1. business and industrial

REGISTER
ONLINE!
hrwest.org
The National Conference That’s Local
MARCH 2-4
Oakland Convention Center
Looking for EXCELLENT EDUCATION, UNPARALLELLED
NETWORKING and EXCEPTIONAL VALUE?
You just found it - HR West.
Join more than a thousand peers as
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OUR GENEROUS
SPONSORS
( a s o f 1/6/15)
PLATINUM SPONSOR
PLATINUM SPONSOR
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PLATINUM SPONSOR
The Northern California Human
Resources Association (NCHRA)
promotes excellence in the field of human resource
management by connecting human resources
professionals with practice resources and best
practices,
leading
California-specific
training,
legal and legislative developments, quality service
providers, and each other—forming career-long
networks and partnerships.
Facts:
•3,500 members strong
•Serving an HR community of more than 20,000
•2nd largest HR Association in the country
•Showcases more than 200 educational events
a year—more than any other association in the
nation—priced 30–60% below other comparable
offerings
•Affiliate of SHRM
Special Sponsors
WE WOULD LIKE TO THANK THE FOLLOWING
SPONSORS FOR THEIR CONTRIBUTIONS:
Hill Physicians Medical Group
Mevident
Berliner Cohen
NFP
ClearPath Workforce Management
ScholarSHARE College Savings Plan
Halogen
The Vita Companies
Jobvite
Workplace Answers
Title Sponsor Monday Reception Sponsor
Tuesday General Session PM Sponsor
Wednesday General Session PM Sponsor
Grand Prize Sponsor
Lockton Insurance Brokers, LLC
Wednesday Lunch Sponsor
Wellness Center
Name Badge Sponsor
Monday General Session Sponsor
Tuesday Lunch Sponsor
Professional Headshot Sponsor
As an NCHRA member, you get exclusive,
complimentary access to HR West Magazine; the HR
Hotline; a robust forms, templates and tools library;
career development programs, legislative alerts, and
scores of free webinars and regional meetings.
Unless otherwise noted, all sessions and keynotes qualify for SHRM
Professional Development Credits (PDCs) toward your SHRM-CP/SHRMSCP and general HRCI Recertification Credits toward your PHR/SPHR.
• Full conference attendees can earn up to 16.75 credits.
• Pending approval, some sessions may qualify for Strategic, California or
International Credit.
• Additionally, some sessions qualify for Minimum Continuing Legal
Education (MCLE) credit.
• See page 7 for sessions that fulfill these requirements.
Ta b l e o f C o n t e n t s
3
Keynotes
4
HR University
6
HR Certification
7
S e s s i o n s b y Tr a c k
9
S c h e d u l e At -A- G l a n ce
11
Concurrent Sessions
33
Directions and Accommodations
Keynote Speakers
ALAN FINE presents “You Already Know How to Be Great”
Founder & President, InsideOut Development and author of The New York Times best-seller,
You Already Know How to Be Great
MONDAY
2
Widely recognized as a pioneer of the modern-day coaching movement, Alan Fine is co-creator of the G.R.O.W.
Model — a coaching model that removes mental interference to unlock inherent talents and skills. Using this innovative
model, Alan has successfully coached world-class athletes, musicians and Fortune 1000 CEOs. His award-winning
performance training methods have been deployed at companies such as IBM, NASA, Proctor & Gamble, Sprint,
Yum! Brands, GAP and Honeywell. Alan’s New York Times best-seller, You ALREADY Know How to Be GREAT, was
recognized as The 2010 Best Leadership Book of the Year.
5:00 - 6:15PM
PETER SCHWARTZ presents “The Renaissance of Scenario Planning”
American futurist, innovator, author, and Senior Vice President, Global Government Relations and Strategic
Planning, Salesforce.com
TUESDAY
3
As Senior Vice President, Global Government Relations and Strategic Planning at Salesforce.com, Peter Schwartz
directs policy and politics throughout the world and manages the organization’s ongoing strategic conversation. Prior
to joining Salesforce, Peter was co-founder and chairman of Global Business Network, an elite corporate strategy firm,
specializing in future-think and scenario planning. Peter is a member of the Council on Foreign Relations, the World
Affairs Council and the Research, Innovation and Enterprise Council. He also sits on the boards of The Long Now
Foundation, The Center for New American Security and the Center for Strategic Studies in Singapore.
9:00 - 10:30AM
SARAH LEWIS, Ph.D., M.Phil presents “The Rise: Creativity, the Gift of Failure,
and the Search for Mastery”
TUESDAY
3
Faculty Member at Yale, and Author of The Rise: Creativity, the Gift of Failure, and the Search for Mastery
Sarah Lewis, Ph.D., M.Phil is a faculty member at Yale and a rising intellectual star. She appears on Oprah’s “Power List,”
served on President Obama’s Arts Policy Committee and has been profiled in Vogue. She has held positions at the
Tate Modern and the Museum of Modern Art in New York, and her essays have been published in Artforum and The
Smithsonian. Her second book, Black Sea, Black Atlantic: Frederick Douglass, The Circassian Beauties, and American
Racial Formation in the Wake of the Civil War, will be published by Harvard University Press in 2015. She received her
B.A. from Harvard, M. Phil from Oxford, and Ph.D. from Yale. She was a speaker at TED 2014 in Vancouver, BC.
5:00 - 6:15PM
Dr. RICHARD PIMENTEL presents “Leading Strong in the Face of Disability”
ADA pioneer, author of Tilting at Windmills, and Senior Partner, Milt Wright & Associates, Inc.
WEDNESDAY
Drawing from lessons in Vietnam, and through his pioneering work in return-to-work and disability management
programs, Richard is an internationally renowned consultant, keynote speaker and professional trainer. With the
passage of the Americans with Disabilities Act, Richard created and delivered training programs nation-wide. In
2007, Richard’s life story was portrayed in Warner Brothers’ full-length motion picture, Music Within. Among other
accomplishments, Richard was co-author of SHRM’s ADA materials including Making the ADA Work for You and What
Managers and Supervisors Need to Know About the ADA.
4
2:00 - 3:15PM
3
H R
W E S T ®
2 0 1 5
B R O C H U R E
HR University
MARCH 2
9:00am-4:00pm
THE MIND
OF A LEADER:
Creating
Optimal
Teams
Mindset (mahynd-set)
n. a certain set of beliefs and
assumptions held about human nature.
Under a growth mindset — believing
that hard work and effort are the
primary drivers of performance —
teams thrive, collaborate and innovate.
A fixed mindset has the opposite
effect, embracing the belief that
human potential is limited, that we are
born with a certain fixed amount of
intelligence.
What kind of leader are you?
What kind of leader do you want to be?
ABOUT THE PRESENTER
Laura Kray holds a doctorate in social
psychology and she applies this lens to
her research on gender, negotiations and
problem solving. Her research exploring
women’s leadership experiences has received
numerous prestigious awards and has been
featured in a wide range of media outlets
(New York Times, Business Week, Wall Street
Journal, Scientific American, Financial Times,
Huffington Post, the Daily Beast). Ms. Kray is
the founder and faculty director of the Center
for Executive Education at UC Berkeley’s
Women’s Executive Leadership Program.
Professor Kray has published over 40
articles in a range of top psychology
and management outlets. Her work has
received numerous “Best Paper” awards
from the Academy of Management and
the International Association of Conflict
Management and multiple awards from
the National Science Foundation. In 2008,
her work on gender and negotiations was
recognized with the “Most Influential Paper”
award from the Conflict Management Division
of the Academy of Management.
In this highly interactive, full-day session designed specifically for executives,
learn to unlock the potential in optimally created work groups through
experiential exercises. Based on Professor Kray’s original research in this area,
and her work with executive teams at companies such as StubHub, Intel,
Adobe and Google, you’ll dive deep into your own leadership mindset and
establish tools for accelerating team dynamics. Participants will receive a
complimentary copy of Mindset by Carol Dweck.
Led by Laura Kray, Ph.D.
Professor and Chair of Leadership, UC Berkeley Haas School of Business
Qualifies for SHRM Professional Development Credits and HRCI Recertification Credits
LIMITED TO 50
H R
W E S T ®
2 0 1 5
SENIOR
PRACTITIONERS
B R O C H U R E
SEPARATE
REGISTRATION
REQUIRED
4
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HR Certification Preparation
Stand Out From the Crowd
Maximize your time by attending our award-winning certification
preparation courses the weekend before the HR West® Annual
Conference, and right before the spring testing window.
Prepare with confidence. NCHRA’s program is the second largest
in the country and offers the best value. OUR PASS RATES
CONSISTENTLY BEAT THE NATIONAL AVERAGE.
NEW FOR 2015!
SHRM-CP/SCP 3-day Review
Preparation Course
February 28-March 2 (three-day course)
Includes the SHRM Learning System®.
The new SHRM certification recognizes that HR professionals
are at the core of leading organization success. Built upon
one singular body of knowledge, it ensures not only that HR
professionals possess the relevant HR knowledge required for
today’s workplace, but also the ability to put knowledge to work
through critical thinking and application. Prepare for the exam
with this thorough, 3-day study session.
Schedule:
• Saturday 8:00am - 5:00pm
• Sunday 8:00am - 5:00pm
HRCI’s PHR/SPHR 3-day Review Preparation Course
February 28-March 2 (three-day course)
Includes the Human Resource Certification Preparation Program.
Planning to sit for your PHR/SPHR exam? This thorough, 3-day
study session serves as the perfect refresher right before the
test. Even those who have taken a preparation course or have
practiced HR for years often need a focused study group to brush
up before the exam.
Schedule:
• Saturday 8:00am - 5:00pm
• Sunday 8:00am - 5:00pm
• Monday 8:00am - 5:00pm
Location: Oakland Convention Center
• Monday 8:00am - 5:00pm
Location: Oakland Convention Center
REGISTER FOR CERTIFICATION PREPARATION ON ITS OWN, OR TAKE ADVANTAGE
OF OUR MEGA DEALS TO GET THE PREPARATION COURSE AND FULL HR WEST
CONFERENCE ALL-IN-ONE!
H R
W E S T ®
2 0 1 5
REGISTER
EARLY!
COURSES FILL QUICKLY.
ADVANCED REGISTRATION
IS REQUIRED FOR ALL
CERTIFICATION
CLASSES.
B R O C H U R E
6
S e ss io ns
by
General HR
Track
Talent Management and Engagement
NC
103
Your Employee Brand Is in Your Hands
110
Leading Through Conflict and Change: HR's Greatest Opportunity
206
The Data Wrangler: Bridging the Gap
202
Handling Hot-Button Immigration Issues
207
HR and the Bottom Line
210
Transforming Business with Exceptional Talent Management Strategies
208
Intelligent Risk-Taking and Decision-Making
211
209
Don't Take the Monkey! Empowerment Through Coaching
Optimizing the Impact of Employee Recognition Strategies on
Enterprise Performance
301
Make Your Mark: Earning Your PHR/SPHR Certification
305
From Combat to Community: The Why and How of Hiring Top Veteran
Candidates
304
PowerPoint Is Not the Problem: Elevating Your Presentations
306
402
Maintaining A Long Distance (Employment) Relationship: Successfully
Managing a Cross-Border Workforce
Why Employees Matter Most: Retaining Top Candidates with Quality
Onboarding
407
Getting the Most Mileage from Your Employee Survey
409
Socializing HR: Closing the Gap in Employer-Employee Communication
411
Who Are You, and What Have You Done With the Person I Hired?
