Below you’ll find descriptions of each workshop session associated with the Management track. For questions, contact Lori Jo Goff at firstname.lastname@example.org or 502-848-8727.
M1: The Recruiting Revolution: Interrupting Business as Usual to Hire the Best Talent
– David Pumpelly | Regional Sales Director, Avature
In “The Recruiting Revolution,” David Pumpelly introduces his audience to recruiting techniques and “best in class” strategies. Mr. Pumpelly defines the concept of Candidate Relationship Management (CRM) and how to use CRM to strategically source candidates and build deep pipelines of talent before it is needed. By understanding and leveraging tools similar to those used by the sales and customer service segments of business, he shares how we will advance our efforts from merely reactive to strategic and proactive recruiting. Key Points: -Market impact of having the best talent -Define generations of recruiting strategy -Differentiate reactive vs. strategic recruiting -How to utilize strategic recruiting: people, process, technology -Define CRM methodology -How to use CRM to strategically source including profile segmentation, CRM tactics of engagement, and gaining competitive intelligence -Summary: Find, engage and nurture the best talent in the market, before you need it.
M2: Financial Intelligence for HR Professionals
– Cynthia Thompson | Principal, The Thompson HR Firm LLC
This presentation focuses on how to develop financial intelligence and understand the business aspects of your organization and how it impacts HR. In this session you’ll learn how to connect the dots between financial results and HR and how to make sound decisions about staffing, budgeting, training. Lastly, you’ll learn how to ask intelligent questions and challenge data when necessary.
M3: Bridging the Talent Gap: A Louisville SHRM Case Study
– Beth Davisson, MBA | President/Director of Career Services
– Bridgett Strickler | Co-Principle Investigator and Business Engagement Lead,
Bridging the Talent Gap
– Dan Ash, Ph.D. | Co-Principle Investigator and Research Director, Bridging the Talent Gap
Bridging The Talent Gap is a groundbreaking, grassroots initiative to help HR professionals, employers and other stakeholders understand and act upon the challenges we face as we ensure a skilled and thriving workforce and economic conditions in our communities. Earlier this year, the Louisville and Southern Indiana SHRM chapters partnered with Lumina Foundation to distribute a Talent Alignment Survey and launch an interactive data dashboard showcasing the survey findings (www.BridgingTheTalentGap.org). This effort has touched 250+ businesses in the Louisville area capturing the interest of our Governor’s office, National SHRM and many other communities across the country eager to replicate its success. Learn more about how Louisville area HR professionals are using this data to take bold action in solving their organization’s talent needs.
M4: Transform Your Mind, Life and Company
– Carlos Rivas, MS, CSCS, ACSM-CPT | President & Chief Performance Officer, ProFormance Health and Wellbeing, LLC
Out of control health care costs are a major issue facing every corporation today. Seventy five percent of all health care costs are attributable to preventable diseases such as heart disease, diabetes, hypertension, high cholesterol, sleep apnea, osteoarthritis, and some forms of cancer. This motivating and inspiring seminar will help you take the right actions to prevent the major diseases affecting your company today.
M5: HR’s Secret Weapon: The Power of Analytics
– Brian Kelly | Senior Director, Strategy, Ultimate Software
More than ever, companies are realizing their workforce data is a strategic asset. Once used for only sales and marketing functions, detailed metrics now help companies utilize their HR data effectively to make fact-based decisions about their human capital investments. Come get an in-depth look at up-and-coming business applications, understand “big data’s” role in shaping the HR landscape for years to come, and hear a real-world case study of predictive analytics’ impact on business results.
M6: Take the Fear Out of Feedback: A Brain-Based Approach to Feedback Conversations
– Jeff Nally, SHRM-SCP, SPHR, PCC, RPCC | President, Nally Group Inc.
“Hey, can I give you some feedback?” Those words always strike fear in the hearts and minds of HR managers and employees. Why do we respond this way? Blame it on your brain. Feedback triggers a threat response like a caveman running from a lion. But there’s good news! We can learn to give and receive feedback as a GIFT™ and take the fear out of feedback. In this session, you will learn and practice a brain-based method to GIFT™ feedback to others and ask for the feedback GIFT™ that you need to be a strategic HR leader. You will learn to apply these simple and powerful feedback conversations in the performance review process and everyday workplace conversations. It’s time to tame your brain and take the fear out of feedback!
M7: Diversity is a Fact, Inclusion is a Leadership Behavior
– Tim Findley, EdD, MBA, CCDP/AP | System Director, Diversity & Inclusion, Norton Healthcare
Inclusion is fully utilizing the diverse backgrounds, characteristics and skills inherent in every person to help your organization achieve its goals. Andres Tapia in his book the Inclusion Paradox says “…diversity is the mix; inclusion is making the mix work.” The presentation will be about learning how to build better relationship and engagement at work, and making the mix work. Whenever you are working with a group of people, you always have diversity, because diversity comes in many dimensions and that’s a relative fact. What can be missing is inclusion or what can be termed “getting people fully engaged or connected.” The presentation describes the behaviors embedded in Norton Healthcare’s Leadership Way. The Norton Leadership Way was created to serve as a roadmap to help our organizational leader understand the behaviors that make an organization inclusive and what is expected of a Norton Healthcare leader.
M8: Interviewing 101: How to Interview Like the Police
– Adam Argullin | Speaker, Trainer and Drug Recognition Expert
This session focuses on how to conduct thorough interviews. New techniques are demonstrated and new interviewing approaches are discussed. Police are trained to interview in certain ways. And those ways are highly effective. Now some of those same techniques can be applied to the office setting as well. Careful thought will be put into the location of the interview, as well as the style of interview used. And focus will be placed on not only what is said during the interview, but what isn’t said.
M9: Performance Reviews Gone Rogue
– Angela Bailey, SHRM-SCP, SPHR, CCP, MBA | Human Resources Outsourcing Manager, HR Affiliates & Benefit Advisor
Toss out those ratings! Organizations and human resources leaders have spent decades trying to construct effective performance reviews and performance management systems. Studies show that employees and managers have consistently been unhappy with their performance review process, and that the outcome of conducting an employee review rarely results in improved or best performance. This session will discuss the next and best practices of performance management, the focus on feedback and development, and the development of reviews without ratings.
M10: Job Analysis: The Hammer in Your HR Toolbox!
– Jean-Paul Phillippe | Consultant, Hanna Resource Group
– Jaime Horne | Hanna Resource Group
One of the most important tools in any toolbox is the hammer. Job analyses are like the hammer because they assist HR professionals in building their organizations. In order for HR professionals to effectively build the people side of their organizations, they must use a tool that taps into the necessary knowledge, skills, and abilities (KSAs) of each individual job. By nailing down the KSAs, HR professionals can then define the critical behaviors and the personal characteristics necessary to perform each job. This method allows HR professionals to recruit, select, and develop their teams at the highest possible level. In fact, job analyses can support HR professionals in nearly all facets of HR administration and development. By the end of this workshop, you will be able to, discuss the many different uses of job analysis information, describe some job analysis methods, and understand the legal benefits of conducting job analyses.