The HRSouthwest Conference 2017

Archives from the 2017 HRSouthwest Conference, Powered by Dallas HR

 

  • 5 Things You Should Know About Employee Recognition in 2018

    Contains 3 Component(s), Includes Credits

    Is your organization’s employee recognition program ready for 2018? Find out what you need to know about employee recognition for the year ahead. We will discuss the trends in employee recognition programs and how you can be prepared to leverage your recognition initiatives to get the best results for your business. This session will address how smartphone technology is affecting employee recognition in businesses and the employee recognition metrics you should be watching. There will also be a focus on millennials in management positions and what it means for your recognition program. Attendees will discover the benefits of using a central hub for recognition and how empowering your staff can translate to a stronger recognition culture organization-wide.

    Is your organization’s employee recognition program ready for 2018? Find out what you need to know about employee recognition for the year ahead. We will discuss the trends in employee recognition programs and how you can be prepared to leverage your recognition initiatives to get the best results for your business. This session will address how smartphone technology is affecting employee recognition in businesses and the employee recognition metrics you should be watching. There will also be a focus on millennials in management positions and what it means for your recognition program. Attendees will discover the benefits of using a central hub for recognition and how empowering your staff can translate to a stronger recognition culture organization-wide.

    Learning Objectives:

    • Understand how technology, metrics and millennials are affecting employee recognition in businesses
    • Leverage your staff through empowerment to create a stronger recognition culture 
    • Define the benefits of using a central hub for recognition organization-wide

    Mike Byam

    Managing Partner, Terryberry

    Mike Byam is the author of The WOW! Workplace, and Managing Partner of Terryberry, an international firm that specializes in implementing and managing employee recognition programs. Mike is a frequent speaker on the topic of employee recognition to HR professionals and business groups around the world. He has also consulted with hundreds of organizations - from family businesses to Fortune 500 companies - to develop recognition strategies for employee retention and performance improvement. When he is not busy championing the advancement of employee recognition awareness around the globe, Mike spends his time competing in Ironman triathlons and additional marathon events. His experiences lend him a unique perspective on personal motivation and inspiration, and how they affect everyone in today’s fast-changing workplace. Mike earned his M.B.A. from Chaminade University Honolulu. He attended Hope College in Holland, Michigan for his undergraduate studies.

  • Why HR Needs to Change: The Results of Mercer’s 2017 HR Transformation Survey

    Contains 3 Component(s), Includes Credits

    It’s 2017 and the HR service delivery model continues to evolve. Mercer’s most recent global survey investigates how high performing HR functions are structured, what new emerging HR service delivery models look like and if they are they more effective than traditional models. Join Mercer’s thought leaders as they share the results of Mercer’s global HR Transformation survey demonstrating the prevalence of different HR service delivery models being used today, which HR model structures may lead to more effective business outcomes, the design of new emerging HR models, the strengths and challenges of traditional and newly designed HR models, what elements of HR technology are most effective, and how organizations are currently upskilling and cross-training their HR team members.

    It’s 2017 and the HR service delivery model continues to evolve. Mercer’s most recent global survey investigates how high performing HR functions are structured, what new emerging HR service delivery models look like and if they are they more effective than traditional models. Join Mercer’s thought leaders as they share the results of Mercer’s global HR Transformation survey demonstrating the prevalence of different HR service delivery models being used today, which HR model structures may lead to more effective business outcomes, the design of new emerging HR models, the strengths and challenges of traditional and newly designed HR models, what elements of HR technology are most effective, and how organizations are currently upskilling and cross-training their HR team members.

    Learning Objectives:

    • Understand the results of Mercer’s newest HR Transformation survey and apply findings to your HR service delivery model
    • Gain insight into how HR is changing
    • Apply best practices for evolving your HR service delivery model

      Karen Shellenback

      Principal, Mercer

      Karen Shellenback is responsible for global research insights in the areas of Talent Strategy and HR Transformation. Prior to joining Mercer, Shellenback held research and consulting positions at Bersin by Deloitte, Cornell University and PwC. ‬She is an expert in qualitative and quantitative research methods, corporate assessments and survey research. Across her 20 years of experience, she has surveyed hundreds of thousands of executives and employees in corporations, academia, and government. Shellenback holds two degrees from Cornell University, where she graduated with honors in Policy Analysis and Management/Industrial and Labor Relations.

