Presented in partnership with Sponsored by Integrated Employer Solutions
CT SHRM HR Council and Murtha Cullina
CBIA’s 2014 HR Conference provides a fresh perspective on the most important topics in human resources and gives you a great opportunity to network with your peers. We’ll start the day with a look at what lies ahead for HR professionals, followed by breakout sessions that address the most serious HR issues. And don’t miss our summary of HR-related legislation under discussion by the Connecticut General Assembly.
8:30 am: Opening remarks & keynote
Future Business Trends for HR Management
Jennifer Schramm, Manager, Workplace Trends and Forecasting, Society for Human Resource Management
What are the key trends that will impact the workplace and the HR profession over the next several years? National SHRM has once again asked HR practitioners to offer their opinions in our 2013–2014 Workplace Forecast. In addition to looking at the trends and issues identified in the latest biennial Forecast, this presentation explores the context in which they are taking place. Participants will leave with a clearer sense of the challenges ahead and the strategies they need to leverage as business partners in their organizations.
9:30–9:45 am: Break
9:45–10:45 am: Concurrent sessions
Benefits: What to Prepare for in 2015
Michelle Zettergren, Senior Vice President, Chief Sales and Marketing Officer, ConnectiCare, Inc. & Affiliates
HR professionals have been front and center in the implementation of the Patient Protection and Affordable Care Act. Keeping pace with the law is a continuous challenge as companies seek to understand how their benefits strategy will be affected now and in the future. Join us for an insightful analysis of what you need to do, or should be aware of, for your organization’s benefit plans in 2015. From a changing delivery system to the impact of private exchanges, this session offers valuable information to help you effectively navigate the current health care environment.
Dealing with Dysfunctional Workplace Behavior
Kenya J. Rutland, Chief Enthusiasm Officer, KJR Consulting - Learning & Development Catalysts
“People are hired for their talents and fired for their behavior!” Many managers have had the unfortunate reality of validating this old adage. They often spend significant time trying to address negative behaviors, possibly neglecting other staff. Identifying these behaviors and addressing them early can prevent long-term impact on performance and morale. This facilitated discussion will highlight three toxic behaviors to guard against and prevention strategies to improve and maintain a healthy workplace.
10:45–11 am: Break
11 am–noon: Concurrent sessions
Recruiting in 2014—Strategies for Success
David Lewis, President & CEO, OperationsInc
As businesses look to hire new talent they’re faced with more options than ever before, making the recruiting process that much more challenging. How do you best communicate your needs in a way that helps you stand out and secure the responses you’re seeking? In this fast-moving session, we’ll help you narrow the field, identify the pros and cons of your choices, and talk strategy—all with the goal of simplifying a seemingly complex process.
• The Big Boards: Monster, CareerBuilder, Indeed and others, focusing on the assets each offers • LinkedIn: an overview of how to effectively use the site to source, research, and recruit • Niche Players: an overview of the market of boards that focus on regions, industries, professions • Posting 101: the dos and don’ts of job postings, and other tips to ensure success.
Audit/Evaluate/Modernize Your HRIS Systems
Robin Imbrogno, President and COO, The Human Resource Consulting Group, LLC
Selecting and implementing an HRIS system is the decision that keeps giving. But, will it give unending heartache or make your HR department an example of company efficiency? Join us for a thoughtful discussion on how to make systems selections effectively and determine what technologies are within your budget. Determine how HRIS, applicant tracking, performance management, time and attendance, and benefit enrollment systems can dramatically improve your throughput.
Noon–1 pm: Lunch
1–2:30 pm: Concurrent sessions
Leadership, Self-awareness, and the Role of HR
Wilfred B. Brewer, President, Performance Solutions Group, Inc.
HR directors can play a key role in developing a company’s leaders, but to do that, they need the right tools, including methods to measure and expand emotional intelligence. Join us for a discussion of case studies and action steps HR can take in maximizing the leadership potential of their managers by developing their emotional intelligence.
Wage and Hour Review and Update
Hugh F. Murray, III, Partner, and Stella Szantova Giordano, Associate, Murtha Cullina
Ronald Marquis, Assistant Director, Wage & Workplace Standards Division, Connecticut Dept. of Labor
The laws regulating minimum wage and overtime have been around, in essentially their current form, for over 75 years. No one managing a business in the United States has ever known a different wage and hour legal structure in this country. Yet lawsuits for wage and hour violations continue to be the number-one legal headache facing businesses, at least in terms of number of claims and dollars paid out every year. Enforcement by state and federal agencies and by private lawsuits continues to be an expensive distraction for employers who are not in compliance with the law. Our program will endeavor to insulate your organization from such problems by reviewing the most costly mistakes/issues and recent developments in the following areas:
• Employee status—When is a worker an “employee” as opposed to a volunteer or independent contractor? • Joint employment relationships • Internship programs • Exemptions from overtime pay • Payroll deductions • Child labor rules • Proper recordkeeping
Our program will be informative and, despite the sometimes dry subject matter, very entertaining. And it may just save you a lot of money.
How to Create, Develop, and Modernize Your Performance Bonus Plan
Jason Adwin, CCP, Vice President, Sibson Consulting, A Divison of Segal
Join us for this unique and very interactive presentation and get your compensation incentive plan critiqued by a national expert. Your plan will be analyzed, and suggestions will be made for improvement. In this two-part program, we’ll first take a look at how companies can best use incentive plans to develop a compensations strategy that engages workers and positively impacts profits. In the second part, we’ll take a look at the individual plans submitted by participants to see how they have successfully done so or how they could adjust their plans to achieve greater success.
(Please note that due to the review of plans, the number of participants will be limited, on a first sign-up basis.)
2:30–3:15 pm: Closing Session
2014 State of Connecticut Legislative Session Update
for the HR Professional
Eric Gjede, Assistant Counsel, Connecticut Business & Industry Association
This program has been approved for 5 (General) recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute.
The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.
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