Main Conference Day Two:Wednesday, October 28, 2009

8:00 Registration And Coffee

8:30 Chairperson’s Recap Of Day One

8:45 KEYNOTE: Positioning Your Talent Strategy To Prepare Your Organization For The Economic Turnaround & Beyond

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.

  • Understand your company’s value proposition and verify how it ties with competencies
  • How to take advantage of a downturn economy to lay your talent foundations
  • Develop a talent strategy that will help your organization to be prepared once the economy upswing

Kee Meng Yeo
Director, Global Learning & Development
AMWAY

9:30 PANEL: Creating A True Culture Of Talent

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.

  • Integrate a process that needs to be happening
  • Build the case on why it’s important
  • Get a better grasp on the management of talent

Melonie Boone PHR
Sr. Director Human Resources
ONE POINT PATIENT CARE

Caryn Rainey
VP, Talent & Organization Development
BIG COMMUNICATIONS

Judy Braun
Chief Development Officer
SEYFARTH & SHAW LLP

10:15 Networking Break And Vendor Showcase

10:45 KEYNOTE PANEL: 30 Ideas In 45 Minutes: Strategies For Retaining Talent

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.

  • Create a culture within the organization where it builds a positive reputation
  • Develop talent in the areas that are strong revenue generators
  • Build confidence throughout the organization

Jason Seiden
Leadership Development Blogger
FISTFUL OF TALENT

Dethra U. Giles, MBA, MSCM
Director of Staff Recruitment & Retention
GEORGIA STATE UNIVERSITY

Ann Collins
Former Director, Talent Management
VANGENT, INC

Brigitte Morel-Curran
Senior Partner, Leadership and Talent Consulting
KORN/FERRY INTERNATIONAL

11:30 Performance Based Reward: Vital Elements Of Attracting & Retaining Key Employees

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.

  • Implement a pay for performance structure that is realistic, achievable and valued by employees
  • Helping in the succession of the organization at large

Dan K. Rozycki
President
THE TRANSTEC GROUP

12:15 Luncheon

1:30 Afternoon Breakouts

Track A – Employee Development

Track B – Blue Sky Innovation Room

1:30 CASE STUDY: Avoid Employee Disengagement

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

2:15 CASE STUDY: Fitness, Films, & Feelings: A Case Study On The Use Of Non-Traditional Learning In A Traditional Organization

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:

  • Build a culture of empathy and teach professionals how to examine their own mental models about people and the world they live in
  • Teach professionals about how research on the brain, sports psychology, exercise and nutrition impacts their productivity and career success.

Lori Berman, PhD
Senior Manager of Professional Development
HOWREY LLP

Benjamin Opipari, PhD
Writing Instructor
HOWREY LLP

Heather Bock, PhD
Chief Professional Development Officer
HOWREY LLP

DOUBLE SESSION LECTURE & ROUNDTABLE DISCUSSION: Keeping Long Term Goals In Mind While Addressing Short Term Needs

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.

  • Grow mindshare
  • Improve operational efficiencies
  • Boost value and longevity

Anthony Comella
VP Human Resources
HANSON 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 michelle.cardinal@iqpc.com.

3:00 Refreshment Break

3:30 CLOSING PANEL: Ask The Experts

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.

4:15 Close of Summit