      Karen Peircy

      Partner, Mercer

      Karen Piercy is a partner in Mercer’s HR Effectiveness practice. Her areas of expertise include HR transformation, HR function, shared services and technology assessment, HR strategy, organization and role design, governance, sourcing strategies, and process reengineering. For over 25 years she has served clients in professional and financial services, pharmaceutical, energy, technology, health care, retail, consumer products, manufacturing and distribution, not-for-profit and public sector industries. Piercy holds a BA in economics and business from Lafayette College and a MBA in human resource management from the University of Pittsburgh’s Joseph M. Katz Graduate School of Business. She has published numerous articles on HR transformation and speaks frequently on HR-effectiveness issues.

    • Avoiding the Courthouse: Practical Strategies to Reduce Litigation Risk

      Contains 3 Component(s), Includes Credits

      One of the best ways to show your CEO you are adding value is by developing a comprehensive strategy to reduce the chances that your company may face expensive, time-consuming litigation. This session will provide a step-by-step approach to building a comprehensive preventive plan including hiring, evaluation, discipline, non-harassment, and LOA strategies structured to keep plaintiff lawyers away from your door.

      One of the best ways to show your CEO you are adding value is by developing a comprehensive strategy to reduce the chances that your company may face expensive, time-consuming litigation. This session will provide a step-by-step approach to building a comprehensive preventive plan including hiring, evaluation, discipline, non-harassment, and LOA strategies structured to keep plaintiff lawyers away from your door.

      Learning Objectives:

      • Discover how to put your Company’s positive employee relations culture into day-to-day reality
      • Learn how to make your equal employment opportunity statement into a living, breathing reality each day
      • Understand how to make your first line supervisors accountable in reducing EEOC charges, lawsuits, turnover, and morale issues

      Christopher Antone

      Principal, Jackson Lewis

      Christopher C. Antone is celebrating his 36th year with Jackson Lewis P.C.. He was inducted into the HRSouthwest Conference Speaker Hall of Fame in 2015 and is Board Certified in Labor and Employment Law by the Texas Board of Legal Specialization. Mr. Antone counsels human resources professionals in the development of state-of-the-art proactive policies, procedures and protocols designed to retain the best talent, exit poor performers, and create an environment that produces highly effective work teams. He teaches all levels of management on lawful strategies designed to minimize employment-related litigation and union organizing drives. Mr. Antone received his Bachelor of Science Degree in Industrial and Labor Relations from Cornell University, where he achieved Dean’s List academic honors. He graduated from Hofstra University School of Law, where he was elected to the Hofstra Law Review and was awarded a Juris Doctor Degree with distinction in labor law.

    • Create a Business Focused Compensation Program

      Contains 3 Component(s), Includes Credits

      Does your compensation program serve your company by helping to achieve business goals and objectives as well as attract and retain the right employees? Often leadership sees compensation as an overhead cost instead of one that is strategically aligned to the business. Participants will review the elements that are needed in a business focused compensation program and how to determine where and how to align them with the business. Building leadership appreciation for the compensation program is key to success, ways to maintain and report program progress will be discussed.

      Does your compensation program serve your company by helping to achieve business goals and objectives as well as attract and retain the right employees? Often leadership sees compensation as an overhead cost instead of one that is strategically aligned to the business. Participants will review the elements that are needed in a business focused compensation program and how to determine where and how to align them with the business. Building leadership appreciation for the compensation program is key to success, ways to maintain and report program progress will be discussed.

