THE INDIANA STATE HR CONFERENCE PROGRAM GRID

Sunday, August 15, 2010

4:00-6:00 pm - Health Care Reform Summit
Speaker: Anne E. Crumlish, FSA, MAAA - Senior Benefits Consultant – Hewitt
Sponsored by ADP

This two-hour session is designed to help you better understand this sweeping new legislation from a structural and strategic standpoint. An expert on health care will speak to the implications of Health Care Reform for your organization.

Now that Health Care Reform has been enacted, employers and plan sponsors are beginning the process of understanding the programmatic requirements of the new legislation. There are also important strategic considerations for you to anticipate and plan for relating to Health Care Reform.

Monday, August 16, 2010

6:30 a.m. Registration Begins

8:15-8:45 a.m. Jump Start Session
Speaker: Becky Goldy, Benefits Compliance Manager, J.D. Byrider

Insider tips on how to get the most from your conference. This session is especially helpful for first-time attendees.

9:00.-11:00 a.m. Pre-Conference Workshop
Speaker: Sherry Makely, Clarian
Topic: Does the Glass Slipper Fit? Workforce and Talent Development at Clarian Health

Are your educators bored doing routine, meaningless chores or are they fired up and preparing to attend the ball? Don't let midnight catch you off-guard. Participate in this pre-conference workshop to learn how Clarian Health reenergized their educators and placed them on the front line to move their company forward. During this interactive session, you'll learn about Indiana's largest health care system and why its educators strategically transformed their decentralized model into a new corporate university to tackle workforce and talent development challenges. Presentations by Clarian Learning Alliance Leaders will highlight Clarian's journey to Preeminence, how the new framework for education supports the organization's mission, vision and values and the critical importance of aligning learning goals with corporate goals and priorities.

1:00-5:00 p.m. Everything Legal Workshop
Speaker: Kenneth J. Yerkes, Partner at Barnes & Thornburg LLP
Topic: Everything Legal

The landscape keeps changing, thanks to new laws, legislatures and activist courts and unions. You want legal advice? We have it! An annual highlight of the Conference, Ken Yerkes will bring a team of experts from Barnes & Thornburg LLP to the podium again. Come for a fast-paced overview of the significant legal issues facing organizations today and get an update on current events. Ken and his team always deliver an interactive program of outstanding content and supporting materials for the attendees. It's a great session to get the conference started!

5:00 p.m. Reception in the Sagamore Ballroom, Indiana Convention Center.
Sponsored by Barnes & Thornburg LLP

Tuesday, August 17, 2010

6:00 a.m. Registration Begins

7:00-8:00 a.m. Rise 'n Shine Session #1
Speaker: Martha Ramirez, SHRM National
Topic: SHRM Update

Are you taking advantage of your SHRM membership by utilizing the many services and benefits available to you? Today's busy HR Professionals do not have time to search the web for answers. This presentation will help you. Even if you have been a SHRM member for years, you will find out about resources you didn't know were available.

8:15-9:30 a.m. Opening Keynote and General Session
Speaker: Libby Sartain
Topic: The New Consumer of Work

Business competes for talent today in a free global marketplace in which traditional definitions of job and employee are increasingly outmoded. As a direct result, HR leaders must also change traditional ways of working in order to maintain their central role in the organization of the future. <more information>

Concurrent 1
10:15-11:30 a.m.

Engage Your Employees and Manage Post-Recession Turnover

Marc Drizin, Employee Hold 'Em

Many organizations struggle to reward, motivate, and retain their current employee base in these stormy times -- while facing anticipated employee turnover as the economy rebounds. Leading employee engagement expert Marc Drizin present will share findings from APQC’s new human capital benchmark study and best practices for recognizing, rewarding, motivating, engaging, and retaining key talent as the economy rebounds.

Rewarding Performance: A Strategic View

Robert Greene, Reward Systems, Inc.

Organizations succeed through their workforces. The manner in which an organization defines, measures, manages and rewards performance will have a major impact on workforce effectiveness. Each organization must develop principles to guide strategy and program development that are consistent with the organizational context and culture. Consistent with those principles, strategies and programs must be appropriate and effective for all parts of the organization, which may require that they differ across organizational units and segments of the workforce. Custom strategies must result in employee perceptions that their performance is rewarded equitably, competitively and appropriately.