410
The "Datafication" of HR
510
Where to Start? Creating a Mobile Strategy
502
Gaining Competitive Advantage Through a Global Perspective
610
The Gamification of Recruitment, Talent Development and Training
505
Take the Helm: Clarifying Power and Decision-Making Roles
611
Addressing Bias Through Leadership Development
508
Shifting Conflict to Co-Creative Cooperation
802
Taming the Technical Challenges of Global Talent Management
509
A Practical Approach to Strategic HR
810
Establishing a Framework for Assessing and Developing Talent
602
Communicating with Impact: Using Questions for Optimal Success
811
608
Effectively Analyzing and Defining HR Problems to Get Results
Standing on the Shoulders of Giants: Developing a Formal Mentoring
Program
609
Four Key Aspects of Diversity: Developing a Strong Program
908
Fixing Broken Performance Management: One Company's Journey of
Transformation
702
Closing the Confidence Gap Using Improv
NC
909
Individual Employee Preferences and Optimal Engagement
703
The Evolution of Competency in HR and the Implications for the New
SHRM Certification
NC
808
Performance Management That Drives Business Results
809
Mediation: A Powertool for HR
902
Improving Strategic Organizational Results with Six Sigma
906
Influencing Executive Leadership for Results
907
Coloring Outside the Lines: Creating a New HR Experience
911
True or False? All Hiring Assessments Are Created Equal
7
H R
W E S T ®
2 0 1 5
NC
B R O C H U R E
107
Evolving Economics of the Part-Time Workforce
111
A Blueprint for Modern Talent Acquisition
UNLESS OTHERWISE NOTED, ALL SESSIONS QUALIFY FOR SHRM PROFESSIONAL
DEVELOPMENT CREDITS AND GENERAL HRCI RECERTIFICATION CREDITS.
FULL CONFERENCE ATTENDEES CAN EARN UP TO 16.75 CREDITS.
Fulfills requirements for
Minimum Continuing
Legal Education Credit.
Pending Approval.
Fulfills Strategic
Management requirements
for SPHR recertification.
Pending Approval.
Fulfills requirements
for PHR-CA/SPHR-CA
recertification.
Pending Approval.
High-level content,
significant experience with
subject recommended.
Pending Approval.
Fulfills International
requirements for
GPHR recertification.
Pending Approval.
NC
Does not
qualify for
HRCI credit
Employment Law and Legislation
Employee and Labor Relations
104
Top 10 Employer Mistakes in California Wage-Hour Compliance
105
Workplace Investigations: Developing Credible Findings
203
Medical Record Keeping in California and Beyond
106
Independent Contractors: Validating Facts, Busting Myths
403
The New EEOC Criminal Record Guidance: Taking Practical Steps to
Comply
204
The DLSE Audit: Are You Ready?
503
HR Squares: The Employment Law Game Show
404
Creating Bulletproof Documentation, Even in California
603
Top 10 Employment Law Cases Affecting California Employers
504
Effectively Engaging the Contingent or Temporary Worker
701
When Cash is King: Executive Pay Strategies
604
Building a Successful Workers' Compensation Fraud Discipline Case
704
Only in California: Critical Differences You Need to Know
605
Harassment and Social Media: The New Workplace Frontier
803
Exempt or Non-Exempt? That Is the Question!
804
The Morning After: Post-Investigation Challenges
903
California Employment Law Update: An Interactive Q&A
805
Holding Employees Accountable for Disruptive Behavior...Legally
910
Pay Attention to the NLRB, Whether You Have a Union or Not
Leadership and Management
108
Professional Ethics: A Preventive Maintenance Approach
205
Change Management Capability: Understanding, Acting, Anchoring
302
Business
102
Going Where You Haven’t Gone Before: An HR Checklist for Global
Expansion
Connect, then Lead: Powerful Leadership Strategies
109
Fostering an Innovative Organizational Culture
405
A Blinding Glimpse of the Obvious: How Leaders Make or Break
Performance
303
5 Do's and Don'ts of Employer Branding
406
Out of the Pipeline: Supporting High Potentials in New Leadership
Roles
408
Strategic Planning That Makes Sense
506
Solving the Unsolvable with Polarity Thinking
806
Virtual Success! Managing a Staff That Works Remotely
507
Driving Innovation and Creativity in Teams
807
Jumpstarting Your High-Potential Program
511
Design Thinking as a Strategic Problem-Solving Tool
606
Building Smart Companies: The Open-Book Solution
607
Beyond Workforce Planning: Using Disruptive Technologies for
Workforce Optimization
Compensation Benefits, and HRIS
101
Adopting Sophisticated HR Technologies
201
Building a Comprehensive Total Rewards Strategy
705
Achieving Flow in the Workplace
401
Advanced ACA: What Employers Need to Know for 2015
706
HR M&A: Integrating Cultures and Leveraging Diversity
501
No-Accrual Time Off Policies: Assessing Fit and Function
905
HR's Newest Cutting-Edge Tool: The Hackathon
601
Using Behavioral Finance to Increase 401(k) Participation
801
Live Well, Work Well: The Importance of a Wellness Strategy
901
New Developments in Commission-Based Pay: Avoiding Traps
904
Controlling Rising Healthcare Costs to Retain Top Talent
“Like a mini national conference - same quality,
but less expensive, less crowded and closer to home.”
H R
W E S T ®
2 0 1 5
B R O C H U R E
8
Conference
1:00pm - 1:30pm
MON
Registration and Kickoff
2
1:50pm - 3:05pm
101
Adopting Sophisticated HR Technologies
102
Going Where You Haven't Gone Before: An HR Checklist for Global Expansion
103
Your Employee Brand Is in Your Hands
104
Top 10 Employer Mistakes in California Wage-Hour Compliance
105
Workplace Investigations: Developing Credible Findings
106
Independent Contractors: Validating Facts, Busting Myths
107
Evolving Economics of the Part-Time Workforce
108
Professional Ethics: A Preventive Maintenance Approach
109
Fostering an Innovative Organizational Culture
110
Leading Through Conflict and Change: HR's Greatest Opportunity
111
A Blueprint for Modern Talent Acquisition
7:30am - 8:45am
NC
TUE
301
Make Your Mark: Earning Your PHR/SPHR Certification
302
Connect, then Lead: Powerful Leadership Strategies
303
5 Do's and Don'ts of Employer Branding
304
PowerPoint Is Not the Problem: Elevating Your Presentations
305
From Combat to Community: The Why and How of Hiring Top Veteran Candidates
306
Why Employees Matter Most: Retaining Top Candidates with Quality Onboarding
3
9:00am - 10:30am
Keynote • Peter Schwartz
presents “The Renaissance of Scenario
Planning”
10:50am - 12:20pm
3:30pm - 4:45pm
401
Advanced ACA: What Employers Need to Know for 2015
402
Maintaining A Long Distance (Employment) Relationship: Successfully Managing a
Cross-Border Workforce
201
Building a Comprehensive Total Rewards Strategy
202
Handling Hot-Button Immigration Issues
403
The New EEOC Criminal Record Guidance: Taking Practical Steps to Comply
203
Medical Record Keeping in California and Beyond
404
Creating Bulletproof Documentation, Even in California
204
The DLSE Audit: Are You Ready?
405
205
A Blinding Glimpse of the Obvious: How Leaders Make or Break Performance
(special breakout with Alan Fine)
Change Management Capability: Understanding, Acting, Anchoring
206
The Data Wrangler: Bridging the Gap
406
Out of the Pipeline: Supporting High Potentials in New Leadership Roles
207
HR and the Bottom Line
407
Getting the Most Mileage from Your Employee Survey
208
Intelligent Risk-Taking and Decision-Making
408
Strategic Planning That Makes Sense
209
Don't Take the Monkey! Empowerment Through Coaching
409
Socializing HR: Closing the Gap in Employer-Employee Communication
210
Transforming Business with Exceptional Talent Management Strategies
410
The "Datafication" of HR
211
Optimizing the Impact of Employee Recognition Strategies on Enterprise Performance
411
Who Are You, and What Have You Done With the Person I Hired?
12:20pm - 1:45pm Networking Lunch | Sponsored by The Vita Companies
5:00pm - 6:15pm
Keynote • Alan Fine
6:15pm - 7:30pm
9
presents “You Already Know How to Be Great”
Session Sponsored by ScholarSHARE College Savings Plan
Gala Reception | Sponsored by Berliner Cohen
H R
W E S T ®
2 0 1 5
B R O C H U R E
1:45pm - 3:00pm
501
No-Accrual Time Off Policies: Assessing Fit and Function
502
Gaining Competitive Advantage Through a Global Perspective
503
HR Squares: The Employment Law Game Show
504
Effectively Engaging the Contingent or Temporary Worker
505
Take the Helm: Clarifying Power and Decision-Making Roles
NC
At-A-Glance
9:15am - 10:30am
506
Solving the Unsolvable with Polarity Thinking
801
Live Well, Work Well: The Importance of a Wellness Strategy
507
Driving Innovation and Creativity in Teams
802
Taming the Technical Challenges of Global Talent Management
508
Shifting Conflict to Co-Creative Cooperation
803
Exempt or Non-Exempt? That Is the Question!
