2010 Agenda

7:00 – 7:45 a.m. Networking Breakfast and Check in
7:45 – 8 a.m. Welcome
8 – 8:50 a.m. Opening Keynote: HR Wakeup Call – China Gorman
8:50 – 9 a.m. Break
9 -10:20 a.m. Paul Hebert: Zen and Art of Human Maintenance – HR’s New Bible Chris Bryant: TRANSFORMERS: A Super-Hero Approach to Driving Change William Tincup: Social Media + Ethical Dilemmas = Today 2.
10:20 -10:30 a.m. Break
10:30 -11:50 a.m. Paul Hebert: Zen and Art of Human Maintenance – HR’s New Bible Chris Bryant: TRANSFORMERS: A Super-Hero Approach to Driving Change William Tincup: Social Media + Ethical Dilemmas = Today 2.
11:50 a.m. – 12 p.m. Break
12 – 12:50 p.m. Luncheon – “The CEO Perspective of HR” – Kim Hoogeveen, CEO, QLI and Roger Fransecky, CEO, Apogee Group
12:50 – 1 p.m. Break
1 – 2:20 p.m. Greg Harris: Refining Employee Engagement Joe Gerstandt: Reality check…does HR really get diversity? Roger Fransecky: Hard Won Insights and Lessons from the Corner Office
2:20 – 2:30 p.m. Break
2:30 – 3:50 p.m. Greg Harris: Refining Employee Engagement Joe Gerstandt: Reality check…does HR really get diversity? Roger Fransecky: Hard Won Insights and Lessons from the Corner Office
3:50 – 4:00 p.m. Break
4-5 p.m. Closing Keynote: Fail Spectacularly!  The Risk in Elevating HR – Jason Seiden
5-7 p.m. After Event Social Debrief – Cocktails at Hot Shops

China Gorman: HR Wakeup Call

As a longtime observer and leader within the HR industry, China Gorman is a strong advocate for HR and she believes that HR already has a seat at the table.  The problem is that many HR leaders are just not sure what to do with it.  In this session, China will outline the key issues that face the HR profession today and in the future.  When she concludes, none of us will be able to look away from the challenge and opportunities in front of us.  Action will be required!

Paul Hebert: Zen and Art of Human Maintenance – HR’s New Bible

Loosely based (and loosely we pretty much mean the title only) on the book Zen and the Art of Motorcycle Maintenance: An Inquiry into Values.

Like the 1974 philosophical novel in which the author uses numerous philosophical discussions in an attempt to answer the question: what defines “quality”, this session will briefly explore the history of HR, identify the changes currently being experienced in the business world and suggest how the future of the organization may require a different set of HR skills to help both the employee and the organization.

From this baseline it will up to the group – through discussion – to peer into the crystal ball and tell the story of the future HR effort.  In the book Zen and the Art of Motorcycle Maintenance, the author suggests that a combination of logic and emotion – rational and romantic – the being in the moment (zen) and the step-by-step nature of maintaining a motorcycle should coexist in order to have a higher quality of life.  HR needs to look at their function in a similar fashion – the processes, laws, rules and organizational elements PLUS the emotional, illogical and often messy world of humans as people.  Both points of view are required in order to have a successful and impactful HR function.

Chris Bryant: TRANSFORMERS– A Super-Hero Approach to Driving Change

Change is the one constant in today’s marketplace and Human Resources must lead the way with fresh thinking, innovation and visionary leadership. Stagnant HR functions are becoming increasingly ineffective and irrelevant. This timely and interactive session will equip and inspire attendees to more effectively partner with senior leadership, engage employees and positively impact the trajectory of the organization. It’s time for something out of this world!

William Tincup: Social Media + Ethical Dilemmas = Today 2.0

An entertaining, enlightening and educational approach to learning what we don’t know about this new found social media world we live in.

Joe Gerstandt: Reality check…does HR really get diversity?

Like many business leaders today, HR folks talk a good game about diversity and inclusion…but is there evidence that they really get it and are acting accordingly? Do HR leaders really understand what diversity and inclusion really mean on the business landscape of today?  Lets talk about it. This will not be a conversation about compliance or sensitivity.  This will be about recalibrating our approach to and understanding of diversity and inclusion for the 21st century.  Lets talk about why and how diversity and inclusion matter, in very strategic and critical ways, to business today and how to make sure that we are leading the way as HR leaders and making sure that our organizations are able to reap the rewards of diversity and inclusion.

Greg Harris: Refining Employee Engagement

We’ve been trained to think about employee engagement as a measurement of people’s feelings. How do employee’s feel about their manager? Their CEO? Their work? Their benefits?

But ‘feelings’ is still an F-word on many senior leadership teams. To make engagement a priority—and to truly move the needle—we must go beyond employee feelings. Engagement science involves tapping into what employees KNOW and DO. Therefore capturing and analyzing insight across the organization has become currency for a new breed of leaders.

Armed with survey data from 1.5 million Americans at 5400 companies, we’ll move past “engagement” as a management buzzword. We’ll focus on management tactics that enlist all employees as brand advocates. When employees act in ways that increase a firm’s reputation, “engagement” becomes much more than an intellectual construct. These employee advocates create harmony between strategy, operations, and marketing. In fact, we’ll discover that employee collectively can even predict the future.

Roger Fransecky: Hard Won Insights and Lessons from the Corner Office

What do CEO’s really need from their CHRO’s? How do senior HR leaders deepen the engagement and further define and deliver a new level of value and partnership to their boss? Their board? Their senior colleagues? What has Apogee learned in 16 years coaching and counseling global CEO’s and Boards, and how can that experience leverage your daily efforts?  How do you need to behave and perform in this New Normal?

Jason Seiden: Fail Spectacularly! The Risk in Elevating HR

Success requires risk… and not just little risk. We’re talking big risk—the kind that’s potentially job-ending, even career-threatening, if not handled properly. This session is about taking what you know in your head, and describing how it plays out in reality, risks, dangers, and all. It’s about activating what you’ve learned by arming you with foreknowledge of the challenges you’ll face in implementation and preparing you to deal with them.

Advertisements

One Response to “2010 Agenda”

  1. Donna Rogers, SPHR November 5, 2010 at 1:57 pm #

    I hope to attend this year. I heard so many good things after last years!

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s

%d bloggers like this: