2014 HCI Human Capital Summit & Expo

Agenda

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Monday, April 7, 2014

2:00-5:00 PM

Registration

5:30-6:30 PM

Opening Reception at the Cabana Bar

Tuesday, April 8, 2014

7:00-4:00 PM

Registration

7:45-8:45 AM

Breakfast

8:45-9:15 AM

Welcome Remarks

Presenter:
David Forman, Chief Learning Officer Emeritus, Human Capital Institute (HCI) and author of "Fearless HR"
Thought Leadership Opening Remarks:
Bruce Morton, Global Head of Innovation, Allegis Global Solutions
9:15-10:00 AM

Keynote Presentation:

Lessons In Leadership

Keynote Presenter:
Mark King, CEO, TaylorMade-adidas Golf
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Many people in business today are thrown into leadership positions with very little training. Although Mark was highly successful at running sales forces, once he assumed the role of President & CEO of TaylorMade-adidas Golf he quickly realized his experience as a sales leader didn’t fully prepare him for the daily battles of leading a global company in a tough market. Mark will share how collaborative leadership was part of his new CEO skill set, which was needed to successfully re-energize TaylorMade, turn it around, and grow it into a market leader.
 
You will learn:

  • How to understand the effect your leadership can have
  • Why picking something you can win at and setting outrageous goals help to grow leaders
  • How changing energy changes minds. Changing minds changes behavior. Changing behavior changes results!
  • How to distribute leadership and instill the belief that everyone can make a difference
10:00-10:45 AM
Keynote Presenter:
Charlene Li, NY Times Bestselling Author and Influential Emerging Technologies Thought Leader
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Talk with your customers. Listen to your employees. These are long-time, well tested truisms of business. But ask organizations to engage with people on Facebook or Twitter and a look of sheer terror crosses their faces. The long held concept of command-and-control leadership is being tested as organizations are experiencing the largest technological and sociological shift of our generation. In a talk based on her latest best-selling book, Open Leadership: How Social Technology Can Transform the Way You Lead, Charlene advises leaders how to feel in command in a world where they’re no longer in control. For example, how open, how transparent, how authentic, and how real do you need to be? More importantly, how do you leverage and measure the impact of using social technologies in your organization?

11:15-12:00 PM

Engagement and Social Media

Presenter:
China Gorman, Chief Executive Officer of Great Place to Work
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Social technology is a powerful medium for just-in-time communication, transparency, collaboration, innovation, and even employer brand.  And while social technology plays an important role in today’s organizations, the reality is, the success of these tools relies on the underlying culture of the organization.
 
A trust-based culture is a key ingredient that’s needed for social technology initiatives to take off as leaders are challenged to become increasingly transparent, employees are enabled to collaborate more broadly, and people across the company instantly become brand ambassadors.  In this session, Great Place to Work® CEO China Gorman will discuss the impact a company’s culture has on the use of social technology.
 
You will learn:

  • The common roadblocks to success
  • The cultural elements that bolster the success of social technology programs
  • Case studies and examples of successful social technology initiatives within FORTUNE 100 Best Companies to Work For
Co-Presenters:
Elissa Tucker, Research Program Manager, Human Capital Management at APQC
Sue Lam, Advisor, Assessment Solutions at Shell
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80% of employees surveyed by research non-profit, APQC agree that today’s business challenges require a different style of leadership. The research reveals that the traditional command and control leadership style is ineffective for most, if not all, organizations and that a more dynamic and collaborative leadership style is now required for business success. However, few of the organizations surveyed embrace this dynamic leadership style.
 
In this session, we will share findings based on predictive analyses conducted on APQC’s leadership survey results. We will reveal which factors are behind changing organizational leadership requirements and which actions organizations can take to foster dynamic leadership.
Session participants will learn:

  • Why a dynamic leadership style is now required for business success
  • What the dynamic leadership style entails and which skills it requires organizations to develop
  • Why more organizations haven’t embraced dynamic leadership
  • Which actions—spanning recruiting, learning, rewarding, planning, and more—promote dynamic leadership
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It can be easy to think of workforce analytics as purely a theoretical exercise or just a reporting tool.  Data on its own, however interesting, isn’t useful without both context and application.  As an example, detailed attrition reporting in the absence of a connection to other talent and business metrics is informational but real business outcomes are dependent on drawing conclusions and actions that improve your organization’s retention.   Understanding the hours of training provided to your workforce only becomes meaningful when combined with additional metrics measuring outcomes such as improvement in business performance metrics.
 
NCR, the global leader in consumer transaction technologies, is focused on turning the theoretical aspects of workforce analytics and planning into practical applications that can increase HR’s contribution to the bottom line.  This session will provide a framework that can be used to evaluate business initiatives and develop an analytics approach to support the initiatives.  In the session, we'll review real life examples of how NCR has applied this framework to drive improved business performance. 
 
