Spring Assembly - March 18, 2010
Approved for 5 strategic managment credits or 5 general CEU credits!!
NEW REGISTRATION OPTION JUST ADDED! If you can't attend the full day, we have just added a new half day option to attend the Spring Assembly! For only $150 (member price) you can attend three sessions and lunch! Don't miss this unique opportunity to get great programming, networking and professional development at a convenient location.
Attend SHRM-Atlanta’s Spring Assembly on March 18 at the Century Center Marriott. Network with HR practitioners while attending these terrific professional development sessions, stay current on HR issues and best practices, and obtain CEUs for certification.
Two concurrent tracks of programming feature top-notch presenters on a variety of topics including:
- team coaching for improved productivity
- leadership lessons from top marathoners
- leveraging a skill-based career and strategic approach to career development
- healthcare updates
- strategic talent management for achievement of company mission/vision
- strategic planning and tactical implementation for success in tough economic times
- boost morale and foster engagement during lean economy
- secrets to high-performing organizations and rebuilding culture
For only $250 member price, get a full day of great programming, networking and professional development at a convenient location. Don’t miss this opportunity to connect and refresh!
Sessions & Speakers | Register | Sponsors
9:00am - 10:00am | Coaching to Turn Around Team Performance | Cathy Perry, PCC, InwardBound Coaching, Founder | Approved for (1) general credit
Learn how H.R. Director Nikki Canady Penda of UCB leveraged Team Coaching for her team to improve productivity in the face of increased demands and shrinking resources. See how a new Team Assessment from Team Coaching International quickly identified the Team’s unique strengths to leverage and what needed to change. Discover how the Team used new skills to learn how to coach themselves to improve decision making, address conflicts, and build morale and Team pride. In this interactive forum, learn two tools your Teams can use right now to chart a new course, and re-discover the optimism and resourcefulness that characterize successful Teams. This is NOT about doing another Team building exercise. Instead, see how NEW coaching techniques can dramatically accelerate progress and improve your Team’s performance.
Learning Objectives:
1. Find out how to diagnose what’s working on each Team, and what’s waiting to change.
2. Recall a powerful Team experience you’ve had, and see how you can transfer that learning to your Teams today.
3. Project teams, cross-functional teams, nested teams –improve your competencies around empowering and supporting Teams, the key to organizational success in the years to come.
10:20am -11:20am | HR – Achieving Strategic Player Status | Jerry Mabe, RightPath Resources Inc., Founder & CEO and Dan Stotz, UGA Terry College of Business, Director of Strategic Partnerships | Approved for (1) general credit
In too many companies the HR role is not currently viewed as a necessity at the executive table. Most consider the function to be necessary for policy and functionality but not a strategic player in the focus and to the bottom line success of a company’s viability. So how does one change that perception? What is the key to be strategic to the implementation of not just corporate “policy” but being more involved strategically from a talent standpoint on the implementation of a company’s vision – mission – and most importantly its business strategies that create success and profitability to the bottom line? Human capital is a company’s largest investment. So why is it not a strategic consideration in every decision made at the executive level? This interactive discussion will explore these questions and more. The panel will consist of HR executives currently functioning at the executive level in a strategic role with their company’s CEO and executive team.
Learning Objectives:
1. How to effectively play a strategic role in the implementation of company policy and initiatives from an HR perspective.
2. Learn best practices to leading effective change.
3. Tools and proven methodology that can be used to create more value.
12:20pm - 1:20pm | How to Leverage a Skill Based Career | Dr. Lepora Manigault, SPHR, PMP, SSBB, Results Training Company, Principal | Approved for (1) general credit
Learn how to help your employees creatively leverage their careers or build upon them. Teaching your employees how to build a creactive outlook on their careers. Help them understand the process of applying and hiring; how to apply a cutting edge approach to their career design; and how to apply strategic planning to career development.
Learning Objectives:
1. Creative ways to appropriately align work contributors with organizations: Precise job seeking and hiring
2. Learn how to guide employees toward a skills-based career
3. Broaden the paradigm that we apply to assess a "good fit" between employee and hiring company
1:40pm - 2:40pm | ADA & FMLA Lots of Letters Lots of Risk | Candace Kollas, Workable Options, President | Approved for (1) general credit
There is such a maze of medical, absence and leave of absence issues with employees. If there is a misstep, it can potentially be disastrous for an organization. The American’s with Disabilities Act’s purpose is to eliminate discrimination against a “qualified individual with a disability who, with or without reasonable accommodation, can perform the essential functions of the position”. However, how do you recognize the disabilities? How do you determine whether the employee can perform the required functions of the job? Another law that sometimes goes hand in hand with the ADA is the Family and Medical Leave Act (FMLA). FMLA was enacted to balance the demands of the workplace with the needs of families while accommodating the interests of employers. FMLA has been a part of the workplace for more than a decade, so your managers are experts at it – right? Not a chance…
Learning Objectives:
1. Understand the ADA.
2. Understand the FMLA.
3. Understand the interrelationship between ADA and FMLA.
3:00pm - 4:00pm | Leadership Lessons From Some of the World’s Toughest Marathons | Anthony Reed, Achievement Equation | Approved for (1) general credit
Preparing for and completing a marathon is the perfect backdrop for examining the problems and challenges faced by today’s business leaders. While all certified marathons are the same distance, the dangers, terrain, altitude, and weather offer unique and varying challenges. However, you quickly learn that hills build character. The manager should weigh the advantages of a short term sprint with finishing in the long run. You must become a marathoner, who successfully uses their knowledge to mentally and physically push out of their comfort zones towards new limits. Successful endurance athletes and business managers exhibit the same characteristics to thrive. They manage change by taking calculated risks and gradually expanding their comfort zones. This is how a miler becomes a marathoner and an individual contributor becomes a successful manager. They must incorporate change, manage risk, and motivate people to go up hill at a time when they want to quit. All of this must be achieved in a stressful, challenging business environment.
