Senior Editor, Workforce magazine
Frank Kalman is a senior editor of Workforce, which covers the intersection of people management and business strategy. At Workforce and the other Human Capital Media publications, he supervises stories about topics ranging from corporate learning and development, talent acquisition, HR technology, engagement and succession planning, among others. Prior to joining Workforce, Kalman covered commercial and residential real estate with Crain’s Chicago Business. He has a master’s... Read More →
Why Not HR? Thinking Like an Innovator
Right now, people throughout your organization are innovating, changing, adapting and learning. So why isn’t HR? What if HR approached work through the lens of a marketer, technologist or customer service representative?
In this session, Sam Cicotello, chief rabble rouser of the highest order at The Motley Fool, will share:
- How to treat your employees like customers.
- How to apply a test-and-learn approach to HR projects.
- How to apply agile methodology to your work and get your workforce to understand.
Chief Rabble Rouser of the Highest Order, The Motley Fool
Sam Cicotello is responsible for customer service and member WOW! at The Motley Fool. She was surprised to find her passion for organizational development after 10 years of experience in marketing and product strategy and spent several years as the chief learning officer, overseeing learning and leadership development. Cicotello persistently encourages all Fools to “test it,” “try it” and “top it.” She was awarded the title of Chief Rabblerouser of the... Read More →
Become a Talent Magnet!
It's hard to imagine a talent shortage in this economy. However, for some in-demand skill sets, it's tough to identify good candidates, let alone entice them away from their current employers. Companies must create a culture that maintains their reputation as an employer of choice, otherwise they will have a hard time attracting and retaining top talent. A major aspect of becoming a talent magnet is satisfying the key needs that influence performance and loyalty and positioning what you can offer to each different generation in your workforce. Join us for this session to learn how your organization can become a talent magnet.
Key takeaways include:
- What is and how can your company become a talent magnet?
- What are the business benefits of becoming a talent magnet?
- How can talent magnets attract and retain the best people?
Sr. Director of Marketing, Saba
Jan Sysmans brings 20 years of marketing experience, including particular focus in the software-as-a-service segment, to his role as senior director product marketing at Saba. He came to Saba from Moxtra, where he was the vice president of marketing, responsible for user acquisition, public relations, social media and branding. Prior to Moxtra, Sysmans was senior director of product marketing at SugarCRM, responsible for all global product marketing programs. Before SugarCRM, he spent six... Read More →
How a Workforce Management Office Can Overcome the Seven Deadly Sins of Shared Services
Competing priorities, unclear ownership and underused tools keep workforce management from its potential. Organizations still struggle with fragmented ownership of things like time and attendance. It’s time to think clearly about systems, people and shared services models.
In this session, you’ll learn how workforce asset management can:
- Establish a business unit that owns time and labor.
- Link labor spending to pay policy and supervisor actions to strengthen budget accountability.
- Design systems to produce data and suggest clear pathways for improvement.
- Elevate workforce management technology and people to increase authority, visibility and funding.
DC Director, HR Transformation, Deloitte Consulting LLP
Lisa Disselkamp is a director in the human resources transformation practice of Deloitte Consulting LLP. Her consulting experience is focused on workforce management business practices and technologies. Disselkamp specializes in the design and implementation of strategic time and labor management systems, including timekeeping, labor scheduling, leave management and workforce analytics designed to improve labor cost, productivity, compliance and operational outcomes. She operates not only... Read More →
Reach in to Reach Out: A New Paradigm for Diversity
There’s a new performance case for diversity and it requires leaders to change their mindset. It is no longer enough to simply recruit a diverse workforce. Traditional diversity outreach practices should be complemented by internal “in-reach” to sustain, develop and leverage the diversity in all human resources. This new paradigm creates the conditions that enable the competitive advantages of diversity to flourish.
In this session, you will learn:
- The difference between diversity and inclusion.
- Best practices for cultivating an inclusive workplace.
- Innovative metrics for measuring diversity and inclusion in the federal sector.
Deputy Assistant Secretary for Diversity and Inclu, U.S. Department of Veterans Affairs
Georgia Coffey was named deputy assistant secretary for diversity and inclusion in the Department of Veterans Affairs on Sept. 2, 2008. Coffey serves as the principal adviser to the secretary and assistant secretary for human resources and administration on equal employment opportunity, workforce diversity and workplace inclusion issues. She has more than 20 years of EEO, diversity and dispute resolution experience in the public and private sectors and has led several EEO and diversity... Read More →
How to Build Generational Synergy
Generational tension is alive and well in the workplace, with research suggesting that generational differences are having a profound influence on organizations’ ability to meet their business objectives. Also emerging are “free agent” workers’ demand for total control over what they work on, where they work and what company employs them. So how can organizations and leaders get ahead of these potential workplace disruptions?