We'll review three examples as follows:
 

  • Application of analytics to inform onboarding and training for a critical employee population within NCR
  • An approach to using analytics to support M&A activities
  • A model to assess external markets to facilitate workforce consolidation and expansion decisions
Presenter:
Barbara Truell, Strategic Talent Acquisition Business Partner at the Home Depot
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At The Home Depot, our military recruitment strategy requires the ability to reach a large, diverse, and qualified audience in a short period of time.  But our support goes much further. The Human Resources team decided to address the over-indexed unemployment rates among this group by arming military veterans and their families with the education and resources to make seamless and successful transitions into the civilian workforce. Our mission was full of opportunity.  But it came with some challenges.  One of which is that veterans and recruiters do not always speak the same language. Thus, our solution encompassed establishing a direct line of connectivity with veterans to further understand how their skills and experience translated to our needs.  We also provided tools & resources to assist HR Professionals in their interactions with service men and women with the goal of helping veterans identify the right career fit within any organization.
 
How did we do it?  The Home Depot created learning workshops, launched a military skills translator, built an online social network, leveraged internal affinity groups and recruiters while also dedicating 100% of our Home Depot Foundation resources to veterans.  The deployment this all-encompassing military recruitment strategy has transformed our corporate culture and shifted how our organization views and recruits military candidates.
 
In this session, we will unveil our overall military strategy including the latest technologies, tools, resources, and results that will speak to how strategic and altruistic engagement with niche communities of talent can broaden your employer brand and ultimately find the right candidate for the job.
 
You will learn:

  • How to create a niche recruitment strategy that will produce a sizeable and meaningful ROI.
  • How engagement and connection with niche audiences truly affect the bottom-line.
  • How to leverage technology, with limited resources, as a means to provide increased applications and hires.
11:16-11:45 PM
Presenter:
Dr. Charles Handler, Talent Assessment Thought Leader
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Advances in Artificial intelligence and robotics are changing the world we live in at an alarming pace.  We are entering an era where powerful computers are out dueling master chefs, robots are beating ping pong champs, and drones are delivering packages.  There is no end in site and it is becoming clear that the world of work is about to change drastically as a result of continuing advancements in technology. 
 
This talk delves into the upcoming confrontation between man and machine that will be waged across workplaces in every sector of the global economy.  The core issues are discussed from a humanistic and Psychological perspective and center around the meaning that humans ascribe to work via a “psychological contract” and the fate of mankind if this contract is severed by technology.  Will the relationships between individuals and organizations withstand the changes that are to come?  Will the job as we know it become extinct?  Can organizations and individuals work together to move forward in harmony?  The answers to these questions are a mystery, but are definitely worth discussing.

12:00-1:00 PM

Lunch

1:00-1:45 PM
Presenter:
Dr. Debra France, Leadership Development and Learning Design at W.L. Gore
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The “new” organizations are connected networks with few titles and as little hierarchy as possible.  Leaders accomplish their work through influencing and engagement instead of authority.  Their team members span many cultures and geographies, and their relationships are both vast and personal. 
In an era when leaders emerge through the grace of followers, how do organizations develop leaders?
 
For more than 50 years, associates of W.L. Gore & Associates have been refining skills, processes and practices for influencing and delivering value together without hierarchical power.  More than 10,000 associates create and sell innovative products for electronics, fabrics, industrial and medical device industries – without a single manager.
 
You will learn:

  • What is the role of leaders in flat, ‘bossless’ or self-managed organizations?
  • What are the unique skill sets of individuals who lead in these environments?
  • What processes and practices support leadership and leadership development in flat organizations?
1:45-2:00 PM

Room Change Break

2:00-2:45 PM

Acquisition and Recruitment

Presenter:
Randy Goldberg, Vice President, Talent Management Americas, Hyatt Hotels
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Hyatt® is a leading global hospitality company with a heritage of making guests feel more than welcome.  Through its many brands, Hyatt continues to maintain a high standard of service and hospitality in a highly competitive marketplace where travelers have many choices.   In recent years, Hyatt has developed and implemented innovative strategies, tools and technologies to help create a unique employment brand to attract and hire “brand ambassadors.“ In addition, aware that leadership alignment with corporate goals is essential for ongoing success, Hyatt set out to implement a system to select and develop managers who are aligned with the company’s vision and service-oriented culture.
 
The session will highlight how Hyatt has leveraged branding strategies and assessments as part of the talent management strategy to select and develop brand ambassadors at all levels in the organization. 
 
You will learn:

  • Insights into how to implement branding tools and strategies
  • Understand the holistic assessment strategy used to identify the right talent across multiple brands
  • Ideas on creating a culture that supports the growth of leaders based on individual market needs
Presenter:
Kelly Elizabeth Behrend, Director, Corporate Responsibility and Strategy at Peacework Development Fund, Inc.
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Today’s companies recognize that meaningful employee engagement is critical for recruiting and retaining talent in order to be competitive in the marketplace. According to the 2013 Gallup State of the Global Workplace Report, organizations experience a 240% boost in performance-related outcomes when they successfully engage their employees and customers. These profits are driven from the inside out; a 2012 AMD Company survey found that 96% of employees agreed that contributing to a cause at work improves their commitment and level of engagement to core functions and to the company.

 

Leadership and development programs that operate at the intersection of industry expertise and social impact provide new pathways for companies to improve employee productivity, performance, and profit. At the same time, these programs unlock innovative ways to engage with society, customers, and industry at large.

