Day 2- Thursday May 18th
6:00 AM - 6:45 AM Wellness Walk
7:15 AM - 8:00 AM Networking Breakfast
8:00 AM - 8:05 AM Chairperson's Opening Remarks
Conducting a Comprehensive Human Capital Assessment
8:05 AM - 8:40 AM The Courage to Confront the Brutal Realities
Often times in business, HR professionals are conflicted between citing the elephant(s) in the room or maintaining status quo in hopes of maintaining the notion of “organizational harmony”. While it may personally feel much more harmonious to sidestep the truth in our organizations especially ones in which there exist a stark resistance to change; the truth is that we are doing ourselves and the organization a disservice by not surfacing these real challenges. In Jim Collin’s book, “Good to Great”; one of most vital steps in the journey to greatness is to “confront the brutal facts”. In line with this thinking, the very first question an HR executive must ask and answer when building a Human Capital strategic plan is “Am I willing to tell this organization the ‘Real Truth’ as I see it?” And if your answer is “yes”; then you are well on your way in pursuit of “truth” not necessarily in pursuit of “comfort”. If you are willing to stand behind your commitment to truth, you are now ready to move to the first step of building a comprehensive Human Capital Strategic plan, the assessment phase.
In this session, we will learn the components of a Human Capital Assessment:
• Utilizing HR Audit
• Gathering Data & Feedback
• Prioritization of gaps
• Developing HR SWOT Analysis
• Finalizing 2-3 Year Plan
8:40 AM - 9:20 AM Acquiring the Right Talent Effectively and Keeping Them
According to Josh Bersin of Deloitte, 65% of global leaders cite “talent and leadership shortages” as their number one business challenge.
This year marked a tipping point, as Enterprise organizations are now starting to expand their social media reach to acquire the right talent, right now. Forward thinking organizations are learning to build and leverage their Employer Value Proposition and position the EVP and content curated to be distributed to the world of talent. This is the present and the future of building talent communities to solve this important business challenge.
This Ignite session will:
•Explain how to build an Employee Value proposition and why the CHRO not the CMO must own it.
•Give the roadmap to leveraging the EVP in all aspects of recruitment marketing.
•Discuss how to reimagine your career site.
•Share the secrets to social media recruiting.
•Give the Top Ten List in building a talent community.
•Share how to keep the Talent once you have them!
8:40 AM - 9:20 AM Talent Retention Strategies
8:40 AM - 9:20 AM How to Improve the Return of Employee Surveys
9:25 AM - 9:55 AM Business Meeting
10:00 AM - 10:30 AM Business Meeting
10:30 AM - 10:40 AM Networking Break
Building a Robust Succession Pipeline through Targeted Development Programs
10:35 AM - 11:05 AM Veolia and IMPACT Group’s Success Story
In 2010, Veolia identified two key areas in need of focused development to strengthen their leadership pipeline: 1) high potentials and 2) women. In partnership with IMPACT Group, Veolia launched successful development programs to maximize the abilities of rising leaders within the organization. As the programs enter their fifth year, Veolia has realized significant ROI through a participant promotion rate of 37%, a participant retention rate of over 90%, and innovative capstone projects that lead to cost savings and revenue enhancements.
In this session, Augie Schulke – CHRO of Veolia North America and Marcie Mueller – Vice President, Talent & Leadership Practice at IMPACT Group will present the compelling case for driving a succession pipeline of future leaders from all walks of life.
Join this session to discover how to:
• Attract, retain, and promote diverse talent
• Leverage leadership development to gain a competitive edge and drive organizational success
• Maximize development programs, even during economic, organizational, and leadership changes
•Provide affordable coaching for talent at all levels
Master Class B
11:10 AM - 11:55 AM The Employee Experience: Leveraging Total Rewards to Drive Culture and Engagement
The ever-changing demographics in our organizations today are forcing companies to change the workplace environment through culture and engagement. Focusing on the employee experience at every stage in the organization will be vital. Having a total rewards program in place may be a solution to help strategize onboarding, encourage participation in culture surveys and lead to a great employee experience.
In this enlightening session we will learn more about:
- How leveraging total rewards can enhance the employee experience
- What types of programs can be used as total rewards
- Ways to get your team engaged
11:10 AM - 11:55 AM Emotional Intelligence for the Leaders of Tomorrow: Understanding and Managing Emotions
Being aware of your own emotions as well as those around you has become a skill of emotional intelligence, and being used by some of the most successful leaders. There is a link between empathetic leaders and financial performance. The five components of EI include self- awareness, self-regulation, motivation beyond money and status, empathy for others and the social skills of building networks and managing relationships.