      Learning Objectives:

      • Understand how your company strategy needs to align with the compensation program
      • Identify the key compensation elements that assist the company in meeting their overall strategic goals
      • Learn how to maintain and report on the program success

      Lane Transou

      Principal, Lane Transou Consulting

      Lane Transou CCP, GRP, SPHR, SHRM-SCP, is an independent Total Rewards consultant with over 20 years of experience as a practitioner in a variety of industries including oil and gas manufacturing and finance. Her focus is to help clients align their total reward programs with the organization's strategic goals. As an experienced practitioner, Lane’s insight provides solutions and options to the human capital challenges companies experience. Lane is a member of HR Houston and an active member of SHRM Texas State Council and SHRM having served in a variety of roles including the National Total Rewards Panel.

    • Dispelling the Myths of Talent Management Strategies

      Contains 3 Component(s), Includes Credits

      Designed to challenge you to think differently about how you hire, onboard and engage the talent that enables your organization to thrive, this thought-provoking session will dispel some myths about employee retention and provide you with insight and strategies to create an engaged, inspired and committed workforce. Current research suggests that one of three hiring decisions is based on insufficient information for either party to make informed choices. Similarly, one in three new hires does not make it past their one-year work anniversary. Creating a high performance organization requires a paradigm shift and an increased focus on workforce engagement.

      Designed to challenge you to think differently about how you hire, onboard and engage the talent that enables your organization to thrive, this thought-provoking session will dispel some myths about employee retention and provide you with insight and strategies to create an engaged, inspired and committed workforce. Current research suggests that one of three hiring decisions is based on insufficient information for either party to make informed choices. Similarly, one in three new hires does not make it past their one-year work anniversary. Creating a high performance organization requires a paradigm shift and an increased focus on workforce engagement.

      Learning Objectives

      • Understand the current economic, demographic and generational trends your organization is facing
      • Create a talent management strategy that impacts talent attraction, selection, development and retention processes
      • Move toward “conscious” hiring and empowering your managers to choose people wisely

      Margaret Graziano

      CEO, KeenAlignment

      Magi Graziano, CEO of KeenAlignment, is a leading talent management expert, keynote speaker, and author of The Wealth of Talent with over 20 years of real-world, hands-on experience in hiring strategy and talent development. She brings neuroscience to hiring, learning and development, and employee engagement. A pioneer in her field, she has developed a talent strategy system that gives business leaders the actionable steps they need to align their corporate strategy with their people strategy and thereby maximize employee effectiveness and engagement and develop high-performing teams who consistently elevate the customer experience. A Certified Co-Active Executive Coach, Certified Employee Retention Specialist and Trainer, and an Organizational Development and Talent Architect, Magi has been a guest speaker at conferences and seminars where she’s captivated audiences with her presentations on Conscious Hiring, Leadership Effectiveness, and Workforce Optimization.

    • Is That Really Reasonable? Navigating ADA Accommodations & Compliance

      Contains 3 Component(s), Includes Credits

      The Americans with Disabilities Act (ADA) continues to be a hotbed of interest for the plaintiffs’ bar and the Equal Employment Opportunity Commission (EEOC), making compliance a top priority for employers. More so now than ever, human resources professionals must know when to set boundaries and when flexibility is required. In this interactive session, we will use scenarios based on recent case law and EEOC enforcement activity to review important accommodation concepts and best practices.

      The Americans with Disabilities Act (ADA) continues to be a hotbed of interest for the plaintiffs’ bar and the Equal Employment Opportunity Commission (EEOC), making compliance a top priority for employers. More so now than ever, human resources professionals must know when to set boundaries and when flexibility is required. In this interactive session, we will use scenarios based on recent case law and EEOC enforcement activity to review important accommodation concepts and best practices.

      Learning Objectives:

      • Provide practical tools and resources for human resources professionals who manage accommodation issues
      • Understand the EEOC’s enforcement activity with respect to the ADA and accommodation issues
      • Review important court decisions interpreting disability laws, including accommodation obligations

      Kristin Bauer

      Principal, Jackson Lewis P.C.

