Organizations will face increasing health care trend in 2024 plan years and beyond and many disruption strategies have come to market in recent years to help manage plan costs.  Taken from a recent presentation to 60 Michigan CEO’s, Elaine Coffman will provide an executive level framework for understanding medical and prescription plan disruptors and what you may want to be considering for your organization.

In today's labor market the competition for talent is a significant hurdle for organizaitons to successfully acheive their goals.  This session will discuss the importantce of compensation strateiges in todays' turbulent laobor market and the advantages of evaluating pay equity in your organization.  Including the most common pitfalls and how you can overcome them. 

With 10,000 Baby Boomers turning 65 each day in this country, and Michigan having the 14th highest aging population, chances are getting higher and higher that some of your employees need help with understanding Medicare.  There are also many in the work force today who are considering early retirement.    Whether it is your employee or their spouse/family member who is turning 65 and still working or they are over 65 and planning to start their next chapter, this session is designed to help you be prepared to answer their pressing questions about Medicare and their health insurance needs in retirement.
Knowing the ins and outs of Medicare is confusing and often intimidating, so together we will break down the basics and address the common questions your employees might ask.  If your employee has a spouse who is younger, we will also touch on comparing COBRA and individual/family plans to help identify which is a better fit.  Comparing different examples will allow you to see how each employee's situation may call for different solutions to provide better coverage and value and help them understand what steps they need to take.  You will leave this session with more confidence to guide your employees through this process and with resources you can rely on for continued assistance.

As one of the top three expenses for employers, employee benefits continue to rise in cost, and in many cases, forces employers to make difficult decisions in efforts to sustain them. It's no secret transparency's historical absence has lead to the unsustainable cost of employee benefits . Fortunately, new regulations have increased transparency requirements for providers, hospitals, insurers, consultants, agents and pharmacy benefit managers in an effort to reduce costs and promote competition.

In exchange for this new level of transparency, employers are now required to use the information as a formal fiduciary of their health plan. In this breakout session, we’ll discuss how these new responsibilities impact HR, and share new HR level transparency tools that can reduce costs without reducing benefits. 
 

Pensions were costly and difficult for the employer to manage. 401k's are cheaper and give the employee more control. But there is one thing most of miss about the old pension... guaranteed lifetime income. Especially after a year like 2022 when employees close to retirement may have seen their balances drop and therefore their planned retirement year be pushed out. Participant's just dont know how to manage their money when they retire and their greatest fear is outliving their money. But now, you can include features in your retirement plan that allow employees to basically create their own pension at retirement. It is the next big trend in retirement plans and something your committee will need to consider. This presentation will walk you through the options, the safe harbors and how to find the best solution for your company. 

A New ERA of Mental Health in the Workplace

It is estimated that the market for Leadership Development is anywhere between $60 billion and $400 billion dollars.  And for decades, Leadership Development has been an essential element of any solid learning and development strategy.  Organizations know they need to focus on Leadership Development.  They know leaders sit in a unique position to attract, engage, develop, and retain others.  They know they need "it".  But if asked what "it" is (i.e.,"What does Leadership mean?") many organizations are unable to respond clearly.  This breakout session will focus on the importance of answering that question within the specific context of your organization.  We will explore the various components of a Leadership Framework from specific definitions of leadership behaviors, how those behaviors relate to other essential OD, HR, and talent initiatives, and what can be done to ensure leaders take accountability for the organization's leadership culture.  Participants will leave this session with a clearer understanding of the "first step" toward creating an effective leadership culture as well as a roadmap for bringing these principles into their organization.

The cost of higher education has always been a barrier to entry, and tuition rates continue to rise. At the same time, the rapid evolution of work means that the skills and knowledge gained from post-secondary education is more important than ever. How do you ensure that your company’s workforce has the skills and training they need to achieve your business goals, and how do you support your employees so that everyone succeeds, regardless of past experience (or lack thereof)? In this session, we’ll review how to engage employees through workforce education programs that help them achieve their career goals and drive your business forward.