 

In this session you will learn:

  • Why the shift from employee engagement to employee empowerment is a key driver for bottom line performance and success

  • How to design employee leadership and development programs that engage the hearts and minds of your talent to fulfill their quest for meaning in the workplace

  • How to harness employee empowerment for improved relationships within and beyond the company to maximize profitability
Presenter:
Ross Sparkman, Leader, Global Strategic Workforce Planning & Analytics, GE Aviation
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In recent years Workforce Planning and Analytics have become top strategic priorities for many HR functions.  As organizations continue to look to big data and analytics to help optimize their business models, many executives have realized the potential upside benefit to using this type of scientific approach to improve decision making around human capital related issues.
 
Using workforce planning and analytics in the context of human capital and HR decision making has not come without its own set of challenges.  Many HR practitioners do not pursue careers in HR to become “number crunchers” or “quants”.  This has led to a significant shortage in the type of skills needed to execute on an analytical approach to HR.  To remedy this skills gap, some organizations have established Workforce Planning and Analytics COE’s or hired specialists to help fill the void.  It has become apparent however; that the demand for these type of skills in HR far exceeds the capacity of the available resources put in place by most organizations.
 
This has led to a demand for simplified tools and training that will increase the overall analytical capability of the HR function and provide the average HR practitioner with the means to take advantage of the big data revolution.
 
What you will learn:

  • Simple techniques to help analyze your HR data
  • Simple visual techniques to turn your data into a story
  • How to Influence business leaders with your data
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In the hospitality industry, engaged employees mean happy guests, but it takes strong leader to make change work. Michelle Cosh, Director of Human Resources/Service Culture Facilitator for Starwood Hotels & Resorts will explain how her team created Journey Rewards, Starwood’s successful online recognition platform that helped to motivate and inspire her workforce. Additionally, Michelle will dive into lessons learned and best practices for getting leaders on board to make recognition a successful tool.
 
In this session you will:

  • Understand why Starwood pursued an online recognition platform
  • Learn why accountable leaders are critical to program success
  • Be able to implement strategies to create accountability among your leaders
2:45-3:15 PM

Networking and Expo Break

3:15-4:00 PM

Acquisition and Recruitment

Presenter:
Nicole Guiet, Director of Talent Acquisition at University of Colorado Health
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Whether you’re in high tech, healthcare, or any other industry, talent is likely the competitive differentiator that determines if an organization thrives in the future, or doesn’t exist.  Successful organizations must align strategic talent acquisition and engagement activities with business strategy.  In order to do this, they must leverage existing technology embedded in their organization, while being able to quickly evaluate, select and integrate new technology.  They must understand which tools are critical, which are merely interesting and how to tie those tools to an overall recruiting strategy that delivers long-term, sustainable results.
 
This session will provide insight into how one healthcare system is taking steps to address critical labor shortages and how they’re using technology to drive every step of the recruiting lifecycle. Uniquely, the speaker has recently changed employers, leaving a “best in class” recruitment organization with a sizeable recruitment budget to lead a new organization building from the ground up.  
 
You will learn:

  • Insights on designing talent acquisition infrastructure to meet the hiring needs of the organization, including considerations for realigning existing resources
  • How to build “best in class” – without the corresponding budget to do so.  Making difficult choices when financial resources are limited.
  • How to move from compliance to candidate experience, how technology impacts talent acquisition and which choices make the most sense for evolving organizations.
Presenter:
To Be Determined
Presenter:
Chris Malone, Co-author of "The Human Brand: How We Relate to People, Products & Companies"
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In their struggle for survival, primitive humans were forced to develop a kind of genius for making two specific kinds of judgments quickly and accurately: (1) What are the intentions of other people toward me? (2) How capable are they of carrying out those intentions?
 
In the past few years, leading researchers have shown that today we still judge each other almost instantly along those same two dimensions.  In the academic world, these two categories of social perception are known as warmth and competence.  They drive over 80% of our emotions and behavior toward other people, and we are merely the latest in a line of thousands of generations who have inherited this time-tested ability.
 
Now, groundbreaking research by Fortune 500 business executive Chris Malone and renowned social psychologist Dr. Susan Fiske at Princeton University, has yielded a deceptively simple but important finding: As employees, we engage with colleagues and become loyal to companies and brands in precisely the same way - on the basis of their warmth and competence.
 
The implications of these findings are enormous, because many widely management practices are completely at odds with our natural triggers of engagement, trust and loyalty.   Once exposed to these breakthrough insights, you will be inspired to challenge conventional wisdom and change the way your company motivates, manages and retains its workforce.
 
You will learn:

  • Why the future of employee engagement is so strongly tied to our distant past.
  • How leading companies are driving stronger workplace relationships and performance through warmth and competence.
  • Three imperatives for enabling greater learning, loyalty and success in your organization.

