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Talent Acquisition & Retention

ROI by Design

Dr. Laura Paramoure, eParamus

Wednesday, March 29, 2017
4:10 pm-5:10 pm
Ballroom B

Applies to: Mid-Level and Senior HR Professionals

SHRM Competencies:

  • Critical Evaluation

This session outlines an alternative to the traditional Kirkpatrick and Phillips model of learning measurement. The ROI by Design methodology, which is successfully used in healthcare, pharmaceutical, financial, and oil and gas industries, is explored and results from its current application are provided.

This session will demonstrate how trainers can measure the Return on Investment (ROI) of training through an innovative new model that connects instructional design components to behavioral changes, allows for evaluation of organizational support/readiness for learning, and results in justifiable outcomes. The process moves beyond the Kirkpatrick levels to provide practical steps in the application of measurement and evaluation. The session shows trainers how to capitalize on current best practices to create the chain of evidence starting with design. It provides the knowledge on what type of data to collect, when/how the data is collected, what you can learn from the data, and how to communicate the results. Following the model enables trainers to practice a powerful and practical way to show their stakeholders the impact of training in an organization. Several case studies showing measurement of both technical and soft skills will be provided.

Learning Objectives:

  • Learn how standardized steps in training design enable the ability to measure training outcomes and succeed in showing training’s impact to the learner, the job, and the organization
  • Observe examples of how the measurement methodology is being utilized in organizations to create accountability for results and establish learning organizations
  • Review training measurement data, including learning, behavior, and analytics currently being generated in organizations and used for decision making

Laura Paramoure, Ed.D., has more than 25 years of academic and private sector experience in organizational development, performance improvement, and training design and delivery. In addition to completing extensive secondary literature reviews Dr. Paramoure conducted primary research to develop thought leadership on training effectiveness and measurement. Dr. Paramoure is the author of “ROI by Design™” (2014); and “Perceptions of T and Non-training Managers of Organizational Impact Measures Based on Design Intent”(2001).

Laura completed her Ed.D. at North Carolina State University with major study in Adult Education and a specialization in Organizational Development, a master’s degree in organizational communication from North Carolina State University and a BBA degree in Marketing from Kennesaw State University.

Lying Liars and the Lies They Lie About - Life as a Professional HR Consultant/Bully Whisperer

Brett Ward, CFI Vice President of Client Relations, Wicklander-Zulawski & Associates Inc.

Wednesday, March 29, 2017
11:20 am-12:20 pm
Room 104

Applies to: Mid-Level to Senior HR Professional

SHRM Competencies:

  • Ethical Practice
  • Relationship Management
  • Consultation
  • Critical Evaluation
  • Communication

How many times have you been in the middle of a conversation with your employees (colleagues, neighbors, kids etc.) and wondered what percentage of what's coming out of their mouth is in the zip code of the truth? I'm guessing this number is equivalent to the number of times you've been faced with the ever growing “my boss hates me” scenario only to learn a request for effort now equals an unhealthy atmosphere. Want to learn proven techniques by skilled investigators who've conducted thousands of integrity-based interviews around the globe? This is your session. Come learn from the leaders in the industry on how to effectively negotiate during sensitive interviews (workplace investigations).

Learning Objectives:

  • Develop a better understanding of behavioral analysis and its application to multiple interview processes the HR professional needs to be effective
  • Learn how to consistently identify the savvy deceiver without destroying the morale of others involved in sensitive investigations
  • Understand the effective use of behavioral enticement and assumptive questions to alleviate the difficulty of rehearsed anticipation to being chastised
  • Learn how professional investigators attack wit with structured non-combative techniques

Brett L. Ward: Brett Ward serves as CFI Vice President of Client Relations and is a renowned speaker for Wicklander-Zulawski & Associates Inc. (WZ) who has led over 750 seminars on interview and interrogation techniques for private law enforcement and government entities. Brett also has conducted hundreds of investigations throughout the United States for both the public and private sectors.