It’s no secret that, in today’s business environment, holding your employees and team members accountable can be difficult. Excuses, lateness or having difficult internal conversations in this age of virtual offices, makes accountability even more challenging than ever.
In "From Finger-Pointing to Problem-Solving: Creating a Culture of Accountability", Greg will focus on the importance of fostering a culture that allows for trust to build, through accountability.  That creating an environment where mistakes are seen as opportunities for growth and learning, are vital for the retention and recruitment of top people.
He'll discuss the myths that hold accountability back in an organization and assist you in changing your perspective on what accountability means; helping you establish a plan that you can create today and implement tomorrow.
 

An employer's attitude is essential in the workplace. It is often associated with hiring behaviors, in addition to their required awareness and knowledge of providing reasonable assistive technology (AT) workplace accommodations (WA) for persons with disabilities (PwD). In this study, researchers conducted a focus group to gain insight for developing a survey that assesses small to midsize companies' awareness and knowledge of AT-WA best practices used by hiring managers and human resources management professionals for employing persons with low vision or blindness.  The AT-WA domain was selected when seeking feedback from focus group participants on a pilot survey.

This presentation is intended for HR professionals and company leaders who want to better understand the risk associated with a violent event and assist their employees in being better prepared. It is also designed to help identify individuals within the company or associated with the company who may have violent tendancies. Lastly it will touch on what to do during an event and managing the crisis after the fact. 

Leaders must find ways to contend with the speed of change and blind spots created by the uncertainty, volatility, and complexity of the future.  If they do not, then individual, team and organizational performances suffer from overlooked threats and missed opportunities. 

Although overcoming these challenges is not easy, it is also not random.  Please join Dr. Brian "Beam" Maue as he journeys with you through an energizing experience that shares a framework, tools and memorable stories of how leaders successfully--and sometimes unsuccessfully--sense and shape the future.  These insights are not merely historical, "with hindsight" opinions--they have been tested as the strategic framework for a current innovation organization that was co-created and led by Beam.  That organization--AFWERX--achieved the ranking of #16 in the world as a “Best Workplace for Innovators” (please see Fast Company’s ratings of 865 organizations in 2020). 

The tactical and holistic methods of the framework may be applied to any challenge or dilemma involving people.  A hands-on exercise and accompanying handout offer you deeper learning opportunities for solving blind spots and guiding an organization through an uncertain future.
 
 

What do Danica Patrick, Patagonia founder Yvon Chouinard, and Richard Branson all have in common? They understand self-care and healthy habits provide much needed energy for their ground-breaking work.   Too often passionate leaders put in long hours, lots of brain work and “on” time to further the mission without making time to rest and allow the body and mind to rejuvenate.  Deplete energy faster than can be replenished and you run the risk for burnout and exhaustion.   While it’s not possible to add more hours to a day, you can build energy and resilience through intentional habits.   Looking for an energy boost to support your mission?  Attend this session to:

• Understand the key concepts of personal energy management
• Conduct a personal energy audit
• Identify habits that create energy and boost resilience
• Develop a personal thrive habit action plan

Demographic changes and technological innovation are revolutionizing the world of work. These changes may give employers a number of staffing challenges, but at the same time, provide some exciting opportunities to gain a competitive edge. Creating  an engaging and flexible work environment and offering comprehensive Financial Wellness Benefits can help attract new employees and create a more productive—and potentially more profitable—workplace for current employees.
 
Avoid brain drain by retaining and attracting top talent
 
With the aging population growing and birth rates declining, many industries could be challenged with labor shortages. As many employers face a coming wave of baby-boomer retirements, the resulting gaps in unique skills, experience, and institutional knowledge may be difficult to fill. Offering mature workers comprehensive retirement plan benefits that go beyond the traditional 401(k), may help your company retain mature employees who can pass on their knowledge and expertise to younger workers who will fill their shoes.
 