509
A Practical Approach to Strategic HR
804
The Morning After: Post-Investigation Challenges
510
Where to Start? Creating a Mobile Strategy
805
Holding Employees Accountable for Disruptive Behavior...Legally
511
Design Thinking as a Strategic Problem-Solving Tool
806
Virtual Success! Managing a Staff That Works Remotely
807
Jumpstarting Your High-Potential Program
808
Performance Management That Drives Business Results
809
Mediation: A Powertool for HR
810
Establishing a Framework for Assessing and Developing Talent
811
Standing on the Shoulders of Giants: Developing a Formal Mentoring Program
3:30pm - 4:45pm
601
Using Behavioral Finance to Increase 401(k) Participation
602
Communicating with Impact: Using Questions for Optimal Success
603
Top 10 Employment Law Cases Affecting California Employers
604
Building a Successful Workers' Compensation Fraud Discipline Case
605
Harassment and Social Media: The New Workplace Frontier
606
Building Smart Companies: The Open-Book Solution
901
New Developments in Commission-Based Pay: Avoiding Traps
607
Beyond Workforce Planning: Using Disruptive Technologies for Workforce Optimization
902
Improving Strategic Organizational Results with Six Sigma
608
Effectively Analyzing and Defining HR Problems to Get Results
903
California Employment Law Update: An Interactive Q&A
609
Four Key Aspects of Diversity: Developing a Strong Program
904
Controlling Rising Healthcare Costs to Retain Top Talent
610
The Gamification of Recruitment, Talent Development and Training
905
HR's Newest Cutting-Edge Tool: The Hackathon
611
Addressing Bias Through Leadership Development
906
Influencing Executive Leadership for Results
907
Coloring Outside the Lines: Creating a New HR Experience
908
Fixing Broken Performance Management: One Company's Journey of Transformation
909
Individual Employee Preferences and Optimal Engagement
910
Pay Attention to the NLRB, Whether You Have a Union or Not
911
True or False? All Hiring Assessments Are Created Equal
11:00am - 12:30pm
5:00pm - 6:15pm
Keynote • Sarah Lewis
presents “The Rise: Creativity, the Gift of Failure,
and the Search for Mastery”
Session Sponsored by ClearPath Workforce Management
Evening Activities | SHRM Town Hall, Sponsor Receptions, Dinner Meet-Ups
7:30am - 8:45am
701
When Cash is King: Executive Pay Strategies
702
Closing the Confidence Gap Using Improv
703
The Evolution of Competency in HR and the Implications for the
New SHRM Certification
704
Only in California: Critical Differences You Need to Know
705
Achieving Flow in the Workplace
706
HR M&A: Integrating Cultures and Leveraging Diversity
12:45pm - 2:00pm Networking Lunch | Sponsored by Lockton Insurance Brokers, LLC
WED
4
NC
NC
2:00pm - 3:15pm
Keynote • Dr. Richard Pimentel
presents “Leading Strong in the Face
of Disability”
Session Sponsored by Halogen Software
3:15pm Grand Prize Drawing | Sponsored by Jobvite
CONFERENCE CONCLUDES
H R
W E S T ®
2 0 1 5
B R O C H U R E
10
Co
n c u r r e n t
S
e ss i o n s
MONDAY | MARCH 2
1:00PM - 1:30PM
CONFERENCE KICKOFF
1:50PM - 3:05PM
101 Adopting Sophisticated HR Technologies
Protect your company’s investment in technology by
successfully selecting, implementing, and adopting HR
technology solutions.
More than 40% of companies report that they are not ready to
address their HR technology needs. Meanwhile, organizations that
successfully adopt sophisticated HR technology tools outperform
those that do not. The selection, implementation and adoption of
HR technologies are critical areas for leveraging best practices into
success. Learn how to choose the right HR software — prioritizing
must-haves and nice-to-haves — to ensure successful implementation
and adoption of HR technology for maximum results.
Susan Vitale •Chief Marketing Officer, iCIMS, Inc.
Going Where You Haven’t Gone Before: An HR
Checklist for Global Expansion
102
Obtain a useful checklist for addressing key HR
considerations when expanding into another country.
As companies open offices and hire staff where they’ve never gone
before, HR is faced with myriad challenges. Different languages,
cultures, tax and employment laws, and customary HR practices
among countries are not only daunting, but carry risks as well.
Identify key business risks in expanding into other countries and
implement a proven methodology for successfully executing
expansion plans.
Alan Freeman • GPHR, Chief Executive Officer, LOF
International Human Resources Solutions, Inc.
11
H R
W E S T ®
2 0 1 5
B R O C H U R E
103 Your Employee Brand Is in Your Hands
Create and manage a personal leadership brand for career
NC success.
Personal Branding has become a hot topic in the workforce these
days, but what is it and what does it involve? An effective Personal
Brand allows all that’s strong and effective about your personal and
professional style to become known in a deliberate and managed
way to your colleagues up, down, and across the organization to
generate maximum value for yourself. Take control of developing
establishing, and managing your Personal Brand to boost your career.
Lisa Orrell • The Generations Relations & Leadership Expert, The
Orrell Group
104
Top 10 Employer Mistakes in California Wage-Hour
Compliance
Avoid the top wage-hour traps by updating your
knowledge of California’s complex wage-hour laws.
Compliance with California’s wage-hour laws involves knowing the
key California wage-hour rules and practical tips for compliance
in such areas as reporting time pay, the appropriate classification
of employees and contractors, rest breaks and meal periods after
the Brinker decision, suitable seating requirements, how to draft
a compliant bonus or commission plan, conducting a wage-hour
compliance audit, and making changes in wage-hour practices
without encouraging litigation.
Jennifer Brown Shaw, Esq. • Partner, Shaw Valenza LLP
105
Workplace Investigations: Developing Credible
Findings
Create defensible, evidentiary-based credibility findings with
a step-by-step process to tie them to each of the 5 EEOC
Credibility Factors.
Those who conduct or direct workplace investigations often have
difficulty making evidentiary-based credibility findings rather than
those based on the investigator’s “gut feeling.” Use the EEOC’s
five factors (demeanor, inherent plausibility, motive to falsify, past
practice and corroborating evidence) to firmly ground your findings
to the facts and evidence in the matter, resulting in factual findings
that are much more defensible and clear at a later hearing or trial.
Lynn Lieber, Esq. • Managing Partner, LieberLawyers
106
Independent Contractors: Validating Facts,
Busting Myths
Minimize your company’s legal and compliance issues
surrounding independent contractors.
The ever-increasing use of independent contractors in the workplace
(15 million at present, 23 million by 2017) has blurred the lines
between them and regular employees. With government regulators
cracking down on proper classification, it’s more important than ever
to know the difference and make the important distinction between
the two. Validate the facts and myths about why companies avoid
risk management and develop a solid independent contractor risk
mitigation program.
Jeff Phelps • Senior Vice President & Chief Operating Officer,
Nelson
HR Hack
MONDAY // March 2 (9:00AM-12:00PM)
BACK BY POPULAR DEMAND!
Are you passionate about HR and solving organizational
issues? Regardless of your experience level, we need you! Join
your colleagues in this facilitated session to work through real
HR challenges and utilize collective knowledge to come up
with solutions. As a participant, you’ll get to submit up to three
of your own significant HR challenges for consideration!
The Hack is complimentary, but pre-registration is required.
Lunch is on your own.
FACILITATED BY DANIEL MARTIN, PH.D., ASSOCIATE PROFESSOR,
STANFORD UNIVERSITY/CSUEB
Has spoken at
SHRM Conference
Was or is an
HR Practitioner
talent management and engagement
compensation, benefits and hris
general hr
employment law and legislation
leadership and management
employee and labor relations
H R
W E S T ®
2 0 1 5
B R O C H U R E
business
12
107 Evolving Economics of the Part-Time Workforce
Successfully manage the part-time and variable hour workforce
currently playing a critical role in the American Economy.
Many employers, especially within rapidly growing service industries,
depend upon a readily available supply of flexible, hourly workers.
But is the current part-time employment model sustainable in the
long run? Using original research by ADP, you’ll examine key trends
in part-time workforce management, identify potential impacts
from the ACA’s new definition of full time, discuss the possibility
of shortages of workers in some labor markets, and explore the
potential breakdown of traditional part-time employment models.
Ahu Yildirmaz, Ph.D. • Vice President, ADP Research Institute ||
Christopher Ryan • Vice President, Strategic Advisory Services, ADP
Professional Ethics: A Preventive Maintenance
Approach
108
reducing innovation constraints.
Alice Fong • Senior Consultant, Dilan Consulting Group
Walk the talk of great ethics in your organization by learning
to identify potential ethics risks before they happen.
The modern workplace is fraught with ethics risks you never even
knew you had, often turning into costly ethical and legal problems
that take as much as 5% away from the bottom line of organizations.
Reduce those losses by as much as 50% by identifying four common,
but often unseen or ignored, ‘red flags’ and learning how to
effectively monitor for further ethics risks over time.
Christopher Bauer, Ph.D. • The Guy In Charge, Bauer Ethics
Seminars
109 Fostering an Innovative Organizational Culture
Establish innovation throughout your company by creating
an organizational culture that naturally innovates again and
again.
Innovation is an aspect of organizational performance that doesn’t
conform to traditional leadership practices of setting vision and
gaining buy-in. Instead, it requires striking the right balance between
the realities of performance and the need for improvisation. Build
an organization capable of continuous innovation by distinguishing
between innovation and invention, establishing the right
organizational culture, implementing key innovation enablers, and
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110
Leading Through Conflict and Change: HR’s
Greatest Opportunity
Learn to lead organizational change effectively with nine critical
leadership competencies.
50% of all organizations are currently going through different
phases of organizational change, and nearly half fail due to lack
of leadership, communication and trust in senior management.
Transform into your organization’s change agent by grabbing hold
of leadership roles in the change process. Whether it’s mergers/
acquisitions, a new CEO, company culture, or development and
succession planning, you’ll apply nine essential competencies to
effectively lead organizational change.
Jack Smalley, SPHR • Director, HR Learning and
Development, Express Employment Professionals
UNLESS OTHERWISE NOTED, ALL SESSIONS QUALIFY FOR SHRM PROFESSIONAL
DEVELOPMENT CREDITS AND GENERAL HRCI RECERTIFICATION CREDITS.
FULL CONFERENCE ATTENDEES CAN EARN UP TO 16.75 CREDITS.
Fulfills requirements for
Minimum Continuing
Legal Education Credit.
Pending Approval.
Fulfills Strategic
Management requirements
for SPHR recertification.
Pending Approval.
Fulfills requirements
for PHR-CA/SPHR-CA
recertification.
Pending Approval.
High-level content,
significant experience with
subject recommended.
Pending Approval.
Fulfills International
requirements for
GPHR recertification.
Pending Approval.
NC
Does not
qualify for
HRCI credit
111 A Blueprint for Modern Talent Acquisition
Leverage innovative approaches such as brand advocacy,
recruiters-as-project-managers, and innovative recruitment
technologies in your talent acquisition strategies.
With the average number of applicants per open position at 205 and
95% being unsuitable or unqualified, it’s more important than ever
to implement approaches that target only right-fit talent. Establish
a blueprint for modern recruiting, from branding to onboarding, and
learn how brand advocacy, social network referrals, internal sourcing
and other innovative approaches build a candidate-centric pipeline
now and the future.
Danielle Weinblatt • CEO & Co-founder, Take the Interview
3:30PM - 4:45PM
33
201 Building a Comprehensive Total Rewards Strategy
See website for description and details.
Walter Stella, Esq. • Shareholder, Miller Law Group
204 The DLSE Audit: Are You Ready?
Find out if you’re a likely target for a DLSE audit and how to
prepare for one in order to minimize your company’s risk.
When the Division of Labor Standards Enforcement (DLSE) comes
knocking at your door for an audit, you need to know the scope of
the event, the records that will likely be sought, and how to minimize
your company’s risk of exposure to penalties and back wages. Even
before that, learn the telltale signs that indicate whether or not your
company is a likely target for an audit.
Jason Geller • Managing Partner, Fisher & Phillips LLP
202 Handling Hot-Button Immigration Issues
Effectively and legally address situations in which a job
applicant’s immigration status is in question.
205
With an increasing number of foreigners seeking employment, it’s
difficult to staff effectively without knowing how to use immigration
rules effectively. What do you do if you think a job applicant may
need a visa? Can you ask? What visas are available and which one is
best? Get answers to these questions and establish fair policies that
meet stakeholder objectives while reducing the likelihood of lawsuits.
Sean Olender • Attorney, Olender
203 Medical Record Keeping in California and Beyond
Familiarize yourself with federal and California laws and
cases that set the limits on an employer’s collection, use and
storage of employee medical information.
