October 26 - 28, 2009, Wyndham Lisle-Chicago Hotel, Chicago, IL
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Live Twitter Interview with @sharlyn_lauby (HR Bartender)
Find out what the leading HR Bloggers are saying about the Talent Management Summit
GoodtoKnow: #7 on HR Worlds Top 25 HR Bloggers of 2007
Gautam Ghosh: #4 on HRWorld’s Top 25 HR Bloggers of 2007 Expat Women
It has been stated repeatedly that the economy will not be the same
as it was before. Companies are recognizing that they need to
continue with employee development so they aren’t left in a weak
position. They are taking the opportunity to reassess all talent efforts
are aligned, linked, and labeled as connected to the strategies of the
business. Many are struggling to determine which strategic business
goals are directly impacted by this talent development initiative.
Kee Meng Yeo
Director, Global Learning & Development
Across the board, companies are faced with trying to create a
meaningful development for employees in environments where
there are cutbacks. Getting buy-in that talent management is a
critical operation of the business has been less than successful.
Melonie Boone PHR Sr. Director Human ResourcesONE POINT PATIENT CARE
Caryn Rainey VP, Talent & Organization DevelopmentBIG COMMUNICATIONS
Judy Braun Chief Development OfficerSEYFARTH & SHAW LLP
In order to keep business going it is important to develop your
existing talent, especially focusing a lot of your time with your
top performers. Many organizations focus too much energy
“watering rocks” i.e., poor performers during difficult times.
Jason Seiden Leadership Development BloggerFISTFUL OF TALENT
Dethra U. Giles, MBA, MSCM Director of Staff Recruitment & Retention GEORGIA STATE UNIVERSITY
Former Director, Talent Management
Senior Partner, Leadership and Talent Consulting
As corporations struggle to navigate the current economic storm, human resources compensation professionals are challenged with developing reward philosophies that support corporate strategy and contain costs. Performance-based rewards can increase retention among high performers (and may increase turnover among low performers). People who feel recognized demonstrate a stronger desire to help the company grow and succeed. Therefore, having a pay for performance or incentive program worked into your organizational structure could leverage employee engagement and overall organizational performance.
Dan K. Rozycki
THE TRANSTEC GROUP
There is a relationship between individual commitment and organizational success, but the relationship runs in both directions: Commitment leads to better performance, but organizations that are successful also create commitment among their employees, since everyone wants to be part of a winning team. In a downturn, when it looks like the organization isn't winning any longer, it is easy to lose commitment. How do we keep employees engaged in a downturn?
Shari Hill Director, Human Resources
WARADY & DAVIS, LLC
The Howrey professional development department will share a compelling case study about how they are using a holistic approach— engaging attorneys in non-traditional ways—to help them ultimately be more productive and move toward a more supportive culture. In particular, two challenges face law firms and other professional services firms: long work hours that demand mental acuity and high intensity work places that are not conducive to sustainable productivity, empathy, grace and understanding in the work place. Learn how to:
Lori Berman, PhD Senior Manager of Professional DevelopmentHOWREY LLP
Benjamin Opipari, PhD Writing InstructorHOWREY LLP
Heather Bock, PhD Chief Professional Development OfficerHOWREY LLP
Managing the short-term needs or the daily activities along with the long-term organizational plans and vision remains a tough task. It is a balancing act which is not easy to master. This session will provide strategies to leverage talent to provide additional value added capabilities that improve management visibility and control, enhance process quality and increase overall business performance.
Anthony Comella VP Human ResourcesHANSON PROFESSIONAL SERVICES
The Blue Sky Innovation Room is an opportunity for mature attendees to brainstorm advanced solutions for advanced challenges. Attendance is limited to prequalified end-users only. To pre-qualify for participation in this session, please contact email@example.com.
This panel will feature speakers who have undergone successful implementation of employee development within the last year. Participants will have the opportunity to submit questions in advance.
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