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Detailed
Conference Agenda |
DAY ONE:
Tuesday, September 16th, 2008 |
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7:30 AM |
Registration and Continental Breakfast |
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8:15 AM |
Opening Comments from the Chair |
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8:30 AM |
Keynote Address |
The business case for assessing the true cost of workplace bullying, and preventing it
New research is spreading light on the extent and cost of bullying in the workplace, with some arguing it is now more serious than sexual harassment. |
- Grasp the extent to which bullying is occurring
- Learn how to assess how bullying is affecting your organization
- Create an action plan to address the situation early
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Gary Namie,
Author, The Bully at Work |
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9:15 AM |
Case Study: GoodLife Fitness |
Best practices in recruiting and on-boarding to reduce turnover of new employees
A solid recruiting strategy begins with ensuring employees truly understand their role and your company’s mission statement. Taking time to educate prospective employees from day one will pay dividends in your strategic recruiting plan. |
- Ensure employees accurately understand their role
- Enhance your on-boarding program and develop talent for the long-term
- Discover the benefits of tracking positive departures
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Alana Free,
Director of People, GoodLife Fitness |
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10:00 AM |
Networking Break |
Interact with conference speakers and fellow attendees. |
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10:30 AM |
Case Study: Holt Renfrew |
Best practices in becoming a better-managed company: Creating a culture that builds new leaders
Attracting and keeping talented employees requires a concerted effort from the top layers of management. A great deal of planning is required, but the payoff is long-term stability. |
- Creating a culture that builds new leaders, from all levels of management
- Making “Employer of Choice” a reality
- Making culture change stick. How do you know?
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Diane Whidden, Vice President, Human Resources, Holt Renfrew and Co. |
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11:15 AM |
Case Study: Sysco |
Engaging leadership in succession planning to better manage your long-term strategies
Effective senior leadership drives employee engagement, and sows the seeds for developing new organizational leaders. This means retaining executive talent has profound and long-term implications for your company’s success. Learn how best to: |
- Successfully plan for the future
- Find and leverage your current leaders
- Engage senior managers to help develop existing talent
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Ken Carrig, Executive VP, Administration, Sysco |
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12:00 PM |
Networking Luncheon |
Join the conference speakers and your peers for a relaxing luncheon. |
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Luncheon Address: |
“Why didn’t I think of that? Streamlining the Talent Search”
This session will focus on how technology is creating efficiencies in the hiring and recruiting process. |
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Jeremy Lappin, CEO, BountyJobs Inc. |
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1:30 PM |
Case Study: Abbott Laboratories |
Developing women as global corporate leaders to maintain top talent and diversity
Abbott has made positive and significant inroads in both hiring and developing female leaders, and can demonstrate how a large part of their success can be attributed to developing female leaders. |
- Determine the necessary corporate conditions to attract and develop your best female talent
- Learn best practices in identifying and nurturing high potential women
- Leverage current leadership and developing mentorship support groups
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Delores Patterson,
Director of Business Human Resources, Abbott Laboratories |
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2:15 PM |
Case Study: Shell Canada, Limited |
Practical Recruitment and on-boarding strategies that produce higher retention
A comprehensive recruitment and on-boarding program is essential to allow new employees to be comfortable with their first impressions, and allow them to contribute and be productive quickly. |
- What constitutes a good a recruitment and on-boarding program?
- How flexible can your on-boarding program be?
