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    Wfl online13 agenda Wfl online13 agenda Document Transcript

    • All times are Eastern. 10:30 AM 11:00 AM Tuesday, November 12, 2013 Environment Opens! Start Exploring! No Joke: Comedy Training as a Culture Change Catalyst Happy employees dedicate 80 percent of their efforts to work-related tasks – twice as much as their miserable peers. Organizational malaise is at an all-time high, hurting productivity. But strategic communications firm Peppercomm, through its comedy training program, has found laughter to be a potent medicine. In this session, you will learn how: • • • 11:00 AM Laughter can break down silos and improve presentation skills. Comedy can bridge cultural and generational gaps and boost productivity. Leaders who use comedy are seen as more human, vulnerable, trustworthy and credible. Steve Cody, Managing Partner, Peppercomm Clayton Fletcher, Chief Comedy Officer, Peppercomm Using Assessments to Drive Talent Decisions Making the right decision on who to place in which role can be the difference between business success and derailment. This is the story of how Prudential is integrating analytics and assessments into recruiting efforts, and bridging the gap between hiring and development. In this session, attendees will learn: • • • • What is an assessment? How assessments drive talent decisions. Business impacts and lessons learned. Trends in assessment practice. Jana Fallon, Vice President, Recruiting and Assessment, Prudential
    • 11:00 AM Tuesday, November 12, 2013 Leadership Performance at Univision Improving the performance of its leaders has been central to Univision's strong performance during the last 18 months. The company recently won the July ratings sweeps over all networks (irrespective of language), continues to exceed its operating goals and has created a highly engaged workforce. In this session you will learn how Univision: • • • 11:30 AM Works with its leaders to best organize, allocate and engage employees. Manages the selection and evaluation of leaders for performance. Selects and develops a vibrant pipeline of high-potential leaders. Bob Llamas, Executive Vice President and Chief Human Resources Officer, Univision Private Equity’s Lessons for People Management Private equity has had a bad rap for how it treats employees. But today’s private equity players often see smart, enlightened talent management as a key to financial success. In fact, firms such as Blackstone offer lessons for how to make human management decisions with greater urgency. In this session, Sandy Ogg will: • • • 11:30 AM Debunk myths about the management style of private equity. Explain how Blackstone marries people strategy with business strategy. Share lessons about bringing a sense of urgency to people management. Sandy Ogg, Operating Partner, Portfolio Operations, Blackstone A Sentinel for Success: Peer Coaching Strengthens Iron Mountain Information management company Iron Mountain needed a way to reduce errors, create more consistent operations and develop a more customer-centric culture. The solution was Sentinel, a training program for front-line workers based on certified peer coaches. In this session you will learn: • • • Iron Mountain’s business challenges related to rapid growth and acquisitions. How learning leaders crafted a peer coaching program and won support from executives. How the Sentinel program has reshaped the company culture and produced strong results, such as process errors falling by a factor of six. Stacy Henry, Director of Learning; North American Operations, Iron Mountain
    • 11:30 AM Tuesday, November 12, 2013 Investing in Employee Financial Wellness When asset management firm BlackRock rolled out a new campaign for individual investors, the HR team seized the opportunity to repackage its internal financial wellness benefits. The move paid off as employees now place greater value on the offerings. In this session, you will learn how BlackRock: • • • 12:00 PM Launched an employee financial wellness initiative that aligned with the firm’s external brand campaign. Rebranded existing benefits, held informational employee events and fostered a holistic view through site navigation changes. Raised employee awareness, participation and engagement in the benefits package. Katie Nedl, Director, Head of Global Benefits, BlackRock Build Healthy Cultures, Create Companies People Love Healthy, engaged employees drive business success, while sick, unengaged workers take a taxing toll on a company’s culture and bottom line. Employers today face a disengagement crisis of epic proportions. Gallup finds businesses lose about $300 billion in productivity per year because of low engagement. To have a highly engaged workforce, companies must create great places to work. So, what can you do to become (or remain) a company that top talent strives to work for and wants to stay with down the pike? Create a culture that supports employee well-being, both in the workplace and beyond. Then, see the best and brightest come knocking on your door – no matter your industry. In this session, hear from Renae Coombs, who will discuss how SAIF Corp. is: • • • Leveraging wellness benefits to create great places to work. Using fun, innovative programs people love and use daily to drive longterm healthy behavior change. Creating healthy cultures that yield highly engaged workforces. Renae Coombs, Wellness Coordinator, SAIF Corp.
