This document contains summaries of several presentations on topics related to leadership, accountability, religious accommodation, privacy issues, and new technologies in the workplace. The presentations will cover developing skills to hold others accountable, federal laws on religious discrimination and accommodation, leveraging leadership competencies seen in The Wizard of Oz, and potential legal issues arising from new monitoring technologies and employees' use of personal devices at work.
An overview to help those who own/run business learn about the economic and productivity impact of the appropriate use of customizeable assessments on their operations.
With five different generations in the workplace, you may experience conflicting work styles, preferred methods of communication and uses of technology. Learn how to be most successful when working with each of the generations. Once you understand their values, expectations and priorities, you can more effectively market yourself.
What You will learn:
• How to be successful in this environment of different generations
• How to implement a personal strategy and work effectively with people in all five generations
Interview with: Mark Bocianski, Global Head of Talent Management & Learning, Western Union. Mark Bocianski is the Chairperson at the marcus evans Corporate Learning & Talent Development Summit 2018, taking place April 29 - May 1.
An overview to help those who own/run business learn about the economic and productivity impact of the appropriate use of customizeable assessments on their operations.
With five different generations in the workplace, you may experience conflicting work styles, preferred methods of communication and uses of technology. Learn how to be most successful when working with each of the generations. Once you understand their values, expectations and priorities, you can more effectively market yourself.
What You will learn:
• How to be successful in this environment of different generations
• How to implement a personal strategy and work effectively with people in all five generations
Interview with: Mark Bocianski, Global Head of Talent Management & Learning, Western Union. Mark Bocianski is the Chairperson at the marcus evans Corporate Learning & Talent Development Summit 2018, taking place April 29 - May 1.
The American Society for Human Resources Management (SHRM) has identified employee engagement – inspiring and motivating people to excel at work – as the biggest challenge faced by its individual and company members. The traditional response of most organization leaders has been to throw money at the problem. In this executive brief, the author draws from his own wealth of leadership experience, and from the findings of numerous specialists in the field of leadership development and employee engagement, to offer a more compelling and effective alternative.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Power and Empowerment".
Shankar , our GC brought this book to my attention.
This is a book written by a former GE GC. Many people believe that high performance and high integrity cannot co- exist. The author Ben Heineman systematically shows us how it should be done laying great emphasis on the CEO and those who lead teams.
This great company trusts each and every one of us to do the right thing, every moment, every day. I have enormous faith that you will build a high integrity –hi performance culture, both are important.
Engagement in your company is a sorrow?
Therefore people under perform and relationships are damaged or is it the other way around?
If you would like to add a really practical tool on leveraging on engagement, you could use the x-model of BlessingWhite that helps you assess and work out the right strategies to level up engagement.
If you think my experience with this could help you, please contact me!
Cultivating and Sustaining a Healthy Organizational CultureEmily Rogers
At the February 2020 Lakeland Economic Development Council meeting, Emily and panel of Lakeland-based CEOs shared how cultivating a healthy organizational culture positively affects employee satisfaction, the ability to recruit top talent, and ultimately an organization’s bottom line.
There’s no doubt that organizations are increasingly reliant on external expertise. And that raises big questions for human resources: How clear is our strategy and philosophy of contingent staffing? How involved is HR in managing external expertise on behalf of their organizations, and how involved should it be? How well does our workforce planning incorporate external experts into a total workforce plan? How well do our systems and policies support our ability to attract the best external talent, and their productivity?
In this spotlight webinar, Norm Smallwood and Jon Younger, authors of “Agile Talent: How to Source and Manage Outside Experts” will deliver insight on how talent leaders can successfully manage, mobilize and maximize the contributions of agile talent.
During this Spotlight webinar, attendees will explore:
-The challenge of agile talent.
-What strategic agile talent management looks like.
-How leaders need to change how they think and act to make the most from this agile workforce.
-The role of HR now, and the implications of an HR strategic approach to agile talent.
