only between HR and the of horror stories as well. It’s all too common to hear employee population, but also between HR and senior- about the release of confidential data, regulatory violations level management, to ensure that the initiatives that are and public-relations disasters, all resulting from employee and employer use put in place are supported and followed at every level. of social media. Although there is no sure-fire way to eliminate all the risks Jeffrey Nemetz, founder of Chicago-based health inherent in the use of new technology, a policy is the best way to reduce marketing firm HBG Health, and Andrew Sykes, Chairman potential liability. of Health at Work Wellness Actuaries, will discuss the importance of a In this practical session, attorney Margaret M. DiBianca will show you how wellness program in the workplace and how to communicate such a program to create the best social media policy for your organization. You’ll learn how to: to achieve maximum engagement and long-term success. You will learn that • Consider your organization’s culture when preparing to draft a social communicating to get people to think differently requires a very different media policy strategy from getting them to act differently. During the workshop you will also find out how to: • Maximize adherence to the policy by involving employees in the drafting • Integrate employee health as part of your business strategy process • Develop a thoughtful communication and branding strategy that marries • Balance strategy and risk prevention by including the essential elements the mission and vision of your organization with the actions and attitudes of an effective social media policy of your employees • Evaluate the various provisions and consider why each may or may not • Get high and sustainable engagement in activities that drive productivity be right for your organization • Measure changes in health and assess returns on investment in wellness • Implement enforcement tips for use once the policy is released Jeffrey Nemetz is the Founder of HBG Health, a Chicago-based health marketing firm Margaret (Molly) M. DiBianca, an attorney with Young Conaway Stargatt & Taylor, LLP, that partners with leaders across the health sector, cultivating brands that endeavor to in Wilmington, Del., maintains a legal practice consisting of equal parts litigation and client change the health of the world. counseling. She represents employers in a variety of industries in employment rights claims, discrimination matters and equal employment disputes at the state and federal court level. 2
  • Conference Keynotes Thursday, December 3, 2009 • 8:30 a.m. – 9:30 a.m. Opening Keynote: With Shel Holtz, Principal of Holtz Communication + Technology Recruiting via social media • Tapping into blogs and Twitter Most of the conversation about applying social media to • The dos and don’ts of exploring candidates’ online presence HR zeroes in on recruiting, and no wonder. The ability to • How employee-generated media can bolster your recruiting efforts find candidates and vet them through social media • Hosting virtual job fairs channels lends a whole new dimension to attracting the Shel Holtz counsels organizations on effective online communication, including the strategic best employees to your company. In this example-rich uses of social media. He has written or co-written six books on online communication and keynote, online communication expert Shel Holtz, ABC, speaks regularly at conferences and other venues. Shel is co-host of the first communications- will walk you through: focused podcast, “For Immediate Release,” and blogs at http://blog.holtz.com. • LinkedIn as a recruiting channel Friday, December 4, 2009 • 8 a.m. – 9 a.m. Special Keynote: With Brian Baker, Vice President of Organizational Performance and Implementation for Aon Consulting The new rules of engagement: How • Use the new rules of employee engagement social media can translate to HR • Take the lead in a centralized strategy and approach Brian Baker fuses the gift of communications with the acumen of strategic and creative relevance thinking. With experience spanning more than a decade, Brian possesses expertise in After fighting hard to win a seat at the table, HR leaders internal, executive and HR communications, external and media relations. He has worked have had no time to rest. Rampant reductions in force, cross-industry and has specific experience in software marketing, innovation consulting, laser-focused recruitment needs and painful changes to human capital management, the public sector and financial services. Brian leads Aon benefits and retirement plans are the new mission-critical activities. Just a Consulting’s New Media and Creative Services Group. His team works with clients to apply emerging and innovative solutions to enhance internal and executive communication few years ago, “transformation” was the way forward, but today, HR leaders strategies. and managers can barely tread water. Enter social media and the new Leveraging Aon Consulting’s existing strength in strategic communications, the New opportunities for organizational communications and employment branding. Media and Creative Services Group will help clients better engage employees, drive This session will have your entire