    • 12:00 PM Tuesday, November 12, 2013 Recipe for Happy Employees: Managing a High-Performance Workplace While no company has 100 percent satisfied employees, many publications devote full issues to recognizing how some employers become one of the best places to work in hopes of creating more employees who say those four little words: "I love my job." Being one of the best places to work is the goal of any HR department, and making this happen may not be as unreachable as you think. We understand that every company has unique pains, which we will speak to on a case-by-case basis to give insight into the tools you may be overlooking. You already have a dedicated HR department and strong employee base, but after attending this session, you will gain the last ingredient to make your company a top chef. Learning objectives: • • • 12:00 PM The last ingredient to help you be a best place to work. Use the tools you may already have, but not realize. Learn how "Best Places to Work" companies got to that point. Steve Parker, Vice President, Solutions Marketing, SumTotal Systems Employee Retention starts with the Job Offer Letter The hiring landscape has fundamentally changed with the influx of technology, and with it the evolving expectations of today’s candidate pool. The candidate experience has never been so critical, as today’s workforce is more fluid and has more opportunities at their digital fingertips than ever before. A great hiring experience is a key differentiator in many employee’s commitment to a new employer. In this session, you will learn: • • • What people mean when they say “candidate experience”. How your candidate’s experience impacts retention rates. How you can improve both the candidate experience and retention rates for your organization. Todd Owens, President and Chief Operating Officer, TalentWise
    • 12:30 PM Tuesday, November 12, 2013 Flex Work Not a Stretch at Medtronic Medtronic makes flexible heart stents; it’s also making work flexible in its Santa Rosa, Calif., offices. The company put a program in place three years ago that includes telecommuting and new work norms. The flexibility effort is paying off with happier talent and a healthier bottom line. In this session, attendees will learn about: • • • • 12:30 PM Business objectives behind the program. How Medtronic analyzed job categories to determine candidates for telework. The importance of an office design and IT environment that support flexibility. New operating norms for the team and program results. Victor Assad, Senior Human Resources Director, Medtronic Facebook’s Amazing Talent Management Practices — and What You Must Learn From Them “Amazing” is the most accurate word to describe both the business results and the talent management approaches at Facebook. This presentation will highlight the results of a five-year case study of Facebook conducted by Dr. John Sullivan. At this session, you will learn: • • • How Facebook’s talent management practices are so advanced that some of them are superior to the approaches used by its Silicon Valley neighbors Google and Apple. What each practice is trying to accomplish and why it works. Facebook’s approach to increasing speed and innovation in the workforce. Dr. John Sullivan, Professor, Management, San Francisco State University
    • 12:30 PM Tuesday, November 12, 2013 The Workplace of the Future — Today As its workforce became more mobile, collaborative and immersed in new technologies, EY (formerly Ernst & Young) took a fresh look at the corporate office. The result is a program where traditional cubicles are out and new kinds of workspaces are in. Attendees will learn about: • • • 1:00 PM Business trends that prompted EY to re-imagine its offices. EY’s alternative spaces such as a café setting, private call rooms, project rooms and shared desk areas. Making the workplace more collaborative and dynamic with a positive ROI in terms of business results and engagement. Daria Hodapp, Partner, West Region Talent Leader, Ernst & Young Tapping Maslow to Become a Best Place to Work Many companies want to become a best place to work. Great workplaces have better productivity, a more engaged workforce, are more attractive to potential candidates and have a much better employment brand than their competitors. But how do you get started? Maslow’s Hierarchy of Needs provides a great blueprint. In this session, you will learn how: • • • 1:00 PM Maslow’s Hierarchy can serve as a framework for a best place to work strategy. Each Hierarchy level has implications for business transformation. Other organizations have approached becoming a best place to work. Daniel Sonsino, Vice President Talent Management, Learning and Development, Polycom Corporation The Importance of Creating an Out and Equal Workplace A majority of our time is spent at work, and it is vital to be able to bring our authentic selves to work each day. The best way to do this is by creating an out and equal workplace dedicated to furthering inclusion for lesbian, gay, bisexual and transgender individuals. In this session, you will learn: • • • What an out and equal workplace climate is. How equal policies and benefits lead to a more productive work-life balance. The value of talent management and professional development related to inclusion for a successful workplace. Selisse Berry, Founding Executive Director, Out & Equal Workplace Advocates