- Determine how best to monitor and measure the success of your program
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Ernst Blom, Manager Recruitment, Shell Canada Limited |
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3:00 PM |
Networking Break |
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3:30 PM |
Selling your employment value proposition to attract the right talent
Recent research indicates that a well-defined and properly communicated Employment Value Proposition has a marked effect in both recruiting and retaining talent. |
- Understand the key factors that resonate most with prospective new hires
- Create an action plan that leverages your company’s strength
- Develop follow-through strategies that will effectively increase employee commitment
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Lorraine Lewis, Managing Partner, Lewis Companies, Inc. |
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4:15 PM |
Case Study: Windsor Family Credit Union |
Becoming an employer of choice: Solutions and strategies from the field
Voted one of the best small companies to work for in Canada
Every HR department would relish having talent beating a path to their door, and eager to stay. Some companies have achieved this, largely because they have made a concerted effort to increase employee satisfaction. Hear how one company: |
- Increased employee satisfaction
- Achieved the right balance between work and life
- Continues to draw talented employees for development
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Martin J. Komsa, President and CEO, Windsor Family Credit Union |
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5:00 PM |
Conference Adjourns to Day Two |
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Day Two:
Wednesday, September 17th, 2008 |
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7:30 AM |
Registration and Continental Breakfast |
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8:15 AM |
Opening Comments from the Chair |
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8:30 AM |
Case Study: McDonald’s Canada |
| Creating and selling your employment brand to attract talent
Most companies know the importance of building their brand to attract customers, and are now beginning to understand the value of creating an employment brand in their recruiting plans. Hear how companies have: |
- Defined their target employee, and successfully marketed to them
- Clearly communicated their corporate message to appeal to a talented pool of workers
- Effectively used media, and less expensive tools, to reach their market
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Len Jillard, Senior Vice President,
Human Resources, McDonald’s Canada |
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9:15 AM |
Case Study: ArcelorMittal Dofasco |
Strategic recruiting to feed your talent pipeline
Few companies understand that long-term workforce planning begins with recruiting. Learn how to develop and implement a strategic recruiting process to fill future pipeline needs (technical, skilled trade and leadership roles). |
- Learn why workforce planning is the real engine that drives effective Talent Management Processes
- Understand the philosophy and principles behind recruiting for leaders well before they are needed
- Identify key characteristics and assessment tools that will allow you to fill your talent pipeline with quality candidates
- Develop metrics that reinforce the value proposition from the clients’ perspective
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Jim Hill, Manager, Talent Management, ArcelorMittal Dofasco |
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10:00 AM |
Networking Break |
Interact with conference speakers and fellow attendees. |
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10:30 AM |
Case Study: TDL Group (Tim Hortons) |
| Strategies for working with generation X + Y employees
Younger workers have different values, and higher expectations than many older workers. Meeting their expectations in a reasonable manner is still possible for any size firm. |
- Establish reasonable levels of responsibility to new and young employees
- Collaborate with employees to create a career progression plan
- Discover how best to monitor employee successes
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Brigid Pelino,
Senior Vice President, Human Resources, TDL Group (Tim Hortons)
Sandra Sturgess, Employment Brand Manager, TDL Group (Tim Hortons) |
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11:15 AM |
Contract Staffing: Effective strategies to increase your acquisition and retention of top talent
Contract resources provide an excellent source of recruiting your industry’s top candidates. Develop an understanding of the underpinnings of the contract relationship and how your company can tap this rich candidate resource. |
- Understand the underlying economics of contracting
- Establish agreement terms that support your attraction/retention objectives
- Identify tactical strategies to promote your brand and career opportunities for your contractors
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Frank McCrea, President, Procom Consultants Group |
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12:00 PM |
Networking Luncheon |
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1:30 PM |
Evaluating Your Recruiting Agency Partners: Finding the Right Fit to Deliver Optimal Results
Some corporations may consider third party recruiters as a necessary evil and not a valuable tool. Despite some unqualified recruiters in the field, most agencies are dedicated to providing high level service with commitment to a strong ethical code. How can you assess which recruiting agency has the right stuff to deliver your desired results? Take away key knowledge on... |
- What questions you ought to be asking your recruiting partners
- Techniques for accessing the right fit
- Understanding tools available from your recruiting partners and how to benefit
- Strategies to find great partners
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Sylvie Hyndman, President, 3DORS Incorporated |
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2:15 PM |
Case Study: SunTrust Bank |
Tapping into the pool of disabled workers to meet your employment demands
Disabled workers present a unique challenge, but also a unique solution. Although some companies neglect to consider disabled workers, the reality is that many are quite capable of filling positions at most any firm. |
- Understand the unique perspective disabled workers bring to a company
- Learn how easily mobility concerns can be overcome
- Execute a corporate strategy that will allow disabled workers to telecommute
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Katherine McCary, Vice President, SunTrust Bank, and Manager, Accessing Community Talent Program, Disability Resource Center Sun Trust Bank |
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3:00 PM |
Networking Break |
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3:30 PM |
Practical solutions and strategies to better manage your talented and aging workforce
Long-term employment strategies are the key to any talent management plan, but negotiating the details can prove daunting. Learn how to: |
- Develop proactive solutions to address your aging – and highly skilled – workforce
- Assess the true impact of losing your intellectual talent
- Accurately predict the impact of age demographics on your business
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Dan Hilbert, CEO, Orca Eyes |
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4:15 PM |
Developing work-life programs that can increase employee engagement and retention
Most organizations strive to help their employees achieve both corporate and personal goals. Learn how a Personal Balance Sheet can re-focus the employee to take personal responsibility for defining and achieving their own goals. |
- Understand the relationship between work-life balance and employee engagement
- Discover the tools to translate balance knowledge to practical activity
- Create a program that empowers employees and increases engagement
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Randall Craig, President, Pinetree Advisors, and Author, Personal Balance Sheet – a Career Planning Guide |
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5:00 PM |
Conference adjourns |
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