ADA, GINA, COMIA and more — the acronyms alone are enough
Has spoken at
SHRM Conference
to make your head swim. A myriad of federal and state laws exist
governing what employers can and can’t ask about medical history
or conditions, including limits on disability-related inquiries and
medical examinations, family and medical leave certifications, and
storage of medical records. Discover best practices for compliance in
this convoluted maze of laws.
Was or is an
HR Practitioner
talent management and engagement
compensation, benefits and hris
general hr
employment law and legislation
leadership and management
employee and labor relations
Change Management Capability: Understanding,
Acting, Anchoring
Enhance change management skills for yourself and your
organization.
Rapid and regular organizational change is the new normal, and
change management has moved to the core of the HR profession.
Today, you are expected to develop change management capabilities
within your organization, as well as demonstrate personal acumen in
change management. Pinpoint gaps in current change management
capability using the understand, act, anchor framework and the
HERE snapshot for anchoring change.
John Austin, Ph.D. • President,
Three Translation Leadership
“It was nice to meet
other people in the different
roles of HR.”
REGISTER
ONLINE!
hrwest.org
business
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206 The Data Wrangler: Bridging the Gap
Understand the transformational role that data and analytics
play in being a strategic business partner.
Both Business Leaders and the HR profession need to truly embrace
what it will take to effectively manage the complex universe of
“people/talent related” data, address the skills required to consume
the business intelligence contained within such data, and create a
culture that views the pursuit of “data-driven decisions” as a critical
element to their business’ success. Leave this session with a better
understanding of how to conceptualize and execute on building
out an HR Metrics/Analytics framework that fits well within your
organization.
David Bernstein • VP, Big Data for HR, eQuest
207 HR and the Bottom Line
Outline the successful culture needed to make HR metrics
matter.
HR continues to seek direct impact to business objectives, yet
struggles with approaches and methods that can be measured as
positive results. A panel session of HR Practitioners will explore
the various methods and metrics in providing direct impact to the
business goals. The panelists, from various industries, will compare
and contrast HR programs and their impact to business and
measureable metrics. Leave the session ready to implement metrics
in your own environment.
Nov Omana • CEO/Founder, Collective HR Solutions, Inc.
208 Intelligent Risk-Taking and Decision-Making
Utilize risk-taking profiles to enhance your own (and your team’s)
decision-making skills.
In today’s world of increased regulatory authority, razor-thin
margins, growing competition, and increasing market pressures,
risk management proves a difficult undertaking. To be successful,
you need to continually gain stakeholder support, evaluate the
impact of taking a risk and minimize negative consequences.
Foster an environment for intelligent risk-taking so that your risks
produce positive results, your fears of managing risks decrease,
your stakeholders make your risk-taking efforts successful, and your
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capacity for innovation increases.
Kim Barnes • CEO, Barnes & Conti Associates || Nelson
Soken, Ph.D. • Owner, N. H. Soken Consulting
209
Don’t Take the Monkey! Empowerment Through
Coaching
Reduce your workload by coaching employees to solve problems
on their own.
Employee problems brought to you for solution often feel like
monkeys on your back. Don’t take them! Imagine if just one hour
of time with an employee could empower them to take charge
of solving their own problems. That’s exactly what the coaching
approach can do. Find out how to empower others to be effective
and help them learn and grow while keeping your workload
manageable.
Traci Manalani, SPHR, PCC • Principal, Manalani Consulting
210
Transforming Business with Exceptional Talent
Management Strategies
View talent management as a system and a cycle, and pull
the right levers for total business transformation.
Few companies can boast 100 years of existence. Even fewer
successfully transformed their business from a declining product to
a growth portfolio. At Deluxe, this happened by asking the following:
How can we attract, build and retain leadership talent in the
organization in order to execute the strategy, sustain the organization
and outperform the competition? The answers led to five consecutive
years of growth. Find out how and discover the secret to doing it
yourself.
Lisa Kramer Rodacker • Organization Effectiveness Consultant,
Deluxe Corporation || Julie Loosbrock • PhD, Senior VP of Human
Resources, Deluxe Corporation
211
Optimizing the Impact of Employee Recognition
Strategies on Enterprise Performance
Reward employees with effective strategies that produce tangible
benefits affecting day-to-day outcomes.
Senior executives demand employee reward programs that
foster cooperative (and not competitive) cultures, build internal
communities of common interest, promote front-line innovations
and make the brand come alive. Can it be done? Yes it can! Learn
how new communication, reward and technology concepts make
for a truly optimized engagement program that meets the highest
expectations no matter what the scale or composition of the
workforce may be.
Mike Ryan • Senior Vice President, Madison Performance Group
5:00PM - 6:15PM
Keynote • Alan Fine
You Already Know How to Be Great
Session Sponsored by ScholarSHARE College Savings Plan
Recognize and rise above personal interference and
increase focused attention.
Most people who want to get better—at managing employees,
negotiating with clients, delivering presentations, or any
other field of endeavor—seek out new information, more
knowledge. They read a book, take a class, or hire an expert
tutor. This “outside-in” approach often doesn’t produce the
results people want. More “knowledge” becomes a distraction
rather than a solution, and high performance remains elusive.
Discover how Faith, Fire, and Focus influence performance,
and learn a simple, repeatable process to reduce interference
that stifles creativity and hinders performance.
6:15PM - 7:30PM
RECEPTION
The problems and issues you face are real,
shouldn’t your network be too?
Join your peers—meet friends old and new—
at our gala reception featuring live music,
libations, light hors d’oeuvres, and great
conversation with your colleagues.
COMMUNITY RECEPTION
JOIN US MONDAY
Sponsored by Berliner Cohen
FROM 6:15-7:30PM | SKYLINE ROOM
“I LOVE this conference. The quality of materials
presented is as good as the national conference, yet the
session size makes it feel more personal. I am 1 of 50 in a
classroom, not 500, so I can approach the speakers
afterward and get answers to my direct questions.”
Sponsored by
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TUESDAY | MARCH 3
7:30AM - 8:45AM
Make Your Mark: Earning Your PHR/SPHR
Certification
301
NC
Recognize the importance of certification, examine how it
affects your career, and map your path to becoming
certified.
There are more than 125,000 certified HR professionals worldwide.
Earning your credentials through the HR Certification Institute
demonstrates mastery and real-world application of HR practices,
policies and principles. Certification can open your career path
to countless industries, companies and positions. Explore the
importance of HR certification—both to you and to your employer.
Evaluate the different certificates, including PHR, SPHR, GPHR,
and California. Understand the path to certification, decide which
certification is best for you and align certification with your career
path.
Stephanie T. Runyan, PHR • HR Products Manager, HR Certification
Institute
organization’s consumer brand, and is a key factor in your talent
management efforts. A LinkedIn survey found that a majority (56%)
of professionals rank a company’s talent brand as a top factor
when picking a job. Create, project and maintain a strong employer
brand that works to attract new talent and keep current employees
engaged. Leave the session with five do’s and don’ts necessary for a
successful employer branding strategy.
Mark Hornung • Senior Vice President of Strategy, Findly
304
Sharpen your presentation abilities with 8 key skills.
Every day, smart, articulate, high-potential, bright-minded experts
lose their audiences due to poor presentation skills. Corporate
audiences are sophisticated consumers of information and seek to
derive real value from attending presentations. Discover eight key
skills to elevate your presentations to star status, including: knowing
your audience, the art of storytelling, the right kind of eye contact,
vocal flexibility (inflection, tone, speed), audience engagement,
minimal PowerPoint, presentation openings/closings, and the
discipline of practicing.
Gary Purece • Principal, GCP Executive Communications
Connect, then Lead: Powerful Leadership
Strategies
302
Optimize your leadership influence with powerful verbal and nonverbal communication.
Most leaders emphasize their strengths or competencies, when in
reality it’s trustworthiness that comes first. Before people decide
what they think of your message, they decide what they think of
you. Use the latest research to discover why demonstrating warmth
should come before strength, and find out more about this very
different and very effective path to influence. Leave the session able
to naturally project warmth and strength for optimal leadership.
Carolyn Godfrey • President, Evolve Consulting & Coaching
303 5 Do’s and Don’ts of Employer Branding
Create an effective employer branding initiative to attract top
talent.
Your employer brand is separate and distinct from your
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PowerPoint Is Not the Problem: Elevating Your
Presentations
305
From Combat to Community: The Why and How
of Hiring Top Veteran Candidates
Benefit from the unique skill sets of veterans by recruiting,
training, placing, and retaining this underutilized segment of the
workforce.
Securing employment is the number one obstacle veterans face in
their transition from military to civilian life despite the valuable skills
they bring to the workplace, including team leadership, the ability to
meet deadlines under pressure, a global
outlook, and a commitment to excellence.
Discover how military skills translate to
the business sector, and how to leverage
local, state and federal hiring initiatives.
Geoff Millard • Policy Associate,
Education and Community Outreach,
Swords to Plowshares
REGISTER
ONLINE!
hrwest.org
306
Why Employees Matter Most: Retaining Top
Candidates with Quality Onboarding
Leverage a seamless candidate-to-employee experience to retain
quality talent.
Candidate or employee – is one more important than the other? Of
course not! So why do companies invest heavily in their recruiting
processes only to suspend the “candidate experience” when the
candidate walks across the threshold to become an employee?
Retain quality talent long after onboarding with a candidate-toemployee process that is seamless. Discover how native mobile
solutions and social media play a key role in achieving this goal.
Rayanne Thorn • VP of Product Marketing & Strategy,
Technomedia
Maintaining A Long Distance (Employment)
Relationship: Successfully Managing a CrossBorder Workforce
402
Succeed in today’s global environment by leveraging the
unique skills of your workforce.
Whether small or large, employers must leverage the skills of a global
workforce in order to remain competitive. New employment patterns
create complexities in employer taxes, individual taxes, employment
law, immigration law, and employee relations. Using case studies that
illustrate interactions between different regulatory environments,
you’ll learn from an interactive panel of HR and legal practitioners
about the unique considerations of hiring across borders, and come
away with practical approaches to managing a global workforce.
Laura J. Mazel, Esq. • Weaver Schlenger Mazel, LLP || Scott
Flicker • Partner, Global Employer Services, Deloitte Tax, LLP
9:00AM - 10:30AM
Keynote • Peter Schwartz
The Renaissance of Scenario Planning
10:50AM - 12:20PM
401
Advanced ACA: What Employers Need to Know
for 2015
Mitigate the economic impact of the Affordable Care Act
(ACA) with progressive health plan management.
Actuarial results from more than a thousand ACA economic impact
models show common themes for specific exposures and forecast
critical needs and opportunities in healthcare planning looking
forward. Glean ideas from case studies to mitigate the economic
impact of the ACA through effective implementation of key
components in progressive health plan management.
Lissa Thomson • Chief Consultant West Coast, Lockton Companies
403
The New EEOC Criminal Record Guidance: Taking
Practical Steps to Comply
Demonstrate your organization’s compliance with the new
guidance by following a set of practical steps that identify
potential problem areas.