Appeal to the shifting priorities of modern workers
 
Human Resource professionals have the opportunity to exceed expectations of employees at all levels – from entry-level to executives. These expectations include training to help them learn new skills and remain employable, flexibility to accommodate active lifestyles and child or eldercare, and collaboration to create a sense of community in the workplace. Employers can provide employees with Financial Empowerment, by providing the education, tools and support needed to make the most of their benefits. Leveraging changes in the workplace can foster a more productive, and therefore more profitable, workplace.
 

Create authentic employee engagement with our Psychological Safety Handbook.  

So many organizations are on a hamster wheel of low employee engagement and high employee turnover rates, requiring an endless amount of time and dollars to be spent on exiting, hiring, and onboarding employees. As a result, your HR Team is distracted by the constant need to rehire positions, manage low-performing individuals, and even planning fun organization activities in hopes of increasing employee engagement. 

Like you, our goal is to help teams create environments with highly engaged employees who are excited to do their best work every day. We have helped organizations transform their culture resulting in a more inclusive workplace, increased employee well-being, authentic employee engagement, and high-performing teams that can collaborate and innovate together.  

Our Psychological Safety Handbook helps HR professionals understand the ways our brains are wired to protect us from physical, social, and psychological harm, how that wiring translates into everyday behaviors, and how to experiment with new thinking and behaviors in the workplace that translates into a culture of high engagement and performance. Stop running around on the hamster wheel and start making lasting shifts in your organization’s culture. 

What is Psychological Safety? “Psychological Safety” is the perception or belief that one can do the things that are important to one’s work performance, such as offering ideas, opinions and perspectives, making mistakes, asking for help, or fostering change without fear of harm. Research in recent years, particularly Google’s extensive Project Aristotle, has repeatedly found that Psychological Safety is the most significant driver of high performance, individually and organizationally, in addition to the positive impact on employee engagement, team learning, and innovation. 

What Psychology Safety is Not. A common misconception is that Psychological Safety means “being nice” or letting go of standards and accountability.  Quite the opposite, Psychological Safety is a necessary ingredient in creating an environment where employees can learn, grow, and develop in pursuit of high performance while working on complex and innovative ideas.  Strong Psychological Safety without strong accountability creates what Dr. Amy Edmonson, Harvard Professor and researcher, calls the Comfort Zone where “people are open and collegial but not challenged,” resulting in a friendly environment but no true engagement or major strides in the work. When an organization has strong accountability and weak Psychological Safety, Dr. Edmonson terms this type of culture the Anxiety Zone where “people are reluctant to offer ideas, try new things, or ask for help” resulting in active disengagement.  

It is no secret that, among other things, employees value growth and development opportunities in their work. But there is often a disconnect between what managers and HR teams believe are good opportunities for employees and what employees really want (or what they think they really want). This disconnect can lead to dissatisfaction and ineffective retention programs and strategies. In this session, we’ll discuss what growth could mean to employees, how to understand the gap between what employees want and what you’re offering, and how to build a culture of growth and development where everyone is aligned. In this age of “quiet quitting” and “quiet hiring”, it’s never been more important to make sure you’re providing employees the opportunities that they want. We will also explore the value of horizontal growth and how to market it to your employees, and what internal mobility may look like for smaller organizations. 

How confident are you in your current HR practices and leadership team to adapt to these tumultuous times? If the answer isn't a resounding yes, then your HR systems may be broken.  What about your HR approach seems antiquated?  If we believe employees don't quit jobs, they quit their bosses, what have you done to improve the quality of your leaders?  How is HR helping to grow the next generation of leaders that have a strong EQ foundation to manage a growing Gen Z workforce?  The next generation of workers do not see an emotionally intelligent manager as a bonus, but a requirement to stay.  