      Kristin L. Bauer is a Principal with the Dallas office of the national employment law firm, Jackson Lewis PC. Ms. Bauer represents management exclusively in workplace law and related litigation. In addition to handling an active employment litigation docket, she counsels management on preventive strategies, including termination decisions, investigations, employment agreements, non-compete issues, wage and hour laws, policies and handbooks, and other issues affecting the workplace. Ms. Bauer also advises employers on the numerous laws touching ill and injured workers, including the Americans with Disabilities Act and the Family and Medical Leave Act, and strategies to manage those risks. Ms. Bauer is a government advocacy co-chair for Texas SHRM. She has been recognized as a Texas Super Lawyer 2014-2016 and repeatedly as a Rising Star. Ms. Bauer has served as pro bono general counsel to The Family Place, a Dallas-based non-profit agency serving the victims of domestic violence and their families.

    • Managing Inclusion During Turbulent Times

      Contains 3 Component(s), Includes Credits

      With the best of intentions, leading organizations have invested significant resources towards building diverse and inclusive workplaces. However, with epic levels of social and political uncertainty, many organizations are grappling with how to manage inclusion while providing employees a safe place to have respectful and productive dialogue about sensitive issues that often bring significant emotion and conflict. During this session, we will discuss strategies organizations can use to foster an inclusive culture even during turbulent times.

      Speaker: Kelley Johnson

      With the best of intentions, leading organizations have invested significant resources towards building diverse and inclusive workplaces. However, with epic levels of social and political uncertainty, many organizations are grappling with how to manage inclusion while providing employees a safe place to have respectful and productive dialogue about sensitive issues that often bring significant emotion and conflict. During this session, we will discuss strategies organizations can use to foster an inclusive culture even during turbulent times.

      Learning Objectives:

      • Understand the workplace implications to social and political issues going on outside of company walls
      • Identify the role of senior leadership in setting the tone for inclusion, especially during turbulent times
      • Discuss best practices for creating a safe place for respectful employee dialogue
    • Managing Threats of Violence: Best Practices in High-Risk Situations

      Contains 3 Component(s), Includes Credits

      Incidents involving violence, threats of violence, and other misconduct due to domestic issues, volatile employees and other causes are all too common in the workplace. Understand the potential impact of violence on your organization. Learn how to identify, investigate and possibly prevent violent incidents and related misconduct involving employees, as well as create an effective prevention and response plan to address this critical issue. We will also discuss available resources to help HR leaders manage these issues within the workplace.

      Incidents involving violence, threats of violence, and other misconduct due to domestic issues, volatile employees and other causes are all too common in the workplace. Understand the potential impact of violence on your organization. Learn how to identify, investigate and possibly prevent violent incidents and related misconduct involving employees, as well as create an effective prevention and response plan to address this critical issue. We will also discuss available resources to help HR leaders manage these issues within the workplace.

      Learning Objectives:

      • Identify risk factors and signs of potential violence among employees
      • Understand how to address volatile employees in the workplace
      • Prepare an action and response plan to address potential issues

      Norbert "Bert" Alicea

      Executive Vice President, EAP+Work/Life Services

      Bert Alicea is a Licensed Psychologist with over 27 years of experience in the EAP field and is currently Executive Vice President, EAP+Work/Life Services at Health Advocate. Bert specializes in conducting trainings locally and on a national level on topics including harassment awareness; violence prevention; drug free workplace; DOT compliance training; and supervisor EAP awareness training. Bert also has a specialization with executive coaching; conflict mediation; and management and supervisor consultations in assisting with difficult workplace situations. Bert obtained a Masters of Arts in Industrial Psychology from West Chester University, West Chester, PA and he also has his Bachelors of Science in Psychology from St. Joseph’s University, Philadelphia, PA. He is a Licensed Psychologist, a Certified Employee Assistance Professional (CEAP) and a U.S. Department of Transportation qualified Substance Abuse Professional.