In 2012, the US Equal Employment Opportunity Commission (EEOC)
approved an updated Enforcement Guidance on the Consideration
of Arrest and Conviction Records in Employment Decisions. This
guidance will have a profound impact on how employers in America
hire. In addition, the EEOC has filed highly publicized lawsuits against
employers for the discriminatory use of criminal records. Engage in
best practices to minimize your exposure under the new guidance.
Lester Rosen, Esq. • CEO, Employment Screening
Resources (ESR)
404
Creating Bulletproof Documentation, Even in
California
Follow seven steps to create documentation that will
withstand the scrutiny of a judge or jury.
You hear it from your legal counsel all the time: Document,
document, document! In reality, however, they never teach
you or your managers how to effectively transcribe your
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18
verbal coaching, counseling or disciplinary conversations into
top-notch documentation. Learn the seven steps to creating
“bulletproof” documentation along with words to avoid, red flags
for discrimination and the benefits and hazards of electronic
documentation. Walk away with a useable framework and tips for
perfecting your documentation.
Allison West, Esq., SPHR • Principal, Employment Practices
Specialists
405
A Blinding Glimpse of the Obvious: How Leaders
Make or Break Performance
SPECIAL BREAKOUT WITH ALAN FINE.
(and the costs of derailment), and design a high-impact leader
assimilation program that meets the needs of those newly promoted
from within the organization, as well as external hires.
Anne Whiting • Senior Consultant, 3D Group
407
Getting the Most Mileage from Your Employee
Survey
Develop strategic metrics to guide senior executive teams
when making important decisions.
Traditional “engagement” surveys are failing to move the needle on
important business outcomes, including talent investment. Move
beyond engagement to new strategic surveys that gain executive
support and provide more powerful business information for not
only people, but customer, quality and financial decisions. Based on
research in 2000+ organizations, you’ll leave the session primed to
overcome survey shortcomings develop a plan of your own.
William Schiemann, Ph.D., GPHR • CEO, Metrus Group
408 Strategic Planning That Makes Sense
Engage in simple, effective strategic planning that works.
One of the most important tasks organizations face is to
develop and implement a strategic plan. Too often, however,
expensive consultants and endless meetings leave leaders exhausted
and the coffers depleted. Discover a simple and effective approach
to strategic planning that consists of a more dynamic process,
knowing how to apply this process to your organization, and learning
the essential elements needed for implementation.
Phil Eastman • Principal Advisor, Leadership Advisors Group
406
Out of the Pipeline: Supporting High Potentials in
New Leadership Roles
Increase the success of high-potential leaders by optimizing
the supportive environment through leader assimilation
programming.
High-potential succession candidates are often placed into new
leadership roles and expected to deliver strong results, but 40%
of executives who change jobs or get promoted fail in the first 18
months. Find out why newly promoted high-potential leaders fail
19
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409
Socializing HR: Closing the Gap in EmployerEmployee Communication
UNLESS OTHERWISE NOTED, ALL SESSIONS QUALIFY FOR SHRM PROFESSIONAL
DEVELOPMENT CREDITS AND GENERAL HRCI RECERTIFICATION CREDITS.
FULL CONFERENCE ATTENDEES CAN EARN UP TO 16.75 CREDITS.
Fulfills requirements for
Minimum Continuing
Legal Education Credit.
Pending Approval.
Fulfills Strategic
Management requirements
for SPHR recertification.
Pending Approval.
Fulfills requirements
for PHR-CA/SPHR-CA
recertification.
Pending Approval.
High-level content,
significant experience with
subject recommended.
Pending Approval.
Fulfills International
requirements for
GPHR recertification.
Pending Approval.
NC
Does not
qualify for
HRCI credit
Leverage the power of social media to increase productivity,
improve retention, and create engagement among employees.
75% of leaders in human resources and talent management believe
their companies are behind the curve regarding internal social
networking technology. This illustrates a clear gap in communication
strategy and execution. Close the gap by using social media to
improve general communication and information sharing, boost
team productivity and effectiveness within projects and business
processes, support environments that stimulate learning and
innovation, and encourage peer-to-peer networking that strengthens
professional and interpersonal relationships.
cooperation, and learn how to ask questions that separate the savvy
from the forthcoming.
Brett Ward • Vice President, Client Relations, WicklanderZulawski & Associates
12:20PM - 1:45PM
410 The “Datafication” of HR
Replace reactive and operational HR reporting with strategic
workforce analytics and planning to optimize company
performance.
The datafication trend has arrived to HR, and companies that
embrace it dramatically outperform the 86% that still focus on
reactive and operational reporting. Achieving and sustaining
competitive advantage requires graduating from HR metrics to
strategic workforce analytics and planning. Discover the impact of
workforce analytics through real-world examples and learn how to
avoid the common pitfalls when making the switch to these powerful
tools.
Sponsored by The Vita Companies
1:45PM - 3:00PM
501
Britta Mayer • Chief Marketing Officer, WageWorks
NETWORKING LUNCH
No-Accrual Time Off Policies: Assessing Fit and
Function
Is a no-accrual time off policy right for your organization?
Find out about the legal ramifications and how to go about
making the shift.
With the increasing popularity of no-accrual time off policies, many
questions arise: Are they right for your organization? What does
California law say (and not say) about these policies? What are
the key components of such policies? How do you transition from
accrual policies to no-accrual policies? How can these policies be
abused? Learn the answers to these and many other questions in this
informative, timely session.
Daniel McCoy, Esq. • Co-Chair and Partner, Employment Practices
Group, Fenwick & West LLP || Saundra Riley, Esq. • Senior
Associate, Employment Practices Group, Fenwick & West LLP
Steve Bamberger • Chief Revenue Officer, Visier, Inc.
411
Who Are You, and What Have You Done With the
Person I Hired?
Improve your interviewing techniques with behavioral analysis
and use enticement and assumptive questions to find the best fit.
Tired of hiring the wrong candidate (you remember, the one you
presented to your boss as The Perfect Fit?), spending thousands
on training only to learn that the initial impression was a gross
misrepresentation? Discover interview techniques for moving an
individual from a point of anxiousness and resistance to one of
Has spoken at
SHRM Conference
502
Gaining Competitive Advantage Through a Global
Perspective
Develop a global mindset and leadership capabilities to build
a resilient global workforce.
The exponential growth of an international economy, virtual teams
and global mobility all indicate an increasing need for individuals with
vast career capital and competencies. What does becoming global
mean and how does one achieve it? Discover the characteristics and
competencies of global leaders and proven methods of selecting for
this skill set.
Dr. Patricia Stokke, Ed.D., PHR • Principal, Image & Performance
Transformation
Was or is an
HR Practitioner
talent management and engagement
compensation, benefits and hris
general hr
employment law and legislation
leadership and management
employee and labor relations
business
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20
503 HR Squares: The Employment Law Game Show
Get caught up with the latest employment law
developments through a highly interactive and
entertaining format.
You’re the next contestant on HR Squares! In this highly interactive
session, you’ll test your knowledge of employment law by competing
to determine which legal advice is correct based on current law.
Topics include: the latest US Supreme Court decisions, changes
in the state of California’s employment laws, and new federal laws
and regulations, including a number of recent Executive Orders by
President Obama. Guaranteed to be an entertaining and education
experience.
making ecosystem, and discover how the DECID Decision Clarity
model streamlines decision-making by reducing conflict and
eliminating confusion.
Steve Scheier • CEO, Scheier+Group || Diedra Barber • Chief
Innovation Officer, Scheier+Group
Brian Ashe, Esq. • Partner, Seyfarth Shaw LLP
504
Effectively Engaging the Contingent or Temporary
Worker
Improve your process efficiency, drive your costs down and
protect your company from the risks inherent in using contract
and contingent workers
The ever-increasing use of contract and contingent workers in
companies comes with a host of administrative and compliance
issues. New legislation targets companies that misclassify workers,
and aggressive state and federal agencies are conducting
unprecedented numbers of employer audits. Mitigate the risks
associated with contingent workers by keeping up to date with the
latest trends, strategies and information on best practices.
Jason Posel • SVP, Strategy & Solutions, ClearPath Workforce
Management
505
Take the Helm: Clarifying Power and DecisionMaking Roles
Bring clarity to your workplace around power and decisionmaking with the DECID Decision Clarity.
Who has the power to make organizational decisions is a source of
confusion and conflict in many business and non-profit entities, as
well as one that is difficult to discuss openly. When left unaddressed,
the result is organization inefficiency, dysfunction and disempowered
employees. Learn how to diagnose your organization’s decision-
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506 Solving the Unsolvable with Polarity Thinking
View problems through the lens of Polarity Thinking to more
accurately define and then solve even seemingly unsolvable
challenges.
Nearly every problem an organization encounters can be positioned
as a polarity, in which both ends are leveraged for success rather
than the more typical approach of only focusing on one end to the
exclusion of the other. It is not “lack of teamwork” that
is the problem, it is figuring out how to leverage both the individual
AND the team in a dynamic and ongoing balance. Learn a method for
mapping these kinds of polarities and avoiding imbalance.
Anna McGrath • Founder, WonderWorks Consulting
507 Driving Innovation and Creativity in Teams
Boost innovation in your company with a realistic approach
to the true drivers of innovation.
Innovation is not a seminar and it does not come from your current
corporate establishment. Innovation comes from discomfort,
necessity and trial-and-error. Dispel the many myths about the
sources of innovation and discover methods to drive innovation in
your team, including systems thinking, agility, and collaboration.
Michael Brainard, Ph.D. • CEO, Brainard Strategy
508 Shifting Conflict to Co-Creative Cooperation
Reduce the staggering costs of conflict in your organization by
shifting from conflict to cooperation.
Conflict costs your organization a lot in time, money and poor
decisions. Up to 30% of a typical manager’s time is spent dealing
with conflict, and 42% is spent reaching agreements with others
when conflicts occur. Shifting from conflict to cooperation makes
sense, but how do you do it? Discover the tools and frameworks you
need to make the shift through content-rich, conflict role-playing
activities.
Susan Bernstein, Ph.D. • Leadership Coach, The Sensational Shift
509 A Practical Approach to Strategic HR
Keep your HR efforts strategic while at the same time
addressing the everyday functional aspects.
Pundits, experts, our peers and our bosses tell us that we need to
be “more strategic” and that “HR needs to drive more value,” but
on very few occasions do we get any details about these directives.
How can you fulfill the need to be strategic while at the same time
meeting the administrative burden of HR? Learn how to build both
tactical and strategic HR dashboards that tie HR efforts to business
objectives.
Jayson Saba • VP of Strategy, Ceridian
510 Where to Start? Creating a Mobile Strategy
Discover the opportunities and challenges of leveraging the
power and reach of mobile strategies in the HR context.
By 2016 there will be more smartphones in the world than people,
and 86% of smartphone owners say they would use them to search
and apply for jobs. Now is the time for organizations to mobilize their
sites and start reaching potential candidates through their devices.
Go mobile with your recruiting strategy by optimizing the career
site, developing an analytics platform and connecting with target
demographics while addressing potential challenges along the way.
Pamela Stroko • Vice President Mid-Market HCM Transformation
& Thought Leadership, Oracle
511
Design Thinking as a Strategic Problem-Solving
Tool
Keep pace with the rapid change of business and solve talent
management issues by learning to think like a designer.