The Catastrophic Cost of Quitting: How Organizations and Employees Pay the Ultimate Price

Ben Fanning, MBA, ACC, BF Coaching, LLC

Wednesday, March 29, 2017
1:30 pm-2:30 pm
Room 105

Applies to: Mid to Senior Level HR Professional

SHRM-Competencies:

  • Leadership & Navigation
  • Business Acumen
  • Relationship Management
  • Critical Evaluation
  • Communication

Don't fire another employee or consider resigning until you've heard this presentation. Through this energetic and engaging presentation, you discover a fresh approach to the "stay or leave question". Understanding the cost of quitting is essential because there are financial and human resources at stake!

Learning Objectives:

  • Thoughtfully weigh the trade-offs and costs of staying versus leaving
  • Easily quantify the 3 hidden cost of quitting
  • Apply a simple formula to feel confident in your decision (or help your employee make their decision) to resign or create the job you love

Ben Fanning is Chief Engagement Officer at BenFanning.com and built his consulting and training company to help organizations decrease the catastrophic cost of turnover for both the organization and employee. Ben is the #1 bestselling author of the, "The QUIT Alternative: The Blueprint for Creating the Job You Love...WITHOUT Quitting". The bestselling book has been featured in Forbes, distributed in over 39 countries, and received praise from corporate leaders at DHL, The Sports Authority, Kraft, Carefusion, and Universal Hospital Systems. He is passionate about helping professionals recapture their motivation for the corner office and continues to share his teachings in Forbes, Yahoo! Business, Business Insider, and other publications.

Recruiting as a Partnership

Gerald Stover, Director of Talent Acquisition, Ionic Security

Thursday, March 30, 2017
10:50 am-11:50 am
Room 104

Applies to: All levels of HR Professional

SHRM-Competencies:

  • Business Acumen
  • Relationship Management
  • Critical Evaluation
  • Communication

In Recruiting as a Partnership, Mr. Stover talks about developing partnerships with management from requisition creation to on-boarding to developing a process orientation in your recruiting. Building trust not only with management as internal customers, but with candidates as external customers he will cover strategies to achieve both. He will discuss data driven innovation like the “I want to work for Ionic” job description and how data speaks to executives. During this session, Gerald will show you how he has challenged the norm and been successful and his goal is to provide you with different ideas that you can use or tweak to fit your company’s goals.

Learning Objectives:

  • How to build a recruiting process that works
  • Why on-boarding and orientations leads to retention
  • How to use data to speak to executives
  • Getting creative your internal resources, i.e. job postings

Gerald Stover, Director of Talent Acquisition at Ionic Security, over the course of his career has a track record of entering companies and reducing dependency on agencies, decreasing time to fill and building a process that’s a cultural fit.

Make Your Engagement Levels SOAHR

Lisa Ryan, Gratify

Thursday, March 30, 2017
1 pm-2 pm
Room 105

Applies to: All levels of HR Professionals

SHRM-Competencies:

  • Leadership & Navigation
  • Relationship Management
  • Communication

In today’s competitive marketplace, the War for Talent is in full-force – and talent is winning. Organizations no longer have the luxury of being able to choose from a slew of qualified applicants who are chomping at the bit to work there. Because employees realize that they have the power to take their skills elsewhere if they are not getting their need for connection met, leadership teams have to figure out how to keep their top employees from leaving. Creating an authentic culture of engagement requires a real focus on building workplace connections, instead of looking at “employee engagement” as another checkbox to mark off.

According to the Gallup organization, approximately 71% of all staff feel unsupported, detached, or disengaged from their current employer. This trend costs US companies more than $450 billion in lost productivity each year. Although most organizations understand the importance of having an engaged workforce and have developed initiatives to address this, few management teams know how to align their culture with the needs of their employee population. Even when dealing with the reality of limited resources and tight budgets, you’ll walk out of this session with the tools you need to make your engagement levels SOAHR.

