Event Agenda

Review the complete agenda for more details on the event schedule, sessions and speakers.

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HRCI Approval
This program, has been approved for 11.25 (HR (General)) recertification credit hours toward California, GPHR, HRBP, HRMP, PHR, and SPHR 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 activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.

 

Conference Day One – Oct 1, 2015

 

8:15-8:30
Chairman’s Welcome
8:30-10:00 [showhide type=”1830″ more_text=”Workshop: Part A – Understanding the Science, Psychology and Importance of Successful Onboarding” less_text=”Workshop: Part A – Understanding the Science, Psychology and Importance of Successful Onboarding”]

To create an engaging and successful onboarding experience it’s important to understand the why in “why it’s important”.  This interactive workshop will arm participants with the psychology behind the importance of onboarding, helping to understand and communicate the reasons for doing it and doing it well. They will learn how to assess where their current strategies are now and strengthen them in order to reach their overall goal, and how to infuse a sense of belonging, engagement, and loyalty within their onboarding programs.

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Dr. Mia Mulrennan, I/O Psychologist, President and Chief Motivations Mapper, Rave-Worthy

10:00-10:30
Refreshment Break
10:30-11:15
Workshop: Part B
11:15-12:00 [showhide type=”11115″ more_text=”Genscape’s Award-Winning Onboarding Process: Seven Strategies You Can Launch Today” less_text=”Genscape’s Award-Winning Onboarding Process: Seven Strategies You Can Launch Today”]

Genscape places a significant amount of time and energy into the pre-boarding process, in order to make their first impression the best impression for incoming team members. They believe success begins well before the employee’s first day, and have implemented a pre-boarding process to establish a firm foundation for a successful transition. This leads into a top-notch onboarding strategy that includes a mentorship and ambassador program, and an online portal that connects it all together.

In this session, Merabeth Martin will share how they have successfully combined technology with a human touch, an excellent mentorship program and created awareness of collaboration opportunities, as well as simple strategies to enhance and better your program that you can implement immediately no matter what size your business is.

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Merabeth Martin, Human Resources Manager, Genscape, Inc.

12:00-1:00
Lunch
1:00-1:45 [showhide type=”1100″ more_text=”Enhancing New Leader Onboarding with Mobile Apps” less_text=”Enhancing New Leader Onboarding with Mobile Apps”]As technical talent becomes increasing hard to source, organizations must leave no stone unturned. Organizations are constantly looking for new ways to source this talent, and sometimes some of the most qualified talent is over looked. Some of the most highly skilled technical talent can be found in individuals with autism. In May of 2013, SAP announced the launch of Autism at Work, a unique global initiative to employ people with autism. The ultimate goal of the program is to have 1 percent of the company’s total work force, or about 650 people in today’s numbers, represent people on the autism spectrum by 2020.

Although people on the autism spectrum have the skills and knowledge to get the job done, SAP recognizes that it must employ different tactics when it comes to hiring and training these candidates. [/showhide]

Jose Velasco, Vice President, Operations & Strategy and Head, Autism at Work Initiative, SAP

1:45-2:30

Peer-Peer Roundtable Discussions

2:30-3:00
Refreshment Break
3:00-3:45 [showhide type=”1300″ more_text=”Setting Onboarding Expectations: The Role of Recruiters and Hiring Managers” less_text=”Setting Onboarding Expectations: The Role of Recruiters and Hiring Managers”]Ensuring that new employees adjust to the social and performance aspects of their job starts well before their first day of employment and its success requires cooperation and collaboration between recruiters, the HR team, and hiring managers. In this session we’ll discuss how to train and support your talent acquisition partners and hiring managers in order to create onboarding success at your organization. We’ll explore who should have responsibility for ensuring new employees have clarity regarding their roles and performance expectations, discuss the importance of cultural assimilation, and highlight ways recruiters and hiring managers can assist new hires in the process of establishing critical relationships and accessing informational networks.[/showhide]

Robin Schooling, Managing Director and Strategist, Silver Zebras, LLC

3:45-4:45

[showhide type=”1345″ more_text=”Jumpstart Onboarding: 7 Elements of a Great New-Hire Orientation” less_text=”Jumpstart Onboarding: 7 Elements of a Great New-Hire Orientation”]

Imagine it’s the first day on the job for your new hires, they arrive feeling motivated and excited for the new opportunity, but also a little nervous and find an empty, lonely desk with a pile of paperwork and a computer. Of course this is an extreme, but not unheard of. In a recent Bersin by Deloitte study, 4% of new employees quit after a disastrous first day, and 22% of employee turnover occurs in the first 45 days. That’s why 79% of business leaders surveyed said onboarding is both an urgent and important priority. In the long run, a solid onboarding experience sets both the new hire and the company up for success.

Now imagine how differently the new hire’s career at your company could be if they walked in on their first day to find 30 other new hires, name-tagged seats overflowing with schwag, flipcharts and markers throughout the room, and warm faces to greet them. In this session, Jason Weeman will share LinkedIn’s new hire orientation program; [In]troduction, and the seven key elements that it is comprised of and why they are each critical for their onboarding success including how to tailor them to suit your onboarding and company needs.[/showhide]

Jason Weeman, Senior Program Manager, Global Onboarding, LinkedIn

 

Conference Day Two- Oct 2, 2015

 

8:15-8:30
Chairman’s Welcome
8:30-9:15 [showhide type=”2830″ more_text=”Onboarding Before Day One to Aid in Candidate Interest, Selection, and Retention” less_text=”Onboarding Before Day One to Aid in Candidate Interest, Selection, and Retention”]

Including onboarding into the talent acquisition process not only helps to start quickly, but it can be a wonderful help to recruiting as well. In this session Brian Jenkins will share how HP uses onboarding techniques from the time of candidate interest, through the “wooing” stage, to selection, and training. This strategy not only helps ensure that new employees are the best possible fit for the company and role, but helps with overall retention, engagement, brand ambassadors, and communication. No matter what size your organization you will be able to apply these principles into your own strategies.