 

Presenter:
Heather Boatman, SVP, Organizational Strategy and Development at Burlington Coat Factory
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Front line leaders aren’t consistently receiving the training, tools, and resources they need to be successful and lead their teams to be more engaged and productive. Clearly, investing time and energy in helping your frontline managers to succeed  and take a sense of pride and accountability in the company translates to tangible business outcomes. It comes down to helping your front line managers understand and be empowered to develop customized engagement strategies that map to their needs, but that still reflect the broader company culture.  This session will show you how to mobilize your front line managers to lead the charge towards broad, organization-wide engagement in an ever-changing business environment.
 
You will learn:

  • How to develop a systematic approach for nurturing frontline leaders
  • Identifying the right leaders for the right roles and then encouraging them to step out of their comfort zones
  • How to use communication, accountability, and recognition to drive engagement on the front line
  • Reducing emphasis on setting expectations and placing it more around leading people there and having a vision of how to get them there
Presenter:
Sara Fuller, Assistant Vice President, Workforce Analytics at State Street
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While many organizations have been realizing the benefits of strategic workforce planning for years, others are just starting to explore how it can help their organizations succeed.  Those who do have a robust SWP function in place are often the first to say it’s not easy to get started… even with a mandate from senior leadership and/or an obvious organizational need.  So, what if you don’t have a mandate?  What if you can see the organizational need?  How can you help to develop a common understanding of what strategic workforce planning is and illustrate the potential benefits for your organization?  Where do you start?
 
This session will reflect on the recent activities undertaken at State Street and other organizations to help you jump-start the strategic workforce planning conversation in your organization.
 
You will learn:
 

  • How to define “strategic workforce planning”
  • How to develop an organizational vision for strategic workforce planning and educating/engaging HR and business leaders
  • How to break down into a menu of bite-size questions to address as opportunities arise
  • How to indentify the data you have that supports your analytical efforts
  • How to create ‘teasers’ to stimulate the discussion about forecasting
4:00-4:15 PM

Room Change Break

4:15-5:00 PM
Keynote Presenter:
Doc Hendley, CNN Hero and Founder of Wine to Water
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Wine To Water founder Don Hendley teaches a simple but profound principle for improving the world: do what you can with what you have. Hendley’s work aims to help the 1.1 billion people worldwide who lack access to clean water.  Experience his journey to sub-Saharan Africa, where 42 percent of the population lives without yard taps, household connections or other improvements to sanitize water. Unclean water is the number one killer of children in the world. Water borne illnesses kill far more children than HIV/AIDS and Malaria combined.  Every 15 seconds a child dies from unclean water.
                       
Hendley was named one of the Top 10 CNN Heroes for 2009 (chosen by a panel of judges including Gen. Colin Powell, Whoopi Goldberg, Ted Turner and Sir Elton John). He is the author of Wine to Water: A Bartender’s Quest to Bring Clean Water to the World, and the founder of an International Fundraising Organization. Hendley illustrates the immense power of relationships to transcend perceived barriers, proving the power of one to transform the impossible into the inevitable.

5:00-6:00 PM

Around the World Reception in the Expo Hall

Wednesday, April 9, 2014

7:00-4:00 PM

Registration

7:45-8:45 AM

Breakfast

8:45-9:15 AM

Welcome Remarks

Presenter:
David Forman, Chief Learning Officer Emeritus, Human Capital Institute (HCI) and author of "Fearless HR"
Thought Leadership Opening Remarks:
Domenic Tripoli, Vice President, Workforce Strategy, IBM
9:15-9:45 AM

Keynote Presentation:

The Shifting Ethos

Keynote Presenter:
Cathy Benko, Vice Chairman and Managing Principal at Deloitte LLP
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While it is often difficult to see sweeping paradigm shifts as they happen, it’s clear that today’s world of work is, well, different. Work is increasingly virtual, transparent, collaborative and dispersed. Organizations are flatter. Corporate citizenship is playing an ever larger role in our ability to acquire, engage, retain and develop our employees— and our brands. The result? The corporate ladder model, along with the outdated norms and expectations is collapsing.
                       
In today’s lattice world, talent needs to be cultivated differently and organizations need to consider how to create a strategic and comprehensive response in three core areas: how careers are built, how work gets done and how organizational participation is fostered.
                       
Join Cathy Benko, Vice Chairman and Managing Principal at Deloitte, and co-author of the “Corporate Lattice: Achieving High Performance in the Changing World of Work,” who will show how organizations that transition to the lattice model can raise engagement, which research has shown improves productivity and profitability.
 
You will learn:

  • Why talent in the corporate lattice world needs to be cultivated differently
  • How to engage in an input-to-impact approach to citizenship
  • How collaboration of all kinds can cultivate greater engagement
9:45-10:15 AM

Keynote Presentation:

Elements of Innovation

Keynote Presenter:
Sean Paley, President of Ignite
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As part of the innovation lab for the world’s largest staffing and recruiting firm, Sean Paley and his team at Ignite often grapple with the quandary of how enterprise-level organizations can embrace, generate and promote change. Driven by the philosophy that new ground is broken when the root of a challenge is exposed and reframed from a fundamentally personal perspective, Ignite uses a human-centered, lean and data-driven approach in the creation of digital tools that solve problems around work. Dubbed “HuDiLeDa,” this approach has already informed solutions to problems ranging from hiring process efficiency, to workforce entry, to career transition.

