Recognition

Wellness

Customer Loyalty

Culture

ROI Empowerment

Performance Management

Onboarding

for Engagement

TMA’s 2nd Annual Employee Engagement Conference presents

Workshop: September 16, 2015 Conference: September 17 & 18 2015

The Venable, Washington DC

Recognition

Wellness

Customer Loyalty

Culture

ROI Empowerment

Performance Management

Onboarding

for Engagement

TMA’s 2nd Annual Employee Engagement and Retention Conference

Integrating Engagement into Your Talent Management FrameworkEngaged employees are the lifeblood of every organization. Enthusiastic and committed to their work, they demonstrate higher levels of innovation, productivity, profitability and customer service and they significantly contribute to growth.

Among this group of employees, there’s also lower turnover and absenteeism and fewer safety incidents than employees who are not engaged. And yet, according to recent studies, only around 30% of the US workforce is actively engaged at work.

The business case for engagement is stronger than it’s ever been before, yet the majority of organizations are still lacking a robust engagement strategy.

Embark on a Journey to Engagement.TMA’s 2nd Annual Engagement conference; ‘A Roadmap for Engagement,’ provides a combination of best practice case studies, interactive exercises, brainstorms and group discussions to explore the critical compo-nents for successfully integrating engagement across the talent management life cycle.

Working together with some of the world’s leading engagement experts and practitioners, you’ll explore the successes and common pitfalls of engagement strategies and you’ll be provided with actionable insight and key tools and techniques to take back and implement in your organization.

Key themes include:

» Onboarding Best Practices For Engagement from Day One » Engaging the Millennial Workforce » Creating Engaging and Motivational Reward and Recognition Programs » Promoting Wellness in the Workplace » The Return On Investment (ROI) of Engagement » Building a Culture of Engagement » Engaging the Part Time and Virtual Workforce

“It was very comprehensive. I was able to walk away with tools and practical information to use straight away in the office. A great investment of my time”

Katherine Bent, Business Analyst, Client Support Services, Visa Delegate, July 2014 Engagement conference

MEET THE SPEAKERS

» Angela Bailey, Chief Operating Officer, Office of Personnel Management

» Jennifer Dudeck, HR Director - Americas Region, Global Employee listening and HR Engagement, Cisco

» Jeff Schmidt, Director, Global Communications & Engagement, eBay

» Sabrina Ellis, Vice President - Human Resources, George Washington University

» Karen Paul, Global HR Measurement, 3M

» Cindee Chadwick, Director Employee Engagement, F5 Networks

» Brian Jenkins, PPS Managed Services Human Resources, Hewlett Packard

» Adil Ibrahim, Regional Learning & Development Manager, McCann Worldgroup

» Ruth Ross, Author, Engagement Evangelist & President, R Squared Resources

» Derrick Barton, Chief Talent Leader, CEO, Center for Talent Solutions

» Mark Phelps, Chief Engagement Enthusiast, TNS Employee Insights

» Dr. Cheryl Ann Seminara, Director of Employee Development for the Federal Emergency Management Agency (FEMA)

» Jennifer Elarton, HR Analyst, Quicken Loans

» Baily Wyant, Compensation and Benefits Analyst, Quicken Loans

» Scott Bohannon, CEO, McLean & Company

» Gary Magenta, Senior Vice President, Root Inc

Interactive Workshop: Wednesday, 16th September 2015

10.00am – 4.00pm Journey Preparation: The Critical Tools & Talent Practices Required to Deliver Organization Results

This interactive workshop will provide participants an opportunity to work with top experts to ex-plore the essential tools and practical steps you need to take to increase engagement in your organization.

The Center for Talent Solutions has implemented practices and achieved results with the best organizations in every industry… Microsoft, GE, John Deere, CIGNA, Johnson &Johnson, Home Depot, AlliedBarton Security Services, EMC, Baylor Healthcare, Unilever, and others with leaders from 37 countries around the globe taking action. This field guide experience will help you focus your actions to deliver results and build the capabilities required to lead your team to a higher level of engagement… guaranteed.

Meet Your Workshop Leader:

Derrick Barton, Chief Talent Leader / CEO with the Center for Talent Solutions is one of the world’s leading experts in the practical implementation of talent practices. He truly has seen what it takes to increase global talent results by working with top business lead-ers and frontline managers from virtually every part of the world. Delivering pragmatic straight-forward messages has become his trademark. If you’re ready to take action you’re ready to work with Derrick.