Who's Next? Performance Profiling for Effective Succession Planning

Seema Rafay, Spectrum Performance Management

One in five executives is eligible for retirement in the next decade; yet an estimated 50% of companies do not have a succession plan. Effective Succession Planning creates loyalty, increases productivity, and reduces attrition of top performers. This session examines the very real issue of replacing departing senior leadership, and offers ways to become employer of choice through creating a viable succession plan. Learn ways to prepare for, design and implement an effective succession plan to identify and fill critical leadership positions.

Leveraging Multicultural Conflict Styles for High Performing Teams

Connie Russell, Right Management

This session will introduce participants to four major conflict styles that appear when individuals are under stress in the workplace or at home. The conflict styles reflect an individual's culture or family of origin, and reveal some of the core values and worldview that drive their behavior, attitudes and emotions. Participants will take an assessment instrument that shows them their own conflict style, and then learn strategies for using the creative tension that naturally exists between different perspectives to grow relationships, collaborate effectively, and innovate outstanding solutions. Session will also include action planning for creating a program internally.

Compensation and Benefit Trends: What a Year!

Compensation and Benefit Professionals of Indiana

Join us for an interactive panel discussion with your peers on the ever-changing compensation and benefits arena. You’ll hear how they are influencing change in these unprecedented times, how they have survived, , their successes and failures and what they see for the future. Bring your questions and hear from others who are in the thick of addressing issues that are on all of our minds. Participants will have an opportunity to ask questions and hear real examples of how some of the challenges have been met. We will also share the results of an adhoc survey of local employers regarding compensation budgets.

Everything Legal

Ken Yerkes, Barnes & Thornburg

It's one thing to know the "law"; it's another to know what it means in order for you and your organization to manage risk on a daily basis. Ken will focus on the most important legal developments in 2010 and highlight strategies on how you can manage around the pitfalls. Come join Ken as he shares his strategic roadmap with our members.

Employee Relations "Fire Prevention"

Terry Cahill, Perspectives, Inc., and Sharon Burden, Executive Director, Alcohol and Addictions Resource Center

Workplace violence, substance abuse incidents, office bullying and employee exodus are just a few of the issues HR experts face every day. So, how can you prevent employee relations problems before they get to HR’s door? Ben Franklin wisely stated: “An ounce of prevention is worth a pound of cure.” He was talking about fire prevention, but it applies to HR professionals who fight employee relations “fires” daily. Learn how employee assistance programs (EAPs) can be prevention mechanisms that help HR save businesses money and energy.

11:30a.m.-1:30 p.m. - Lunch in the HR Marketplace

Concurrent 2
1:30-2:45 p.m.

Creativity Boot Camp for Leaders and Trainers

Candy Whirley, SBG Services, LLC

Candy uses new innovative and interactive activities proven from coast to coast to enhance creative thinking and sustainability. “In this session you will be learning my trade secrets on how to make learning fun and memorable!” You will learn new creative ways to problem-solve for quicker resolutions, invent your own activity that will teach multiple lessons, and walk away with a tool box of techniques that are easy and usable at your next orientation, meeting or training.

Extreme Leadership Makeover: So You Think You Can Lead?

Seth Davies, Competitive Solutions, Inc.

This lively and interactive session addresses the basic foundations for leadership training that can actually improve the business bottom-line. Both humorous and informative, the presenter will discuss why leaders fail, personal leadership implementation experiences, and successes and failures companies have experienced during the transition of management. This presentation provides all who attend the knowledge and understanding to begin implementing practical, auditable leadership implementation techniques to their individual work environments. This sensible and business-focused combination of practices promotes employee involvement and empowerment. Most importantly, realistic leadership implementation techniques promote continuous improvement in communication, productivity, employee satisfaction, and bottom-line business results.

Keeping Pace with the Mobile Web

Dan Ryan, Human Capital Group

The pace of change in the recruiting world is increasing and your organization needs to keep pace in order to locate and communicate with both today’s and tomorrow’s candidates. This workshop will provide a solid overview of a variety of new and cutting edge online applications including many that utilize the Mobile Web on the IPhone, Blackberry and Android.

