conference session descriptions - Louisiana Society for Human

2015 Louisiana Conference
on Human Resources
Thursday, April 9, 2015
It’s SHOWTIME!....And Life Isn’t a Dress Rehearsal by Jon Petz - Our organizations are
continually calling for an engaged workforce that has purpose and passion, and this program
will help attendees self-identify each.
 Grasp the importance of MAKING things happen, not watching them happen
 Create memorable 'SHOWTIME' moments to deliver unique value
 Discover why focus is critical, but perspective is priceless
 Recognize and appreciate the impact that one person has in an organization, family or
community. Understand that you are never "JUST A" (7 of Hearts Story)
 Rekindle the passion in who they are and what they do!
We'll never know when it might be our time in the spotlight and asked, or expected, to achieve
great things. And at that moment . . . It's SHOWTIME Baby!
Battling Bullies in the Workplace - Cynthia Krosky, CSP, LCSW - Work can be a volatile place
when pressures increase and personalities clash, however the tension rises tremendously when
someone feels he or she is being bullied. If you ever heard the cliché that knowledge is power,
then the more we learn about what bullying is, why it happens and what we can do to be
prepared for battle against it then the more powerful we are. Bullying is often call the "silent
epidemic," yet it affects over 53 million people in America. Bullies are far from silent. Their
comments, sometimes subtle, can soar just under the legal radar screen, costing an estimated
$18 million dollars in expenses to companies. So how can you prevent bullying in the
workplace? This session will address the answers to this question.
What the Technologically Savvy Human Resources Director Needs to Know about Social
Media, Privacy, and Cloud Computing - Michelle D. Craig, J.D. - This session will focus on: The
Latest in Social Media Related Legal Issues; Updating Your Privacy Policies; Risk Assessment and
Management; Developing a Crisis Management Program for Your Company; Data Security and
the New Threats.
Bridging the Gap - How to Think Like a CEO – Ryan Kohler, MBA, SPHR - It’s no secret that
there’s usually a disconnect in terms of communication between HR and a CEO or executive
team. In a 2012 survey published by IBM, 37% of CEOs indicated that HR is “too focused on
processes and rules” and that they “don’t understand the business well enough” to participate
in the company’s strategic development. As a CEO who works closely with thousands of HR
representatives, Ryan has a unique perspective into both worlds and knows what it takes to
make HR’s voice align with the vision of the company. Secure your position as both an
advocate for rules/processes whilst being an invaluable asset when it comes to the CEO’s
bottom line.
Thrive! Riding the Rapids of Change – Janyne Peek Emsick, Ph.D. - Rapids: Definition: Section
of a river where the current speeds up and flows turbulently over and around boulders, ledges,
shallows, drop-offs; whitewater. In this practical, interactive, high energy workshop, learn the
predictable human dynamics of change and how to maximize focus and positive energy in the
midst of rapid change. The audience will develop their leadership skills by learning how to
handle change in the workplace. They will gain the knowledge that allows them to embrace the
changing environment. The audience members will acquire practical strategies to create focus
& maximize positive energy by analyzing human responses to change & how it affects their
goals. In this workshop, audience members will learn what stays the same, predictable human
response in the midst of a changing environment, and will walk away with a personal action
plan that is full of best practices that can be put to work right away.
The Plot Thickens: Reframing the Role of HR by Dr. Jarik Conrad - Although there have been
some notable exceptions over the past decade, human resources departments are still often
viewed, at worst, as barriers to obtaining business goals and objectives, or, at best, as merely
tactical areas where necessary paperwork gets done. Certainly, human resources professionals
have got to be able to do the technical aspects of their jobs well, but to be transformational,
they must have a deeper degree of understanding of human behavior. Not only do they need
to understand, appreciate and better connect with others, they must have a profound
awareness of their own strengths and developmental areas.
In this interactive session, Dr. Conrad will demonstrate how higher order emotional and social
skills are necessary to boost the human capital in any organization. Participants will walk away
with:
• A better understanding of how emotions affect the decision-making progress.
• Increased self-awareness and an improved ability to connect with others.
• A more keen understanding human differences and how to create a more inclusive work
environment.
• A better appreciation for the unique opportunity HR professionals have to boost
business results.
Solving the Accountability Paradox: How to Push Less, but Get More - Ron Paul, MBA Getting the most out of the people you work with is one of the biggest challenges leaders and
managers face today. This session analyzes the commonly adopted views of accountability and
explores the Accountability Paradox. The Accountability Paradox occurs when someone creates
accountability the wrong way. We define this as the harder you try and hold someone
accountable, the less accountable they become, resulting in negative experiences and poor
results. This actually can result in people shying away from taking greater personal
accountability, consequently hindering development and growth in your people. This can lead
to disengaged employees or even high turnover. When accountability is done the right way,
development is encouraged, employees feel engaged, and the result that it has on your people
and organization is invaluable. By having a workforce that knows how to hold others
accountable in a positive way, your organization will begin to successfully deliver on
expectations while having higher morale and employee satisfaction.
Disaster Preparedness: HR Responsibilities Both Before and After a Disaster Strikes, Step-byStep Review - Edward Harold, J.D. - No part of the country ‒ or employer for that matter ‒ is
immune from being struck by a disaster. Hurricanes, earthquakes, floods, man-made disasters,
etc. all happen too frequently and often without sufficient warning. For HR, disasters pose
different sets of responsibilities both before and after. Before a disaster, there is planning that
goes into making sure that your employees will be safe and the business experiences the least
amount of disruption as possible. This requires advanced planning ‒ having a good
communications policy and system in place, reviewing your current policies to make sure they
anticipate the post-disaster work environment the best they can, periodic disaster planning
drills, and more. In the wake of a disaster there are also “real time” decisions that HR will be
required to make. Furthermore, maintaining employee safety and well-being and bringing the
business back to its pre-disaster level of operations as quickly and safely as possible are crucial
considerations. Your ability to accomplish these objectives, however, will in part depend on the
policies and procedures you put in place before the disaster hits as well as requirements that
you may not be as familiar with that are contained within the regulations you are accustomed
to working with every day. From unfamiliar wage-hour and FMLA requirements to privacy laws,
workers’ comp, plant closing laws, and everything between, HR may now be in uncharted
waters. Please join Edward Harold, attorney at law, as he reviews step-by-step what HR should
do to prepare for a potential disaster as well as offers explanations of the regulatory issues
you’ll likely be dealing with afterwards. Understanding what these rules are before a disaster
happens should be helpful in establishing policies and procedures that will stand up to the
challenges you may face after one has struck.
Agile HR: Leveraging HR as a Key Strategic Asset - Gretchen McKinney, SPHR, IPMA-CP and
Lee McKinney, MS - Agile HR – What is it? Why should I consider doing it? How can I do it?
When can I get started? The streamlined, process-improved workforce has become
commonplace, and those who have one boast of the assurance of performance adaptability in
response to market changes. What is HR’s role in the adaptability of their organization? How is
an Agile workforce different from other popular performance improvement methodologies
being employed by the current workforce? The essential role of HR in organizational viability is
perhaps understood. Its role in organizational strategy development may be less regarded. We
will delve into the idea that an Agile HR organization can lead to enterprise-wide integration
through some key workflows and communication. In this session we aim to merge two
considerations. HR’s role in organizational strategy development and the adoption of Agile
methods into HR that can readily lead to its recognition as a key strategic player, and facilitate
the integration of organizational departments. This session will pique the interest of the HR
generalist from the 1st year in Human Resources to the retirement year. Key takeaways will be
a plan to implement certain aspects of Agile HR immediately in your workspace and provide
thought provoking ideas for the future strategic placement of Agile HR in your workplace.
Nonverbal Communication for the HR Profession – Jerry Balistreri, M.S., M.Ed., DTE - This
training will allow HR professionals to become familiar with the science behind body language,
understanding the “tells” or knowing what to look for, and the understanding of the meaning of
each tell. The application and use of reading body language in the HR profession has many uses
and connects to the HR profession in the following ways: being able to read job applicants
better; assisting in resolving workplace conflicts by assessing who may be deceptive with
answers; improving negotiation skills by knowing when and what to say based on “reading” the
other person; assessing better who is and is not on board with organizational changes.