Innovation is at the top of the strategic priority list for companies
today. In fact, an Accenture study of 500+ executives showed more
than 70 percent include innovation as a top five priority. Successful
innovation enables organizations to respond to rapid change in their
environment. Through experiential exercises, you’ll apply design
thinking - a proven philosophy of innovative thinking and problem
solving - to keep up with the pace of change in business.
Susan J. Bethanis, Ed.D. • CEO/Founder, Mariposa Leadership
3:30PM - 4:45PM
601
Using Behavioral Finance to Increase 401(k)
Participation
Optimize your 401(k) plan participation by applying
psychological insights about what drives participation.
Does your organization struggle to balance plan participation with
the reality of limited resources? Take steps to raise participation and
contributions in your 401(k) plan without committing to an overly
generous company match. Using the insights of behavioral finance,
you’ll discover what drives employee participation — and more
importantly — non-participation, then put plan design features in
place to make your 401(k) plan more effective.
Karl Hansen • Principal and CEO, The Vita Companies
602
Communicating with Impact: Using Questions for
Optimal Success
Construct more effective presentations and enhance
communication through a deeper knowledge of the power of
questioning (and listening to) others.
Whether you are communicating face-to-face, on conference
calls or through presentations, the key to success is to influence
in a straightforward manner. Much of the time, however, people
find themselves communicating in an unproductive manner that
ultimately detracts from their goals. Utilize tools and strategies to
lead with questions and break down assumptions so that win-win
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solutions can be constructed. Tools include the Ladder of Inference,
formulating good questions, and avoiding common communication
pitfalls.
Carol Chenot • VP, Organizational Development Services, Caliper
603
Top 10 Employment Law Cases Affecting
California Employers
Pinpoint emerging legal hot-spots to protect your
company and stay compliant with the ever-changing
employment law landscape.
bookstore
& book signings
Stop by our onsite bookstore to buy books by keynote
speakers and session presenters, plus find a robust selection
of the hottest business books on the market.
Several of our speakers will be signing copies of their books;
look for the book signing schedule in your conference bag on
the day of the event.
Over the past 12 months, California courts have issued an
unprecedented number of decisions impacting employment practices
you manage on a daily basis. Changes have been made to the way
you deduct PTO, reimburse business expenses, hire independent
contractors, administer disability leave, pay commissions, preserve
overtime exemptions, and pay for “hours worked.” Fill your toolbox
with compliance strategies that minimize risk in these critical areas.
Douglas J. Farmer • Shareholder, Ogletree, Deakins, Nash,
Smoak & Stewart, P.C.
604
Building a Successful Workers’ Compensation
Fraud Discipline Case
Take effective action against fraudulent workers’
compensation claims.
The National Insurance Crime Bureau (NICB) characterizes workers’
compensation fraud as the “fastest growing segment of insurance
fraud” in the nation. Protect your organization with effective
strategies to monitor current claims to detect fraud, take action
when fraud occurs, prepare for a disciplinary action when warranted,
recover the organization’s expenses, and mitigate future losses. Case
studies illustrate such key processes as conducting the investigation,
types of disciplinary actions, appeals and criminal prosecution.
Christopher Boucher • Director of Human Resources, Port of
Oakland || Margaret Ramirez • Human Resources and Risk
Manager, Contra Costa Water District
605
23
Harassment and Social Media: The New Workplace
Frontier
Rein in employee use of social media as a harassment
tool without violating employee rights.
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Recent case law examples demonstrate how employees’ Facebook
and other social media postings have come into play in harassment
lawsuits. No longer confined to the workplace, “virtual harassment”
can take place everywhere. Minimize problematic employee use of
social media while still maintaining their rights to protest working
conditions, free speech and privacy in accordance with recent CA law
developments and NLRB and court decisions.
Rarely taught in leadership, management or HR courses, most HR
Practitioners struggle to accurately identify problems. Learn how
to define problems correctly to save time and money for your
organization. Begin with whether the problem is worth solving, then
frame it in a way that gets the attention, buy-in, budget and support
from your CEO.
Michael Cooper • Executive Coach, Facilitator & Trainer,
Innovators and Influencers
Jane Kow • JD, Employment Attorney, HR Law Consultants
606
Building Smart Companies: The Open-Book
Solution
Discover your role in the implementation and success of
open-book management at your organization.
Open-book management gets everyone on the same page by giving
them the same information. The result? Engaged employees who
understand the business, care about success and are willing to work
together to make things happen. Use the three foundations of openbook principles — transparency, joint accountability and shared
economic success — to improve the bottom line of your organization
and the lives of its people.
Bill Fotsch • Founder and Head Coach, Open-Book Coaching
609
Four Key Aspects of Diversity: Developing a
Strong Program
Increase the effectiveness of your diversity programming with
four key actions.
Leverage four key aspects of diversity programming for greater
success, including the expansion of diversity to include equity and
inclusion, creating executive-sponsored, cross-departmental entities
that own the work, holding managers accountable for creating
equitable and inclusive environments for their teams (including
recruitment and promotion activities), and having paid staff to
guide the work who have the right knowledge, skills, and experience
regarding adult education, the study of privilege, and program
design/delivery.
Joshua Ramey-Renk, SPHR || Jessica Ronald • Diversity
Effectiveness Representative, Sierra Club National HQ
Beyond Workforce Planning: Using Disruptive
607
Technologies for Workforce Optimization
Leverage Big Data and other cutting-edge tools for optimal
results.
You have a myriad of tools and methodologies at your fingertips for
managing the entire employee lifecycle. HR has entered the era of
Big Data with new technologies to collect and analyze workforce
data. Identify the key drivers of business metrics and make predictive
improvements to talent investments using the proper tools and a
proven workforce optimization framework.
Gene Pease • Founder and CEO, Vestrics
608
Effectively Analyzing and Defining HR Problems
to Get Results
Get the support of your CEO and save time and money by
properly defining a problem at the outset.
610
The Gamification of Recruitment, Talent
Development and Training
Identify the many benefits of gamification as applied to HR, and
find out how to bring gamification to your organization.
A Gallup poll revealed that 70% of US employees are disengaged
in the workplace setting. Gamification makes use of game design
elements in a non-game context to spark significant improvement
in employee engagement in all aspects of a company’s operations.
Discover how to use gamification to bring new life to the recruitment,
onboarding and training aspects of talent development — allowing
your company to better engage, teach, entertain and measure
employees for the benefit of all stakeholders.
Mario Herger • CEO, Enterprise Gamification Consultancy LLC
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611 Addressing Bias Through Leadership Development
Align your leadership strategies with the latest findings from the
field of neuroscience.
Women hold fewer than 1 in 4 corporate leadership positions even
though they outnumber men in the workplace. Diversity programs
need an entirely new model of what leadership success looks like,
and to address unconscious bias against right-brain thinking — a way
of thinking much more common among women than men. Find out
how to assess your own leadership development program for bias in
all its forms and what to do about it.
Silvia Damiano • Founder and CEO, About My Brain Institute
5:00PM - 6:15PM
The Rise: Creativity, the Gift of Failure, and the
Search for Mastery
Session Sponsored by ClearPath Workforce Management
Change the way you think about creativity, innovation and
mastery and discover a surprising path to success.
Where do new innovations—new ideas—spring from? It’s an
enduring enigma, but, in this exquisite talk, Sarah Lewis offers
a new understanding of what enables creative endeavors.
What really drives iconic, transformational change on both
a personal and an organizational level? From Nobel Prizewinning discoveries to new inventions to works of art, many
of our creative triumphs are not achievements, but are
conversions, corrections after failed attempts. Drawing on
figures such as Frederick Douglass, Angela Duckworth, J. K.
Rowling, and others, Lewis reveals the importance of play, grit
and surrender.
EVENING ACTIVITIES
SHRM TOWN HALL, SPONSOR RECEPTIONS, DINNER MEET-UPS
H R
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701 When Cash is King: Executive Pay Strategies
Draw on the right data to construct compelling presentations to
justify executive compensation levels.
The Board of Directors bears responsibility for ensuring their
executives are paid neither too much nor too little, and in compliance
with a variety of regulatory requirements. Without solid, relevant
labor market data, this is a big problem with potentially disastrous
ramifications. Find out how to use data from multiple published
surveys and publicly available sources to effectively analyze and
compile top-notch presentations about executive compensation.
Shari Dunn • Managing Director and National Practice
Leader, Arthur J. Gallagher Human Resources &
Compensation Consulting Practice
Keynote • Sarah Lewis
25
WEDNESDAY | MARCH 4
2 0 1 5
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702 Closing the Confidence Gap Using Improv
Apply the 12 basic principles of improvisational theater to
NC organizational systems for greater business outcomes.
“I believe that the most important single thing, beyond discipline and
creativity is daring to dare.” - Maya Angelou. Confidence matters as
much as competence. Yet, research illustrates women underestimate
their abilities while men overestimate them - resulting in career risks
at both ends of the spectrum. Through a series of active, experiential
exercises, combined with human development theory and thoughtful
debriefing sessions, you’ll discover your inner strength and courage,
and learn new methods for helping yourself and others to conquer
self-doubt, increase confidence and embrace intelligent, courageous
risk-taking.
Yael Schy • Principal, Dramatic Strides Consulting
UNLESS OTHERWISE NOTED, ALL SESSIONS QUALIFY FOR SHRM PROFESSIONAL
DEVELOPMENT CREDITS AND GENERAL HRCI RECERTIFICATION CREDITS.
FULL CONFERENCE ATTENDEES CAN EARN UP TO 16.75 CREDITS.
Fulfills requirements for
Minimum Continuing
Legal Education Credit.
Pending Approval.
Fulfills Strategic
Management requirements
for SPHR recertification.
Pending Approval.
Fulfills requirements
for PHR-CA/SPHR-CA
recertification.
Pending Approval.
High-level content,
significant experience with
subject recommended.
Pending Approval.
Fulfills International
requirements for
GPHR recertification.
Pending Approval.
NC
Does not
qualify for
HRCI credit
well as those of many states.
California employment laws are unique in many areas, including
leave laws, hiring, terminations, exempt status, non-exempt rights,
and the list goes on. Avoid the pitfalls of practicing HR in California
by increasing your knowledge of California-specific employment law
requirements. Find out how these requirements differ from federal
law and other states’ laws, and successfully apply these differences
to everyday HR practice.
Brian Nagatani, Esq. • Partner and Co-Founder, Hixson
Nagatani LLP || Mary Wang, Esq. • Partner, Hixson Nagatani
LLP
705 Achieving Flow in the Workplace
Break out of conventional work patterns and find flow in the
workplace to increase productivity, creativity and job satisfaction.
The Evolution of Competency in HR and the
703
Implications for the New SHRM Certification
NC
Understand the evolution of HR as a strategic partner and
the requirement of business leaders that HR professionals be
apply their HR knowledge to real business problems.
Business today demands HR professionals that can effectively take
their HR knowledge and apply it with impact to both existing and
future opportunities and problems. As the profession evolves, the
need for competency certification increases to ensure the profession
meets that need. The new SHRM-Certified Professional and SHRMSenior Certified Professional will become the standard for the
profession. Develop an understanding of the evolution of competency
in HR, learn about the new SHRM Competency Certification, and
understand the impact to existing HR certification holders.
