Thursday, October 1

10:30 am - 12:00 pm Concurrent Workshops

Effective Rewards Strategies For Difficult Economic Times - Approved for 1.5 GPHR credits
Track: Global Perspective
Organizations have been faced with financial ups and downs through the 1990s and into this decade. The need to deal effectively with a dynamic environment has made the development of a robust long-range compensation strategy that works in different economic environments critical. But tactical plans must also enable the organization to respond to change while attracting, retaining and motivating the talent needed for success. Strategies for effectively defining, measuring and rewarding performance will be presented. Participants will be given the opportunity to express their challenges and to share with each other what has worked and what has not.


Seven Habits of Highly Effective Indian People
Track: Native American - Native Alaskan HR Management
This workshop on the Seven Habits of Highly Effective Indian People is designed to help line staff and managers learn the skills, habits and behaviors to enhance their performance. The seven habits are be proactive,begin with the end in mind, first things first, win/win, seek first to understand then to be understood, and sharpen the saw. This training has been adapted to be more culturally specific for Tribes and Indian organizations. This dynamic training is one of the most powerful and impactful that your staff will experience.


Letting Good People Go Is Hard To Do
Track: Organizational Development
Letting good employees go is one of the most challenges tasks facing human resource professionals today. Come learn from the employment transition expert on how to make this easier for you and your employees. This 'street-smart' pragmatic and emphatic discussion will pay dividends for you today and in the future.


Are you Managing your Military Employees Effectively?
Track: Recruitment and Selection
Employer Support of the Guard and Reserve, ESGR, is a Department of Defense organization. We provide free education, consultation and, if necessary, mediation for employers of Guard and Reserve employees. ESGR's goal is to support America's employers who share their employees with the nation to ensure our national security. We will present the exact brief that all reservists receive prior to leaving for a deployment. You will gain knowledge on reservists prompt reinstatement to work, accumulation of seniority and all other employment benefits, training or retraining for job skills, including accommodations for the disabled veterans and protection against discrimination. Oregon and Washington NG will have 6,000 soldiers deployed during 2009 and 2010.


Workplace Bullying & Risk Management - Familiar or Unique?
Track: Risk Management
This presentation will review:
- behaviors that various individuals, groups and generations consider bullying
- areas of litigation that result from such behaviors, including claims under current employment and tort laws, and
- the current status of national efforts to pass additional legislation (specifically as they affect Oregon and Washington).
This presentation includes a thought provoking review of impacts that will follow passage of additional legislation. Finally, this presentation includes review of the best currently available risk management practices to effectively address such behaviors.


The Generational Impact of Workforce Planning
Track: Total Rewards
The workforce is changing. The need for talent to meet organizational goals is becoming more challenging than ever in a global arena. Private and public sectors are faced with major concerns as the most knowledgeable people are retiring and exiting the workforce and the reality that the education system is producing ill-equipped graduates who are unable to perform adequate reading, writing and arithmetic functions. Businesses are now having to rethink the recruitment, development and retention strategies to not only meet the demands of today, but tomorrow as well. This session is designed to introduce HR professionals to how generational trends impact workforce planning. Learn about some of the most innovative tools, strategies and best practices that are being used to maximize talent of all generations.


Profitable Alternative Work Programs - Approved for 1.5 SPHR credits
Track: Strategic Management
This interactive presentation will teach participants about the most efficient and effective ways to investigate, design and implement a robust alternative work arrangement. (e.g. telework, compressed workweeks.) Topic areas include selecting the specific types of arrangements that match an organization's jobs and people and most effectively maximize the benefits, metrics and ROI of each program, addressing management concerns and training, creating a multi-layered communication model, addressing IT needs and getting buy-in from all levels of management.

1:15 pm - 2:45 pm Concurrent Workshops

Successfully Juggling the Generations in China and India - Approved for 1.5 GPHR credits
Track: Global Perspective
This session will highlight the significant HR challenges posed by the different generations in both China and India and how those challenges impact talent management. We will examine the core values and behaviors that are clashing between the older and younger generations and then explore what leading companies are doing to successfully shape talent strategy and practice.