Learning Objectives:
1. Establish achievable goals.
2. Embrace and manage risk.
3. Learn how to motivate team members.
9:00am - 10:00am | Strategic Survival to Successful Sustainability | Jack Huddleston, Thomas, Kayden, Horstemeyer & Risley, LLP, Director of Operations | Approved for (1) strategic management credit
Events in the economy have caused an unprecedented challenge to Human Resource professionals and the leadership of organizations. A challenge that faces HR and organizational leadership is taking actions that ensure the economic survivability of the organization during this time of economic turmoil (short-run) while not destroying the organization in the process (long run). This requires a cooperative effort between HR and organizational leadership to ensure that the actions taken to ensure survivability does not obliterate future organizational sustainability once the economy turns upward. The proposed session will focus on the strategic relationship between HR professionals and organizational leadership on strategic planning and tactical implementation of programs that were taken and are planned to lead the organization through challenging economic and financial pressures.
Learning Objectives:
1. Strategic Relationship between HR and Organizational Leadership.
2. Long Range Planning and Recovery.
3. Tactical implentation of reduction of force and preservation of remaining workforce.
10:20am -11:20am | Innovation Is a Team Sport! | Kimberly Douglas, SPHR, Firefly Facilitation, President | Approved for (1) strategic management credit
What’s one significant change the strategic HR leader can implement for positive impact on business results? Innovation – and it’s everyone’s job now, not just R&D or marketing. Creating this culture of innovation and employee engagement – with people working together eagerly, intelligently and productively – is a critical priority for business success. Based on Kimberly Douglas’ book, The Firefly Effect (Wiley), this engaging presentation will ensure you have actionable strategies for making it happen in your company.
Learning Objectives:
1. Learn a proven process to search for untapped talent on your team.
2. Understand how to encourage productive conflict - aka "creative abrasion”.
3. Begin innovating right away, using mind mapping and the impact versus effort grid for your toughest business challenges!
12:20pm - 1:20pm | Mercer’s 2009 National Survey of Employer-Sponsored Health Plans – the results are in! | Dan Jackson, Mercer, Principal | Approved for (1) strategic management credit
Employers found ways to slow health benefit cost growth in 2009's tough business environment – how did they do it? And how is health reform likely to affect employer-sponsored health plans?
You fill find out the facts and trends that only the largest scientific annual survey on the topic of employer-sponsored health plans can reveal! While you may have seen coverage of the survey in the Wall Street Journal and our local newspapers, that’s just the beginning. At the seminar, we’ll present detailed findings for our region that you can use to benchmark your own program. We will also provide the latest update on health care reform and how this will affect you as an employer. Improving workforce health and productivity which includes educating employees to be better consumers of healthcare, continues to receive a lot of attention from key stakeholders. Mercer will share our latest findings in this area as well.
Learning Objectives:
1. Attendees will receive comprehensive and detailed information from the most comprehensive survey of employer sponsored employee benefit plans.
2. Attendees will hear the latest updates on how the current health care reform debate in Washington will affect them and their employees. This is obviously a fluid topic we are tracking daily.
3. Attendees will hear form experts about some of the latest initiatives in health & productivity management efforts employers are implementing to help educate employees on ways to be better consumers of health care.
1:40pm - 2:40pm | Rebuilding Your Culture to be a Competitive Advantage in 2010 and Beyond | Brandon Smith, Core Growth Partners & Emory University, Principal & Sr. Lecturer | Approved for (1) strategic management credit
Leaders today are asking “How do we create a corporate culture that will equip us to ‘win’ in our given marketplace today?” From our nearly two decades of experience working with high-performing organizations, we too often see organizations label this challenge exclusively as an H.R. problem. In reality, the solution to this puzzle lies in the intersection of business strategy, H.R. and operations. Our research and experience suggests that the organizations that have solved this puzzle follow a clear process that allows them to build systems, structures and strategies that result in their ability to play and win the game they want to play in their respective marketplaces. We’ve had the pleasure of working with many industry leading organizations such as Chick-fil-A, Synovus, TSYS, Emory University and John Wieland Homes and Neighborhoods. Through our journeys, we have learned the secrets and processes that are common among these organizations as well as others like them that have created high performing strategic corporate cultures in difficult and uncertain times. Our goal is to share those secrets with you.
Learning Objectives:
1. Identify the difference between a “corporate culture” and a “strategic corporate culture”
2. Define the characteristics of a “strategic corporate culture” in action
3. Develop your own process for identifying the right “strategic corporate culture” for your organization
3:00pm - 4:00pm | Dealing with Change by Working Together Better | Jean Houston Shore | Approved for (1) strategic management credit
The HR professional should be able to “develop and execute strategies for managing organizational change…” (Strategic Management Responsibility 07). This session leads HR professionals to consider key components of the change process including change reluctance, boundary setting and the coping cycle. By thinking strategically about how people respond to change, participants will be better able to successfully influence the change process in their organizations.
Learning Objectives:
1. Discuss change reluctance and determine which methods of change communications will help overcome it.
2. Consider how to negotiate boundaries and handoffs when new structures or responsibilities are rolled out.
3. Recognize the mental processes employees go through as they attempt to cope with change and be able to assist them in this process.
Thank you to our 2010 Sponsors:
Gold Sponsors:
 
Silver Sponsors:
  
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