Indiana State Council of SHRM : Conference

Program Grid

This program has been submitted for recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.

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2009 Indiana State SHRM Conference Master Schedule

Monday, August 31, 2009
7:00 am	Registration Begins
9:00 - 11:00 am	Pre-conference workshop – The Working Wounded -- Pam Goedde and Jeff Stucke, Human Elements, Inc.
11:00 - 1:00 pm	Lunch on your own
1:00 - 5:00 pm	Welcome/Official Conference Opening – Everything Legal – Ken Yerkes, Barnes and Thornburg
5:00 - 7:00 pm	Reception and Live Jazz – at the Westin.
Tuesday, September 1, 2009
7:00 - 8:15 am	Continental Breakfast, registration lobby.
7:30 - 8:00 am	"Jump Start" Session – Insider tips on how to get the most from your conference, especially useful for first-time attendees -- Becky Goldy, Benefits Compliance Manager, JD Byrider
8:15 - 9:30 am	General Session and Day Two Keynote – Off Balance On Purpose -- Dan Thurmon
9:30 am- 3:45 pm	Exhibitor Hall Marketplace open. Join us in Indiana SHRM's NEW Exhibitor Hall in the Sagamore Ballroom. It is located just a short walk across the 2nd floor skywalk into the Indiana Convention Center.
Tracks	Strategic Management	Strategic Management	Workforce Planning and Employment	Human Resource Development	Total Rewards	Employee and Labor Relations	Legal Issues and Risk Management
	1	2	3	4	5	6	7
Concurrent 1 10:15 - 11:30 am Tuesday	Deep Dive: The Proven Method for Building Strategy Rich Horwath, Strategic Thinking Institute "In today’s highly competitive and dynamic marketplace, the ability of HR leaders to think strategically has never been more important. In his new book Deep Dive, Rich conducted research with senior executives from 154 companies to provide HR leaders with a framework for building strategy and reaching their maximum strategic leadership potential: the three disciplines of strategic thinking: 1) Acumen - generating key business insights. 2) Allocation - focusing resources through trade-offs. 3) Action - executing strategy to achieve goals"	Increasing Productivity of Your Human Capital Howard M. Cox, Somerset CPAs What will be the impact to businesses of our current recession and the policies of the new Obama Administration? This is a critical time for human resource professionals and consultants, both internal and external, to be at the forefront and align the HR goals with the organizational goals and business plan. It is also imperative for consultants and finance professionals to collaborate even more closely as the business environment and economy is changing and will continue to change at a rapid pace.	Barriers to Employment and Training of Hispanics and Latinos Dorothy Carole Yaw, Indiana State University, College of Technology Hispanics/Latinos are the most rapidly growing segment of the population in the United States. It is projected that 25 percent of the U.S. population will be of Hispanic/Latino heritage by 2050. During this session the attendees will identify barriers to employment/training of Hispanics/Latinos, develop strategies to overcome these barriers, and learn to prepare the way for a smooth transition for this population to the active workforce.	Capitalizing on Existing Talent During Turbulent Economic Times Lori A. Ferzandi, pan, a TALX Corporation Owing in part to the recent economic crisis, many organizations have been forced to drastically reduce, if not temporarily freeze the selection of new hires. A more cost-effective means to ensure continued organizational performance has been to focus efforts on further developing the talents of existing employees. The current session will explore the various ways in which both employees and organizations stand to gain from the use of development assessments.	Compensation and Benefit Professionals of Indiana (CBPI)	Legal Update 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 2009 and highlight strategies on how you can manage around the pitfalls. Come join Ken as he shares his strategic roadmap with our members.	Staying Union-Free: What Every Employer Needs to Know Michael C. Terrell, Esq., Taft Law Organized labor spent millions on the November 4, 2008 election for one purpose: to ensure the passage of the Employee Free Choice Act ("EFCA"). Whether the EFCA passes in its current form, one thing is for sure: labor relations in this country will change significantly and the union movement will be completely reenergized. As a result, there are things employers can and should be doing now to stay union free. This interactive presentation will cover the current state of the law regarding union organizing, and an employer's legal rights during union campaigns and elections. You will also learn about the EFCA and othe proposed legislation Congress is considering and how that will impact your workplace. Of critical importance, we will provide you with the tools, including supervisor training, to give you the best change to remain union-free.
11:30 am- 1:30 pm	Box lunches available in the Marketplace (Sagamore Ballroom in the Indiana Convention Center). The Marketplace is open until 3:45 with more than 100 exhibitors. The SHRM bookstore and Internet café are also open.
1:30-4:00 pm	NOTE: Optional Master Series (in lieu of Concurrent 2) -- The New Reality -- Karl Schoemer