    • Navigating Wellness: Creating an Effective Strategy for Cost Containment

      Contains 3 Component(s), Includes Credits

      Onsite medical screening services are the backbone of effective corporate wellness initiatives and are highly effective at cost containment when properly designed and managed. Yet, research shows that less than 50% of all wellness programs succeed. There are many identifiable reasons, but when you step back and look at them as a whole the answer is fairly obvious. They fail because most companies are not “change ready”. Wellness is about people, not corporations. Session participants will examine available options from basic to comprehensive personalized wellness. You will learn what tests are most effective for cost containment, get ideas for properly structuring incentives for behavioral change, determine testing innovations, discover ways to drive participation, and get tips on cost, value, and ROI relationships.

      Onsite medical screening services are the backbone of effective corporate wellness initiatives and are highly effective at cost containment when properly designed and managed. Yet, research shows that less than 50% of all wellness programs succeed. There are many identifiable reasons, but when you step back and look at them as a whole the answer is fairly obvious. They fail because most companies are not “change ready”. Wellness is about people, not corporations. Session participants will examine available options from basic to comprehensive personalized wellness. You will learn what tests are most effective for cost containment, get ideas for properly structuring incentives for behavioral change, determine testing innovations, discover ways to drive participation, and get  tips on cost, value,  and ROI relationships.

      Learning Objectives:

      • Discover how to design a program that meets the individual needs of your workforce
      • Learn the difference between participation and outcome based programs
      • Understand how to measure success

      Johnette van Eeden

      President, Johnette van Eeden

      Ms. van Eeden is the best-selling author of Navigating Wellness, and has successfully completed Executive Education Programs from Kellogg School of Management at Northwestern University, UT Austin’s McCombs School of Business, and Tuck School of Business at Dartmouth College. She also completed post graduate studies in Entrepreneurship with Biz Owners Ed in 2014, was recognized in 2012 by The Dallas Business Journal for Who’s Who in Health Care, and has been profiled in several magazines including Chief Executive, Octane, and D CEO. She is a graduate of the Goldman Sachs 10,000 Small Business program and a 2015 Enterprising Women of the Year Finalist. Star Wellness® was also ranked #42 of the top 500 emerging diversity owned businesses for 2015.

    • Purposeful Leadership: Build the Capability You Need

      Contains 3 Component(s), Includes Credits

      Returning Favorite! This session will focus on achieving the breakthroughs we want for our organization and is based on three critical factors. The first factor is the approach to an infrastructure that provides what people need to succeed with a business model for how we best create value and grow as a result. Secondly, we will learn how to improve processes to run and drive the organization efficiently and productively. The third critical factor is how to evaluate and improve people throughout the year.

      Returning Favorite! This session will focus on achieving the breakthroughs we want for our organization and is based on three critical factors. The first factor is the approach to an infrastructure that provides what people need to succeed with a business model for how we best create value and grow as a result. Secondly, we will learn how to improve processes to run and drive the organization efficiently and productively. The third critical factor is how to evaluate and improve people throughout the year. 

      Learning Objectives:

      • Evaluate and re-engineer the business model and infrastructure of your department or organization
      • Fully evaluate individual or a collection of processes against specific results
      • Implement an adaptable and precision based system for evaluating and improving people

      Jack Gottlieb

      CEO, Total Solutions Group

      Jack Gottlieb is the Chief Executive Officer of the Total Solutions Group a global strategic consulting, training and coaching that partners with organizations deliver what is REALLY Most Important™ for an organization to fully thrive in the marketplaces they operate while delivering the value their customers and people truly need. They ensure this generates the results that their people will take ownership of and replicate going forward for their organization. Under Jack's leadership they have worked with over 125 companies ranging from organization’s who are small scale start up to mid-size organizations who are in hyper growth mode to large and publicly traded like Microsoft, Comcast & Toyota. Jack’s core responsibility is optimizing TSG’s unmatched core value & customer experience while focused on expanding their team while moving to a franchise model by 2025.