The HRSouthwest Conference 2018

Archives from the 2018 HRSouthwest Conference, Powered by Dallas HR

 

  • 036 - Global Talent: How to Bring it Home?

    Contains 3 Component(s), Includes Credits Recorded On: 10/15/2018

    There are many different temporary employment-based visa classifications, most of which are defined in the Immigration and Nationality Act (INA). Temporary employment-based visa classifications permit employers to hire and petition for foreign nationals for specific jobs for limited periods. The visa classifications vary in terms of their eligibility requirements, duration, whether they permit workers to bring dependents, and other factors. Permanent Employment-Based Immigration and Lawful permanent residency allows a foreign national to work and live lawfully and permanently in the United States. Lawful permanent residents (LPRs) are eligible to apply for nearly all jobs. Immigrants who acquired lawful permanent resident status through employment may apply for U.S. citizenship after five years., in addition to, The annual numerical limit (numerical limits and per-country limits) of employment-based immigrant visas each country is limited to is seven percent of the worldwide level of U.S. immigrant admissions. Because of numerical and per-country limits. Some individuals must wait a significant period of time to apply for lawful permanent residence even after the employer’s petition is approved by USCIS.

    There are many different temporary employment-based visa classifications, most of which are defined in the Immigration and Nationality Act (INA). Temporary employment-based visa classifications permit employers to hire and petition for foreign nationals for specific jobs for limited periods. The visa classifications vary in terms of their eligibility requirements, duration, whether they permit workers to bring dependents, and other factors. Permanent Employment-Based Immigration and Lawful permanent residency allows a foreign national to work and live lawfully and permanently in the United States. Lawful permanent residents (LPRs) are eligible to apply for nearly all jobs. Immigrants who acquired lawful permanent resident status through employment may apply for U.S. citizenship after five years., in addition to, The annual numerical limit (numerical limits and per-country limits) of employment-based immigrant visas each country is limited to is seven percent of the worldwide level of U.S. immigrant admissions. Because of numerical and per-country limits. Some individuals must wait a significant period of time to apply for lawful permanent residence even after the employer’s petition is approved by USCIS.

  • 086 - Dilly Dilly, Off to the Chamber of Misery: Consequences of Discipline

    Contains 3 Component(s), Includes Credits Recorded On: 10/16/2018

    Although almost every HR professional deals with issuing discipline to employees, do you truly understand the consequences of what you're doing. Are you issuing the discipline at the right time? Are you issuing the correct level of discipline? Are you wording the discipline properly? Are you putting yourself at legal risk based on the discipline you're issuing? The questions surrounding discipline are endless and it's not always as easy as it seems. In this presentation, participants will learn the consequences of discipline, failing to discipline, and failing to discipline properly. You will also receive guidance on how and when to discipline properly.

    Although almost every HR professional deals with issuing discipline to employees, do you truly understand the consequences of what you're doing. Are you issuing the discipline at the right time? Are you issuing the correct level of discipline? Are you wording the discipline properly? Are you putting yourself at legal risk based on the discipline you're issuing? The questions surrounding discipline are endless and it's not always as easy as it seems. In this presentation, participants will learn the consequences of discipline, failing to discipline, and failing to discipline properly. You will also receive guidance on how and when to discipline properly.

    Dustin Paschal

    Attorney, Simon | Paschal Pllc

    As a founding member of Simon | Paschal PLLC, an employment and business law boutique law firm in Dallas, Texas, Dustin maintains an active employment law practice. His practice includes advice and counsel in the areas of Title VII, state discrimination laws, the ADA, the ADEA, the FLSA, the FMLA, employment contracts, employee handbooks, non-competition and non-solicitation agreements, and numerous other employment laws and regulations. Dustin also advocates on behalf of his clients in hearings, injunction proceedings, trials and before state and federal agencies. Dustin is a three-term member of the DallasHR Board of Directors, where he serves as President-Elect. Dustin also has been selected as a Texas Super Lawyers Rising Star for six consecutive years, beginning in 2012.