This workshop is a BS Meter for your HR & Leadership teams.  It's an opportunity to reflect on if you have the right system in place and if so, how are you getting leaders prepared to manage in this surreal future of work.  This workshop lifts the veil on your team, on your protocols, and on all of your tried and true methods to see if they pass the litmus test needed to thrive now.  You already know the results if you choose to stay the course...or you can choose to ask hard questions. Seek a truth that might challenge your perception of reality. See if you are ready to take the necessary steps to embrace a new sophisticated HR way that builds the leadership teams that you've always wanted.

TURN DOWN TURNOVER by paying attention to payday is designed for HR managers struggling to retain employees or losing employees to small pay increases from a competitor.  Studies suggest that nearly 75% of working Americans live paycheck to paycheck, meaning that they will suffer financially if their very next paycheck does not arrive.  Many employees that fall into this group do not have a cohesive personal financial plan or savings and a competitor offering even the slightest increase in wage might seem like the answer to their financial difficulties.

This presentation will teach simple stratagies to help employees take control of thier own finances, starting with their very next paycheck.  These strategies will help employees make housing and car payments ontime, increase their credit score, save for a specific occasion, and build an emergency fund.  Employees who feel satisfied that their paycheck is meeting their needs are much less likely to move jobs for a small increase in pay.  

Teaching simple strategies and utilizing standard banking technology, employees can "set and forget" all of their monthly bills due, save for an emgergency, and know exacly how much cash they have to spend until next payday.  This strategy also improves credit scores and builds a one month emgergency fund for bills.  

If you'd like your employees to appreciate each paycheck more, be happy on payday, and have improved personal finances, I encourage you to join this sesson!

Most of us are consistently finding new ways to create a positive culture. A best practice is to engage your employees to define solutions that move the culture forward. However, maximizing your team’s creativity is not always easy. It requires a person to focus the team, inspire them, elevate their thinking to the next level, and if need be, shake it up a bit. This is the premise behind the Da Vinci brainstorming approach.

In this session, Linda Taylor and Eric Bowe will take you through the Da Vinci approach and how to generate actionable, cultural ideas. The five step Da Vinci approach is a high-energy way to lead a brainstorming session to generate impactful ideas. This entertaining approach combines brainstorming best practices with methods famous artists use to create a hit song, novel, or work of art.

The session will step through the approach providing examples of how to architect a brainstorming session for your company. To bring the brainstorming approach to life, Linda and Eric share stories from their career of leading brainstorming sessions from Fortune 500 clients to entrepreneurial startups.
 

Traditional approaches to improve engagement are not delivering fully to drive the responsibility, loyalty, and initiative employers are looking for or to deliver the experience great employees expect in an organization.  Join this workshop-style session to explore what employeeship is and how it shows up in our organizations.  Understand how to unlock the talent and hidden capabilities in your organization.  Discuss with peers what it takes to Grow Employeeship^TM for you, your team, and your company.  Now is the perfect time to move beyond engagement and Grow Employeeship^TM!   
 

Stop me if you've heard this before. You're in a team meeting and the team is moving forward with an idea. You don't agree with the decision, but don't feel safe speaking up. Or, you are the leader of a team and you ask for ideas on a topic and you get silence. These are both symptoms of a team or organization in which psychological safety is absent. In this chat, we will unpack the barriers to psychological safety and how to overcome them. We will then establish a framework for how to create spaces where team members can openly share ideas and disagree in a way that is safe, respectful, and the norm for how you will do business moving forward.

Dr. Mike Genord, President and CEO of Health Alliance Plans (HAP) embarked on a thoughtful journey to develop and unite his executive leadership colleagues into a high functioning team. The results have been transformational, not only for the senior team but for the entire organization. In this unique case-study formatted session, you will learn the process, pitfalls, lessons learned, and positive outcomes of team building from the executive team leaders’ point of view. Mike and the CEO from his consulting partnership, Steve Dion, will walk you through the three-year journey and provide a framework, practical tools, and actionable insights to help you build stronger teams in your organization.

Program Summary:

As organizational leaders, we are all experiencing unique challenges in recent times of crisis and will continue to do so as we navigate the Future of Work.

