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Symposium Educational Sessions
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Symposium 2014
Leading the Change… Innovation Is in Our Nature

February 11, 2014 | Meydenbauer Convention Center

Educational Sessions

This program has been pre-approved for 6 HRCI credit hours including 4 Business Management & Strategy credit hours.

Talent Management

Essential Global Recognition and Engagement Insights

Michelle Smith, OC Tanner

Learn the essential tactics and cultural subtleties you need to know to ensure recognition success in any of these 14 countries: Australia, Brazil, China, France, Germany, India, Japan, Mexico, Russia, Singapore, Turkey, UAE, UK and the US. This session will review detailed global recognition insights from a 3-year study of these countries including 50+ focus groups. The data includes eight classifications of best practices and six categories of implications.

Also discover where to focus resources to maximize engagement and productivity. The focus will be on proven tools and how-to's, easy, quick, and even low-cost or no cost solutions that can be implemented immediately around the globe.


Attracting and Retaining Diverse Talent

Shay Lawson, Intern Bridge Inc.

Are you and others within your organization equipped to compete for diverse talent? "Diversity” is too often limited to gender, race, and ethnicity. We fail to include students with disabilities, the LGBT population, and diversity of thought and perspective in our efforts.

Learn what changes to make to the "standard playbook” and, more importantly, how to attract, retain, and train diverse talent for leadership in your organization. Attend this comprehensive strategic and topical presentation, and win the fierce competition for diverse talent.

This strategic and topical presentation promises a comprehensive and holistic review of these vitally important topics as well as others pertaining to the attraction, development, and retention of entry talent and young professionals.


Why Manage Talent When You Can Unleash It?

Theresa Kinney & Chris Rice, BlessingWhite

As the economy improves into 2014 and beyond, we will begin to see a talent exodus. No one worries when a disengaged or low performer leaves, but unfortunately these individuals are often the ones who stay. Who leaves? Your top performers and key talent. Talent Management is a key component, and HR professionals are the ideal team to lead this effort.

This one hour presentation will cover the following topics:

· An expanded view of employee engagement (hint: there are two points of view in engagement, not just one)

· The role engagement plays in career development and succession planning

· How to earn commitmentversus merely compliance from your employee population

· Tangible coaching actions you can teach your managers today to begin the process


Should You Provide Outplacement?

Paul Anderson, ProLango Consulting

Laying people off is always a traumatic and difficult situation. Beyond emotions there are legal, financial, and public relations ramifications to consider:

  • How much will it cost?
  • Will this service actually reduce the potential litigation and public relations impact to the company?
  • Will the former employees actually receive value from the outplacement services provided?
  • What alternative solutions to outplacement might be available?

To help HR answer these questions, ProLango Consulting commissioned an independent company to study the current state of the outplacement industry. It resulted in interesting and eye-opening statistics included in this presentation. Walk away with critical thinking skills that can help make the most informed decision about whether to provide outplacement or consider alternative solutions.


Integrated Talent Management Scorecards: Insights from World-Class Organizations on Demonstrating Value

Lynn Schmidt, Group Health

Learn how top global organizations are using scorecards to demonstrate the value of talent management at the initiative, functional, and organizational levels. This will be an interactive session based on case study analysis and will involve you in applying the concepts to your organization and/or organizations you consult with. The talent management model includes workforce planning, talent acquisition, performance management, learning and development, succession management, and engagement and retention.

She will provide methods for:
1) designing and implementing TM initiatives that will benefit the business
2) measuring and evaluating the results of TM intiatives

3) creating scorecards to show the impact of Tm on business results.


Benefits & Compensation

Ergonomics for a Healthier Workforce

Deborah Read, ErgoFit Consulting

Health is no longer a cost driver, but is now a performance driver. A healthy and injury-free workforce controls expenses while protecting, supporting, and enhancing your human resources. Health is fundamental to a healthy bottom line and market competition.

This workshop will explore what factors may contribute to poor health, what factors might improve poor health, and how poor health affects work and business. Learn how Ergonomics can be a powerful tool in overcoming problems and achieving a healthier workforce.