Transformative Leadership: Inspiring A Culture Of Personal Responsibility- Ryan C. Lowe Managing and leading today can have its challenges. An uncertain economy, customer
expectations, competition, employee concerns, regulatory issues and doing more with less, can
take their toll. In response, many organizations are implementing a culture of transformative
leadership, in order to inspire their teams to world class service, continuous improvement,
increased sales, having a positive attitude and taking personal responsibility at work. This will
be a highly engaging, content filled and fun presentation that will assist both organizations and
professionals in the transformation of their leadership culture, in order to prepare their teams
for competitive and uncertain times.
White Water Leadership – Greg Hawks - An analogy of how work is like white water rapids.
Challenging and jolting experiences along with unexpected twists and turns, makes the role of
the HR Leader more vital today than ever. A constantly changing workplace can be difficult for
employees to succeed in, or remain engaged. The HR Leader can provide significant
contributions, both to management and employees on how to navigate these challenges well.
In this session we will examine what causes Rapids; the Role of the Rafter; the Role of the
Guide; and the elements of a Successful Adventure. The session will offer HR Leaders a
framework for developing and executing organizational change that facilitates meeting the
expectations of the organization and the employee.
Strategies to Retain Top Talent – Nancy McCarthy, MBA - One of the biggest challenges facing
professionals in human resource management today is the development of an effective HR
strategy that aligns with and supports your organization’s short- and long-term business goals.
But even as high unemployment persists, employers are still facing a shortage of candidates
with the right skills and experience to fill critical jobs. To further complicate matters, employee
engagement is at its lowest level in years, putting you at risk of losing critical talent. That’s why
retaining key employees should be a top priority for effective talent management that supports
your human resource management strategies and overall corporate objectives. This seminar
discusses performance management, succession planning, and compensation management, as
well as recommendations for determining organizational readiness and implementing a
successful program that drives business results today and into the future.
Doing it On Your Own: An HR Department of One - Lori Kleiman, MS, SPHR - This session will
give you the self-confidence you need to implement successful HR practices as the sole
practitioner in your organization. An HR Department of One should be the leader that drives
organizational value forward. Using real world examples, we will explore how you can manage
your time and the leadership team in your organization. A focus on strategy, executive skills,
action packed tips and technology will work together to move you up the corporate ladder!
Friday, April 10, 2015
The 5 Keys to Uncommon Leadership – Adam White - The 5 Keys to Uncommon Leadership is a
blueprint for developing a leadership culture. This program will: integrate a leadership language
and understanding that the entire organization can speak and follow; quickly shift the culture
from positional and title-based to influence-driven leadership; develop a framework for
consistently reproducing leaders. You will learn to: lead by permission; lead with passion;
become a leader that creates leaders; understand leadership is mentorship; and discover the
leadership in me.
An Overview of Mercer's National Survey and an Introduction to Private Exchanges – Tyler
Bolander - Introduction to private exchanges and how exchanges are a delivery mechanism for
employer sponsored health and benefits programs. Private Exchanges are becoming a
mainstream strategy to help navigate rough the complexities of the ACA. We will show you how
companies are reducing cost, staying compliant, and simplifying their administration burden
through the use of private exchanges. Presentation will also include regional, and industry
specific data collected from Mercer’s National Employer Sponsored Health Plan Survey results
from 2014. This is the largest benchmarking survey conducted nationally, and is considered the
“gold standard” for companies comparing their strategies and costs. The data is even more
relevant for 2015 as companies finalize their strategies heading into health care reform.
Overcoming Difficult Employee Relations - Julie Willoz, M.A. - What happens when your boss
is a bully? How do you handle a co-worker who always drops the ball? What do you do when a
project leader never listens to anyone’s input? Uncover the answers to these difficult workplace
inter-employee experiences and more during this informative session on overcoming difficult
employee relations. Unless you learn to master how to work well with the variety of people you
encounter in the workplace, you will spend 80% of your time dealing with 20% of the people.