Join us in this interactive session to thoughtfully:
· Discover tools that are available to assess Emotional Intelligence
· Understand and improve various ways to focus attention
· Detail a process for recognizing and rechanneling negative emotions
12:15 PM - 2:00 PM Networking Lunch
Vendor Roundtables Discussions
1:00 PM - 1:45 PM Enhancing Social Connections
1:00 PM - 1:45 PM High Potential Development
1:00 PM - 1:45 PM Coaching For Success At All Levels
Growing through Acquistion – A Panel Discussion
1:50 PM - 2:20 PM Growing Through Acquisition: Overcoming The Challenges and Opening Opportunities to Grow Talent Globally To Meet the Demands of Growth
Mergers and Acquisitions are fuelling organizational growth as the global economy grows. There are many significant effects to an organization and its people based on how successful the merger takes place. Restructuring is inevitable. To ensure a smooth process, HR leaders need to partner internally to create transparent and open communication to the entire organization. As change agents, ensuring trust in leadership will help reinforce the message of a positive experience. Overall, culture will be the catalyst that will bring unity among the employees of multiple organizations together to share the common vision and principles created by the companies coming together. The organizational culture will positively impact performance and increase productivity.
Join this interactive panel as we:
· Hear best practices in M&A communication practices
· Learn what to address during the restructuring of the organization
· Discover what leadership can do to ensure a smooth transition
2:25 PM - 2:55 PM Business Meeting
2:55 PM - 3:25 PM Business Meeting
3:30 PM - 3:40 PM Networking Break
3:40 PM - 4:10 PM The Culture that Drives Performance
Learn why leaders of today’s most successful companies prioritize building a high-trust workplace culture that fuels business performance. Holly Petroff, EVP, Global Consulting at global research and consulting firm Great Place to Work®, will share an in-depth look at how the nation’s best workplaces--including the Fortune 100 Best Companies to Work For-- consistently outperform their peers when it comes to:
• Financial performance
• Lower turnover
• Increased innovation
• Better customer service, and more
Master Class C
4:15 PM - 4:45 PM The Role of Assessments in the Organization: Finding the Right Tool for the Right Development
Assessments can be utilized in many stages of the employee life cycle. Whether at the recruiting and acquisition stage, or for internal high-potential and leadership development, organizations are seeking ways to identify talent that will fit and move within the organization. With all of the options available, it is sometimes hard to decipher what tool works best for what stage in the process of the life cycle.
Join us in this session to:
•Determine what type of assessments to use based on stage of employee
•Discover when an assessment is needed
•Learn how to benchmark your workforce through assessments
•Hear what successful organizations are using to mobilize their talent
4:15 PM - 4:45 PM Leadership Development for the Next Decade: Strategies for Preserving the Knowledge of Today
With the wave of millennials increasing, baby boomers considering retirement, and a potential skills gap, talent leaders are struggling to overcome these challenges when it comes to leadership development. Companies are challenged with how to determine the next set of leaders, creating a program that appeals to the masses, and realizing the impact through data and measurement of success.
Join this session to hear:
•How to determine future leaders
•What future leaders need to know now and as they grow
•How to create programs that deliver the skills needed
•How to measure the impact
4:50 PM - 5:20 PM Business Meeting
5:25 PM - 5:55 PM Business Meeting
An HCA Case Study
6:00 PM - 6:45 PM Transforming the HR Function
In 2011, Hospital Corporation of America (HCA) identified a need for its human resource function to be scalable and more flexible to meet the needs of its changing workforce and the healthcare industry. The organization took on a comprehensive transformation effort to migrate the function consisting of 1400 HR professionals in 200+ fairly independent HR functions to one cohesive operating group, to better support the business and workforce needs. The HR organization redefined all process and policies, retooled its workforce, and established a shared operations center and centers of expertise. HCA has utilized this change to be better positioned to attract and retain HR talent across its network of hospitals surgery centers, physician practices and related ancillary centers and at the same time using newfound scalability to support high visibility company efforts around the experience of its patients and intense talent acquisition needs.. Further, it is beginning to see the ROI predicted within its business case which called for $10m in savings per year.
In this session, attendees will get to walk through the transformation story, the business case for the change, driving a cultural and business transformation through a diverse, Fortune 70 healthcare provider.
Join this session to learn more about:
• Maximizing organizational speed and scale
• How this type change can help improve HR performance and retention
• Change management in a large, 225,000 employee company
• Moving HR from a customer service to business partner