In this session, participants will learn:
- What generational synergy is.
- How to capture it as a leader.
- How to build it into the selection and development of teams.
Chief Learning Officer, Commodity Futures Trading Commission
How to Speak CFO
Whether it’s rising people costs, the recent recession or the cost of health care outpacing inflation, market factors continue to drive deepening interaction between HR and finance. While these two disciplines have not always approached business challenges the same way, today’s corporate landscape necessitates tighter alignment on strategy and communication. In this session, HelloWallet CFO Aaron Benway will give helpful tips for communicating and collaborating more effectively with your CFO and other finance-oriented decision-makers in your organization.
Attendees will gain insight into:
- The evolving relationship between HR and CFOs.
- Key language and focal topics that drive financial discussions.
- Creative HR strategies that a CFO lens can help drive.
Aaron Benway is an expert in corporate finance and serves as the HelloWallet chief financial officer. | | Before joining HelloWallet, Benway was the executive director of corporate financial planning and analysis at General Motors Co. Prior to GM, he was a principal at The Carlyle Group within the U.S. growth equity team. Benway began his career in finance within the private equity arm of Deutsche Bank. | | Benway graduated from the U.S. Naval Academy with a degree in electrical engineering... Read More →
Demystifying the Economics of Workforce Planning
Workforce planning is a key element of business performance. But without solid understanding of the internal and external labor market, HR is missing valuable information that can drive better workforce decisions.
In this session, participants will learn:
- How to demonstrate the link between workforce strategies and plans in relation to business success.
- How to improve talent strategies through a well-informed understanding of labor supply and demand.
- How to make workforce analytics more relevant with labor market research.
Director, Workforce Strategy and Planning, Lockheed Martin Corporation
As director of workforce strategy and planning for Lockheed Martin, Gary Barbosa is responsible for the practice and Center of Excellence across the enterprise. He has previously directed workforce planning, analytics, staffing, compensation, benefits, employee services and HR business partners for various businesses within the company. Barbosa joined Lockheed Martin in 1999. He began in enterprise information systems as director, human resources leading the business partners. Barbosa has more... Read More →
The Silent Killers of Employee Engagement
You have predators lurking below the surface of your organization. These silent killers create conflict and keep you from having a positive culture. The U.S. Nuclear Regulatory Commission — one of the top federal agencies for employee engagement — harvests information to identify the root causes of conflict that would never have surfaced through traditional assessments and use that to build and maintain a healthier organizational culture that drives higher engagement.
In this session, you’ll learn:
- How to use root-cause analysis to identify sources of conflict.
- How to deploy learning and development strategies to prevent or minimize those same root causes from occurring in the future.
- How levels of engagement increase with effective root cause analysis.
Deputy Chief Human Capital Officer, U.S. Nuclear Regulatory Commission
Jody Hudson serves as the deputy chief human capital officer for the U.S. Nuclear Regulatory Commission, a position he has held since July 2012. He first joined NRC as its chief learning officer, which he held for three years. As CLO, Hudson was responsible for the full breadth of workforce learning and development, organizational development and knowledge management programs at NRC. NRC holds the distinction of having been rated No. 1 or 2 in training and development by the Partnership for... Read More →
What Drives Successful M&As? Great Leadership!
M&A research paints a bleak picture — 40 to 80 percent of deals fail to meet objectives and ultimately destroy shareholder value. But yet they remain as major tools for growth. While HR assesses culture and executives, what is less understood is the role of collective leadership capability in a successful deal. This session will share recent research on the role of leadership as a predictor of M&A success, a new approach to HR due diligence that has impact on M&A decision-makers.
- Learn what leadership areas and competencies predict M&A success for acquirers and targets.
- Learn where senior leadership and middle management have greater effects in successful M&As.
- Learn the implications and recommendations for application.
Founder & CEO, Potentio.us
J. Keith Dunbar established Potentio.us to provide a forward-thinking consulting service to senior human resources executives and corporate mergers and acquisitions teams to minimize the risk of and maximize the probability of successful M&A decisions that meet financial outcomes. Leveraging groundbreaking research on the role of organizational leadership capability in successful M&As, his unique method transforms HR due diligence by providing a means to mitigate the risks that otherwise... Read More →
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