TMA strictly enforces an attendance policy to guarantee the best possible experience for our speakers and attendees. TMA maintains a 70/30 split between practitioners from end user companies and vendors that provide talent management and recruitment solutions. www.the-tma.org

THE TMA DIFFERENCE

HRCI ApprovalThis Workshop, has been approved for 2 (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.

Module Critical Questions AND Deliverables Take Away Results

Module 1

Direction

WHAT must be achieved to create long-term success?Create a solid line-of-sight between Talent Practices needed to achieve Talent Results and deliver Organization Performance.

See what goals need to be in place to achieve high performing results, deliver a powerful customer experience, and grow.

Talent Performance

Map

Module 2Focus

WHERE do we start… what should we focus on to make an impact? Equip every leader, team, and individual to pinpoint what will drive engagement to higher levels. See how to identify the real drivers of performance, engagement, development, and creating a place TALENT wants to stay.

TalentDrivers

Module 3Players

WHO needs to take action?Every person plays an active role in increasing engagement… You AND Your Manager must work together with focus and speed to deliver sustainable results.

Talent Management Professionals need to actively push engagement results with a solid performance-consulting role.

Connect toTALENT

Module 4Action

WHEN do we take action to increase engagement levels? Real-time actions are needed to create a work situation that drives a person to engage and perform at their best.

Increasing engagement levels is a “contact sport” – play the game OR get out of the way.

Talent Plan

Module 5Accountability

HOW do we create accountability to engage our TALENT?Experience the expectations and consequences required to increase engagement levels.

If we do not increase engagement what happens… how to architect an organization that is serious about delivering increased organization results through people.

Accountability Profile

Real Take Aways: 1) Engagement and Retention Cards® - A hands-on tool to pinpoint the differences which make a difference. 2) Book: Engaging TALENT: A Field Guide – Comprehensive guide to equip you to take action. Workshop Leader: Derrick Barton, Chief Talent Leader/CEO with the Center for Talent Solutions is one of the world’s leading experts in increasing engagement levels. He is an implementer working with the best organizations to make an impact on performance. Delivering pragmatic straightforward messages has become his trademark. If you’re ready to take action…you’re ready to work with Derrick.

ENGAGING TALENT TO DELIVER RESULTS

Designed for (Leaders AND Talent Management Professionals) accountable to deliver increased perfor-mance (+23.5%) through people. This hands-on workshop will demonstrate what it takes to achieve signifi-cant results – guaranteed.

Everyone involved will see the practical and pragmatic tools and talent practices needed to increase engagement to deliver organization results.

Journey Day One: Thursday 17th September 2015

7:30 am Morning Coffee and Registration

8:00 am Chairperson’s Welcome

8:15 am Opening Keynote: Mapping out the Journey: The Cycle of Engagement, Disengagement and Back to Re-engagement

» The ‘heart’ of engagement » 5 steps to achieving the magic of engagement » Engaging the spectrum of workforce generations » The link between talent management and engagement » Speed bump on the journey » Underlying causes and symptoms of disengagement » Reengagement tips and tools

Ruth Ross, Author, Engagement Evangelist & President, R Squared Resources

9:00am Managing Employee Engagement at the Speed of BusinessReal-time results that will impact the bottom line. Every organization knows that the pulse of employee engagement directly impacts recruiting and retaining top talent, which ultimately drives the bottom line. However, most organizations have only begun to scratch the surface when it comes to measuring and acting on engagement data when it matters most - now.

For 12 years in a row, Quicken Loans has been listed by Fortune as one the top 100 places to work. Key to that success is a relentless effort to build and maintain an engaging culture. Join Jennifer Elarton and Bailey Wyant from Quicken Loans as they discuss how to leverage innovative technology and big thinking to accelerate employee engagement programs.

You will learn: » Why organizations need to think big when designing and implementing employee engagement programs

» How technology enables Quicken Loans to measure and act on employee engagement in real-time

» Best practices for managing an agile and flexible employee engagement program

Jennifer Elarton, HR Analyst, and Baily Wyant , Compensation and Benefits Analyst, Quicken LoansSponsored by Qualtrics

9:45 am Changing Interactions with Employees

This interactive session will allow you to collaborate with other participants to explore differenttypes of interactions with employees. You will learn about the way in which Cisco is applyinginnovation and next generation market concepts toward their interactions with employees.Jennifer will share examples of how it is changing the employee experience with communication aswell as employee learning.