    Paul Simon

    Attorney, Simon | Paschal PLLC

    As a founding member of Simon | Paschal PLLC, an employment and business law boutique law firm in Dallas, Texas, Paul maintains an active employment and business law practice. Paul has a wide array of experience in employment matters, including Title VII, state discrimination laws, the ADA, the ADEA, the FLSA, the FMLA, employment contracts, non-competition and non-solicitation agreements, employee handbooks and numerous other employment laws and regulations. Paul also has a broad business-based practice including, business entity formation and dissolution, operating agreements, and contract drafting and review. Paul is a five-term member of the DAYL Executive Committee, where he currently serves as President. Paul also has been selected as a Texas Super Lawyer Rising Star and three times as a Texas Super Lawyer.

  • 050 - How to Create a Results-Focused Culture Within Your Organization

    Contains 3 Component(s), Includes Credits Recorded On: 10/15/2018

    “What gets measured gets done!” You’ve probably heard that expression before, but it’s not just a clever quip; it’s a reality. We no longer live and work in an efforts-oriented society. Regardless of how busy your team members are or how “hard they work,” we are ultimately graded on the results we produce. Changing from a culture that traditionally rewarded loyalty, submissiveness, and longevity to one that measures and focuses on results, however, is not an easy transition. In this presentation, you’ll learn a four-part strategy to replace old thinking with an outcome-based mindset. Participants will learn to differentiate between Situational and Transformational Leadership and discuss the appropriate application for both. Next, the session will explore how you can optimize your Performance Appraisals in a different way than most organizations have historically used them. With individualized development plans in place for every team member as a result of the Performance Appraisals, participants will discover a practical approach to coaching that yields a more positive manager/subordinate relationship and accelerates professional growth. Finally, the session will present a simple approach to accountability that minimizes the subjectivity and emotion that often occurs in corrective conversations.

    “What gets measured gets done!” You’ve probably heard that expression before, but it’s not just a clever quip; it’s a reality. We no longer live and work in an efforts-oriented society. Regardless of how busy your team members are or how “hard they work,” we are ultimately graded on the results we produce. Changing from a culture that traditionally rewarded loyalty, submissiveness, and longevity to one that measures and focuses on results, however, is not an easy transition. In this presentation, you’ll learn a four-part strategy to replace old thinking with an outcome-based mindset. Participants will learn to differentiate between Situational and Transformational Leadership and discuss the appropriate application for both. Next, the session will explore how you can optimize your Performance Appraisals in a different way than most organizations have historically used them. With individualized development plans in place for every team member as a result of the Performance Appraisals, participants will discover a practical approach to coaching that yields a more positive manager/subordinate relationship and accelerates professional growth. Finally, the session will present a simple approach to accountability that minimizes the subjectivity and emotion that often occurs in corrective conversations.

  • 064 - Cracking the Code of Employee Engagement to Create an ALL IN Mentality

    Contains 3 Component(s), Includes Credits Recorded On: 10/15/2018

    How many of your team members are fully engaged in their work? National studies indicate that as much 70% of the American workforce is disengaged or actively disengaged in their job. What are some of the costs of disengagement? Productivity, safety, customer satisfaction, and profitability all go down, while absenteeism, conflict, stress, and turnover all go up. When people are disengaged, more technical, policy, or hard-skill training isn’t going to make much difference. They need to be reengaged before you can better equip them to do their job. This session will show you how to rekindle your people’s passion and commitment in the workplace. You’ll gain a new perspective on how much disengagement is actually costing your company, the contributors that lead to disengagement, and how you can combat them. You’ll learn the three key factors leaders must be aware of in order to have greater influence with disengaged employees. And, you’ll leave with ideas for changing the culture within your organization to one that will actually keep people engaged. These strategies are simple to grasp and apply, and they will ensure your employees are ALL IN.