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Brian Jenkins, Senior HR Business Partner, ES Global Practices, Hewlett-Packard

9:15-10:00 [showhide type=”2915″ more_text=”Hiring, Onboarding, and Leveraging the Skills of Individuals with Autism” less_text=”Hiring, Onboarding, and Leveraging the Skills of Individuals with Autism”]As technical talent becomes increasing hard to source, organizations must leave no stone unturned. Organizations are constantly looking for new ways to source this talent, and sometimes some of the most qualified talent is over looked. Some of the most highly skilled technical talent can be found in individuals with autism. In May of 2013, SAP announced the launch of Autism at Work, a unique global initiative to employ people with autism. The ultimate goal of the program is to have 1 percent of the company’s total work force, or about 650 people in today’s numbers, represent people on the autism spectrum by 2020.

Although people on the autism spectrum have the skills and knowledge to get the job done, SAP recognizes that it must employ different tactics when it comes to hiring and training these candidates. [/showhide] Jose Velasco, Vice President, Operations & Strategy and Head, Autism at Work Initiative, SAP

10:00-10:30
Refreshment Break
10:30-11:15 [showhide type=”21030″ more_text=”How Brand Ambassadors Can Enhance the Onboarding Life-Cycle” less_text=”How Brand Ambassadors Can Enhance the Onboarding Life-Cycle”]Feeling like you are a part of a new company can start before day one, it can even start before the recruiting process in some cases. That feeling of belonging is conveyed most easily and authentically from brand ambassadors. Whether it’s reading a friend’s posts online, looking at the company’s employee reviews, or watching youtube videos about what a stranger who remind you of yourself is doing – This session will talk about how to leverage brand ambassadors as a pre-cursor to onboarding, as well as how they can help during the actual process to give new hires an insider look at their new company and role.
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Michael Goldberg, Director, Talent Acquisition, American Heart Association | American Stroke Association

11:15-12:00 [showhide type=”21115″ more_text=”Re-crafting Onboarding during Large-scale Change” less_text=”Re-crafting Onboarding during Large-scale Change”]

Any change can create process and strategy challenges, especially when they are large in scale, and companies like eBay experience them at full speed. In this session, Judy will describe eBay’s current set of onboarding challenges due to a year of big shifts in the company, including the separation of the PayPal division into a stand-alone company; and how she has created a new and improved, multi-tiered onboarding strategy tailored to improve efficiency, get new hires started quickly, and help keep them engaged and a positive addition to the eBay culture.

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Judy Dutton, Director, Learning & Organization Development, eBay Inc.

12:00-1:00
Lunch
1:00-1:45

[showhide type=”2100″ more_text=”Partnering with Marketing to Create an Onboarding Experience” less_text=”Partnering with Marketing to Create an Onboarding Experience”] The marketing team: they are the story-tellers of your brand and company. They are the experts on how to build a story and make it engaging and exciting – so why wouldn’t you tap into their expertise to do the same for your onboarding program? Today’s employees are approaching their hiring experience the same way they would as a consumer, they expect a social and personalized experience that can inspire an emotional response such as intrigue, pride and confidence.

Wendy Smith will share how she partnered with NCR’s marketing team to create a tailored onboarding process taking into account new-hires individual needs, role, region, and more. She will also discuss how they focus on values and showcase the company’s integrity and contributions to help with assimilation into the culture, as well as how they measure the effectiveness and ROI of the program. [/showhide]

Wendy Smith, Head of New Employee Experiences, NCR Corporation
Kevin Finke, Transformation Catalyst, NCR Corporation

1:45-2:30

Peer-Peer Roundtable Discussions

2:30-3:00

Refreshment Break

3:00-3:45

[showhide type=”2300″ more_text=”Panel: Onboarding Epic Fails” less_text=”Panel: Onboarding Epic Fails”]No one tries to fail, but it happens. The important thing is to learn from your mistakes, and in this session you will learn from other’s missteps as well. This panelists of this session will share stories (some theirs, some not) of the biggest onboarding fails, what they learned from them, and how they impacted their processes for the better.

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Moderator:
Michael DeMarco, Lead Developer, Human Capital Education, Talent Management Alliance (TMA)

Panelists:
Jason Weeman, Senior Program Manager, Global Onboarding, LinkedIn
Robin Schooling, Managing Director and Strategist, Silver Zebras, LLC

3:45-4:45

[showhide type=”2345″ more_text=”Streamlining the Development and Training of New Hires from Different Industries” less_text=”Streamlining the Development and Training of New Hires from Different Industries”]A critical piece of onboarding is training and development that allows for new employees to start their jobs, and be as productive as possible, as quickly as possible. This can be challenging when they are entering your organization from a different industry. They have the skills for success, but how can you accelerate their training in the best way possible that benefits you and them from a professional development perspective? We will discuss several different training methods that can be applied to streamline your employee development/training strategies.[/showhide]

Michael Goldberg, Director, Talent Acquisition, American Heart Association | American Stroke Association