The lingering impact of the Covid-19 Pandemic continues to teach all of us, that our talent is the lifeline of our organizations. Talent Development and Retention must continue, despite many barriers to success.  Leaders must learn to effectively implement and maintain Inclusive Leadership Strategies, so that we can lead effectively during business altering challenges.

This sesion will outline what Inclusive Leadership looks like in our "New Normal", the "Great Resignation" and " Quiet Quitting". The strategies discussed will help you meet the ongogin challenges we face in continuing challenging times.

Primary Learning Objectives:

1. Effective Strategies for Inclusive Leadership with a Change Management Perspective

2. How to Meet the challente of keeping people engaged, motivated and working as virtual and hybrid teams during uncertain times.

3. How to ensure your organization is cultivating a sustainable inclusive culture that becomes the DNA of your organization's Success.

**This program has already been approved for (1) SHRM Recertification Credit

There are many misconceptions about recognition within the workplace which limits the positive impact and influence recognition is capable of having on individual team members, organizational culture, and performance.

One of the most common fallacies is that “recognition is just about making people feel good” and that it is not a critical component to elevating performance and achieving organizational results.

By definition, recognition is “an after-the-fact display of appreciation.” It’s one of the most powerful and effective vehicles for affirming the actions of others, and it’s vital to any thriving relationship. If you think about all the healthy relationships in your life, can you think of one that doesn’t involve the expression of gratitude and positive affirmation? All the people you work with – peers, leaders, clients, vendors, partners – are real human beings with real emotions. Humans crave feedback, and the most positive form of feedback you can give is positive affirmation and expression of gratitude, AKA: recognition.

In this session, Andrew will walk through several misconceptions about employee recognition and answer those misconceptions with the realities, best practices, and tips that someone can immediately bring back to their workplace. Let’s elevate the employee experience for all and create thriving, engaged, and connected relationships with our team members. Uncovering and addressing the fallacies associated with recogntion, is a great starting point.

Are you THRIVING?  If not, what's standing in your way? This program is designed to introduce key areas that are holding individuals back from reaching their potential.  Participants will have the ability to self-identify where they are allowing misconceptions to keep them from becoming the person they were meant to be.  Each participant has the opportunity to leave with a personal plan to “unlock their potential”.
 

There is a growing problem in today’s workforce that is impacting both organizations and individuals – workplace bullying.  According to the Workplace Bullying Institute (WBI), approximately 79.3 million U.S. workers have been impacted by workplace bullying.  Bullying is a form of harassment, but it is treated differently than what is termed as “illegal” harassment or discrimination – that is based on age, race, gender, disability, etc.  Unless a person is part of a legally defined protected class (e.g. a minority, a female, a person over 40) there is little that a target can do to rectify the problem.  Although HR departments implement policies to help curb this behavior, reports of bullying still exist. When these incidents are reported to HR, the rate in which a satisfactory resolution for all parties involved, especially the target, is small.   

Studies conducted by WBI have indicated that when a target reports a bully to HR, the situation tends to escalate, even though retaliation is illegal.  It is reported that in 67% of bullying cases, the target loses their job.  Consequences that impact the bully only occurs 23% of the time.  This is why many people have advised targets NOT to go to HR because the department is there only to protect the company - not the employee. So what is HR to do, especially if the bully is well protected within the company environment?

In this presentation, I will describe what bullying is and is not, what HR can do to support the target during an investigative process, and what leaders must do to stop this behavior.  I will focus on how a bullying culture is not something for HR to solve, but for the organization's leadership to manage and correct - swiftly and legally.  The cost of litigating and settling these cases can cost an organization thousands, if not millions in lost time, productivity, company reputation, and actual profits.  By utilizing great HR practices and empathetic leadership, HR can be an advocate for both the company and the employee.

 

Constant innovation, or the ability to stay ahead of the pace of change, is overwhelming. But it is our reality and affects us all. No matter what HR role you have at your organization, knowing how to innovate is crucial. Innovation is not just about inventing leading-edge or smart technology. It is about adaptability, flexibility, creativity, and speed. Learn from Tim Ullrey on how to create a culture of innovation at your place of work to create a sustainable future.