company rethinking HR. desired behaviors and enable organizations to adapt to their changing workforce and You’ll learn how to: increasing competitive environments. • Take advantage of the natural opportunities of social media Friday, December 4, 2009 • 11:45 a.m. – 12:45 p.m. Closing Keynote: With Christa Foley, Head of Recruiting at Zappos Zappos: How the company’s • The power of customer service and word-of-mouth marketing commitment to culture has • Why your culture and your brand are two sides of the same coin • How to hire for culture fit resulted in an engaged workforce • How to train and retain employees in your culture and a successful business Christa Foley joined Zappos in 2004 and currently leads the recruiting team within In 10 years, Zappos.com has grown from a struggling Human Resources. In this role, she and her team scour the planet for people that are “fun startup to a business that had more than $1 billion in and a little weird.” Because culture is the No. 1 priority at Zappos, the main focus of the gross merchandise sales in 2008. It is known for its focus on “Wow” recruiting team is to help protect and preserve the Zappos culture by hiring people who are both a technical fit and a cultural fit. Prior to joining Zappos, Christa spent more than customer service and in 2009 has been recognized on Fortune’s Best eight years in the staffing industry. 100 Companies to Work For List, Fast Company’s 50 Most Innovative Zappos was established in 1999 and has become a leader in online apparel and footwear Companies and Business Week’s Top 25 Customer Service Champs. In sales by striving to provide shoppers with the best possible service and selection. In this session, you will learn how Zappos.com built a culture based on 2008, the company’s gross merchandise sales exceeded $1 billion. Zappos.com stocks committable core values and how it continues to evolve to stay relevant millions of products from more than 1,000 clothing and shoe brands. Zappos.com was recognized in 2009 by Fortune magazine as one of the “100 Best Companies to Work to its employees and customers. For,” debuting as the highest-ranking newcomer for the 2009 list. During this closing keynote, you will learn how to: • Define your company’s core values 3
  • Track One: Thursday, December 3, 2009 11 a.m. – noon 1:45 p.m. – 2:45 p.m. What employees don’t know Case Study: Adding social will hurt them: Improve health media as a ‘friend’ to your 8:15 a.m. – 8:30 a.m. and financial literacy at work HR engagement strategy Welcome and Introduction: by optimizing new media Gone are the days when HR With Brian Baker, Vice President of Organiza- In today’s workplace, and corporate communica- tional Performance and Implementation for Aon employees worry about two tions could ask if social Consulting, Dan Oswald, President, M. Lee issues more than any others: media was a friend—or a foe. Smith Publishers LLC, and Mark Ragan, CEO, 1. More than 70 percent Today, given increased Ragan Communications are “seriously stressed” over pressures to deliver better their finances and don’t employee engagement 8:30 a.m. – 9:30 a.m. understand the help that’s results with less, everyone needs all the friends available to them in the workplace. they can get—and social media is among them. Opening Keynote: In this case study, you’ll hear from American With Shel Holtz, Holtz Communication + 2. More than 91 million Americans are baffled by how to make smart decisions about their health Express on how it developed an internal social Technology (see details on page 3) and health care benefits. (In fact, the miserable media strategy consisting of micro-blogs, wikis state of health literacy is costing our country and podcasts to broadcast corporate messages, 9:45 a.m. – 10:45 a.m. foster further collaboration, and to deliver global about $238 billion annually.) Strategies to build a bench Both problems seriously affect employee employee training. strength of leaders who are productivity, health, engagement, morale and Through a dedicated “HR for HR” strategy, effective in the global arena retention—and both can be remedied in part by American Express helped HR professionals to As geographies continue to better and more effective internal communications. become early adopters and fans of social media. become more interconnected, Learn from actual examples how you can improve Then as part of its leadership development the operating context for health and financial literacy among your employees strategy, American Express developed an internal organizations has broadened as part of a plan to improve business results. social media platform to deliver relevant, concise to mirror that of their custom- Jean Schauer, President and CEO of Schauer and timely leadership best practices, tips and ers, markets, suppliers and Global Health, will show you how to: stories to business leaders around the globe. employees. And success comes to organizations • Understand the problem: the financial, This case study will offer you insight into how that operate seamlessly across geographies and physical, emotional and social costs of health social media can help your employees perform make decisions that account for the complexity and financial illiteracy their jobs more effectively and become a critical