    • 1:00 PM Tuesday, November 12, 2013 From Ladder to Lattice The corporate ladder’s model of linear, straight up careers is collapsing. Propelled by a host of economic, technological and workforce changes, a more flexible and adaptable model is emerging, dubbed the corporate lattice. Companies that embrace this approach can appeal to employees by offering more opportunities and more creative career paths. In this session, you will learn about: • • • 1:30 PM Trends that are driving the shift from ladder to lattice. The lattice model and how companies are implementing it. How employees need to become the CEO of their career. Molly Anderson, Co-Author, The Corporate Lattice If You Build It, They Will Come … and Stay Becoming an employer of choice means walking the walk and talking the talk. Audrey Boone Tillman, executive vice president of corporate services at Aflac, will tell how her company, the biggest fish in the small pond of Columbus, Ga., built a culture that brings big-time talent to a small community and keeps them there. Attendees will learn: • • • 1:30 PM How openness and transparency keep trust levels high and attrition low. How giving back to the community creates pride and keeps employees engaged. How to celebrate success and keep employees focused on goals. Audrey Boone Tillman, Executive Vice President, Corporate Services, Aflac Common-Sense Engagement at SunTrust Improving employee engagement is more complicated than a survey or a solution tethered to a survey. It can be done, but it’ll require a lot more common sense than is generally permitted inside the workplace. Attendees will take away these lessons: • • • Go long. You won’t engage your entire workforce if you point all of your efforts at your managers. Use language that matters. Chances are if your kids don’t know what you’re talking about, your employees wont either. What works here probably won’t work there. Invest the time and effort to get it right. Matthew Getz, Senior Vice President of Teammate Experience, SunTrust Banks
    • 1:30 PM Tuesday, November 12, 2013 I Come From the Water: Management Evolution in Three Acts This session will tell the story of the evolution of the modern manager through the lens of three managers. Henry Ford, Don Draper and Ari Gold. All three developed adaptations that allowed them to succeed where others couldn't. Attendees will learn about: • • • 2:00 PM How the real evolution of the modern manager is about performance art — the ability to facilitate five distinct conversations for the people they manage. How managers with this adaptation are already thriving and engaging those around them. The test: could your managers survive in a "Saturday Night Live" skit? Kris Dunn, Chief Human Resources Officer, Kinetix Recycling Talent Management for Success at Novelis Seven years ago, Novelis, a spin-off of Alcan, was nearly bankrupt. Today it leads the world in aluminum rolling and recycling, and revamped talent management practices are key to the progress. Attendees will learn about how: • • • The firm at one point lacked a career page, a “high-potential” bench and global leadership development. Novelis has created a global platform for employment selection and brand, a global leadership architecture, as well as a talent review process with a monthly cadence. How integrated talent management is critical to the company’s business strategy. Joanne McInnerney, Vice President, Global Talent Management, Novelis
    • 2:00 PM Tuesday, November 12, 2013 Social Recruiting Will Die The social recruiting “revolution” is really an evolution, and the very phrase “social recruiting” will be dead before long. But that doesn't mean social strategies aren't important. In fact, they are critical for your overall talent acquisition strategy. In this session you will learn: • • • 2:00 PM How to effectively use social recruiting and make it part of your talent acquisition DNA. The cost-effectiveness and ROI of social recruiting. How recruiting equals marketing and why pushing a message can be damaging to your talent brand. Alex Putman, Director, Talent Branding & Acquisition, YP.com Closing the Compromise Gap by Building Apprentice Programs Ben Franklin, John Adams and Thomas Jefferson all began their careers in a lost rite of passage: the apprenticeship. Today, technology services firm Adcap Network Systems is using apprentice programs to close “the compromise gap” between employers and the unemployed. In this session, attendees will learn: • • • About “the compromise gap” — employers bemoan a skills gap among workers while jobless workers lament the employment gap of 3.8 million unfilled jobs. How Adcap is closing the compromise gap with updated apprenticeships that integrate talent acquisition, development and succession. A road map for introducing apprenticeships. Bradford Wilkins, Director, Talent Management, Adcap Network Systems