Learning Objectives:

  • Develop strategies to retain a high-performing workforce, using internal resources
  • Assess generational differences in communication styles and get employees effectively talking to each other
  • Establish an engagement strategy that supports organizational success
  • Design and implement strategies for increased engagement, retention and recognition

Lisa Ryan helps organizations develop employee engagement initiatives and strategies that keep their top talent and best clients from becoming someone else’s. She is an award-winning speaker and best-selling author of eight books.

Focusing on strengthening workplace culture, improving employee engagement, and initiating gratitude strategies (“Grategies”) for personal and professional transformation, Lisa’s down-to-earth approach and willingness to share best practices have proven to be a winning formula for her national and international audiences.

Lisa Ryan costars in two films with other experts including Jack Canfield of “Chicken Soup for the Soul.” She holds an MBA and currently serves as President of the Ohio Chapter of the National Speakers Association. She has been blissfully married to Scott Ryan since 1996 and they are the proud parents of three very spoiled cats.

Leading Where I Am: Growing Leaders and Selling Growth Opportunities at Your Company

William O. Riddick Jr., SHRM-SCP, SPHR, Cox Media Group

Thursday, March 30, 2017
2:10 pm-3:10 pm
Room 104

Applies to: Mid-level HR Professional

SHRM Competencies:

  • Leadership and Navigation
  • Business Acumen

Everyone has heard about “high performing organizations,” “leadership development” and the fact that HR plays a role in driving these. But…what does growing your company’s leadership really mean - and how can you do so from where you sit? In this session, participants will walk away with an understanding of how to shift their mindset on the contribution that HR makes to the bottom line and how to use talent as a key driver in driving success in a complex workforce.

Learning Objectives:

  • HR Leadership Mindset Shift is Critical to Business Success
    • Get the basics right and get rid of non-value added processes/thinking
    • Build personal credibility and the credibility of your team
    • Become a business leader, who happens to know HR
  • Know the External Dynamics Impacting the Talent Pipeline
    • Workforce of the future review
    • Skills and mindset needed for future success
  • Tie Talent Development Accomplishments to Business Strategy
    • Know the Numbers! – Build Your Financial Acumen
    • Leverage talent best practices
    • Show and tell of the successes

William Riddick Jr. SHRM-SCP, SPHR currently serves as an HR Director with Cox Media Group where he is the senior HR executive for The Atlanta Journal-Constitution (AJC). In this role, William oversees the HR function for the daily newspaper as well as for the Cox Media Group online Vertical Brands which include SEC Country, Mundo Hispanico and the newly launched brands Land of 10 and All22.

He’s certified by the Center for Creative Leadership to facilitate their suite of 360 feedback assessment tools and has lead career development workshops for notable professional and student organizations. He currently serves as the HR Co-Chair on the Board of Trustees at The Historic Ebenezer Baptist Church in Atlanta, GA, is a pro-bono HR consultant to The King Center and mentors other HR professionals at multiple organizations across the country. In his spare time, William sings with the GA Festival Chorus and loves all things outdoors – especially hiking.

A native of San Diego, CA, William earned his Bachelor of Arts degree from Morehouse College in Atlanta, GA. He is certified by the HR Certification Institute (HRCI) as a Senior Professional in Human Resources and is also certified by the Society of HR Management (SHRM) as a Senior Certified Professional.

Business Process Technology: Creating and Sustaining High Performance Organizations through Accountability

Paul Campbell, Competitive Solutions, Inc.

Wednesday, March 29, 2017
11:20 am- 12:20 pm
Room 105

Applies to: Mid-Level to Senior HR Professional

SHRM Competencies:

  • Leadership & Navigation
  • Business Acumen
  • Global & Cultural Effectiveness
  • Communication

This lively and interactive session addresses the basic foundations of business process/business intelligence technology that can actually improve the business bottom-line. To sustain a culture of accountability, an organization must create, document and audit business systems that support an accountability mindset. Unfortunately, many organizations fail to view accountability as a key business process. Failure to design and deploy sustained processes often results in an organization continuing to operate in a “blame” mode that is perceived by the workforce as a lack of true commitment to the culture of accountability. By utilizing technology to connect the business, build trust, elevate performance expectations and ensure outcome driven meetings; this session will prepare the participant to appreciate the organizational payback from using accountability systems to create consistency and focus.