of the global playing field. • Define your goal: What kind of meaningful lever in your employee engagement efforts. Operating in the global arena requires decision- behavior change do you want to make in your You’ll find out how to: makers and leaders who understand the context organization? • Develop an HR4HR internal social media platform and realities of their diverse markets. But that includes micro-blogging and wiki collaboration • Apply a practical four-part methodology to identifying and developing a strong bench of jump-start literacy-improvement initiatives • Use social media to develop and deliver global leadership talent can be among the most employee training programs • Use social media to expand your reach across challenging tasks an organization faces. Learn • Blend leading-edge linguistics with low-cost the literacy divide about path-breaking research and leading media to increase relevance • Customize communications and incentives to practices on: • Persuade senior leaders to invest in social target key audiences • Key leadership competencies for global success media for internal communications • Measure your impact by focusing on five goals • Selection and onboarding processes to help •Measure success through click-through rates, that deliver ROI. leaders hit the ground running message awareness, and circles of influence After more than two decades working as a communicator • Leadership development approaches that help and health care industry insider, Jean Schauer has applied James D. Lynch is Vice President of Employee Communi- organizations assess and develop bench strength her passions for both strategic communication and cations at the American Express Company (NYSE: AXP). Elizebeth Varghese is a Senior Vice President and leads improving health to her Minneapolis-based consultancy, In this role, he manages all internal communications for the Talent Solutions Practice at Aon Consulting Worldwide Schauer Global Health. Jean has served as a senior 22,000 employees worldwide across Global Business (ACW). Elizebeth is responsible for overall management communication consultant at Watson Wyatt Worldwide Travel, Global Commercial Card, Global Network Services, and strategic direction of the Talent Solutions practice, and was director of constituency communications at Global Merchant Services and Global Human Resources. which specializes in HR optimization, workforce selection, UnitedHealth Group. He also serves as a communication advisor to the vice leadership development and talent management. chairman of the American Express Company, and the executive vice president of Global Human Resources. Noon – 1:30 p.m. Lunch on your own 4
  • HR benefits communication and social media 3 p.m. – 4 p.m. Friday, December 4, 2009 10:30 a.m. – 11:30 a.m. Use social media for your Employee engagement: Using employment branding efforts social networks effectively in You know that your organiza- 8 a.m. – 9 a.m. the workplace tion is a great place to work Special Keynote: Social outlets are valuable tools to connect with —but how do you get the With Brian Baker, Aon Consulting one another, whether it is word out about your employ- (see details on page 3) across the office or around ment brand to everyone else? the globe. This session Traditional employment 9:15 a.m. – 10:15 a.m. provides a case study branding efforts typically discussing how the Marcel The how and why of social center on your company Web site and paid Media team effectively advertisements with the goal of driving traffic to media: Using social media to interacts on social outlets. your Web site—which is not always easy in a recruit employees for your You’ll also learn how to: crowded labor market. Using social media for organization and help build • Know what networks your employees should use employment branding allows you to meet poten- your brand • Create a platform for feedback on social networks tial candidates on their territory and engage in Social media is a buzz that is • Encourage responsible use of social tools richer, more meaningful dialogue with them—in hard to ignore. Many • Improve communication among team members a relatively cheap and easy way. And because companies are grappling with via social outlets social media is a conversation, people are a lot how to leverage social media • Develop your own process for getting employees more likely to find you. Why? Because they’re for the benefit of their on social outlets actually looking for you. They want to talk to organization. In this session • Plus! Best practices you—so if you follow the rules of good you will hear firsthand how Ben Swartz co-founded Marcel Media in 2003, fulfilling conversation, your labor market will actually Total Attorneys has engaged in social media and a pledge to bring quality marketing services to Chicagoland seek you out. businesses and beyond. Bringing 10 years of experience has seen results. in marketing, sales and online media management, his In this session, Jessica Lee, a corporate With a customer base of more than 1,000 work applies proven logic and reason to the world of recruiting leader and active member of the HR small law firms nationwide and more than 200 interactive marketing. and recruiting blogging community, will discuss employees in Chicago, Total