» Explore how employees can change their interactions with employees in a way that meets current and future work styles

» Look at different ways of interacting with employees, including specific examples around communication and training

Jennifer Dudeck, HR Director – Americas Region, Global Employee Listening and HREngagement, Cisco

Journey Begins Here

Real-time Results

Communication

HRCI ApprovalThis program, has been approved for 12.75 (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.

10:30 am Rest stop: Coffee and Networking

11:00 am Improving on Our Success: 3M’s Journey to enhance a Culture of Engagement

» State of the art on Engagement: Where are We Now (2008 to 2015) » Engagement 2.0 after success how do you sustain the gain and move the needle higher

» Relationship between Engagement and Retention » Ensuring your employer brand reflects the behaviors you want from your people and make sure it’s owned by the organization as a whole

Karen Paul, Global HR Measurement, 3M

11:45 am A Walk Along An Engaged Culture

Session Description: To build a great place to work, the foundational basis is the individuals selected consistently over time. Each piece of culture and practice is layered upon that founda-tion. By focusing on the talent of the individuals an organization selects, by placing them in a job where they can achieve their potential and by having them work for a manager/leader who will invest in them - the outcome for the individual and the company can be exponential growth. Those who attend this presentation will have an opportunity to walk through trends that exist in the work place today and consider using a set of talent-focused lenses. Kimberly Rath, Chair-man and Co-Founder, will walk the group through several activities participants can take back to their workplace and use to see their associates with those lenses. For many this is a shift from a traditional paradigm (knowledge and skills) to a strength paradigm (where the compo-nent of talent is added). For those building engaged workplaces, they will see many “ahas” in this session. Kimberly and audience members will explore the following questions:• Is improving our talent pool and retaining talent one of our top three priorities?• Have we strategically created a reputation for treating each employee individually, treating them fairly and treating them well?• Have we branded our environment as one of a high-performance work team that cel-ebrates winners and where work is engaging?• Does each employee know they are appreciated and valued every day?

Kimberly Rath, Chairman and Co-Founder, Talent Plus, Inc.

12:30 pm Refuel: Lunch and networking

1:30 pm Hiring Engagement: “Engaged from the Start”

» University selection strategy, campus/company relationships » On campus branding & executive presence » On campus vetting of candidates » Selection process: - 2nd round interviews - Other selection hurdles

» “Selling the value proposition” » Onboarding Process (Company, function, role) » Showcasing everything above in a graduate hiring website

Brian Jenkins, Sr. HR Business Partner, ES Global Practices, Hewlett Packard

Culture

Building Culture

Recruitment

Onboarding

Development

Learning

2:15pm Interactive group discussion: Onboarding Best Practices

Research has found that companies who invested the most time and resources inonboarding, enjoyed the highest levels of employee engagement, yet many companies stillhave no formalised onboarding program in place – leaving new employees to “sink or swim”.

» Why does a systematic approach to onboarding make such a difference? » How long should your onboarding process last for? » What tools can be used to make the onboarding process more effective? » Discuss online learning, classroom learning, or social learning through peer to peer formats

Led by Ruth Ross, Author, Engagement Evangelist & President, R Squared Resources

3:00pm Rest Stop: Coffee and networking

3:30pm Incorporating Social Learning to Increase Engagement and Col-laboration

Fleeting engagement with temporary spikes can be achieved with many Employee Engagementprograms on the market, but sustainable and long lasting engagement is something manyof us are still trying to cultivate. One of the key components of engagement which a majorityof organizations overlook is social learning. In this session, Adil will demonstrate the mechanicsof fostering a population of self-directed and social learners, the impact of social learnerson collaboration, and how organizations can implement this information to impact engagement,retention, and even trust among teams. Key concepts to be covered: • Shift the power from “Teacher” to “Student”, and enable a culture of learning groups: o What is the power of social learning? o How to form learning groups o How to foster an environment of Heutagogy

• Making training more relevant — going above and beyond the notion of “on-the-job-training”

Adil Ibrahim, Regional Learning & Development Manager, McCann Worldgroup

4:15pm Building Successful Experiential Learning Programs to Enhance Engagement

One key to successful employee engagement is designing a learning strategy that grows theemployee as an individual so that he/she can feel like a valued member of the team. Dr. CherylAnn Seminara will share their award-winning strategy, including the analysis required to ensureyour program aligns to organizational goals. FEMA’s learning strategy has won several awards,including the 2014 W. Edwards Deming Award for Excellence. Participants will leave with atoolkit for analyzing the learning needs of their organization; ways to identify mission-criticalleader competencies; and keys to building successful experiential learning programs.