Tip of the Spear: Leading Your People to Victory
Track: Native American-Native Alaskan HR Management
Whether we're executives at work or parents in the community trying to make a difference, leadership skills are critical to our success. A dynamic blend of humor, practical examples and powerful tools for current and emerging leaders, D.J. uses traditional Native American wisdom to create leaders who are visionary, action-oriented and resilient. Explore the 6 roles of Tip of the Spear leadership: understand the critical need for self-leadership; how to create a high-performance environment; learn powerful ways to build trust, commitment and motivation among your people. Prepare to learn, laugh, and lead your people to victory!


When the Balls Drop-Resolving Generational Conflict
Track: Organizational Development
Generational conflict is a fact. HR professionals have learned the characteristics of the generations, but have you learned what to do when generations collide? In this session you will learn how to address a clash of generational cultures and generational values while maintaining productivity. This session will be interactive and skill building. You will walk away with knowledge of what to do AND how to do it AND an Action Plan.


Economic Impact of Substance Abuse
Track: Recruitment and Selection
Alcohol and drug abuse exact a high economic toll both nationally and in Oregon. ECONorthwest estimated that the costs of drug and alcohol abuse in Oregon totaled approximately $5.9 billion in 2006, or four percent of Oregon's gross state product. Of this amount, $4.15 billion was in lost earnings and productivity. Dan Harmon, Executive VP & General Counsel, Hoffman Construction, and Chair, Associated Oregon Industries, will address substance use and abuse among workers nationally and in Oregon, Hoffman's experience in implementing a drug-free workplace policy, and AOI's legislative agenda in 2009.


Best Practices for Handling Difficult Personnel Issues
Track: Risk Management
This session will focus on hiring without harm, employing without enrage and terminating without tears. Attendees will learn about the 'best practices' in the hiring and termination process, including a 'top ten' list of common mistakes made by human resources and other managerial personnel. Hypothetical scenarios in various aspects of the employment process (hiring, disciplining and leaves of absence, etc.) will be presented for consideration and review, and practical suggestions for dealing with each. A review of the decisions and opinions issued by courts since the passage of the ADA Amendments Act of 2008 and the new FMLA regulations will also be discussed.


Not Good People - Not Bad People, Just Different
Track: Organizational Development
In today's workforce, there are often four generations, and sometimes five, all with generationally based expectations. Each generation has varying needs and desires regarding total compensation, flexible work schedules, promotional opportunities, and work-life balance. While each generation presents varying challenges for management, there is no "good or bad" generation - they are just different. Learn how to strategically leverage the best of each generation by building trust and respect through dynamic leadership. Explore methods for developing future leaders who will recognize the necessity of managing up to five generations in future work places.


Making A Case For Business Acumen - Approved for 1.5 SPHR credits
Track: Strategic Management
According to the January 2008 survey by the Institute for Corporate Productivity (i4cp), the topic of Business Acumen has a moderate to high impact on both individual contributors and managers. This survey indicates that over 35% of the respondents say it is HR's responsibility to sponsor learning solutions for business acumen gaps, followed by 30% who claim Learning and Development is responsible to bridge these gaps. Regardless of whose doorstep this issue is placed upon, it is imperative that HR has a solid understanding of the skills required to manage in today's workplace. This presentation will focus on the topic of Business Acumen both in terms of definition, as well as tools to enhance operational excellence in the workplace. The topic of Strategic Thinking and Strategic Action will also be explored, using the concepts of Core and Edge behaviors. Finally, the concept of creating and presenting a Business Case will be explored, with examples of how HR can utilize tools such as business cases to demonstrate Business Acumen.