Attorneys more than how you can: doubled revenue for seven straight years— 11:45 a.m. – 12:45 p.m. • Deploy a social media campaign focused on 9,500 percent growth from 2003 through 2008. Closing Keynote: your employment brand for little to no cost Edmund Scanlan’s use of social media to recruit With Christa Foley, Zappos • Learn the basics, pros/cons of Twitter, employees has been featured in The New York (see details on page 3) Facebook, YouTube, Flickr and LinkedIn for Times. He and his business have been featured employment branding in Inc., Business Week, Chicago Tribune, and • Understand levels of engagement with Crain’s Chicago Business. candidates and how to manage conversations Come to this session and you’ll find out how to: • Engage current and former employees as • Make your employees comfortable with social ambassadors for your employment brand media • Prove the value of social media tools for • Experiment with Twitter, Facebook, LinkedIn, employment branding through key metrics blogging and video Jessica Lee is a senior employment manager for APCO • Engage your customers and employees as Worldwide, a privately held global communications and ambassadors for your brand management consultancy based in Washington, D.C. She serves as an internal strategic human resources business • Expose your corporate culture transparently to build your brand Check out the partner to APCO’s North America region by providing consultative advice to all levels of staff and managing recruitment activities ranging from university relations to • Worry about how to leverage after engagement • Be brave and jump into social media early to agenda online at: employment branding initiatives. reap the benefits www.HRandSocialMedia.com Edmund Scanlan certainly has e-commerce and Web marketing expertise, but it’s his leadership and vision that have made Total Attorneys one of the fastest-growing companies in the nation. 5
  • Track Two: Thursday, December 3, 2009 distinguished trial advocacy. He is a partner in San Francisco’s Freeland Cooper & Foreman LLP and has 1:45 p.m. – 2:45 p.m. been practicing employment and labor law for more than Onboarding 2.0: Learn how 30 years. He has successfully litigated almost every type Southwest Airlines nurtures its 8:15 a.m. - 8:30 a.m. of employment charge in the courts, before juries and new hires to boost employee administrative agencies and on appeal. Welcome and Introduction: retention and embark on the With Brian Baker, Vice President of Organiza- 11 a.m. – noon ‘flight of their life’ tional Performance and Implementation for Aon Southwest Airlines enjoys one Consulting, Dan Oswald, President, M. Lee Case study: Integrate social of the highest retention rates Smith Publishers LLC and Mark Ragan, CEO, media and grassroots into in the industry, so it was Ragan Communications your recruiting strategy alarming to learn that one out How do you recruit prospective of every three who left the 8:30 a.m. – 9:30 a.m. employees after significant company did so within the budget cuts? Opening Keynote: first 12 months. This statistic Elisa Bannon, Director of was troublesome to Southwest for two reasons: With Shel Holtz, Holtz Communication + Talent Acquisition Operations The company values the “power” of its people, Technology (see details on page 3) at U.S. Cellular, assisted in the and it costs 1.5 times an employee’s annual development of a cost-effective salary to find a replacement. 9:45 a.m. – 10:45 a.m. social media and grass roots strategy after her Learn about the initiatives Southwest introduced Social media and your new recruiting budget was cut this year. Bannon helped to counter this alarming statistic and how to: BFF—your employment law lay out U.S. Cellular’s Talent Acquisition strategy, • Capture the excitement and thirst for anything attorney which aligns with its “Human Coverage” consumer about the company when a candidate first Social media—whether you brand strategy, launched in June 2008. This accepts a position like it or not—is here to stay. approach has helped U.S. Cellular fill about • Help new hires feel a part of your company’s It’s important to be aware of 1,800 jobs this year. culture and show them how important they emerging laws and issues Through a targeted “Grassroots” community- are in keeping that culture alive surrounding social network- based approach and use of social networking • Provide your current employees an opportunity ing sites. Employment law tools, LinkedIn and Facebook, U.S. Cellular has to “sponsor” a new hire and make them feel issues arise, of course, when been effective at reaching a source of candidates welcome employers and HR managers use Facebook, to join the organization. This case study will offer take-away • Create an online orientation prior to a candi- LinkedIn and other social media channels to examples of how to use social media channels date’s first day on the job that can save scout potential job applicants. But that’s just the to make quality hires efficiently and stay within training hours and dollars tip of the legal iceberg. your recruiting budget. Southwest Airlines embodies the principles of servant Problems surface before, during and even leadership, and Cheryl Hughey lives them every day as after the employment process unfolds. The You’ll