• Learn the importance of innovation for survival
• Understand how to create a culture of innovation
• Experience the collaborative nature of the innovation process
• Learn tips and tools to take back to your organization

Population demographics and employee expectations are rapidly changing. Between 2010 & 2030, the workforce will decrease by 15 million whites and gain 26 million minorities. Women are 51% of the population and 47% of the workforce. Gen Z is considered the nation’s most diverse generation, and one in four identify as non-binary. The emerging workforce expects diversity, equity, and inclusion (DE&I) to be reflected in their companies and communities. Employers will not be able to meet their talent attraction or retention needs unless they demonstrate the competencies of inclusive leadership. Inclusive leadership enables a team and organization to be more successful by aligning and activating DE&I principles, people, and business strategies. It helps to ensure all team members are treated fairly and respectfully and encourages team member engagement while striving to create a culture of belonging. Participating in this session will detail some of the critical knowledge, skills, and abilities needed to navigate diverse spaces and positively impact organizational culture and goals. 

Book Signing at the SHRM Store Booth 10/19 at 10:35 am - Adaptability in Talent Development

Your diversity, equity, and inclusion (DEI) strategy is missing a critical component. How will you assist your organization in moving to a higher level of DEI maturity? What is needed for a more inclusive culture in your workplace? The answer: You need a DEI strategy which must incorporate adaptability. DEI is a continuum—an ongoing journey that you must navigate with a strategy framed in adaptability. In this session, you will learn how to use a 5Cs approach to find out how adaptability can be your key to DEI success.

Social determinants of health (SDoH), also known as social drivers of health, are conditions present in the environments where people are born, live, learn, work, play, worship and age. And they’re linked to a range of risks and outcomes related to health, functioning and quality of life. Interest in the connection between these drivers and employee wellbeing is growing, now that the concept of wellbeing has expanded beyond physical health to embody the emotional, financial and career aspects. While the nuances of the relationship between SDOH and DEI range from obvious to complex and unseen, there is significant overlap. A solid understanding of meaningful benefits offerings to attract and retain a diverse workforce sets the foundation of an effective employee value proposition. Understanding these connections will help employers to determine, prioritize and meet employee needs, while improving wellbeing and inclusion for all.

[SIDE NOTE TO SELECTION COMMITTEE: I WOULD PLACE THIS UNDER THE DE&I AND WELLNESS CATEGORIES, BUT IT DID NOT LET ME SELECT BOTH OF THOSE AS AN OPTION]

Book Signing at the SHRM Store Booth 10/19 at 3:05 pm - The JoyPowered Organization

Emotionally-Inclusive Practice is a framework used to integrate emotions into every part of the workplace experience. Emotions lay the foundation for behavior that grounds us in how we see the world and respond in our everyday interactions. Developing the emotional intelligence of adults across our implicit bias and cultural consciousness and understanding our trauma gives us the awareness and skills to create restorative workplace environments that prioritize all relationships and increase overall productivity

Workplace Application:

• Emotional intelligence (EI) can help increase awareness of diversity, equity and inclusion (DEI), which may help organizations become more productive

SESSION HAS BEEN CANCELLED

People with disabilities are the largest underrepresented group in the world, are part of every workplace, and transcend all identities and affinities.  The statistics speak for themselves. One out of every five Americans has a disability, more than 55% of Americans will have a disability before they retire, and the buying power of individuals with disabilities is $1 trillion per year. Despite these facts showing that disability is part of every workplace and transcends all identities and affinities, most organizations struggle to create work environments that attract, accommodate, and retain persons with disabilities. During this thought-provoking program, Paul Artale goes beyond the Americans with Disabilities Act (ADA) and helps you understand the personal, social, and medical needs of persons with disabilities in order to attract and retain this extremely underutilized talent pool. Maximum Ability incorporates Paul’s personal experience as an individual with a physical and emotional disabilities, his training as a special education teacher, current social conditions, and the latest (dis)ability research to create a presentation that is information-packed, practical, and challenges common assumptions.  Maximim Ability does this by viewing the employee experience using both the Social Model of Disability and Disability Identity Theory as a lense.  This program will also incorporate audience feedabck and input before and during the presentation in order to make it more personal to participants.