Understanding Advocacy Services

Robin Shapiro, Allied Health Advocates

Learn how health advocacy provides as many benefits to employers as it does to their employees. These benefits include:

  • Reduction in time spent assisting with medical issues.
  • Alleviation of HIPAA and privacy concerns related to access to and knowledge of employees' medical information.
  • Reduction of time spent at work researching medical options, practitioners, etc.
  • Decreased time spent away from work to facilitate a family member's medical issues.
  • Better health outcomes contributing to decreased direct and indirect medical expenses.

Hear from Puget Sound area employers via video testimonial about the compelling difference patient advocates made in the lives of their employees.


Compensation Analytics: The ROI of Turnover

Mykkah Herner, Payscale

So you’ve decided to get a better handle on compensation in your organization. What are the key analytics that will help you to ensure that your comp plan is working? How can you demonstrate the value of the plan to your execs?

In this presenation, Mykkah Herner, M.A., CCP will walk through some of the critical comp analytics. You will walk away with a better understanding of basic compensation language, including how to actually calculate the numbers that matter to your organization.


Achieve the Triple Aim with Onsite Clinic 2.0

Therese Pasquier, Paladina Health

Today’s onsite clinics have moved beyond the employee clinic staffed with a nurse to treat urgent medical needs. Available to employers of all sizes, they are now providing a full scope of services that includes wellness, preventive, occupational, and primary care. A physician is accountable for the patients’ health outcomes and satisfaction with their care experience. In addition, it is all paid through a fixed monthly membership fee.

Towers Watson conducted a study in 2012 that identified the top four reasons for considering onsite clinics: enhance worker productivity, reduce medical costs, integrate all health productivity efforts, and improve access to primary care. Attend this session and learn how this model can work for you.


When 9 to 5 Goes Bust: Making Workflex a Reality in Your Organization

Scott D. Ferrin SPHR, SHRM


You might be convinced of the value of workplace flexibility, but how can you make it work in your organization? In this presentation, hear award-winning strategies, practical tips and advice from best-practice companies to help you design a workflex program uniquely suited to the needs and culture of your organization. Among other insights, attendees will learn the four key steps to building a successful program, including building the business case, customizing a workflex program, incorporating change management strategies, and implementing workflex for success.

Business Management Strategy

Strategic Change Management

Rick Howell, New Seasons Market


Prepare yourself, your department and your company for change. Learn to implement a successful change strategy using John Kotter’s 8-step model. Understand how to align HR strategies with overall business needs—how to hire the right people, at the right time, in the right place, and at the right pay. The session will analyze strategies for employee surpluses and shortages, reviews Wayne Cascio's work on employee layoffs, and reviews the methods of strategic planning. Rick will be doing his presentation in two different time slots.


How to be a Great Business Partner

Alexandria Smith, Brightstar Corp.


As HR professionals we are often told that we need to be "strategic" or "be at the table," but in practical terms what does this actually mean? Share best practices on how you can truly become a strategic partner in your business. Engage in a discussion on how to bring strategic value by answering:

1.How do you connect to the business?

2.How do you build trust with your business partners?

3.What does it mean to partner?

4.How to understand business needs?

5.What are best practices on working through difficult situations?


What Causes Change to Stall or Fail?

Jevon Powell, Scrontrino-Powell

Managing large-scale change is like operating a complex machine. There are multiple control levers and dials to watch. When we begin making changes that really affect the entire organization, we fail when we neglect to choose the right model or solution to the problem. Well ran organizations know how to avoid the stall points when you are waiting too long for consensus, how to create a scorecard that is targeted to your audience, and how to get managment to walk the talk of the need for change.


The DNA of Business

Dr. Ralph Bietz, Author, Coach, Consultant


Take an innovative and strategic look at the key principles that every business must have to be profitable and sustainable for the long term. Learn to understand and define your firm’s competitive advantage and what it means to you. This session will include practical examples that you will be able to relate to your organization.