find out how to: the Director of People. She is responsible for Onboarding, issues are so new that many haven’t yet been • Connect with customers and potential customers Retention, Compensation, Drug & Alcohol and Compliance. definitively addressed by the courts in many with a grassroots recruiting strategy During her 29 years at Southwest, Cheryl learned her jurisdictions. This session will help you avoid • Avoid large job boards and focus on grassroots leadership skills from the ground up, working as a reservations agent and then in various frontline positions in ground being a test case by exploring how to: and social media channels operations, from customer service agent to customer • Handle employee comments about your • Deliver a quality response to job inquiries service training manager to director of leadership training. company or your customers • Build a focused approach to your employer • Respond to employee comments on social value proposition 3 p.m. – 4 p.m. networking sites and personal blogs and • Develop a message that connects your A little blue birdie told me: recognize whether those postings constitute employer brand and consumer brand The legal limits of monitoring defamation • Explore what rights your organization can obtain • Measure success by reaching goals, hiring quality employees’ tweets, posts and employees and sustaining high performance other social media activities by providing the hardware or hosting a domain Elisa Bannon, Director of Talent Acquisition Operations, As social media becomes the • Know whether there are legal risks to accessing joined U.S. Cellular six years ago and has held several leadership roles within the organization. In her current communication tool of choice, the social networking sites of job applicants role, she oversees Talent Acquisition for the retail and employees’ online activities • Protect yourself if current and former care center channels. become an increasing source employees can use your social networking of potential liability for site against you in litigation Noon – 1:30 p.m. employers. The need to Mark Schickman is a graduate of Columbia Law School, Lunch on your own minimize legal risk has led where he won the Whitney North Seymour Medal for many employers to monitor the Internet for 6
  • Using social media for recruitment, retention and engagement dangerous, defamatory or downright rude In this interactive discussion, panelists will about business objectives and employees’ postings by their employees. The law recognizes discuss the most common (and dangerous) expectations, understanding, preferences and that the Internet is a public forum, but this mistakes that employers make when they readiness for change. freedom to browse is not without limits. venture into the online world of social media. In this session you will learn: In this session, you’ll learn how to: Learn how to avoid these mistakes by reviewing • How a combination of economic pressures, • Use the best monitoring techniques from the some of the most publicized examples from shifting demographics and ongoing business successes (and blunders) of employers who recent history, including: imperatives have created a need for compa- have required employees to disclose social • Failing to respond to negative publicity at all nies to take a fresh look at their Total Rewards media habits or in the right way Strategy • Avoid monitoring techniques that will most • Confusing your audience with inconsistent • How to take a market research approach to likely land you in court messages or too many speakers thinking about critical employee segments • Watch for red flags when monitoring employees’ • Going “undercover” by using fake profiles to • Web-based applications for engaging Twitter, blogging and Facebook activities post about your organization employees in a conversation about rewards •Communicate your monitoring policy to • Hiring independent third parties to ghost-write preferences, perceived value, understanding employees to minimize negative backlash your content and reactions to potential rewards changes Margaret (Molly) M. DiBianca maintains a legal practice • Trying to change your organization’s culture to • How to optimize the return on investment consisting of equal parts litigation and client counseling. “fit” your online audience (ROI) for your rewards spending—simultane- An attorney with Young Conaway Stargatt & Taylor LLP in ously reducing your overall rewards spending, Wilmington, Del., she represents employers in a variety of industries in employment rights claims, discrimination while increasing employees’ perceived value, 10:30 a.m. – 11:30 a.m. matters and equal employment disputes at the state and engagement and loyalty federal court level. She defends employers against Using Web 2.0 applications • Social media applications that serve as powerful claims brought by former and current employees and to engage employees in the change management levers in the implemen- assists employers in enforcing restrictive covenants. planning and implementation tation of new Total Rewards Strategies of your Total Rewards Strategy Ken Oehler is a Vice President and the Northeast Region During the protracted economic Leader of Aon Consulting’s Organizational Performance Friday, December 4, 2009 crisis, many companies have and Implementation Practice. Ken has extensive experience in human capital strategy, total rewards strategy and cost rapidly and aggressively optimization, workforce planning, employee engagement managed labor costs. and change management. 