The American Society for Human Resources Management (SHRM) has identified employee engagement – inspiring and motivating people to excel at work – as the biggest challenge faced by its individual and company members. The traditional response of most organization leaders has been to throw money at the problem. In this executive brief, the author draws from his own wealth of leadership experience, and from the findings of numerous specialists in the field of leadership development and employee engagement, to offer a more compelling and effective alternative.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Power and Empowerment".
Shankar , our GC brought this book to my attention.
This is a book written by a former GE GC. Many people believe that high performance and high integrity cannot co- exist. The author Ben Heineman systematically shows us how it should be done laying great emphasis on the CEO and those who lead teams.
This great company trusts each and every one of us to do the right thing, every moment, every day. I have enormous faith that you will build a high integrity –hi performance culture, both are important.
Engagement in your company is a sorrow?
Therefore people under perform and relationships are damaged or is it the other way around?
If you would like to add a really practical tool on leveraging on engagement, you could use the x-model of BlessingWhite that helps you assess and work out the right strategies to level up engagement.
If you think my experience with this could help you, please contact me!
Cultivating and Sustaining a Healthy Organizational CultureEmily Rogers
At the February 2020 Lakeland Economic Development Council meeting, Emily and panel of Lakeland-based CEOs shared how cultivating a healthy organizational culture positively affects employee satisfaction, the ability to recruit top talent, and ultimately an organization’s bottom line.
There’s no doubt that organizations are increasingly reliant on external expertise. And that raises big questions for human resources: How clear is our strategy and philosophy of contingent staffing? How involved is HR in managing external expertise on behalf of their organizations, and how involved should it be? How well does our workforce planning incorporate external experts into a total workforce plan? How well do our systems and policies support our ability to attract the best external talent, and their productivity?
In this spotlight webinar, Norm Smallwood and Jon Younger, authors of “Agile Talent: How to Source and Manage Outside Experts” will deliver insight on how talent leaders can successfully manage, mobilize and maximize the contributions of agile talent.
During this Spotlight webinar, attendees will explore:
-The challenge of agile talent.
-What strategic agile talent management looks like.
-How leaders need to change how they think and act to make the most from this agile workforce.
-The role of HR now, and the implications of an HR strategic approach to agile talent.
Made public from McLean & Company, Dr. Dalton Kehoe contributes to build evidence-based HR practices that work with the brain, not against it, to gain credibility with stakeholders and drive business results.
Chapter one - Needed: People-Centered Managers and WorkplacesAlex Munasir
Needed: People-Centered Managers and Workplaces
Source: Kinicki, A., dan Fugate, M. (2013). Organizational Behavior, 5th Edition. McGraw-Hill, Boston. (KF).
Anna Taylor (Speaker) West Coast DEI Lead, VMLY&R
Demographic transference within organizations is shifting and there will continue to be an upsurge of more diverse and inclusive organizations as they outperform homogeneous organizations. But this is a slow progression, where can we start making organizational transformation now? We can start from the bottom; employees have more power than they may realize, to affect change. And although this may seem like a daunting call-to-action, employees have the power irrespective of budget or team size, to make an indelible impact on organizational change. Like many effectual grassroots movements, employees have the ability to create a new model that renders the existing model obsolete and lead the evolution of organizational transformation.
Dear Readers
I have taught this course to my students of MBA-VI trimester pursuing their majors in HRM at IMS Unison University, Dehradun (India). The contents in this comprehensive presentation have been taken (majorly) from the book titled TALENT MANAGEMENT: A CONTEMPORARY PERSPECTIVE, edited by Prof. Mamta Mohapatra and Prof. Swati Dhir. I am hopeful to express that it will be beneficial to both academics as well as scholars aspiring to teach/understand the fundamentals of Talent Management. Wishing you all the best and happy learning!
Warm regards
Nishant Chaturvedi
[Uploaded on 11th July 2022]
Unleashing Potential: Talent Management and Career Development Strategies for...Vanessa Theoharis
This presentation was shared by Vanessa Theoharis and Julie Ried at the American Marketing Association Higher Education Symposium in November 2022.