    How many of your team members are fully engaged in their work? National studies indicate that as much 70% of the American workforce is disengaged or actively disengaged in their job. What are some of the costs of disengagement? Productivity, safety, customer satisfaction, and profitability all go down, while absenteeism, conflict, stress, and turnover all go up. When people are disengaged, more technical, policy, or hard-skill training isn’t going to make much difference. They need to be reengaged before you can better equip them to do their job. This session will show you how to rekindle your people’s passion and commitment in the workplace. You’ll gain a new perspective on how much disengagement is actually costing your company, the contributors that lead to disengagement, and how you can combat them. You’ll learn the three key factors leaders must be aware of in order to have greater influence with disengaged employees. And, you’ll leave with ideas for changing the culture within your organization to one that will actually keep people engaged. These strategies are simple to grasp and apply, and they will ensure your employees are ALL IN.

  • 089 - Recalibrating Your Compass: Leading Through the Strategic Planning Process

    Contains 3 Component(s), Includes Credits Recorded On: 10/15/2018

    It’s easy to view strategic planning as a grand exercise only large corporations undertake. In reality, employees responsible for leading and managing progress should take the time to create a plan for how their team will navigate the foreseeable future. In this session, participants will identify key objectives to accomplish. You’ll then break those “Big Ideas” into strategies that will shape your calendar, and create a functional plan to determine allocation of resources. From there, you’ll decide what steps will be necessary in order to meet the deadlines, milestones, and levels of achievement identified in the “strategy” phase of planning. By the end of the session, participants will leave with a realistic plan for creating measurable, meaningful growth in the immediate and mid-range future.

    It’s easy to view strategic planning as a grand exercise only large corporations undertake. In reality, employees responsible for leading and managing progress should take the time to create a plan for how their team will navigate the foreseeable future. In this session, participants will identify key objectives to accomplish. You’ll then break those “Big Ideas” into strategies that will shape your calendar, and create a functional plan to determine allocation of resources. From there, you’ll decide what steps will be necessary in order to meet the deadlines, milestones, and levels of achievement identified in the “strategy” phase of planning. By the end of the session, participants will leave with a realistic plan for creating measurable, meaningful growth in the immediate and mid-range future.

  • 006 - Developing Your Personal Leadership Brand

    Contains 3 Component(s), Includes Credits Recorded On: 10/15/2018

    2018 Speaker Hall of Fame Inductee: When was the last time you asked, “What is my leadership brand?” A leadership brand conveys your identity and distinctiveness as a leader; it communicates the value you offer. Your Brand Promise is the consistent manner in which you lead during workplace interactions. To be an effective leader you need to know the strengths you’ve built throughout your career—but that’s only part of the story. It is also critical to identify the leadership characteristics that are required in your current role. This allows you to focus on what really matters most in your leadership development right now. Come to this interactive session to identify your leadership brand and learn how to perfect your brand to solidify your “brand promise.”

    2018 Speaker Hall of Fame Inductee: When was the last time you asked, “What is my leadership brand?” A leadership brand conveys your identity and distinctiveness as a leader; it communicates the value you offer. Your Brand Promise is the consistent manner in which you lead during workplace interactions. To be an effective leader you need to know the strengths you’ve built throughout your career—but that’s only part of the story. It is also critical to identify the leadership characteristics that are required in your current role. This allows you to focus on what really matters most in your leadership development right now. Come to this interactive session to identify your leadership brand and learn how to perfect your brand to solidify your “brand promise.”

  • 054 - Winning With a Successful Safety Culture: Does Accountabilty Really Work?

    Contains 1 Component(s) Recorded On: 10/15/2018

    Returning Favorite! This eye opening session is designed to encourage HR leaders to stop and consider how holding an employee accountable for an identified unsafe act or behavior, which led to a preventable incident, effects a safety program. Varying perspectives will be shared that have been found to be effective to strengthen the safety culture and leadership in an organization. New and fresh ideas will be shared to demonstrate how to implement a firm, fair and consistent approach for employee accountability in your safety program when addressing unsafe behaviors which in turn promotes safety awareness within your organization.