Developing Engaging Work Environments: Turning Rhetoric Into Reality

Dan Griffith, IUPUI HR Administration

Current management theory advocates for implementing employee engagement strategies and developing work environments that treat employees as partners in the employment exchange. Yet, many management practices remain focused on “carrot and stick” approaches that reinforce archaic notions of employees as subordinates who must be controlled to ensure good behavior and performance. These efforts fail to match management rhetoric in supporting innovative, engaging work environments and fostering employee engagement. This workshop is a strategy session focused on exploring leadership and management strategies and practices that address this disconnect.

Health Risk Management: A Wellness Evolution

Nicole Fallowfield, Gibson Insurance Group

As employers continue to look for ways to mitigate health care costs, health promotion programs top the list of interventions to consider. If you have a wellness program at your business or are contemplating one, is it part of a greater vision? During this session we will explore how a Health Risk Management strategy, when deployed effectively, can improve employee health and productivity through integrated benefit and wellness programs.

Social Media: Is Your Workplace at Risk?

Mick Terrell, Taft Stettinius & Hollister

The increased use of social media in the workplace, by both employees and employers, presents serious risks for employers at every stage of the employment life cycle, including during pre-employment inquiries, during the employment period and after an employee’s employment terminates. The most common social media web sites include YouTube, Facebook, MySpace, LinkedIn, Twitter, and personal or corporate blogs. Employers can no longer ignore the risks these social networking sites pose to their businesses. Employers must put in place policies and strategies for handling social media in a consistent, fair and nondiscriminatory manner. The bottom line is that social media is here to stay. It is up to the employer to be prepared to respond to all of the challenges it will present.

Abusive Workplace Bullying: Unlawful Conduct or Just Bad Manners?

Teresa Daniel, InsideOut HR Solutions

Would it surprise you to learn that it is not universally illegal in the United States for managers to intimidate, threaten, exploit, control, humiliate, manipulate, ostracize, ignore, fail to communicate, engage in a pattern of obstructive behavior, or gossip and spread rumors about their employees? This session will address the causes, costs, and consequences of bullying and its similarities to the problem of sexual harassment. Existing legal protections, as well as an overview of the Healthy Workplace Bill (the anti-bullying legislation which has been proposed in more than a dozen states so far), will also be addressed. In addition, the session will highlight workplace strategies designed to help eradicate bullying practices while building a “culture of respect”.

2:45-3:45 p.m. HR Marketplace

4:00-5:00 p.m. General Session
Speaker: Chris Schrader
Topic: Legislative Summit

Federal government activism is at a level not seen since the 1970's. The stated desire, and demonstrated willingness of President Obama to act in the private business sphere, coupled with the legislative majorities need to pass landmark legislation make this and the next session of Congress of paramount importance to HR professionals. The days of Congress moving at a glacial pace are over. Bills that would have taken months, or even years in the past now race through in a matter of weeks. Attend this lively and fast-paced presentation to learn what's happening in Washington DC and the Indiana State House. <more information>

6:00 p.m. Awards Banquet

Wednesday, August 18, 2010

6:30 a.m. Registration Begins

6:00-7:30 a.m. HR Dash

7:00-8:00 a.m. Rise 'n Shine Session 2
Speakers: Steve Savage, Indiana Business Leadership Network and Daniel Grundmann, SPHR
Director of Employee Services, City of Bloomington

The benefits of hiring people with disabilities and the win-win for the employer and the employee. The link to diversity wheel –physical ability and how this demographic group is often overlooked. The benefits that BLN provides to employers and case examples of low cost accommodations. Discussion will include why SHRM members get involved, workforce readiness and diversity initatives; what BLNs do, using local, state and national resources to improve hiring and retention and what outcomes are local BLNs achieving. Why does Walgreen’s, Microsoft, Lowes, SunTrust Bank, Disney, Eli Lilly, the Indianapolis Children’s Museum, and hundreds of large and small businesses across the US and Indiana get involved? Come find out why employers can benefit from being an active partner in Indiana’s Business Leadership Network and finding hidden talent.