The market has gone through a whirlwind of a year, as individuals contemplate the next stages of their career journeys, whether within the organization or elsewhere. As higher education leaders, you have the opportunity to create a workplace environment that will attract top talent, engage your team and motivate individuals to stay.
Bringing best practices from across the field, this presentation includes strategies around employee recruitment, retention, and engagement, specifically for marketing and communications teams.
Are employers whining or do we really have a skills gap?serrainne Nyamori
Are we facing a skills shortage in the height of global unemployment? Millions of people are desperately looking for jobs, why are many employers claiming they can’t fill their vacant positions?
Dynamic Teaming and Leading — The New NormalWorkboard Inc.
Most managers see functional and organizational boundaries as barriers, yet to thrive in complex markets, organizations need boundary-spanning collaboration, cross-organizational thinking and dynamic rather than functional leadership. Maximize your organization’s agility and velocity by making dynamic teaming and leading its new normal.
Brevard Family Partnership has a Human Resources Manager position available.
To apply: Please submit a resume, a Brevard Family Partnership application and screening
authorization form (available on line at www.brevardfp.org) Application
materials must be completed to apply for this position.
Mail To: Brevard Family Partnership
Attn: Valerie Randall
2301 W. Eau Gallie Blvd. Suite 104
Melbourne, FL 32935
Via fax: Attn: Valerie M. Randall (321) 752-3188
The world is becoming more “social” and technology is rapidly changing the workforce. Today’s business professional must understand the importance of social media not only for their organization but for personal branding and career development. The opportunities to network and learn are endless – but how do you start?
This session is designed to give you practical advice and the encouragement you need to develop your own digital footprint on Linkedin.
Register today at www.sbshrm.org
A Director of Human Resources position is open for the Crowne Plaza Melbourne Oceanfront. Please send resumes and any questions to Mark Baker, General Manager at MBaker@cpmelbourne.com.
Presenters:
Andy Hament, Partner, FordHarrison
Priscilla Hament, Human Resources Manager, Harris Corporation, and former attorney/investigator
for the National Labor Relations Board)
Observe a mock investigative interview followed by an interactive discussion and pointers on:
* Determining whether a formal investigation is needed in the first place
* Deciding who is best to conduct the investigation
* Preparing for the investigation
* Establishing the order of witnesses
* Dealing with confidentiality and attorney-client issues
* Interviewing techniques
* Resolving credibility issues (“He said – she said”)
* Documenting the investigation
* Concluding and communicating the investigation
A Senior Human Resources Generalist position is open at Revolution Technologies in Melbourne, FL. Please see the attached job description. If you are interested in this position, please email your resume to malmerez@revolutiontechnologies.com or call 321-409-4949 ext. 257.
A Senior Human Resources Generalist position is open at Revolution Technologies in Melbourne, FL. Please see the attached job description. If you are interested in this position, please email your resume to malmerez@revolutiontechnologies.com or call 321-409-4949 ext. 257.
A Senior Human Resources Generalist position is open at Revolution Technologies in Melbourne, FL. Please see the attached job description. If you are interested in this position, please email your resume to malmerez@revolutiontechnologies.com or call 321-409-4949 ext. 257.
Invitation - Understanding Your Role as a Fiduciary for Your Organization's R...Tina Kuga Garrell, MHR
Please join us for our next workshop on Friday, June 28th from 8am-11:30am, Understanding Your Role as a Fiduciary for Your Organization's Retirement Plan, in conjunction with SageView and Prudential. This will be free workshop, being held at the Citrus Club located in Downtown Orlando. Breakfast will be served. Those interested in attending can click on the link in the invitation to submit your info, contact me directly, or through this site:
http://www.signmeup.com/112V7J7
Program Summaries - 2015 Space Coast HR Conference
1. Crucial Accountability: Tools for Resolving Violated Expectations and Broken Commitments
Justin Hale, Master Trainer, VitalSmarts
One of the most prevalent and costly workplace issues is the inability to effectively hold others accountable for bad
behavior. VitalSmarts research shows that 95% of employees struggle to hold their colleagues accountable for violated
expectations wasting $1,500 and an eight-hour workday for every accountability discussion avoided.