    Returning Favorite! This eye opening session is designed to encourage HR leaders to stop and consider how holding an employee accountable for an identified unsafe act or behavior, which led to a preventable incident, effects a safety program. Varying perspectives will be shared that have been found to be effective to strengthen the safety culture and leadership in an organization. New and fresh ideas will be shared to demonstrate how to implement a firm, fair and consistent approach for employee accountability in your safety program when addressing unsafe behaviors which in turn promotes safety awareness within your organization.

  • 047 - What Does it Mean to be Strategic?

    Contains 3 Component(s), Includes Credits Recorded On: 10/15/2018

    Returning Favorite! In order to be successful in today’s business environment, it is critical that human resources professionals are able demonstrate more than task-based, operational functions. Participants will learn about the numerous opportunities HR professionals have to influence and impact the business outside of the day-to-day HR paperwork by outlining specific steps one can take to become a true strategic partner and develop a basic business acumen. This session will highlight the knowledge, behaviors, and attitudes needed to truly be a strategic HR partner.

    Returning Favorite! In order to be successful in today’s business environment, it is critical that human resources professionals are able demonstrate more than task-based, operational functions. Participants will learn about the numerous opportunities HR professionals have to influence and impact the business outside of the day-to-day HR paperwork by outlining specific steps one can take to become a true strategic partner and develop a basic business acumen. This session will highlight the knowledge, behaviors, and attitudes needed to truly be a strategic HR partner.

  • 018 - Unlimited: Conquering the Myth of the Glass Ceiling

    Contains 3 Component(s), Includes Credits Recorded On: 10/15/2018

    Through the years, women have made substantial progress when it comes to workplace equality; however, we still have a long way to go. Studies affirm women are now earning more college degrees and are climbing the corporate ladder in record numbers. Despite these statistics, the gender wage gap remains, and only a small number of women are employed in executive levels across various industries. Why the disparity? Gender stereotypes, which are partly to blame, are slow to change. Although some leadership books have encouraged women to “act like a man,” that faulty logic and behavior won’t help women lead with respect and authenticity. Where can women get credible advice on how to genuinely lead without compromising their integrity? In this session, the four challenges women experience when advancing their careers will be discussed, as well as strategies for women to implement to get beyond these four challenges. Participants will also leave with knowledge of how their organizations can support and promote high potential women into higher level leadership roles.

    Through the years, women have made substantial progress when it comes to workplace equality; however, we still have a long way to go. Studies affirm women are now earning more college degrees and are climbing the corporate ladder in record numbers. Despite these statistics, the gender wage gap remains, and only a small number of women are employed in executive levels across various industries. Why the disparity? Gender stereotypes, which are partly to blame, are slow to change. Although some leadership books have encouraged women to “act like a man,” that faulty logic and behavior won’t help women lead with respect and authenticity. Where can women get credible advice on how to genuinely lead without compromising their integrity? In this session, the four challenges women experience when advancing their careers will be discussed, as well as strategies for women to implement to get beyond these four challenges. Participants will also leave with knowledge of how their organizations can support and promote high potential women into higher level leadership roles.

  • 052 - #MeToo. #NowWhat?

    Contains 3 Component(s), Includes Credits Recorded On: 10/16/2018

    In a #MeToo world where workplace sexual harassment claims have peaked, a movement of awareness and change is on the forefront—forever changing the dynamics of men and women working together. However, change doesn’t fall squarely on the shoulders of men, or women. Change is about how all of us can come together to create workplace environments of integrity and respect. In this session, participants will learn how rampant sexual harassment has been in various industries and how the #MeToo movement has forever changed workplace dynamics, how their organizations can address and successfully navigate sexual harassment conversations and claims, and discuss solutions for what men and women can do to end workplace sexual harassment.

    In a #MeToo world where workplace sexual harassment claims have peaked, a movement of awareness and change is on the forefront—forever changing the dynamics of men and women working together. However, change doesn’t fall squarely on the shoulders of men, or women. Change is about how all of us can come together to create workplace environments of integrity and respect. In this session, participants will learn how rampant sexual harassment has been in various industries and how the #MeToo movement has forever changed workplace dynamics, how their organizations can address and successfully navigate sexual harassment conversations and claims, and discuss solutions for what men and women can do to end workplace sexual harassment.