3:15 pm - 5:15 pm Concurrent Workshops

The Global 20 - Approved for 2 SPHR and GPHR credits
Track: Global Perspectives
This workshop provides a comprehensive review of how workforce management changes as business expands overseas. The Global 20 suggests a template based approach to assessing workforce opportunities and challenges when moving outside the home country is of more value to a firm than traditional models. This workshop presents participants with a template of the 20 most important things that impact a company's return on total capital when moving from domestic to global operations. It begins with a review of the employer, employee, government, and the HR decision making matrix, illustrating how the impact of these elements changes radically from country to country.

Creating a Healthy Organization
Track: Native American-Native Alaskan HR Management
Participants will learn how many issues which you confront in your organization are related to addictive behavior and co-dependency, which are related to the cultural oppression that Native Americans have and continue to impact both employees and the organization/Tribe as a whole. In this workshop you will learn how to identify the dysfunctional behaviors in the workplace which result in high staff turnover, reactive employees, miscommunication and an inconsistent implementation of policies and procedures. There is a solution and it will include a new evaulation system, talking circles and interventions to deal with those who need more intensive healing.


The Business Case for Diversity and Inclusion in the Workplace
Track: Organizational Development
Our world is changing rapidly and so is the population upon which all business will draw for future employees, managers and leaders. Understanding different perspectives about work and life will be crucial to organizational success in the future. The power of this presentation is that we begin our discussion with a macro view of global demographic changes and then dive into our region and the impact of these changes on our workplace. We will also discuss the impact these changes will have on business practices in all fields of endeavor.


Bad Hires: How to Hire Dr. Jekyll, and What to Do if Mr. Hyde Shows Up
Track: Recruitment and Selection
In today's tough economy, companies can't afford to make hiring mistakes. Join us as we discuss the tools available to assist employers in selecting employees based on a broader picture of the candidate and his/her background. We will provide an overview of pre-employment screening by an expert in the employment screening industry, and discuss what insight can be gathered from the process. Because not every hiring decision is perfectly made or can anticipate future issues, we will also explore what to look for during the Introductory Period to better assess 'fit' and the potential for long-term success. Discover options for reframing the situation, and learn how to know when it is hopeless. Get advice from a Northwest Employment and Labor Attorney on how to undo your mistake in a legally defensible manner, with the least chance of causing more problems down the road.


Gen Y Says 'No' to Bullying
Track: Risk Management
Known for their strong commitment to social justice, inclusiveness and the desire to be liked and part of the team, all early indicators seem to illustrate that Gen Ys will reject, confront and complain about the office Bully. Gen Ys are entering the workplace as the first generation to learn as part of their formal education that bullying behavior is just not acceptable. As a result, employers can expect Gen Y's to clash with Boomers, the latter of which has been part of a workplace culture that viewed the 'Bully' as being successful, accomplished and effective.


Solving the Puzzle: Bringing Visibility to Accountability
Track: Organizational Development
To sustain a culture of accountability, an organization must create, document and audit business systems that support an accountability mindset. Unfortunately, many organizations fail to view accountability as a key business process. Failure to design and deploy sustained processes often results in an organization continuing to operate in a 'blame' mode that is perceived by the workforce as a lack of true commitment to the culture of accountability. This presentation is dedicated to visible and auditable accountability systems essential to sustain business acumen and urgency.


A Guide to Laying the Foundation for Your Compensation Strategy
Track: Total Rewards
Are your employee compensation practices getting out of hand? Tell me if any of these following situations ring a bell for you. An employee comes to you with a ransom job offer from down the street. One of your hiring managers is insisting on paying a new hire $10,000 above the market rate and 'they must have this individual!' You're concerned about equity among your employees when it comes to compensation. If you've encountered any of these challenges lately, this session is for you. All of these scenarios can be addressed through a comprehensive compensation program. Join me and learn the basics of setting up a comp strategy for your organization. This is a first step towards a compensation program.

Conference Management - Conference Solutions, Inc. E-mail: NHRMA@ConferenceSolutionsInc.com    |    Phone: 503-244-4294    |