Top performers are gifted at holding others accountable. They know how to diagnose the underlying causes behind
broken promises, violated expectations, and bad behavior. In this engaging presentation, participants will learn a high-
leverage skill set that lies at the heart of problem solving and execution. By learning how to talk about violated
expectations in a way that solves problems while improving relationships, you will improve individual, team, and
organizational effectiveness.
Learning Objectives:
• Create a culture where employees hold anyone accountable regardless of power or position.
• Master performance discussions to get positive results and maintain good relationships.
• Enhance accountability and ensure execution.
Religious Discrimination and Accommodation -- When Religion and Work Conflict
Andrew S. Hament, Partner, Ford Harrison
With EEOC charges on the rise, Andy Hament of FordHarrison will conduct a workshop on employers' obligations to
accommodate a myriad of religious beliefs and practices -- from Scientology to Veganism -- that could otherwise
conflict with the workplace. This program will explore federal and state laws prohibiting religious discrimination and
requiring reasonable accommodation, EEOC guidelines, court decisions, and provide a checklist and tips for evaluating
whether, when and how to accommodate particular situations, ranging from dress code exceptions, to schedule
changes and leaves, avoiding certain duties, and mandatory flu shots.
Keynote: Leadership Secrets from the Wizard of Oz
Tony Moore, Chief of Talent Development, Eckerd
Description: Now more than ever human resource leaders are front and center as their organizations navigate the
volatile, uncertain, complex, and ambiguous times in which we are operating. As the HR function takes on greater
strategic importance, HR professionals are challenged to not only understand the direction the organization is headed
but to also serve as a force multiplier in the organization’s success. To remain relevant, HR professionals must learn,
unlearn, and relearn at a much more rapid pace than previous generations. While success in the past won’t
automatically translate to success in the future, there are a set of tried and true leadership competencies that have
retained their value.
Using humorous storytelling and real world examples, Leadership Secrets from the Wizard of Oz focuses on the core
competency possessed by each character in the story and demonstrates its practical application to the HR professional
who wants to positively impact their organization and become the kind of leader people follow by choice. Whether
participants are currently leading or simply wanting to increase their influence, Leadership Secrets from the Wizard of
Oz provides a fresh perspective on maximizing their impact as activist, capability builder, and facilitator of organizational
change. Are you ready to go see the Wizard?
Learning Objectives
• Learn the leadership competencies needed to deepen your impact on the organization
• Learn to identify and leverage your strengths
• Learn critical data that must be used to inform decision-making and drive performance
• Learn to create a culture of accountability and ownership within the HR function
2. Tech Wars: Employee Privacy Issues in the Next Generation
Lillian (Lilly) Moon, Attorney at Law, Jackson Lewis P.C.
Privacy has long been an issue that has challenged employers and businesses. However, the explosion of technology has
affected how we communicate, manage workforces and monitor data, communications and movement, resulting in an
altered and developing legal landscape. With today’s ever increasing and expanding technological abilities, employers
must become aware of the potential legal pitfalls when instituting new technologies in the workplace as well as
potential issues with employees using their own technology while at work. Session topics will include: (1) employee
monitoring/location tracking devices including GPS tracking devices on employer and employee-owned equipment, RFID
chips, recording employee telephone calls, and video monitoring; (2) new technologies creating workplace Issues
including use of biometrics, Bitcoin, Google Glass, employee-generated workplace video, still photographs, and audio
recordings; (3) social media access legislation; and (4) use of electronic signatures for e-application and e-onboarding
systems.
Learning Objectives:
• Become aware of new technologies affecting workplace conditions.
• Develop an understanding of potential legal pitfalls associated with technological advancements in the
workplace.
• Become aware of potential issues with employees using employee-owned technology in the workplace.