Employment Law & Legislation

How to Manage FMLA

Pam Salgado, Littler Mendelson

Understand how to effectively manage FMLA leave and how FMLA leave fits in and interacts with other available leaves. Learn the basics including the requirements on and rights of employers and employees, discusses how to manage FMLA leave including certification, second/third opinions, transfers, and intermittent and reduced leave, and identifies and discusses other types of leave. Learn to implement FMLA policy in ways to minimize risk and to allow appropriate management of employees’ performance. The session will include videos vignettes between employer and employee to pose questions about how particular situations could or should be handled.


Wait, What Just Happened? Legislative, Judicial, and Regulatory Innovations in Employment Law.

Jim Zissler and Deidra Nguyen, Littler Mendelson

2013 was a year of innovation for legislators, judges, and the National Labor Relations Board. From NLRB decisions to same sex marriage, 2013 brought significant changes to the employment law landscape.

Littler Mendelson employment law attorneys Jim Zissler and Deidra Nguyen will help you relive the good, the bad, and the ugly of 2013 and provide practical solutions and guidance for how those legal innovations will impact HR departments in 2014 and beyond. Topics will include wage and hour, investigation confidentiality, criminal background checks, and much much more!


Religious Accommodations in the Workplace

Faye Chess, Tukwila School District

Obtain an in-depth understanding of the laws and regulations on religious accommodations in the workplace. Understand the interactive process that needs to occur when religious accommodation requests are made by employees. Learn to navigate the conflicts that arise between the employer's business needs and the employee's accommodation request.


What Were You Thinking?

Linda Walton, Perkins Cole

Confused by what you can and cannot do about employees’ social media presence? This session will clarify the limits of employer policies and practices regarding employees and social media. Learn how recent court decisions and National Labor Relations Board rulings define these limits. This interactive session is sure to be lively.


Employment Law Update

Kara Craig, Washington Employers

Each year brings many change in local, state and federal laws and regulations affecting employers in Washington. This past year was no exception. This presentation will address new and evolving issues, and best practices, for Washington employers related to drug testing and policies, I-9 compliance, background checks, and leave administration.


Personal & Leadership Development

Get as Good as You Give: Career Development for the HR Professional

Andrea Ballard, Expecting Change

Like the cobblers children with no shoes, HR professionals often neglect their own career growth and development. The Chief Human Resources Officer (CHRO) Survey conducted by Cornell University showed that only 36 percent of CHROs obtained their position through promotion from within, while 54 percent were hired from outside the organization. Meanwhile, the same study found that 65 percent of CEOs and 54 percent of CFOs were promoted from within.

These findings suggest that strong internal candidates for the top HR role are being overlooked, and that the HR department is failing to perform the vital function of succession planning for itself. Learn what often gets in the way of HR executives being promoted from within, and what HR leaders can and should be doing to develop their own career and that of their successors.


Designing Outstanding Learning Experiences

Jillian Douglas, Idea Learning Group

At the core of any successful training program is a solid blueprint for learning. During the session, learn some fundamentals of instructional design, discover helpful tools and resources, and find out how to get started on or improve existing learning experiences. Learn valuable tips and tricks that will help you launch and sustain engaging training programs.


Cultivating High-Performing Leaders for Organizational Success through Action Learning

Jo Moore, Caliper

Organizational success is largely a function of having the right leaders. Attracting, retaining, and developing executives to lead the business now and in the future is a strategic priority. It is important for organizations to have a process that focuses on identifying and preparing high-potential employees for current and future leadership opportunities. This presentation will reveal a best-practice approach to strategic leadership development.


Motherhood is the New MBA

Shari Storm, Verity Credit Union

This witty and engaging presentation is drawn from the lessons gathered in Motherhood is the New MBA: Using Your Parenting Skills to be a Better Boss. Learn to manage people through times of change. Understand how to better motivate employees. Guide employees to be better ambassadors for your company via social media.


The Servant Leadership Model

Phyllis Turner-Brim, Intellectual Ventures

The Servant Leadership model is based on the premise that leaders are there for one purpose—to serve the people they lead and the organization in which they work. However, there is an assumption that this model will not work effectively in "pressure cooker" environments such a legal department and law firms. Using examples from her legal career, the presenter will illustrate how servant leadership can be used effectively in any environment.



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