You will leave this session with a better understanding of the wide variety of workplace
behaviors and effective tips and strategies to help you work more effectively with coworkers,
direct reports, and supervisors.
Strategically Leading Great Work for Business Results – Jeff Birk - Data from one the world's
largest workplace studies, assessing 1.7 million cases of award-winning work, revealed 5 skills
that significantly predict higher results than traits. HR leaders can use this data to both
influence their people strategies, and directly tie those strategies to tangible business results.
This session provides a framework for critical analysis of data, tying what people do (not who
they are or fit into the culture) to the results they achieve (not how they feel about the
organization).
Retirement Plan's Fiduciary Risk: Uncomplicate, Take Control, & Reduce It –Deborah “Deb”
Castellani, CFA and William “Bill” Conrad, J.D. - As a retirement plan fiduciary for a benefit
plan, you are in charge of the risk involved. Managing risk in this area may seem overwhelming,
time-consuming and complicated in keeping up with three governing regulatory agencies - the
DOL, IRS and PBGC. However, there are practical strategies to un-complicate regulations and
streamline operations to help reduce your risk. This presentation will provide you some risk
management techniques, uncover hidden risk areas and review roles/responsibilities you, as a
fiduciary, need to know to further reduce risk/liabilities. Learning Outcomes * Understand the
top plan sponsor myths and how to avoid them. * Learn the five things you can do today to
reduce personal fiduciary risk - yes you are at risk! * Review three things you must do to reduce
Plan Sponsor risk.
How to Attract & Retain Top Talent to Create an Engaged, Productive Workforce – Kevin
Sheridan, MBA - To become the best in the business, it is essential to employ the best people.
But how do employers build a staff that is ready and able to take an organization to its next
level? Inspired by the best-selling book, this inspiring keynote focuses on how to attract
talented employees to the workplace, empower them, and sustain an environment in which
they are more likely to stay. Topics covered include: The bottom line benefits of employee
engagement; Creating an environment of shared ownership for engagement; The Top 10
Engagement Drivers; Recruiting: the foundation for a magnetic culture; Overcoming
demagnetizers: compensation and other challenges for managers; The importance of
embracing diversity & inclusion; Engagement trends & best practices. Drawing on years of
research and real-world examples from his consulting experience, Kevin Sheridan gives you the
strategies and tactics you need to transform your organization by creating and maintaining a
Magnetic Culture.
Employment Authorization Hot Issues: ICE Subpoenas, Discrimination Claims, Form I-9, and
E-Verify– Robert F. Loughran, J.D. - This interactive presentation will examine several issues
that are currently affecting employment authorization compliance. It will cover Form I-9
completion, common issues with suspect employment documents, trends in discriminatory
labor suits related to employment authorization, and ICE initiated Form I-9 audits. Finally, we
will explore the nuances of E-Verify and future development and implementation schedule.
Specifically, how to prevent E-Verify compliance problems and determining whether a company
should register for the E-Verify program voluntarily. This session will allow each attendee to
review common issues affecting employment authorization compliance including Form I-9
common issues and the E-Verify program.
Embracing Conflict to Reduce "Fire-Fighting" in the Workplace – Amy Landry, PHR - As a
Human Resources Professional, one may feel that they are regularly fighting fires in the
workplace. Human Resources Professionals see all types of behavior and sometimes encounter
people at their worst. On many days making progress in Human Resources can be
overwhelming due to the nature of the complex problems one endures when dealing with
people. People come equipped with a plethora of emotions, attitudes, values, needs, and
beliefs. People clash because of innate differences, which can lead to conflict. This conflict if
unresolved has the potential to become disastrous in the workplace. However, negative results
from unresolved conflict does not have to be the case. Imagine turning those clashes into
strengths that compliment and figuring out a way to extract creativity from the different
perspectives, which ultimately improves the process of doing business. It is possible to be able
to identify the real issue and help others appreciate the other person’s needs. Imagine
embracing conflict confidently! For this to happen, leaders must be equipped with the skills and
knowledge on how to handle conflict and then possess the confidence in their ability to
successfully resolve it. This is a skill that many leaders in today’s companies are not able to
execute effectively. Many leaders spend a great amount of their time dealing with employee
conflicts only to find they have exacerbated the situation. Some leaders create more tension
and reduce open communication for their team by not being equipped with this skill. Some
leaders possess a fear of dealing with conflict, so they take improper or no action which can
back fire and demoralize their entire team in the process. Leaders need the tools to embrace
conflict, not to fear it. This presentation focuses on the critical skill of handling conflict and
extinguishing employee ‘fires’. It starts with the 5 levels of conflict from discomfort to crisis
then delves into tools that Human Resources Professionals can give their leaders to successfully
resolve conflict. This presentation will focus on the win/win strategy and how to successfully
achieve this outcome when conflict arises in the workplace. This approach is about changing
the conflict from adversarial attack to co-operation. It is a powerful shift of attitude that alters
the whole course of communication.