10:15-11:00 AM
Keynote Presenter:
Richard Phillips , Captain of the Maersk Alabama, real life inspiration for the Tom Hanks’ movie Captain Phillips, and Author
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Captain Phillips not only shares his compelling story—presented in his warm, highly personal style, but as a “floating CEO” in charge of the day-to-day operations of a multi-million dollar ship and the crew he managed, he also draws lessons from those dramatic events that can help your organization survive and thrive, even in these times when hope and support seem to be in very short supply. He will discuss the vital importance of leadership and teamwork, combined with a belief in the power and potential of yourself and your team, as seen through the eyes of an unassuming hero who conquered an extraordinary challenge.

11:45-12:30 PM

Learning and Leadership Development

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In almost every organization getting something accomplished requires input and collaboration from a multi-generational workforce.  Leaders from every generation depend on the same ingredient to get things done, trust.  Building intergenerational trust may be the glue that will hold teams together and get them to produce outstanding results. 
This workshop will explore the art and science of becoming a trusted intergenerational leader. 
 
Attendees will receive practical tips that they can share/use in their organization to help employees from the C-suite to ground level build generational competency and enhance their intergenerational leadership abilities.

Co-Presenters:
Ly Bui, Employer Brand Deliver Manager at the InterContinental Hotels Group
Lynette Silva, Recognition Strategist and Analyst at Globoforce
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Highly competitive global industries call for teams that are engaged in their work to deliver enviable success and superior customer service. For IHG (InterContinental Hotels Group), one of the world’s largest hotel groups with nine brands in 4,600 hotels around the world, the need for employees to be motivated and empowered for superior performance was paramount. 
 
This session will cover how IHG has leveraged social technologies to attract and retain talent, inspire employees, and provide best-in-class guest service.  Through its Bravo social recognition program, the company has energized its employees by rewarding performance and behaviors aligned to its “Winning Ways” set of company values.  These rewards have led to 86% of employees saying they are proud to work for IHG and the company being named a best place to work, becoming a model for service companies across the globe.
 
You will learn:

  • How to identify the need for a recognition program and get executive buy-in for a global, social, and mobile solution
  • Best practices for launching and communicating a configurable, SaaS-based social recognition program that supports company objectives
  • How crowdsourced data provides key talent insights into top performers and influencers across an organization
Presenters:
Kevin Stakelum, Director of Talent Acquisition, Humana Inc.
Barry Diamond, Vice President, Pinstripe & Ochre House
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Establishing a stellar human capital strategy is the “easy” part. Actually choosing and properly implementing the supporting tactics is where so many organizations falter. Being familiar with this dichotomy, Humana’s talent acquisition leadership has chosen to tackle a smaller number of high-impact initiatives with directed focus to improve their talent practices.
 
Join Kevin Stakelum, director of talent acquisition, during this interactive discussion to learn about Humana’s approach to executing against human capital strategies and how the organization has made talent a true business advantage in a highly competitive environment by focusing on:

  • Targeting Veterans and Military Spouses to Close the Skills Gap
  • Adopting Electronic Interviewing Options to Align with Role Requirements
  • Integrating Multiple Talent Acquisition Partners to Complement Organizational Needs & Culture

 
Key Learnings

  • Attendees will receive actionable takeaways that can be applied to any organization in need of quality talent that is in short supply.
  • How establishing a formalized veteran and military spouse hiring program will help you address the skills shortage.
  • How electronic interviewing can save you time, money and increase your candidate and hiring manager experience.
  • How to manage multiple vendor relationships to ensure cultural and expertise alignment, drive process efficiency and deliver business impact.
Presenter:
Nicholas Garbis, Strategic Workforce Planning Leader at General Electric
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Workforce planning, along with workforce analytics, has been getting more attention over the last few years.  But is it all just buzz and hype, or is it something our HR teams should be doing? If we assume the latter, and let the presentation address the former, then wouldn’t you like to return from the conference with a simplified approach that is real and tangible, and not just a framework and platitudes? There is a way.  And where does analytics fit into this whole thing anyway?
 
You will learn:

  • How to identifying and prioritizing ‘talent gaps’ using a fast and easy approach
  • How to connect workforce analytics and workforce planning
  • How to set up a basic Center of Excellence around workforce planning & analytics
11:46-12:15 PM

Expo Hall Presentation - Atlantic "C":

The Best of HCI 2014

Presenter:
Bill Craib, Senior Vice President of Enterprise Learning, Human Capital Institute (HCI)
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Every year the Human Capital Institute features the work being done by some of the leading organizations in talent management today. In dozens of conference keynote presentations, interviews and webcasts, HCI hears some truly remarkable stories and then adds additional context to them for enterprise members by collecting tools and background information they can use to put these programs in place themselves. Join Bill Craib, SVP of Talent Strategy as he talks about his favorites among these Solution Suites and the elements that make them so unusual and valuable.

12:30-1:30 PM

Lunch

1:30-2:15 PM
Keynote Presenter:
Perry Lieber, Elite Personal Trainer and Innovative Leader in the Corporate Wellness Space
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Tired of the hamster wheel of long days, sore backs, increased deadlines, and caffeinated beverages getting you through your afternoon? This talk will inspire and outline ways you can create a modern company culture that champions success and fosters participation.
 