This presentation provides all who attend the knowledge and understanding to begin implementing practical, auditable techniques to their individual work environments. This sensible and business-focused combination of practices promotes employee involvement and empowerment. Most importantly, realistic techniques promote continuous improvement in communication, productivity, employee satisfaction, and bottom-line business results.

Learning Objectives:

  • Learn to establish expectations and auditing procedures to drive measurable results throughout the organization
  • Learn to execute an action plan that directly impacts each echelon of the organization by holding people accountable for results within their realm of responsibility

Paul Campbell is Partner and Director of Software at Competitive Solutions, Inc. Spanning his 30 years of corporate experience across a range of industries, Paul bring his passion for using technology to help enable and transform the workplace. He is an active blogger on how organizations can bringing visibility to performance and transparency to accountability, which ultimately drives an engaged workforce that delivers consistent and sustainable business results.

Empowering Candidates to Be Your Advocates

Brian Fink, Relus Technologies

Wednesday, March 29, 2017
2:40 pm-3:40 pm
Room 104

Applies to: All levels of HR Professionals

SHRM Competencies:

  • Ethical Practice
  • Relationship Management
  • Global & Cultural Effectiveness

As the labor market continues to tighten, companies are more competitive than ever to find, engage, and hire the best talent. When considering that 1 out of every 3 candidates receive an offer, not every candidate is thrilled with the process or outcome. Review sites like Glassdoor, Indeed, and others detail the candidates’ journeys, outlining the way they were contacted, interviewers’ actions, and inappropriate questions. With recruiting taking place on Facebook, Tinder, and Snapchat, and an ever-growing Millennial managerial class, it’s more important than ever for HR to focus on creating a candidate journey that turns every candidate into an advocate.

Learning Objectives:

  • Analyze social engagement efforts and rank value (classify) in employment marketing efforts
  • Describe examples of passive and aggressive social recruiting and develop a plan when to implement tactics
  • Statistically assess perception of recruiting reputation and weigh impact on candidate engagement

As Relus’s Lead Executive Recruiter and Talent Acquisition Trainer, Brian Fink focuses on driving talent towards opportunity. Whether helping startups ascend or enterprises adapt to the unknown, Fink works with innovators who can handle ambiguity of a constantly changing landscapes. His career includes 10+ years of successfully scaling IT, Recruiting, Big Data, Product, and Executive Leadership teams across North America. As a consultant, agency, and in-house recruiter for companies including ZocDoc, Everyday Health, Criteo, Birchbox, AppNexus, Combined Insurance, or Kabbage, Fink focuses on building talent acquisition functions, candidate engagement, organizational transformation, and recruiter education. He lives in Atlanta, GA, with his wife and new baby girl, and spends his Fall weekends cheering on the Bulldogs in Athens, GA.

The Case for Assessments

Matt Pietsch, Vice President Global Sales & Kelsey Stephens, MS, Talent Measurement Consultant, Performance Assessment Network (PAN) – A PSI Business

Wednesday, March 29, 2017
4:10 pm-5:10 pm
Room 105

Applies to: All levels of HR

SHRM Competencies:

  • Business Acumen
  • Critical Evaluation

The Case for Assessments: Learn the facts about the value of using assessments for talent acquisition and leadership development. We will discuss why every organization should use assessments to identify talent for any role, identify the best new leaders and how it is necessary for developing a strong leadership development program and impact the most critical business drivers. An educational session that will walk through the nine types of assessments, when and how to use them.

Learning Objectives:

  • The value of assessments
  • When and how to use assessments
  • Review of nine types of assessments