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Morning Keynote: The Next Step in HR Leadership: Advancing HR as a Strategic Partner
Tom Gloudeman
A 2005 article in FAST COMPANY magazine titled, “Why I Hate HR” understandably generated considerable reaction in the HR community. The author concluded that many HR teams have not made their way to a “seat at the table” despite efforts to do so. HR credibility with core business groups remains an issue. This raises the interesting question, “How does an HR group accelerate its position as a true strategic partner?”
Tom Gloudeman will draw on his 14 years of internal HR leadership and his experience as an external HR consultant with Howick Associates to address both the question and proven ways to move forward. He will outline how HR can do even more to help core business operations improve results, enhance HR credibility, and position the function for greater partnership. This session will provide for discussion on:
Creating a vision for strong internal partnerships
Differentiating strategies for HR
Techniques to promote clarity & connections with business partners
The role HR leadership plays in building capacity and supporting ongoing development
Clarifying and presenting HR’s value proposition internally
Even if you are sitting on the right track, you will get run over if you are not moving. This session will explore those issues coming down the track that could possibly derail organizational progress if not proactively addressed. We will visit trends in:
Health care costs
Domestic and global safety and security
HR technology for employee communication, e-learning and to perform transactional HR functions
Presenter: Bill Schrum, SPHR
Vice President of Human Resources, UW Medical Foundation
The true mission of Human Resources is not creating rules and policies, but building bridges and opening gates to find ways to get things done to facilitate the accomplishment of the organization's mission. In this session, participants will explore truths and characteristics of a “traditional” vs. “progressive” HR department, and why the traditional HR model will not survive. Following this session, participants will be better able to:
Understand and implement key value linkages that tie HR decisions to the intrinsic value, and therefore market value, of their organizational business model. (i.e.: link the decisions we make about how to run our business, as well as where and how to compete).
Improve the efficient and effective use of resources within their Human Resource group by building a model of process-based-partnerships, with intrinsic flexibility to meet the varying needs of their organization.
Enhance systemic cross-functionality in their HR Departments and enhance strategic partnerships within their organization.
Building a Better Performance Management System from the Inside Out
Presenter: Diane Hamilton
Center for Org. Effectiveness
Performance management. Two words that make managers run and employees hide. Why is it that despite good intentions, your performance management system needs an overhaul? Follow one organization’s path to improved individual and organizational performance as it tackled its performance planning and development system. Participants will leave this session with practical tools for involving employees in the process; creating forms for planning, development, and progress checks; providing training and support; and conducting a follow-up evaluation.
The Murderer Has the Room Keys (The Use and Abuse of References in Hiring)
Presenter: Bob Gregg
Boardman Law Firm
Failure to adequately check or test background of applicants can result in harm and liability for negligent hiring and reckless endangerment. BUT the "victims" of Improper background investigations, drug screens, or pre-employment tests also have legal challenges under the Fair Credit Reporting Act, Title VII, the ADA and invasion of privacy laws.
This program is about accomplishing the employer's need for secure and effective hiring while avoiding improper practices. The presentation covers negligent hiring, criminal background checks, Fair Credit Reporting Act, drug and alcohol testing and the ADA, Title VII discrimination, reference checks, defamation and invasion of privacy.
This interactive presentation explores the challenges in motivating 21st century
employees and introduces an original framework that HR professionals and
managers can use to motivate others. Role playing and other interactive
techniques are used to achieve the following outcomes:
Understand the
obstacles and challenges in motivating 21st century employees
Learn an
original framework for motivating employees
Apply an original framework
to motivational employee encounters.
Presenter: Wayne Reshcke
Center for Org. Effectiveness
360 ° Assessment (aka multi-rater feedback) is an effective method for determining the development needs of managers. This type of feedback provides critical guidance to building the capabilities of an organization’s leaders and ensuring adequate bench strength for succession planning. However, such assessments can sour a management group if not handled well and create ill will among the talented leaders that you are trying to groom. This session will highlight the key steps and best practices in implementing an effective 360 ° process, including ensuring that you get data presented in a way that can be readily used. Technology is a central element of effective assessments, so we’ll also examine what to look for in web-based products.
Strategic HR Partnership: Build Your Seat at the Table!
Presenter: Tom Gloudeman
Howick and Associates
In a January 06’ survey of HR professionals from the Madison and Milwaukee areas, participants cited a lack of strategic skills as one of the biggest obstacles to strengthening internal partnerships. Which tools and skills ensure HR has a seat at the table, and how can you use some of them and apply them immediately?
In this 90 minute breakout session, Tom Gloudeman will have you working with some of the tools that make a difference in strategic partnership. Within the session, you will work with Tom in small and large group discussion to:
Learn what others have done to solidify their role as a valued partner in their organization.
Engage in a Visioning activity to define and clarify how you and your HR Team will partner with your business leaders in to help deliver results for core business operations.
Learn about a key differentiator when positioning your HR function as a strategic partner.
Understand the role that data collection and gap analysis play in an effective internal consulting practice.
Experience a change management and engagement approach that will help you and your HR team support leaders and managers in driving change.
Tom will close with tips and points to ponder in shifting the perception of HR in your organization, and you will leave with ideas for actionable next steps in building your “seat at the table.”
Cultivate Leadership: Growing Leaders Through Peer Mentoring Programs
Presenter: Karla Walker
American Family Insurance
Knowledge transfer is vital to the growth of companies. Mentors play a large role in enhancing employee performance and career development. Formal or informal, peer mentoring can have a positive impact on knowledge transfer, leadership development, and employee retention. In this session we will look at:
Are You in the Crosshairs? Your Personal Liability in Employment Cases
Presenter: Bob Gregg Boardman Law Firm
Beware and be aware! Personal liability means that legal damages are collected from the individual's personal bank account, retirement fund and/or sale of personal property (car, home, collectibles, etc.). Usually the employer is sued as an entity. In a growing number of cases plaintiffs are naming both the employer as well as the individual(s) accused actually committing the violation. In theses cases the court may award damages against both the organization and the individual manager. In some cases the plaintiff can elect to collect from either, or both.
This program covers the danger areas, insurance coverage issues, and preventative practices.
Building and Retaining Talent: A Critical Capability for Organizations
Presenter: Nancy Burke
Lee Hecht Harrison
More than ever, talent is an organization’s most important asset: changes in the world of work have heightened concerns about retaining key employees. Organizations who have started to address this issue will be ahead of the rest when the talent and skill shortages intensify. In this presentation, we will overview a set of impactful tools, called Talent Builder, which will help participants understand the crucial role managers have in retaining and developing talent.
Diane Hamilton 
Bob Gregg 
Dr. Bob Shuter 
Nancy Burke 