This keynote will cover what you need to know to manage your energy and not your time. Through strategic planning and goal setting, you and your teams can build long lasting and successful careers while maintaining a work-life balance. These healthy habits are the building blocks for fostering success and innovation.
 
You will learn:

  • Healthy habits of the uber successful that you can adopt today
  • The Workplace Workout: how to move correctly to keep you pain free at work
  • How to use fitness to truly engage employees and recruit and retain the best talent
2:15-2:25 PM

Room Change Break

2:25-3:10 PM

Learning and Leadership Development

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With a high-demand for support coming in from our global affiliates, the US-based Talent Management team at Novo Nordisk Inc. needed to find an easier way to connect, collaborate and share training and development resources, better practices, and expertise across the company.    
 
In this session, Novo Nordisk Inc. will share their story about how they established a support framework and then leveraged social means to help build a cohesive global training community.  The model has enabled NNI not only to maximize the company’s investment made in training in the US, but has allowed better practices, standards and knowledge to be shared broadly. All of this leading to greater consistency, quality and impact of the training provided across the organization. 
 

  • You will learn:
  • Simple, practical ways to establish a training community in your organization
  • Example and results of a training network in action (tools, processes, practices)
  • Implementation best practices and lessons learned
Presenters:
Carl Rhodes, CEO, Human Capital Institute (HCI)
Lesley Hoare, VP HCM Transformation at Oracle
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It was 17 years ago, when a McKinsey study uncovered the “war for talent”. Today, it is no point of contention that a strong talent-centric strategy maybe the most important focus for organizations. A talent-centric organization aims at recruiting, retaining and developing the best talent.  The best employees will be able to adapt responsibilities and be able to come up with solutions to solve problems, which are important skills in today’s dynamic work environment, and arguably more important in this “recessionary climate”.  The notion of hiring and retaining talented employees for organizational sustainability and competitive advantage is not a new concept. But can organizations consider themselves as having a “talent-centric” strategy without up-to-date collaboration tools, HR analytics and mobile technologies in pursuit of attracting, hiring and retaining the best talent?
 
Today, 70 percent of job seekers use mobile devices when searching for positions, and mobile-friendly job applications are the future of the recruitment process.  Additionally, HR metrics allow for better workforce planning and talent-related decisions. Fifty-eight percent of company leaders say analytics are important to their organization and 82 percent say they will be important in five years.  Finally, based on factors changing the work environment, including increases in global and virtual workers, collaboration is increasing in importance for organizations.  By utilizing the proper tools and technologies, companies can enhance the communication and collaboration among employees necessary for organizational success.
 
Based on original research done in collaboration with HCI, we will unveil new findings that will explore how critical collaboration, analytic insights and mobile technology are essential for supporting a talent-centric work environment.
 
You will learn:

  • How does collaboration via social networks, analytics with predictive insights and mobile technologies support the talent-centric strategy of an organization?
  • How attuned is HR to the voice of the employee in determining its strategy and what programs get implemented?
  • What are the important skills and capabilities required for the Modern HR professional?
Co-Presenters:
David Brady, Musician Recruiter at Carnival Cruise Lines
Andrei Graunte, Senior Digital Designer at Carnival Cruise Lines
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 Carnival Cruise Lines is the world's largest and most renowned cruise operator, serving approximately 4.4 million guests each year. Carnival's massive following is largely due to the incredible team of dedicated employees who provide guests with a memorable vacation experience. A big part of that experience comes from the ship's incredible onboard entertainment. But how does the world's best known cruise operator source, screen, hire and onboard talent from around the world, to work on its fleet of ships that sail across the globe for months at a time?
 
During this session, Carnival Cruise Lines will share how they are using video, social and mobile technology to recruit talent across the world to staff its fleet of 24 Fun Ships. They'll share how Carnival is using digital recruiting to source and build a pipeline of talent for onsite auditions in various cities, and evaluate talent – anywhere, anytime. It's a win-win for candidates looking for a chance to display their talents, and for Carnival, looking for the most engaging and talented professionals for its world-class fleet. You'll walk away with innovative ideas to energize your own recruiting program and discover ways to incorporate the latest in technology to bring your recruiting program to the next level.

Co-Presenters:
Mark Yocum, Corporate Human Resources Manager for Caterpillar Inc.
Karen Stevens, Vice President, Practice Strategy at RiseSmart
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The relationship between an employee and an employer has changed dramatically in the last 10 years.  In today’s economic climate leaders in Human Resources sit in the difficult position of having to balance the need to attract & retain top talent with the reality that at any time there could be a strategic shift in business focus and some employees – even top talent – may be laid off. Turning former employees into supportive alumni has always been a good business practice, but with the proliferation of social media it has become critical to fostering that relationship, even with those who are leaving the organization as a result of their position being eliminated.
 
We will discuss five things that employers can do to create a relationship of respect, and foster alumni who will be brand ambassadors – whether they go to work for one of your competitors, your customers, or if you decide to recruit them back – even if you laid them off.
 