This session will delve into the future of AI and its potential impact on the performance review process. Lewis will discuss the latest advancements in AI technology, specifically focusing on how ChatGPT can be used to improve the performance review process. The session will also touch on potential legal considerations and the future of AI in the workplace. Attendees will have the opportunity to engage in a Q&A session with Lewis.

HR Managers in charge of global mobility and immigration compliance will learn practical, business immigration tips and techniques to deal with a significantly changed landscape for foreign work sponsorship in the US, allowing them to continue to use the law to attract and retain top talent. From foreign students, to temporary professional workers, to permanent residence sponsorships, and including all of the associated compliance and record keeping requirements, many of the rules and regulations you know from the past 30 years simply don’t make sense anymore. And, the government has been far from helpful in providing clear, simple guidance to the business community. This session will help you to identify those gaps in the rules, and to develop actionable solutions to implement in your company, in order to stay on the right side of the law, and to maintain a robust immigration sponsorship program.

Cyber security is now a business expense. What that means is that the I.T. team is no longer soley responsible for the security posture of your company. Furthermore, vendors and insurance companies are cracking down on security compliance. What does this mean for the HR professional? HR teams are now thrown in the middle of this "tornado" of events. More often than not, these actions are not proactive, they are reactive. Whether that comes from a breach, compliance requirements or vendor requirements, companies don't know where to begin. My goal is to educate on the landscape (top down view), then take a topology view of the different faccets, leading up to what we call the human firewall.

HR leaders and practitioners are faced with an ever-changing work environment, increasing pressure to do more with less, including how to increase engagement and reduce turnover all while supporting a positive employee experience. This requires having strong communication and change management strategy in place critical to drive awareness and understanding, build buy-in and educate stakeholders - especially when it comes to introducing new technology and driving adoption to maximize ROI. During this session, our expert will share a five-step plan to build an impactful communications and change management strategy. 
 

Amy Cell Talent has helped hundreds of organizations fill mission critical roles. We know that hiring superstar talent is important, but if the culture does not support talent engagement and retention, then you are leaving human capital on the table.

Thus, we have developed an approach to address this issue, and this session will help participants understand organizational culture and how it should drive the recruiting process, the effectiveness of different tools and tactics on assessing fit, and how to develop a successful and cost effective recruiting plan for your organization.

We will cover the following topics:

• Overview of the recruiting life cycle

• Overview of culture and how to define your organization’s culture

• What is an employer brand and how does it relate to culture?

• Steps to take during recruiting search to ensure a successful culture fit.

We know people don’t leave companies; they leave bad managers. How many good employees has your company lost due to no succession plan for middle management? Instead of having to look outside your company for top leadership talent, wouldn’t it be easier to have a pipeline of people in place?  Create succession programs that show leaders how they can build that pipeline through sponsors and advocates and maintain historical knowledge and synergy in teams.
This talk focuses on how to build succession plans, how to identify successors, how to champion for others and how to become a sponsor.
 

Job postings:
       1.) Where to post to reach the most Veterans and Service Members
       2.) How to post a job to attract Veterans and Service Members
       3.) Understanding joint transcripts and military skills

Interviewing/Resumes
       1.) Asking the right questions and understanding the answers Military Members give
       2.) Federal Resumes vs. Civilian Resumes

Why to become a Veteran Friendly Employer
       1.) ESGR/USERRA/SoS
       2.) Certifying with the MVAA
       3.) Becoming a Veteran Connector
       4.) Creating Veteran Groups

 

What do we mean by “investigation”

When should HR engage in an investigation?

Who should conduct the investigation?