Jon Decoteau • Divisional Director – West, SHRM
Only in California: Critical Differences You Need to
704
Know
Get up-to-speed on the latest California employment
laws and explain how they differ from federal laws, as
Has spoken at
SHRM Conference
Most organizations want to drive innovation, creativity, productivity,
and morale, but are held back by conventional practices or a lack
of ideas about how to make it happen. The flow state is a powerful
enabler for achieving these goals. Break through self-limiting beliefs
to achieve the flow state in the workplace and make work effortless,
increase creativity, generate new ideas, and enhance overall job
satisfaction.
Adrian Tay • Breakthrough Instructor, Flow Agent and Founder,
Ministry of Flow || Michael Cooper • Executive Coach, Facilitator and
Trainer, Innovators and Influencers
706
HR M&A: Integrating Cultures and Leveraging
Diversity
Capitalize on cultural integration and diversity during
mergers and acquisitions for better performance and greater
long-term success.
Faced with the challenge of bringing two organizations together
following an acquisition, how do you move beyond onboarding to
achieve the long-term value? The biggest pitfall is a lack of cultural
integration. Discover the three layers of culture that provide key
insights, and combine these with specific activities to lead successful
cultural change within your organization.
Shari Yocum • Managing Partner, Tasman Consulting
Was or is an
HR Practitioner
talent management and engagement
compensation, benefits and hris
general hr
employment law and legislation
leadership and management
employee and labor relations
business
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9:15AM - 10:30AM
801
Live Well, Work Well: The Importance of a
Wellness Strategy
in significant costs associated with unpaid overtime, penalties and
fines. Address this shortfall by updating your knowledge of key
concepts, criteria in determining status, and several other critical
considerations.
Lauraine Bifulco • President and Owner, Vantaggio HR Ltd
Improve employee engagement and productivity with costeffective wellness strategies.
Rising health insurance costs have negatively impacted the bottom
line, while the top line has been impacted by employee illness
that contributes to absenteeism and reduces both productivity
and innovation. Organizations using wellness as a strategy see
consistently and dramatically improved company cultures. Design
(or redesign) your company’s approach to wellness by creating and
growing funding sources and incentives, expanding the wellness
team, and implementing a program that fits your company.
Andrea Bloom • Founder and CEO, ConnectWell, Inc.
802
Taming the Technical Challenges of Global Talent
Management
804 The Morning After: Post-Investigation Challenges
Address questions and challenges that inevitably arise in the
post-investigation environment.
A whole new set of challenges and questions come up in the wake
of a completed workplace investigation. Who should be told what?
Who should see the report? What documentation should be given
to complainants and their attorneys? What documentation should
be given to respondents and their attorneys? If the parties are to
continue working together, what communication should occur?
Discover answers to these questions and develop a successful
strategy for the post-investigation environment.
Geralynn Patellaro, Esq. • President, Building a Better Workplace
|| Jeanine Debacker, Esq. • Attorney, McPharlin, Sprinkles &
Thomas, LLP
Discover how Bay Area companies have navigated the wild
landscape of talent management in a globalized world.
Talent management is an integrated set of processes, programs and
cultural norms designed to attract, develop, deploy, and retain talent
to achieve strategic objectives and meet future needs. Panelists from
well-known Bay Area companies share insights and experiences
on how they handle the technical challenges of global talent
management, includinghow to attract talent in a tight labor market.
You’ll leave this session with successful HR strategies for handling
global assignments, talent acquisitions and repatriation.
Kenneth Guilfoyle, GPHR • Global Employer Services
Director, BDO USA, LLP
803 Exempt or Non-Exempt? That Is the Question!
Reduce exposure to wage and hour claims and audits
with best practices regarding exempt/non-exempt
classifications.
California’s Wage and Hour Board is cracking down on employers
who misclassify employees’ exempt status. Failing to understanding
the criteria established by the state and federal government results
27
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805
Holding Employees Accountable for Disruptive
Behavior...Legally
Identify the early warning signs and risk factors
associated with a troubled employee and address these
issues successfully while complying fully with the law.
Organizations face an increasing number of employees who
demonstrate violent tendencies or troubling behavior. When
addressing such issues, you must balance compliance with your
code of conduct, protecting the safety of employees and complying
with complex disability laws. Learn to identifying the early warning
signs and risk factors, evaluating the behavior in light of concerns
about safety, health and disability laws, and address the behavior to
minimize safety problems and potential legal fallout.
Stephen Hirschfeld, Esq. • Co-Managing Partner, Hirschfeld
Kraemer LLP || Glen Kramer, Esq. • Co-Managing Partner,
Hirschfeld Kraemer LLP
“Strong, relevant topics and great speakers.”
806
Virtual Success! Managing a Staff That Works
Remotely
808
Performance Management That Drives Business
Results
Effectively manage a remote workforce using the newest tools
and technologies.
Increase participation in your performance management process
from 25% to 100%.
Telework has grown nearly 80% since 2005, and 79% of US workers
say they would like to work from home at least part of the time.
Employees who telecommute are 13.5% more productive and quit
their jobs at half the rate of office-based employees. Discover how
to move towards a more virtual workforce based on PeopleG2’s
transition from brick-and-mortar to a largely virtual company.
How do you get C-suite leaders to adopt, shepherd and mandate the
use of your performance management system? Whether using an
automated system or a paper system, discover cutting-edge ideas
for getting the most out of your performance management tool, and
include metrics and measurements to ensure you are meeting the
business objectives. Leave this session able to speak performance
management from the business perspective so that your leaders will
understand, act and enforce your process.
Chris Dyer • CEO and Founder, PeopleG2
807 Jumpstarting Your High-Potential Program
Align your high-potential development efforts with your
overall talent management strategy to achieve better
outcomes.
Before PG&E developed their high-potential program, each line of
business independently managed its high-potential talent, resulting
in inefficiencies and missed opportunities. Learn first-hand lessons
for leveraging the partnership between your high-potential and HR
business partner teams to maximize the use of talent across your
organization. It involves identifying a manageable high-potential
population your organization can support and creating a highpotential development blueprint.
Heidi Schisel, SPHR • HR Business Partner, Pacific Gas & Electric
Company || Marion Moreno • Senior Manager, Leadership &
Career Development, Pacific Gas & Electric Company
Jeffrey D. Sanders, M.Ed., SPHR-CA • Founder, J.D. Sanders
Consulting || Jeff Hunt • CEO, GoalSpan
809 Mediation: A Powertool for HR
Resolve internal workplace conflicts with mediation to avoid
litigation costs and maintain a healthy, productive work
environment.
Conflict in the workplace is inevitable, which is why you need to pull
the right tool out of your HR toolbox to address it. Allegations of
harassment, hostility or bullying require investigations and hearings
for legal and policy violations, but mediation is the tool needed to
resolve conflict. Find out what mediation is, what it involves, when it
is best used, and how it saves companies hundreds of thousands of
dollars each year.
John Ford • Owner, John Ford and Associates
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professionals would like to be involved in a mentoring program,
yet only 29% work in companies that currently offer mentoring
programs. Design and implement strategic mentoring to align the
priorities of your organization with the potential of your people.
Ann Tardy • The Mentoring Pro, LifeMoxie Mentoring
11:00AM - 12:30PM
901
New Developments in Commission-Based Pay:
Avoiding Traps
Manage the risks of commission-based compensation
with written commission plans that are well-crafted and
properly implemented.
810
Establishing a Framework for Assessing and
Developing Talent
Establish a comprehensive measurement strategy that drives
cohesive and actionable workforce planning.
Workforce planning and analytics have long been considered
important, but cannot be fully engaged without a solid foundation
of identifying the data that’s truly valuable. Apply the Talent
Assessment & Development (TAD) Framework to align everything
from job design, internal and external recruiting, and individual
assessment and development. Use this “meta-framework” to
accurately forecast workforce size, recruiting demands, mobility
options, organizational designs, budgets, and more.
Al Adamsen • Founder & Executive Director, Talent Strategy
Institute
811
Standing on the Shoulders of Giants: Developing a
Formal Mentoring Program
Leverage the muscle of mentoring to boost employee
engagement and success.
Studies show that workers who receive real mentoring greatly
increase their opportunities for promotion, yet only 56% of
organizations have a formal mentoring program. In fact, 83% of
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Recent California legislation and court opinions impose new
restrictions for paying employees on commission, while employees
creatively devise new legal challenges to commission plans. To avoid
the risk of costly wage claims, organizations with commission-based
employees must update their knowledge of applicable regulations
and the latest legal developments. Receive concrete guidance for
drafting commission plans that include clear terms, cover all the
pertinent details, and are issued with the right timing.
Michael Westheimer, Esq. • Shareholder, Buchalter Nemer
902
Improving Strategic Organizational Results with
Six Sigma
Apply the Six-sigma DMAIC Model to ensure success of
initiatives across global locations or globally diverse
departments.
Successfully using the DMAIC Model (Define, Measure, Analyze,
Improve, Control) for HR measurement depends on effective
collaboration and team interaction across non-native and native
English speakers. Find out how to apply global HR measurement to
developing initiatives, policies and processes, and use HR metrics
to communicate the effects of HR on organization and business
outcomes. Leverage the DMAIC model repeatedly in global HR team
contexts for success.
Lorelei Carobolante, MBA, GPHR, SCRP, SGMS-T •
President and CEO of G2nd Systems
MEET YOUR
EMCEE!
903
PORTER GALE is a local networking & marketing expert and the former
VP of Marketing at Virgin America. A world-renowned branding leader and
award-winning author, Porter has been a keynote speaker at numerous events,
including Women 2.0, TEDx, SHRM Arizona, and The THINK Conference.
California Employment Law Update: An
Interactive Q&A
Examine the latest legislative and case developments
and ask your toughest California employment law
questions.
Ignorance may be bliss for some, but it is not an option when it
comes to employment law compliance. You are expected to stay
current with the most recent changes and know how to apply those
laws to what happens in your company. After a brief recap of state
and federal legislation and regulations effective in 2015, the session
will then adopt a town hall meeting format to field your questions.
context to overhaul both recruitment and employee engagement.
Hackathons originated with coders, working in distributed
environments to come together to learn, build, and create. Core
to start-ups, hackathons are rapidly gaining traction beyond tech
applications. Experience the energizing and innovation-inspiring
nature of hackathons to boost performance and engagement both in
HR and throughout your organization. Utilize hackathon principles,
such as mixed teams and time constraints, to your advantage in
HR applications, including sourcing candidates, developing teams,
training for emotional intelligence and more.
Wai Poc • Executive Coach, Unleashed Leaders || Daniel
Martin, Ph.D. • Director of Research, Charter for Compassion
Susan E. Bishop • Partner, Berliner Cohen || Kara L. Arguello •
Attorney, Berliner Cohen
904
Controlling Rising Healthcare Costs to Retain Top
Talent
Make a plan for managing rising healthcare costs while
maintaining a robust, competitive benefit offering.
