Business Management Strategy

Below you’ll find descriptions of each workshop session associated with the Business Management Strategy track. Each workshop associated with this track has been approved for strategic credits. For questions, contact Lori Jo Goff at or 502-848-8727

Workshop Educational Levels:

(1) Fundamental – For those who are new to HR or to the particular topic being addressed, often broad overviews and updates of current topics.
(2) Intermediate – For those who have HR experience in the topic being addressed, with focus on in-depth examinations of specific topics and their solutions.
(3) Advanced – For those with senior level HR experience, with focus on cutting-edge and strategic topics.

A1: Cultivating Influence: How to Build Your Credibility, Establish Strategic Relationships and Influence Organizational Decision Making (2)
Mary Gormandy-White, SHRM-SCP, SPHR, Director of Talent Development, MTI Business Solutions
Attend this workshop and get the information and knowledge necessary to describe, apply and act on:

  • Key differences between influence and authority – and how influence can be more impactful
  • What influence is based on/where it comes from
  • Key characteristics of influential people
  • Developing the mindset required to become influential
  • How to develop the credibility necessary to be viewed as an influencer
  • How to establish the strategic stakeholder relationships required to develop the ability to influence individuals and organizational decision-making
  • Key communication skills and strategies to establish yourself as an influential individual
  • Key considerations for overcoming change resistance
  • Ways to reinforce success by demonstrating ROI and organizational impact
  • Specific behaviors (to avoid) that hinder your ability to be viewed as an influential member of the organization.

A2: Writing as an HR Thought Leader Strategy (3)
Cathy Fyock, CSP, SPHR, SHRM-SCP, The Business Book Strategist, Cathy Fyock, LLC
Do you want to stand out as a thought leader? Do you want to advance your career? Then attend this session, led by book coach and HR author Cathy Fyock. She will explain the importance of writing blogs, articles, and books to advance your career, and will provide you with tips and strategies for writing that will allow you to claim your seat at the head of the table.

A3: Let’s Talk Leadership: A Panel of Top HR Leaders in the Commonwealth (2)
Lyle Hanna, SPHR, SHRM-SCP, President and CEO, Hanna Resource Group
As human resources continue to evolve, there are numerous opportunities for HR professionals to “pull up a seat at the table” and help to contribute to a company’s development in strategic ways. We are bringing together some of the most influential and forward-thinking HR leaders in Kentucky to share stories, advice and answer questions about their journey towards becoming a strategic partner and the impact they have had on their companies. Packed with audience participation and plenty of time to address questions, this session will provide you with real world success stories you can apply to your career! Potential panelists include HR leaders from Yum! Brands, UPS, Kentucky One, Valvoline and Papa Johns.

A4: Getting and Keeping a Seat at the Executive Table (3)
Meera Alagaraja, Associate Professor, University of Louisville
Brad Shuck, PhD, Associate Professor, University of Louisville
Most HR departments fail to be included or involved in the design, development and implementation of business strategy. Often, senior executives fail to recognize HR’s strategic capacity for enhancing business performance. Compounding this inaccurate perceptions are HR professionals themselves who do not: a) market their services, b) push their point of view and most importantly, c) do not have the skills to analyze business problems from a change management perspective. This failure affects the potential impact and influence of HR departments in organizations. This is an exciting and cutting edge topic where I present lessons learned and specific techniques for HR professionals to get a seat at the executive table. I also offer concrete how to’s and best practices for HR executives to add value when they do get a seat at the table. This program will give you the skills to enhance the reputation and credibility of your department.

A5: From Soldier to Civilian Jobholder: Best Practices in Selecting and Onboarding Former Military Talent (3)
Ann Herd, SPHR, SHRM-SCP, Assistant Professor, University of Louisville
Walter Herd, Director, Transition Division, United States Army Human Resources Command
Kevin Rose, Assistant Professor, University of Louisville
Each year, approximately a quarter of a million veterans return to the civilian workforce after serving honorably in the military. Employers often find these former military members to be high-performing employees who bring with them desirable attributes and competencies that they developed while serving in the military. At the same time, however, they often report challenges in interpreting the service members’ experience and translating it into civilian workforce terms. Recent research suggests that employers may inadvertently violate employment laws in their veteran selection practices. Veterans also report challenges in their transition to civilian employment. In many ways, the military organizational culture is different from many civilian organizations’ culture, with different HR practices. This interactive program reports on recent comprehensive research on the military-to-civilian employment transition process, including selection legal issues, stereotypes held by employers about military members, and best talent management practices for recruiting, selecting, and onboarding former military talent.

A6: Future Solutions for Managing a Shift-Based Workforce (2)
Lyle Hanna, SPHR, SHRM-SCP, President & CEO, Hanna Resource Group
Greg Lyles, SPHR, Sr HR Consultant, Hanna Resource Group
Kari Collier,  Director, Human Resources, Lexington Center
The growing need for the contingent workforce is an ongoing headache in the HR field. Planning weeks in advance for how many employees you need, how long you will need them, and how productive they will be isn’t the easiest formula to perfect. It’s 2018 and it is time for HR professionals across organizations to team-up and address this issue using innovative technology. Join this session to review and discuss creative solutions to ensure your company is fully staffed for every shift.

A7: Building Bench Strength for the New War for Talent (3)
Ann Herd, PhD, SPHR, SHRM-SCP, CPC, Assistant Professor, University of Louisville
Meera Alagaraja, Associate Professor, University of Louisville
Brad Shuck, PhD, Associate Professor, University of Louisville
Workforce employment research suggests that as the economy shifts and unemployment rates decline, voluntary turnover will rise. A new war for talent is raging, as organizations struggle to identify, develop, and retain their top talent. High-performing employees, who weathered the storm of the recession, may consider new opportunities. Organizations that are using strategic HR and research-proven talent management strategies and establishing meaningful employee engagement and development programs are better poised to retain the best workers. This session will review practical and research-proven strategies for building bench strength and retaining top talent in organizations. Interactive assessments and HR research will be used to explore best practices for building bench strength and identifying, developing, and retaining top talent.

A8: Fear Not! Technology is Your Friend, Not Your Replacement (2)
Nick Reddin, Executive Vice President, V-Soft Consulting
The world is changing and technology is speeding up that change. In HR there is a lot of hesitancy with fear about the coming changes and what it means for HR. In this session you will learn about the major technological advancements transforming HR and what they can mean for you. We will discuss everything from Chatbots, A.I. and Machine Learning to the Cloud with their potential impact on the HR department. You will see that technology properly harnessed can create efficiencies doing a lot of the heavy lifting resulting in you and your department being a more effective HR partner.