12 practical steps to an effective investigation

Common mistakes

Case studies

Book Signing at the SHRM Store Booth 10/19 at 3:05 pm - The Chameleon Effect: Counterintuitive Leadership

Too many talent acquisition assessments can be "rehearsed" prior to the interview. The rationale is "learn how to provide the right answer to land the job of your dreams."
Too many resumes contain false information. Follow up on references result in awkward conversation where the reference never heard of the candidate. 
In too many cases, a candidate gets hired only to discover he or she is toxic lacking skills for team work, critical thinking, decision making and empathy. 

This presentation will reveal the seven skills hiring managers need to look for that cannot be found in personality tests, resumes, and references.
This presentaiton will take an indepth look into skills that define transformational and servant leadership that prove to be more necessary and effective than hard skills alone. 

HR professionals continue to face a significant amount of disruption post pandemic. Pulled in a variety of directions, prioritization has never proved more challenging. Even during this disruption, HR leaders are communicating their priorities and stepping in as true strategic partners for their businesses. When over HR 800 leaders were asked what they need to focus on in 2023, onboarding was one of the top 5 priorities (Gartner, 2023).

While onboarding is not a new focus for HR, many companies are falling behind with transactional/compliance driven onboarding. They are also failing to ask strategic questions to create an  experience that meets the growing demands of the business. Join us to learn ways to take your onboarding to the next level.

During this session, we'll help you assess where your current onboarding experience is (in relationship to SHRM's 4 onboarding Cs), equip you  with powerful questions about future-state onboarding needs and provide  tools to guarantee your onboarding is  business aligned. 
 

How are you as an employer perceived in the marketplace?  What is your brand as an employer? 
In this session, Kris Powell will explain how to best understand what an employer brand is, how to get a handle on how that brand is perceived and how to be certain that brand stands out as superior to your competitors.
Many employers fail to understand they already have a "brand" as an employer.  With good employees being the key to organizational succees, attracting and retaining top talent is key to your future success.  So building your brand so that is stands out in a positive manner in the marketplace becomes very important.

Wait, What?  That’s not in MY job description!
 
 
The desperate need for talent has gripped growing companies with concern.  Many are struggling to define how they will sustain success without a better way to find top talent to fuel that success.  A key strategy in successful talent acquisition at this moment in time requires EVERYONE on the team being actively engaged in the talent attraction and acquisition process, far upstream from the HR department and beyond simply conducting interviews.
 
This presentation will shift the paradigms of human resource professionals at all levels.  In addition, it will provide a roadmap for HR professionals to foster a paradigm shift for the managers and leaders they support who are key to the success of this new strategy. 
 
In this presentation, participants will learn:

• Why the data shows that we need a radical change in our approach – today!
• The new approach to Talent Attraction and Acquisition, which includes everyone on the team contributing to and participating in talent acquisition efforts.
• How to develop a customized strategy for their organization and leadership.
• How to sell the concept to their leadership team and gain buy throughout the organization.
• How to approach training and engaging managers and leaders to contribute to the process.
• How to quantify measurable results from adopting this strategy.

Undoubtedly, cancer has impacted nearly everyone.  Not surprisingly, it’s soon expected to be the world’s number one killer. It follows that a cancer diagnosis is also most Americans’ number one ranked medical fear. Employers and employees face a challenge: There are only recommended screenings for 30% of cancers and most are detected too late. This often leads to fatal outcomes for employees as well as significantly higher costs for your company. In fact, treatment for late-stage cancer can cost 3x more than early-stage detection. But now we can do something about it….

Introducing The Galleri Test, a groundbreaking and potentially life-changing advancement in cancer detection for adults. Through a simple blood draw, Galleri’s multi-cancer early detection test identifies over 50 cancer types, including cancers employees aren’t routinely screened for today. In this session you will discover the science behind the single blood test and the results achieved so far, the impact of early-stage detection on employees and employers, and how to integrate the Galleri test into your existing employee benefits portfolio.