Concurrent 2 1:30 pm- 2:45 pm	Deep Dive: The Proven Method for Building Strategy Rich Horwath, Strategic Thinking Institute "In today’s highly competitive and dynamic marketplace, the ability of HR leaders to think strategically has never been more important. In his new book Deep Dive, Rich conducted research with senior executives from 154 companies to provide HR leaders with a framework for building strategy and reaching their maximum strategic leadership potential: the three disciplines of strategic thinking: 1) Acumen - generating key business insights. 2) Allocation - focusing resources through trade-offs. 3) Action - executing strategy to achieve goals"	Increasing Productivity of Your Human Capital Howard M. Cox, Somerset CPAs What will be the impact to businesses of our current recession and the policies of the new Obama Administration? This is a critical time for human resource professionals and consultants, both internal and external, to be at the forefront and align the HR goals with the organizational goals and business plan. It is also imperative for consultants and finance professionals to collaborate even more closely as the business environment and economy is changing and will continue to change at a rapid pace.	Understanding USERRA and Its Implications on Companies Doug Gibbens, Employers Support of the Guard and Reserve The Reserve Forces of the United States comprise nearly one-half of our entire Military structure. Since 9-1-1, Reserve Forces have been activated, mobilized and deployed at a record rate. Nearly every American employer has experienced the loss of a valued employee to a mobilization. This presentation will provide the basics for compliance with the law known as USERRA. The presentation will cover what is required of employers and (Servicemember) employees alike. We will discuss those things that are both mandatory and optional.	Capitalizing on Existing Talent During Turbulent Economic Times Lori A. Ferzandi, pan, a TALX Corporation Owing in part to the recent economic crisis, many organizations have been forced to drastically reduce, if not temporarily freeze the selection of new hires. A more cost-effective means to ensure continued organizational performance has been to focus efforts on further developing the talents of existing employees. The current session will explore the various ways in which both employees and organizations stand to gain from the use of development assessments.	Compensation and Benefit Professionals of Indiana (CBPI)	Legal Update 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 2009 and highlight strategies on how you can manage around the pitfalls. Come join Ken as he shares his strategic roadmap with our members.	Staying Union-Free: What Every Employer Needs to Know Michael C. Terrell, Esq., Taft Law Organized labor spent millions on the November 4, 2008 election for one purpose: to ensure the passage of the Employee Free Choice Act ("EFCA"). Whether the EFCA passes in its current form, one thing is for sure: labor relations in this country will change significantly and the union movement will be completely reenergized. As a result, there are things employers can and should be doing now to stay union free. This interactive presentation will cover the current state of the law regarding union organizing, and an employer's legal rights during union campaigns and elections. You will also learn about the EFCA and othe proposed legislation Congress is considering and how that will impact your workplace. Of critical importance, we will provide you with the tools, including supervisor training, to give you the best change to remain union-free.
2:45 - 3:45 pm	Exhibit Hall Marketplace – Door prize drawings will be done by individual vendors starting around 3:15, and the Marketplace closes at 3:45, then back to the afternoon General Session.
4:00 - 5:00 pm	General Session – Legislative Update -- Chris Schrader, SPHR
Wednesday, September 2, 2009
6:00 a.m.	HR Dash -- Click here for more information
7:00 - 8:30 am	Continental Breakfast in the registration lobby
7:00 - 8:00 am	Rise ‘n Shine #1–SHRM Update -- Martha Ramierez
7:00 - 8:00 am	Rise 'n Shine #2– Certification Update -- HR Certification Institute
Concurrent 3 8:30 - 9:45 am	Becoming a Diversity Employer of Choice Nancy Ahlrichs, VP-Workforce Development and Diversity, United Way of Central Indiana Winners of diversity awards are doing something different to attract and retain diverse top talent. They have a plan and they execute it. Come to this session to learn the strategies and tactics of the Diversity 50 as well as others who are meeting diversity goals by becoming sought after employers.	Strategically Connecting Talent Acquisition with Talent Management Krista Skidmore, President, FlashPoint Downsizing. Fewer open positions. Large candidate pools. Given today’s economic climate, companies must strategically hire and retain those employees who can best help accomplish business objectives in lean times. This session will demonstrate how organizations can achieve this by recruiting for targeted employee behaviors, continually measuring performance based on those behaviors, and providing employees with opportunities to build skills required for job success. Participants will walk away with case study examples, sample documents, and practical tools to enable them to connect these “dots” in their own organizations.	Leveraging Social Media as a Recruting Tool Dan Ryan, SPHR, The Human Capital Group, Inc. Social Media tools such as LinkedIn, Facebook and Twitter are experiencing great growth and adoption among all age groups and they are quickly replacing other conventional methods of sourcing talent. This seminar will inform those attending about the abilities of each tool as well as how to utilize some of the basic attributes of each. Particular attention will be given to the virtue of using Groups.	Career Management - Your Key to Retaining Talent Jeneane Blom, Senior Organizational Consultant, Right Management "Employee surveys consistently conclude that the opportunity for Career Development is a key influencer in choosing to stay and grow with an organization. So, what are companies doing in the area of career management to address these issues? How does an organization retain talent in such a way that maximizes dollars, time and effort? What you'll learn in this session: • challenges other organizations are facing regarding Career Management and what they are doing to address those challenges • how a leading organization is successfully addressing Career Management needs • an approach to define your organization's Career Management philosophy"	Yes - You Can Create An Effective Performance Focused Culture! Leigh Hirnisey, HR Partner, Aprimo Not every company approaches the implementation of a talent management system the same way. Beginning at the end, Aprimo implemented an automated compensation system first. This allowed them to slowly introduce the management team to other components, maximizing