    • 2:30 PM Tuesday, November 12, 2013 Effective Compensation Strategies for Retaining Talent During an Economic Recovery In today’s world of social media, it is challenging to hide top talent and to keep them from seeing how pay packages stack up. But retaining key employees is crucial during a recovery. Come hear the findings from a recent survey of more than 600 compensation professionals and learn from Dr. Dow Scott’s extensive experience with compensation programs. Participants will learn how: • • • 2:30 PM Reward professionals perceive the challenges of retaining talent during economic recovery. Reward professionals are designing compensation programs to attract and retain key talent. Non-financial rewards can enhance compensation programs’ effectiveness. Dow Scott, Professor of Human Resources, Quinlan School of Business at Loyola University Chicago Let Them Show Each Other the Money: Peer Recognition Makes a Positive Impact at Impact Advisors Impact Advisors, a health care technology consulting firm, has taken recognition and rewards to the next level. Unlike traditional programs where managers bestow awards or spot bonuses, Impact Advisors lets employees give each other $50 gifts, no questions asked. This culture of kudos and trust has helped make Impact the sixth-fastest growing company in Chicago. Attendees will learn: • • • • The art of designing an effective employee recognition system. How recognition contributes to employee engagement. How Impact’s culture of trust fuels its recognition program How to know if your recognition system is working. Andrew Smith, President & Co-Founder, Impact Advisors
    • 2:30 PM Tuesday, November 12, 2013 Culture Bubbles Up. Don’t Pop It. If you’re serious about culture, you’ve got to get serious about listening to your people. Trisect has developed a fearless, inventive and humanistic culture by identifying idea bubbles that rise up from its employees and empowering them to put them into action. In this session, attendees will learn to: • • • 3:00 PM Listen for and identify employee idea bubbles and then put them into action. Use transparent conversation as a trust development tool. Analyze if employee ideas and their bubbles align with your strategy. Paul Kuzma, Chief Idea Officer, TRIS3CT Ignite, Spark the Fire Within Your Employees: An Exercise in Branding Hospira has been shifting the paradigm regarding talent development and management in an effort to drive improved performance and business results. Share the journey of this medical device and pharmaceutical provider and hear about its approach to branding to drive greater awareness, understanding, excitement, individual accountability and engagement among employees. In this session attendees will learn: • • • 3:00 PM One approach to branding talent development and management. How branding can increase employee ownership. Potential success factors and barriers to success during implementation. Pamela S. Puryear, Ph.D., Vice President, Organization Development, Hospira Inc. Collaboration Connects the Enterprise at Cigna Cigna created a portal with social and collaborative technology. Cigna Social is an all-company blog that any employee can post to on any topic. Karen Kocher, chief learning officer, will tell you how it became the first stop of the day for many employees. Attendees will learn: • • How Cigna Social reshaped employee collaboration and provided a knowledge center for employees. How an insurance provider became innovative with the use of social media. Karen Kocher, Chief Learning Officer, Cigna
    • 3:00 PM Tuesday, November 12, 2013 Interviewing With a Mindset Toward Retention: Groupon’s Take on Effective Interviews Interviewing is about retention more than it is about acquisition. Determining if the match will be strong nine, 12 or 24 months later is the goal. Hear about the long view on hiring from an early member of the HR team at Groupon. Attendees to this session will learn: • • 3:30 PM How to advance the interviewer-interviewee relationship to the point where real conversation takes place instead of one side attempting to impress the other. That "Why do you want this job?" can be one of the most counterproductive and derailing questions to ask. Dan Jessup, Human Resources Director, Groupon Close/Networking