The average worker in California pays more than $5,200 annually for
employer-sponsored family care. As an employer, your share is 2-3x
that. How can you continue to offer a rich benefit package to attract
top talent? Take an in-depth look at the trends driving healthcare
costs, examine case studies showing how some employers are
bending the cost curve, and prepare for your next conversation with
senior management about employee benefits in 2016.
Dr. Carvel Tefft • Vice President, Medical Group Services, Hill
Physicians Medical Group || Mark Topash • VP of Contracting, Hill
Physicians Medical Group
905 HR’s Newest Cutting-Edge Tool: The Hackathon
Leverage the power of hackathon principles in the HR
906 Influencing Executive Leadership for Results
Effectively communicate with executive leaders using MBTI and
DiSC.
Whether you have a seat at the executive table or not, you must
understand the typical executive leader and assess those who are
more difficult to influence. Discover classic tools, such as MBTI
and DiSC, body language and meta programs, and learn how to
effectively communicate with and influence your executive leaders.
You’ll leave the session able to tailor your communications to specific
profiles.
Jana Anders, SPHR • President, Emergent Leadership LLC
907
Coloring Outside the Lines: Creating a New HR
Experience
Shift your role from department to strategic partner by
focusing on what matters most — the customer, which
includes your employees.
When you focus on the HR experience, employees become more
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B R O C H U R E
30
PROFESSIONAL
HEADSHOTS
A professional photographer will be onsite to take your
headshot. Great for your LinkedIn profile or business card.
You only pay for what you order.
SPONSORED BY WORKPLACE ANSWERS
engaged at what they do and ultimately have a profound effect on
the internal/external customer. Discover motives for being more
creative as a change catalyst and find out how to establish alliances
internally and externally to achieve your goals and objectives. You’ll
leave the session prepared to make the shift from HR department to
HR strategic partner.
Jeff Tobe • Primary Colorer, Coloring Outside the Lines
Fixing Broken Performance Management: One
Company’s Journey of Transformation
908
Identify the key drivers that inform the creation of a new
performance management process and appreciate the
importance of ongoing feedback and coaching.
Data shows that performance management (PM) is one of the
most maligned processes in corporate America, with only 23% of
HR personnel believing that their PM process accurately reflects
employee contributions and only 55% of employees believing their
PM system is fair. Autodesk scrapped both performance ratings and
yearly reviews in favor of creating a culture of ongoing feedback and
coaching. Find out about the challenges and opportunities in making
such a major change.
Jonathan Levy • Director, Training and OD, Autodesk || Mari
Capps • Training and OD Consultant, Autodesk
909
Individual Employee Preferences and Optimal
Engagement
Value difference at the level of individual employee preferences to
dramatically increase engagement in the workplace.
Without understanding and adapting to individual employee
preferences (and how they show their engagement), organizations
cannot develop comprehensive employee engagement strategies
31
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that will actually work. Discover the importance of offering
development opportunities to your employees to increase their own
self-awareness, as well as how to keep the individual at the heart of
the work rather than viewing employees as a unified group.
Rick Kneuven • Western US Business Development Director,
Insights Learning and Development
UNLESS OTHERWISE NOTED, ALL SESSIONS QUALIFY FOR SHRM PROFESSIONAL
DEVELOPMENT CREDITS AND GENERAL HRCI RECERTIFICATION CREDITS.
FULL CONFERENCE ATTENDEES CAN EARN UP TO 16.75 CREDITS.
Fulfills requirements for
Minimum Continuing
Legal Education Credit.
Pending Approval.
Fulfills Strategic
Management requirements
for SPHR recertification.
Pending Approval.
Fulfills requirements
for PHR-CA/SPHR-CA
recertification.
Pending Approval.
High-level content,
significant experience with
subject recommended.
Pending Approval.
Fulfills International
requirements for
GPHR recertification.
Pending Approval.
NC
Does not
qualify for
HRCI credit
911
True or False? All Hiring Assessments Are Created
Equal
Identify and evaluate a variety of hiring assessment tools to
optimize performance prediction and minimize adverse
effects in hiring.
910
Pay Attention to the NLRB, Whether You Have a
Union or Not
Take an in-depth look at recent NLRB rulings that apply to
non-union employees, including greater scrutiny of
employee handbook language.
It is widely misperceived that non-unionized employers need not
worry about the National Labor Relations Board (NLRB). However,
the National Labor Relations Act applies to all employees, not just
to unionized employees. Identify the limitations and prohibitions
laid out in organizational policies — from dress codes to disruptive
behavior to social media use — and get familiar with available tools
and appropriate responses to modify current policies and practices
for compliance.
Bruce Sarchet, Esq. • Attorney, Littler Mendelson
Relying on well-known assessments does not necessarily
guarantee hiring success. Research is crystal clear on what
specific characteristics make certain assessments better. Examine
prevailing research findings (and debunk some common myths)
on the effectiveness of various assessment strategies. You’ll leave
the session armed with critical knowledge to systematically and
objectively select top-performing employees and ensure maximum
ROI using a carefully selected assessment instrument.
Stephen Jeong • Managing Partner, Waypoint People Solutions
12:45PM - 2:00PM
NETWORKING LUNCH
Sponsored by Lockton Insurance Brokers
2:00PM - 3:15PM
Keynote • Richard Pimentel
Leading Strong in the Face of Disability
Session Sponsored by Halogen Software
NEW FOR 2015
HR WEST APP!
Download the HR West App
for your smartphone and get
all the conference details at
your fingertips.
Address modern workplace disability challenges and lead
your organization to success.
Managing today’s wide-ranging disability employment
issues is one of the most important challenges organizations
face today. Get inspired by Dr. Pimentel’s personal story of
triumph, and develop a strong leadership response to issues
surrounding the Amended ADA, OFCCP guidelines, veterans in
the workforce, disability management, and more. You’ll leave
the session ready to lead your organization to a successful
outcome.
3:15PM
Has spoken at
SHRM Conference
Was or is an
HR Practitioner
GRAND PRIZE DRAWING
Sponsored by Jobvite
CONFERENCE CONCLUDES
talent management and engagement
compensation, benefits and hris
general hr
employment law and legislation
leadership and management
employee and labor relations
business
H R
W E S T ®
2 0 1 5
B R O C H U R E
32
SPECIAL
ROOM RATE
FOR CONFERENCE ATTENDEES
$199
SINGLE/DOUBLE
OCCUPANCY
VALID THROUGH FEB 7, 2015
Scan the qr code to Book Room Online
Or Call Toll Free: 1-800-991-7249
directions & accomodations
OAKLAND CONVENTION CENTER • 550 10th Street, Oakland, CA 94607 • (510) 466-6455 • oaklandconventioncenter.com
Hotel, Conference, Parking
All Under One Roof!
Located in the heart of downtown
Oakland, and in the geographic heart
of our membership, the Oakland
Convention Center is a world-class
exhibition hall attached to the
beautifully remodeled City Center
Marriott.
The Convention Center is easily
accessible by all major freeways, has
onsite parking, and for those wanting
to explore downtown San Francisco,
the Bay Area Rapid Transit station is
located right across the street and
can take you there in only
12 minutes.
PARKING
DIRECTIONS
The parking garage is attached to the
Convention Center/Hotel. Enter on 11th
street. Rate is $24 per day, no in/out
privileges. Or you may valet at the hotel
entrance for $33 per day with in/out
privileges.
FROM SAN FRANCISCO
Take I-80 East to Bay Bridge. Take 580
East to 980 West toward Downtown
Oakland. Take 11th/12th Street exit. Turn
left on 11th St. Parking garage is four
blocks ahead on the right.
PUBLIC TRANSPORTATION
FROM SACRAMENTO
Take I-80 West to 580 East to 980 West
toward Downtown Oakland. Take 11th/12th
Street exit. Turn left on 11th St. Parking
garage is four blocks ahead on
the right.
Take BART to the 12 St. Station, walk
up the 11th St. steps.For complete
information on all forms of Bay Area
public transportation, visit http://511.org/
or dial 511 toll-free.
th
HOTEL
Oakland Marriott City Center
(Adjoining the Convention Center)
1001 Broadway • Oakland, CA 94607
P.: (510) 451-4000
FROM SAN JOSE
Take 1-880 North. Exit Broadway and
turn right. Turn left on 10th St., right on
Clay St., then right on 11th St. Parking
garage entrance is on 11th St.
R
EASY WAYS
TO REGISTER:
1. ONLINE at www.hrwest.org.
2.FAX this form to (415) 291-0217.
3.CALL 415-291-1992.
Name
4.MAIL this form to NCHRA:
233 Sansome Street, Suite 508
San Francisco • CA 94104-2305.
E
G
I
S
T
R
R E G I S T E R O N L I N E AT
Designation
A
T
I
O
w w w. h r we s t .o r g
I have enclosed payment of $
Company/title
Check enclosed (payable to NCHRA. Tax ID#94-6103023)
Street
Charge my:
City
State
Phone
Fax
N
Zip
Visa
Mastercard
American Express
Credit card number
Expiration date
Name on card
Email
Discover
Security/cvc code
Billing address
I’m registering for:
Full Conference (FC)
HRCI’s PHR/SPHR
HR University
HR Hack
City
State
Zip
SHRM-CP/SHRM-SCP
FC + HR University
MEGA DEAL
FC + Certification Preparation
Signature
HR WEST CANCELLATION/TRANSFER POLICY
• Cancellations must be in writing and faxed to 415.291.0217 or emailed to [email protected].
• Full registration fee minus a $75 processing fee will be refunded for cancellations
received prior to January 19, 2015.
• Fifty percent (50%) of the registration fee will be refunded for cancellations received
from January 19 – February 1, 2015.
H R
Full Conference
(FC)
W E S T ®
HR University
• Cancellations received February 2, 2015 and after are not refundable.
• Transfers are available and encouraged in the event of an unavoidable inability to attend.
If an NCHRA member transfers his or her registration to a nonmember, the nonmember
must do one of two things: Pay the difference of the NCHRA member and nonmember
price at the time of transfer or become an NCHRA member at the time of transfer. To
transfer a registration, call 415.291.1992.
2 0 1 5
P R I C I N G
MEGA DEAL • Save big when you add on to the Full Conference
Certification Preparation
SHRM-CP/SHRM-SCP
HRCI’s PHR/SPHR
M
J
G
M
J
G
M
thru 1/29
$797
$964
$992
$595
$762
$790
$845
$1012 $1040
$845
thru 2/18
$829
$996
$1024
$595
$762
$790
$845
$1012 $1040
thru 2/26
$929
$1096 $1124
$595
$762
$790
$845
$1012 $1040
J
G
M
Add HR University
Add Certification Preparation
M
J
G
M
J
G
$1012 $1040
+$395
+$395
+$395
+$645
+$645
+$645
$845
$1012 $1040
+$395
+$395
+$395
+$645
+$645
+$645
$845
$1012 $1040
+$395
+$395
+$395
+$750
+$750
+$750
J
G
M = Member J = Join Now! (Join Now rates include a one-year NCHRA Membership) G = General
hrwest.org
Oakland Convention Center
MARCH 2-4
The National Conference That’s Local
(415) 291-1992
www.nchra.org
[email protected]
233 Sansome Street, Suite 508 • San Francisco • CA 94104-2305