You will learn:
 

  • How to cultivate the alumni relationship early on in the employee lifecycle
  • How a Fortune 50 organization fosters its relationships with displaced employees through redeployment
  • Best practices around communicating with impacted employees during a transition
3:10-3:40 PM

Networking and Expo Break

3:40-4:25 PM

Engagement and Social Media

Presenter:
Kalaida Holmes, Human Capital Team Lead, Human Resources Directorate at the U.S. Environmental Protection Agency (EPA)
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Organizational sharing and building connectedness is central to engagement and studies have shown that engaged employees are more productive and are easier to retain. Enhancing employee engagement through relationships, recognition, sharing, and empowerment does not have to be costly to organizations, but not doing so can be very costly to your organization’s bottom line. 
 
Many of the barriers to engagement in today’s workplace exist within organizational cultures and bureaucratic practices; simply put, organizations are not changing with the times and this aversion to change is leaving new talent jaded and disconnected. This interactive presentation will focus on understanding and identifying barriers to employee engagement that often exist because of bureaucracy or organizational mythologies that stand in the way of building social networks, open communication, and connectedness.

You will learn:
 

  • Barriers to employee engagement that exist within organizational cultures and structures
  • Tactics to improve employee engagement across generations
  • Methods for engaging virtual workforces
  • Utilizing social media tools and technology to enhance connectedness
  • Change management strategies to breakdown organizational barriers
Panelists::
Patti Johnson, Vice President, Human Resources - US & Canada at Tupperware Brands
Cathy Rongione, Director, Learning & Development at Takeda Pharmaceuticals International
Rosina Racioppi, EdD, President and CEO, WOMEN Unlimited, Inc
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This fact is supported by research: Organizations with a higher representation of women at the most senior levels of leadership consistently achieve better business results than other organizations. While many leaders recognize the business impact that a diverse leadership team provides, they struggle to attract and retain talented women throughout their organization to realize those benefits.
 
Companies that have been successful at harnessing the power of women leaders have taken a strategic, long-range approach that engages the entire organization, and have successfully integrated their learning strategy with their business strategy for the most impact.  Please join us for panel discussion about the best practices that leading companies are using to create a corporate environment in which all leaders can thrive.
 
You Will Learn:
 

  • The latest thinking on why it is important to develop women leaders and how that impacts corporations
  • Specific strategies and tactics that Fortune 500 companies use to successfully support the development of high potential women
  • How to identify the appropriate metrics to make case for an investment of time and money in the development of high potential women as well as to track the success of your program.
Presenter:
Dan L. Ward, Chief Workforce Economist, The MITRE Corporation
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Strategic Workforce Planning (SWP) has never been easy and the difficulty often leads people to challenge the time investment needed to do it well. SWP exists because throughout human history, we have learned that it takes time to identify and develop the special talents needed to distinguish and preserve an organization.  By more clearly identifying the bond between organizational strategy and people investments, SWP has provided an edge for those who do it right.
 
Turbulence really just increases the advantages for doing effective resource planning.  Organizations that do not contemplate their need for financial and human resources are by default, abandoning their survival chances to luck and the will of the wisp instead of design.  However, the pace of change is only accelerating and today’s most successful practices may not be enough for the future.  A few visionaries have suggested SWP may be heading into a commodity market for talent. SWP may be displaced by practices commonly found in Craig’s List or Angie’s List, or even short-term mobilization strategies seen in events such as flash mobs.  Could this be the future of SWP? 
 
 
This first part of this presentation will review common characteristics of effective SWP as practiced in some of today’s most successful organizations. The second part of this presentation will engage participants in an exploratory dialogue about what comes next.  Lemmings are experts at benchmarking and copying what others are doing.  This session is for trailblazers who are willing to explore new ideas. 
 
What you will learn:

  • A synopsis of Strategic Workforce Planning current best practices
  • Key questions that executives want and need SWP to answer
  • Insights from the collective wisdom of participants about future SWP directions
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Many companies rely on fundamental types of skills in their day-to-day activity, and demographic shifts can place extreme pressure to maintain the talent needed to support operations. For Linde, a world-leading industrial gasses and engineering company, this talent is exemplified by the drivers for its trucks. Facing a shortage of qualified drivers due to an aging workforce and retirement pressures, in 2012 Linde found itself in a constant struggle with open positions, long recruiting cycles, and the pressure for people in other roles to fill the gaps. To address the issue, the company took critical steps to position for the new reality of talent scarcity.
 
In this presentation, Valerie Egan, Head of Resourcing, North America for Linde will share in three basic steps needed to meet a chronic scarcity issue. These include three major areas of focus: developing a proactive partnership with the business to get ahead of requisition cycle, boosting the referral program to improve talent access, and strategically applying additional talent acquisition resources. What are the best practices in executing on these needs? What are the pitfalls? And where is the low-hanging fruit that can help you get ahead quickly? This is a great session for anyone looking for practical ways to wake up their recruiting capabilities to address emerging talent needs.
 