8:30-11:30 a.m. Masters Series (in lieu of Concurrents 3 and 4)
Speaker: Patti Ayars, Turning Point Consulting
Topic: Leading Transformational Change

Because people drive the success of an organization, experienced HR professionals know that they need to be on the leading edge of driving change in their organization. Making incremental changes is not enough to be competitive in industries where the rules are being re-written, and without HR’s leadership, the changes made are often only incremental. The culture change that is required to achieve the desired results never occurs without HR playing a leading role! <more information>

Concurrent 3
8:30-9:45 a.m.

Increasing the Productivity of Your Human Capital - Part II

Howard Cox, Somerset CPAs

At the 2009 IN SHRM conference, we presented “Increasing the Productivity of Your Human Capital”. We focused on vision, mission, values, strategies and then reflecting all of the above into position scorecards for your teammates. We would like to pick up where we left on in 2009 with reviewing position scorecarding best practices and then integrate those scorecards into both your performance based incentive compensation system and also your annual performance evaluation process. The objective of the above is to increase accountability and alignment.

Keeping Score with the New Strategic Mission

Karl Ahlrichs, Gregory and Appel

It’s all about being practical with the “new world” workforce – figuring out which benefits and strategies are motivators and looking at management and compensation issues….from a viewpoint outside of Human Resources. Simply put, the overall theme of this program is not wasting money on things that don’t work, and looking at the world through the eyes of the CFO.

The 21st Century Workforce

Dr. Dorothy Carole Yaw, Indiana State University

As we enter the 21st century, the workplace is changing rapidly with globalization, downsizing, merging, and change management. Labor markets will become dynamic with more jobs created in the service industry and less jobs in the manufacturing industry. Globalization and technological innovations are rapidly changing the nature of America’s work and workplaces. Employers will need to identify staffing alternatives, utilize planning activities, develop new recruitment strategies, and be aware of the implications of the global workforce.

Getting and Maintaining Peak Performance

Richard Nash, Enrichment Strategies

How to get an ROI from training. Developing employees’ attitudes and habits will ensure effective utilization of the skills/knowledge training currently conducted in our organizations. Implementation of effective training & development programs is directly tied to the performance of everyone within the organization. Revenue generation/sales AND cost reduction/efficiencies begins and ends with your people. Recognize that training is a process for learning a new methodology and development is strengthening existing skills or creating passion/desire for utilizing current skills. Understanding the potential within your people to leverage both training and development is a fundamental key to success of your organization.

How H. H. Gregg Leveraged Technology to Improve Delivery of Benefits

Mitch Hansen, HealthX

The emerging Cloud Computing delivery model has revolutionized the delivery of healthcare benefits by providing a solution that is cutting-edge, economical and efficient. Learn how a national retailer has re-engineered workflow and processes to leverage this new technology in order to meet the demands of administering and communicating benefits for a dynamic and fast growing workforce.

Surfin' the Net: Employee Communications in the Internet Age

Michael Tooley, Ice Miller

" Surfin' the Net: Employee Privacy and Employer Obligations in the Internet Age: This session will discuss the host of issues associated with the use of the latest technology in the workplace, including: 1) Whether employers can (and must) monitor employee use of the internet and e-mail; 2) Minimizing liability for harassment claims based on inappropriate computer usage; 3) Preventing your e-mail system from being hijacked during a union campaign; 4) The use of social networking sites to weed out potential new hires; and 5) Managing employer liability by developing policies that regulate use of social networking sites.
"

Managing People You Can't See

Kyra Cavanaugh, Life Meets Work

" Managers are responsible for increasingly dispersed teams—whether because of formal flex arrangements, globalization, or a staff (e.g. sales, consultants) that’s constantly on the move. Help your managers to be effective leaders, even when they can’t see their team face-to-face every day. We’ll present the five keys to managing flexible work teams and show you how your managers can use technology to better connect with remote employees.

Transforming Human Resources to a Strategic Business

Dr. Jim Graber, Organizational Psychologist

As the recession ends ,Human Resources now has an opportunity to regain resources that may have been delayed. To earn a seat at the executive table, Human Resources will need to be a strategic business partner. Our interactive and engaging session will provide you the foundation knowledge and tools to better equip your Human Resource group to become a strategic business partner .We will share research on why HR has problems delivering what business leaders want and how you can refocus to drive value and outcomes. You will have our template to create a strategic HR Vision Statement. As a result ,you will understand the actions to achieve HR value.