8 a.m. – 9 a.m. Employees have been on the Special Keynote: receiving end of lower bonuses, 11:45 a.m. – 12:45 p.m. With Brian Baker, Aon Consulting frozen merit increases, (see details on page 3) Closing Keynote: suspended 401(k) matches, terminated retiree With Christa Foley, Zappos medical programs, increased health care cost (see details on page 3) 9:15 a.m. – 10:15 a.m. and responsibility, frozen training budgets, etc. Blunders, bloopers and big Employees are perhaps the most important but mistakes: Lessons learned in most under-involved stakeholder in the process the social media experiment of making decisions on rewards changes. Piece-meal, cost-focused reductions in HR Moderator: Mark Schickman, Freeland programs can have a devastating effect on Cooper & Foreman engagement and retention of key talent and, Panelist: Margaret (Molly) M. DiBianca, with thus, hinder the ability for business growth. Young Conaway Stargatt & Taylor LLP 2010 will be the year many companies take Panelist: Dan Oswald, President, M. Lee Smith a fresh look at their Total Rewards Strategy. This entails traditional methods examining cost and Publishers LLC Panelist: Mark Ragan, CEO, Ragan Communications competitiveness to holistically align HR programs Check out the with the needs of the business. Companies that Employers have much to gain by participating in the numerous social media outlets available balance cost and competitiveness data with agenda online at: employee input will arrive at a set of rewards today. These tremendous advantages, though, do not come without a price. Social media is, in program changes that will be more valued, www.HRandSocialMedia.com motivational and accepted by employees than large part, still an uncharted frontier. And as those that do not. Emerging technologies provide may be expected in the exploration of any new new ways for organizations to gain this input and territory, this process has not been entirely free engage employees in an open, two-way dialogue of major blunders and mistakes. 7
  • 4 Ways to Register Phone 800.274.6774 Fax the registration form to 800.785.9212 Web www.HRandSocialMedia.com/ register Mail the completed registration form to: M. Lee Smith Publishers LLC 5201 Virginia Way PO Box 5094 Brentwood, TN 37024-5094 Registration Form. For registration assistance, call 800-274-6774. YES! I will attend the Social Media and HR Summit Registration Fees Promotional conference fee: $945 for one Pre-Conference Wednesday, December 2, 2009, 9 a.m.–noon participant, $645 for each additional attendee.  Social Media and Human Resources: An introduction—Shel Holtz Early bird fee: Save $100 and pay only  Wellness in action: Communicating a wellness program to employees—Jeffrey Nemetz $845 if you register by October 31, 2009. and Andrew Sykes Half day pre-conference seminars: $345. $540 if you attend 2 pre-conference seminars. Pre-Conference Wednesday, December 2, 2009, 1 p.m.–4 p.m.  Leverage your social capital in 2010: Using LinkedIn to build and maintain great 100% Guarantee professional relationships—Wade Burgess If this is not the most informative and cost- effective seminar that you have attended in  Draft an effective social media policy for your company—Margaret M. DiBianca the last year, we will refund 100% of your registration fee—no questions asked. Registration Fee $_________ Cancellation Policy ($945; $845 before October 31, 2009) • All cancellations are subject to a $150 processing fee. Additional attendees at $645 $_________ • Registrants are responsible for the entire program 1 Optional Pre-Conference at $345 $_________ fee for a cancellation made after 5:00 p.m. 2 Optional Pre-Conferences at $540 Best Value! $_________ three weeks prior to the event (whether or not Total $_________ you attend the program of fail to cancel). • An alternate may attend in place of the original registrant.  Check payable to M. Lee Smith Publishers enclosed.  Bill me.  Visa  Mastercard  Amex Card #: Expiration date: Signature: Name: Title: Organization: Address: City State: ZIP/Postal code: Conference Information Telephone: Fax: This conference is being hosted by Aon Consulting at their Chicago headquarters: E-mail: M. Lee Smith Publishers LLC . 5201 Virginia Way . P.O. Box 5094 . Brentwood, TN 37024-5094 Offer code: PDF Aon Center 800-274-6774 . Fax 800-785-9212 . www.HRandSocialMedia.com/register 200 E. Randolph Street Chicago, IL 60601 This program has been approved The use of this seal is not an endorsement by And while you’re in Chicago, enjoy sightseeing for 9 recertification credit hours HR Certification Institute of the quality of the and get a jump start on holiday shopping through the HR Certification Institute. program. It means that this program has met HR For more information about certification Certification Institute’s criteria to be pre-approved along the Magnificent Mile. and recertification, please visit the for recertification credit. CLE credit pending approval HR Certification Institute website for this live event at www.hrci.org.