Rethinking your EAP - Taking Employees from Surviving to Thriving – April Crowell Thurfield –
Learn how to utilize the benefits your company may currently have in place to foster employee
health and engagement. Learn how to get the most out of a current EAP benefit for not only
emergent situations but employee development. With Corporate Wellness programs on the
rise, learn how to include the employee who may be reluctant to participate in a traditional
program and still drive ROI.
HR's Secret Weapon: The Power of Analytics – Joshua Aversa - Once used for only sales and
marketing functions, sophisticated analytic approaches are increasingly being used by
companies to make fact-based decisions about their human capital investments. HR
professionals are looking to advances in big data analysis to understand what impacts whether
an employee will stay or leave the organization. Presented by Ultimate Software’s Market
Strategist, Joshua Aversa, this session focuses on how advanced analytics can be used to
identify factors that might cause an employee's departure and help people managers improve
talent engagement and retention.
Why Managers Hate HR and What Are We Gonna Do About It – Sandy Michelet, MS, SPHR,
SHRM-SCP - Since the beginning of time, HR and managers have been trying to find a way to
coexist. We assume that our stakeholders are the executive leadership team and owners, but
we often overlook the group that can hold the key to our success....the line level managers.
Love 'em or hate 'em, the managers in our organization are the liaison between our message
and the employee...the ones who can either support an initiative or easily ensure its
failure....the ones who can either lean on our expertise and guidance or discount the
importance of the partnership. In this fun and interactive session we will discuss the good, the
bad and the 'YOU'VE GOT TO BE KIDDING ME' in HR and manager relationships. If you prefer to
listen quietly from the back of the room then this session may not be for you. But if you like to
be engaged and learn with others facing the same challenges as you…then join the discussion
and get ready to show your managers you mean business.
SHRM Certification Update – Scott Ferrin, SHRM-SCP, PMP, ITIL - SHRM has developed a new
HR Certification program based on the competencies required to be an effective HR
professional. This certification is the culmination of over three years of research, and based on
the SHRM HR Competency Model, which was validated by more than 30,000 HR professionals
around the world. Come and learn about the new certification exam that will assess both
competencies and HR knowledge. This session will give you an overview of what you can
expect as well as gives you the opportunity to ask questions.
The Power of Fun at Work - Walt Stasinski - Do you really enjoy your job? Do you finish the
day worn out? It doesn’t have to be this way. Yes, you can achieve success and have fun doing
it. You will be given practical tools to reduce stress, re-energize yourself, defuse conflict and
make your job more fun. As a bonus, humor will help you with your productivity and creativity.
Take your job seriously but yourself lightly. Find out how to enjoy the lighter side of your
success and even get a standing ovation for all your accomplishments. According to the
business journal, Human Resources Focus, 96% of the Executives surveyed said that employees
with a sense of humor do a better job than employees with little or no sense of humor.
Benefits:
• Discover the crucial difference between employees who have fun at work and those who
don't.
• Reduce the amount of stress hormones in the bloodstream with laughter.
• Find out the value of humor in resolving conflicts at the workplace.
• Learn the way to end the work week with a laugh and drive home with a smile on your
face.