their comfort and confidence in the system before moving to the performance management solution. Since implementation of its new web-based talent management system, Aprimo has begun to use more advanced features such as managing incentive compensation, succession planning, and performing engagement reviews for consultants ultimately tying all of this information into annual reviews and generally integrating all aspects of talent management. This session will describe how to establish an effective automated performance focused compensation planning system that promotes employee achievement, recognizes and rewards top performers, and drives organizational goals	Don't Just Tell Me The Law - Help Me Decide What To Do Hud Pfeiffer, Baker & Daniels, LLP	Strategies for Fostering Civil Work Enviornments and Relationships Daniel B. Griffith, IUPUI Human Resources Administration Despite all we know about “enlightened” management, organizations struggle to place trust in the commonsense judgment and goodwill of employees to manage their own behaviors, and place instead undue reliance on the “rules” to control behavior. Explore possibilities for creating environments where leaders, managers, and employees adopt proactive, caring approaches to address uncivil behaviors. This session will provide practical guidance on maintaining the fragile balance between legitimate HR regulation and fostering positive environments through trust in and respect for people.
9:45 - 10:15 am	Break
Concurrent 4 10:15 - 11:30 am	Becoming a Diversity Employer of Choice Nancy Ahlrichs, VP-Workforce Development and Diversity, United Way of Central Indiana Winners of diversity awards are doing something different to attract and retain diverse top talent. They have a plan and they execute it. Come to this session to learn the strategies and tactics of the Diversity 50 as well as others who are meeting diversity goals by becoming sought after employers.	Strategically Connecting Talent Acquisition with Talent Management Krista Skidmore, President, FlashPoint Downsizing. Fewer open positions. Large candidate pools. Given today’s economic climate, companies must strategically hire and retain those employees who can best help accomplish business objectives in lean times. This session will demonstrate how organizations can achieve this by recruiting for targeted employee behaviors, continually measuring performance based on those behaviors, and providing employees with opportunities to build skills required for job success. Participants will walk away with case study examples, sample documents, and practical tools to enable them to connect these “dots” in their own organizations.	Leveraging Social Media as a Recruting Tool Dan Ryan, SPHR, The Human Capital Group, Inc. Social Media tools such as LinkedIn, Facebook and Twitter are experiencing great growth and adoption among all age groups and they are quickly replacing other conventional methods of sourcing talent. This seminar will inform those attending about the abilities of each tool as well as how to utilize some of the basic attributes of each. Particular attention will be given to the virtue of using Groups.	Career Management - Your Key to Retaining Talent Jeneane Blom, Senior Organizational Consultant, Right Management "Employee surveys consistently conclude that the opportunity for Career Development is a key influencer in choosing to stay and grow with an organization. So, what are companies doing in the area of career management to address these issues? How does an organization retain talent in such a way that maximizes dollars, time and effort? What you'll learn in this session: • challenges other organizations are facing regarding Career Management and what they are doing to address those challenges • how a leading organization is successfully addressing Career Management needs • an approach to define your organization's Career Management philosophy"	Yes - You Can Create An Effective Performance Focused Culture! Leigh Hirnisey, HR Partner, Aprimo Not every company approaches the implementation of a talent management system the same way. Beginning at the end, Aprimo implemented an automated compensation system first. This allowed them to slowly introduce the management team to other components, maximizing their comfort and confidence in the system before moving to the performance management solution. Since implementation of its new web-based talent management system, Aprimo has begun to use more advanced features such as managing incentive compensation, succession planning, and performing engagement reviews for consultants ultimately tying all of this information into annual reviews and generally integrating all aspects of talent management. This session will describe how to establish an effective automated performance focused compensation planning system that promotes employee achievement, recognizes and rewards top performers, and drives organizational goals	Don't Just Tell Me The Law - Help Me Decide What To Do Hud Pfeiffer, Baker & Daniels, LLP	Strategies for Fostering Civil Work Enviornments and Relationships Daniel B. Griffith, IUPUI Human Resources Administration Despite all we know about “enlightened” management, organizations struggle to place trust in the commonsense judgment and goodwill of employees to manage their own behaviors, and place instead undue reliance on the “rules” to control behavior. Explore possibilities for creating environments where leaders, managers, and employees adopt proactive, caring approaches to address uncivil behaviors. This session will provide practical guidance on maintaining the fragile balance between legitimate HR regulation and fostering positive environments through trust in and respect for people.
11:30 am	Lunch is served in Grand Ballroom. Lunch is served in Grand Ballroom. Sit down. Relax. Eat! We're hosting a closing banquet for you and hundreds of your friends.
12:30 - 2:00 pm	Closing Keynote -- Helping Successful Leaders Get Even Better: HR and Peer Coaching for Busy Leaders in Tough Times -- Marshall Goldsmith
2:30 -4:30 pm	Post-conference Workshop -- Karl Ahlrichs, SPHR, ExecuHire

Wednesday, September 2, 2009