Linking Learning and Development to Organizational Strategies

Krista Skidmore and Andrea Moore, Flashpoint HR Consulting

Despite the difficult economy, the 2009 ASTD State of the Industry report shows that company investments in learning and development remain steady. Leading organizations are getting development right, and executives are starting to see the ROI. What is “getting it right?” It’s strategically linking your development programs to your organization’s vision, strategy, and competencies. This session will highlight examples of organizations that have successfully implemented development programs. You’ll walk away with a toolkit to help you do the same in your own workplace.

Targeting Top Passive Candidates Online

Wade Burgess, LinkedIn Corporation

For recruiting professionals everywhere, finding ways to effectively leverage social and professional networks is increasingly imperative. Without the right strategies and tools in place however, social media can be a frustrating time sink that yields mixed results. In this session you will learn all of the following: 1) Key trends in recruitment related to using social media; 2) Best practices and valuable tips to help you successfully recruit top passive talent through social networks; and 3) How other companies are leveraging social media to build a compelling employer brand online that truly resonates with their target audiences.

Adapting to Technology in HR

Chuck Gillespie, VIGOR

Understanding technologies has become an increasingly important competency for HR practitioners. As companies strive to reduce costs, improve performance, align employee development efforts with business strategy, and adapt more quickly to changes in the marketplace, literacy with technology becomes more essential. We will review the effective application of technology to improving both organizational and HR efficiencies. Learn what it will take to collaborate effectively with IT professional and senior executives in making technology-related decisions for HR and internal communications.

Health Care Reform

Chris Sears, Ice Miller

Health care reform – whether it comes comprehensively or incrementally – will affect employers and the health plans they offer. New benefit mandates, "pay or play" requirements, ERISA modifications, wellness incentives, retiree health subsidies, new taxes on plans, and other reforms will force employers to analyze and modify their employee health plans. This session will explain and analyze the current state of health reform – whether proposed or passed – and will discuss how employers can cope with the changes.

Don't Just Tell Me The Law - Help Me Decide What To Do

Hud Pfeiffer, Baker & Daniels

Most lawyers address only one area of the law at a time -- but most HR situations involve multiple laws. Working directly with the audience in this interactive, informative and entertaining session, Hud uses his 27 years of experience to address "real life" scenarios from multiple legal angles. The result? Attendees will gain a strategic understanding of legal issues, develop comfort in reacting to multiple concurrent issues and learn practical answers for complex situations.

The Gift of Feedback

Thomas White, TRP Enterprises, Inc.

" Our profession absolutely demands that we give feedback effectively, and give it at the precise moment needed to address behavioral change. And yet, this is no easy task. On the same token, how many of us receive feedback with the professional attitude that it requires? One of the top reasons that leaders fail is the inability to accept and implement feedback. In this fast-paced and humorous workshop. learn to eliminate the barriers to effective feedback, both the giving and receiving.

12:00-2:00 p.m. Closing Keynote and General Session
Speaker: Captain D. Mike Abrashoff
Topic: It's Your Ship

When Mike Abrashoff took command of the USS Benfold, the ship’s performance ranked at rock-bottom. Worse -- the crew didn’t feel safe should they be called into action. Determined to improve performance, but without the power to hire, fire or promote personnel, Abrashoff focused on what he could change: the ship’s culture. He broke from the traditional command-and-control leadership style and sought to see the ship from the eyes of his crew-creating a guiding set of principles he calls Grassroots Leadership. When crew members asked Abrashoff to solve a problem, his response became, “It’s your ship-what would you do?” The result was an empowered and engaged team that turned the ship into the Navy’s top performer. <more information>

2:30-4:30 p.m. Post Conference Workshop
Speaker: Myron Kanning, IU Kelly School of Business
Topic: Human Resources: Leading Strategic Growth

How is corporate America performing in the increasingly complex global business arena? Research findings indicate America’s dominance as the most productive economy in the world is eroding. Is your organization apart of this erosion? Is your organization one of the 80% of American businesses that can double their results by shifting to an increasingly progressive people strategy? Human Resource professionals will be the key corporate leaders to re-crafting the strategic direction for organizations to double their results. This program will provide the keys to leading your organization’s doubling efforts.