Attendees will learn:

  • Key questions to ask to identify and address hidden drags on the recruitment process and improve time-to-fill on impending openings
  • Actions to take to deliver immediate improvement in recruiting timelines, and areas to act to maintain long-term effectiveness
  • Simple steps for turning a passive referral program into a marketing driven source of critical talent
  • Strategies for engaging recruiting partners in a way that ties activity directly to business impact
4:25-4:35 PM

Room Change Break

4:35-5:20 PM
Keynote Presenters:
Charles S. Luck IV, President and CEO at Luck Companies
Mark S. Fernandes, Chief Leadership Officer at Luck Companies
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Luck Companies (formerly known as Luck Stone Corporation) is an 89-year-old privately held, for-profit organization in its third generation of family ownership.  The company has grown from operating a single crushed stone quarry in Richmond, Virginia to becoming a diverse corporation with four distinct businesses that reach around the world.   Almost 10 years ago the company set out to become the model of a values-based organization and initiated an aggressive values development program to transform its culture.
                       
Luck Companies’ Values-Based Leadership model has been designed to ignite the extraordinary potential of its associates inspiring them to become everything they are capable of becoming.  It leverages a core belief that doing good (making a difference in someone’s life) is the best path to doing well (personal and business performance).  The model is grounded in the basic principles of people, leaders, and leadership, making it accessible to any and all individuals, teams, and organizations.
 
You will learn:

  • How to make a difference in the lives of your people and deliver exceptional business results.
  • How to create an environment that fosters high performance
  • What your leaders can do differently to build or enhance engagement and enablement
5:30-6:45 PM

Beach Party Reception

Thursday, April 10, 2014

7:00-10:00 AM

Registration

7:45-8:45 AM

Breakfast

8:45-9:00 AM

Welcome Remarks

Presenter:
David Forman, Chief Learning Officer Emeritus, Human Capital Institute (HCI) and author of "Fearless HR"
9:00-9:30 AM
Keynote Presenter:
Monika Fahlbusch, SVP Global Employee Success at salesforce.com
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Today we live in a world where everything is becoming more and more connected through social, mobile and cloud technologies. To grow and thrive in this new world, companies must learn to connect and engage with people in a whole new way. In this session, Monika Fahlbusch, SVP of Global Employee Success at salesforce.com – the world’s Most Innovative Company according to Forbes and one of Fortune's Best Companies to Work For 6 years in a row, will share 5 key plays the company uses to engage and inspire their customers and employees. You'll walk away with real ideas that you can implement at your company right away, including how to bring people together, build online communities, be radically transparent, do good while doing business and be more human, less corporate.
 

You will learn

  • Creative ways to connect and engage more deeply with your employees and customers 
  • The benefits of building a connected culture 
  • What it means to be more human, less corporate and why it's important
9:30-10:00 AM

Roundtable Discussions

10:00-10:30 AM
Presenter:
Bill Treasurer, Author of bestselling books, "Leaders Open Doors" and "Courage Goes to Work"
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Courage is the first virtue of organizational performance, because it’s the lifeblood of leadership, entrepreneurship and innovation. Courage is what's needed for workers to step up to challenges, seek out leadership roles, and assert innovative ideas. If you want to promote employee engagement, you'll first need to build their courage.
 
The Courageous Leadership presentation will provide practical strategies for building workforce courage so workers can become “opportunity seekers.” Courage-building will be explained as a strategy for improving performance and counteracting the negative impacts of workplace fear. When everyone is working with more courage, the entire organization is transformed for the better. Research shows that courageous workers seek out leadership opportunities, step up to challenges, offer innovative ideas, passionately embrace change, and are more productive. In short, courageous workers get work done!
 
You will learn:

  • Why it is the premier personal and professional virtue
  • The research on the debilitating impacts that fear has on performance
  • The distinct types of courage (TRY, TRUST, and TELL) and how to differentiate among them
  • How to create an environment that supports courageous behavior
  • Tips on how to be more courageous and how to inspire more courageous behavior among those you lead
10:30-11:00 AM

Break

11:00-11:30 AM
Presenter:
Terri McClements, Vice Chair, US Human Capital Leader and Global Talent Leader at PWC
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Creating an exceptional experience for employees doesn’t start at the top; more often it begins in the middle. Managers hold the key to the day-to-day experience of most of our people, yet too often they are left on the sidelines when it comes to talent strategy. Organizations that are the most successful at engaging their employees have learned that mobilizing managers and providing them with the right leadership skills is key to attracting, retaining and developing talent. Younger employees seek increased transparency from management and an understanding of and appreciation for the evolving digital landscape—the most successful businesses are making sure its managers are prepared to demonstrate both of these skills.
 
You will learn:

  • PwC’s efforts to engage their manager group and how it helped to drive improvements in their annual global people survey.
  • How culture change, a drive towards inclusion and diversity of experience, thought, and backgrounds, can transform employee engagement
  • The effects of cutting edge technology on interactions up and down the management chain—showcasing the importance of such ideas originating in the middle.
  • Practical advice on low- and no-cost ways to get managers involved in driving the talent agenda, and encourage them to take ownership for developing the next generation of leaders.
11:30-12:00 PM

Roundtable Discussions

12:00-12:30 PM

Conference Wrap Up and David's Favorites