Dr. Cheryl Ann Seminara, Director of Employee Development for the Federal Emergency Management Agency (FEMA)

5:00pm Chairperson’s close and end of day one

5:00pm Networking drinks reception

Action Planning

Inspire

Recognition

Journey Day Two: Friday 18th September

8:15a am Morning Coffee and Registration

8:45 am Chairperson’s Welcome

9:00 am Keynote Address: Providing Engagement Programs to Keep Employees Engaged, Excited and Performing at Their Best

» Creating programs that align with the needs of your employees » Fostering Employee Engagement through unique and innovative programs » Producing and nurturing a culture of appreciation and recognition » Ensuring transparency of communication from senior leadership to drive satisfaction and engagement

Angela Bailey, Chief Operating Officer, Office of Personnel Management

9:45am Strengthening the Weakest Link – Engagement Action Planning

Action planning is arguably the weakest link in moving the needle on engagement. You cancreate a perfect survey instrument, generate incredible participation from employees, producestunning reports, use an accountability-focused action planning process, and even demon- strate how results are tied to business metrics….and STILL not see the impact you would like.

You are not alone! On average, only about half of all employees believe their managementwill take action based on the results from this survey or have noticed some type of positive change since their last employee survey. But why? Could it be that most organizationsstruggle with action planning because their engagement initiatives focus too much attention oninterim measures like increasing overall engagement indexes or merely action plan completion?

In this highly collaborative and interactive session, we will not spend time lamenting how difficult it is to encourage managers to create and complete action plans. Instead, you will hear some of the best field-tested techniques and approaches used by organizations to create positive change since their last survey. You will also have the opportunity to share and discusswith other conference participants what has worked well for you.

Key takeaways:

• Hear how other organizations have derived success in engagement action planning.• Receive nine practical tips, techniques, and strategies you can use to improve your actionplanning efforts.

Mark Phelps, Chief Engagement Enthusiast, TNS Employee Insights

10:30am Rest Stop: Coffee and networking break

11:00am The Art of Engagement: Inspiring People, Creating Change, and Making a Difference

Organizations have a lot invested when they are embarking on new strategies and initiatives. Most of those initiatives fail because it requires changes to an organization’s culture or people. Leaders spend a lot of time perfecting a strategy, but not nearly enough time planning its execution to ensure it will be a success. In this session, Gary Magenta, senior vice president at Root Inc., explores how organizations can better inspire people and create change to make a difference. During this interactive session he’ll identify the ‘canyons’ that exist in organizations that typically lead to disconnects and ineffective execution at the leader, manager and individual contributor level, as well as the consequences and costs of having a disengaged workforce. This session will outline how leaders can get people engaged by creating a more meaningful connection between the strategy and an individual’s role in that strategy by using visualization and systems-view thinking to engage both the heart and minds of people.

Gary Magenta, Senior Vice President, Root Inc

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Wellness

Change Management

11:45am Promoting Wellness in the Workplace to Enhance Employee Engagement » The connection between engagement and wellness » Exploring absenteeism and its impact on your bottom line » Creating more flexible work arrangements for employees » Raising awareness of employee wellbeing in the workplace » Finding a balance between physical wellbeing, emotional wellbeing and workplace wellbeing

Sabrina Ellis, Vice President Human Resources, George Washington University

12:30pm Refuel: Lunch and Networking Break

1:30pm eBay’s Journey: Keeping Employees Engaged During Large-Scale Change Large-scale changes create engagement challenges and companies like eBay experience them at full speed. In this session, Jeff will describe eBay’s current set of engagement challenges due to a year of big shifts in the company, including a high-profile activist investor, a significant workforce reduction, a disruptive cyberattack and the separation of the PayPal division into a stand-alone company. He will talk about how a strong coalition of leaders, HR and Communications has helped the company chart a path through the challenges and move forward into the future. Key topics will include:

» Tips for re-establishing a focus on the business so employees connect their work to the company’s priorities

» Ways to re-build trust in leadership so employees feel confident in the future of the company

» Techniques for re-setting the culture when changes require new ways of behaving » Using HR programs and processes to reinforce a global narrative that drives engagement

Jeff Schmidt, Director, Global Communications & Engagement, eBay

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Future

Home

2:15pm Engagement 3.0: Toward a New Employee Engagement Paradigm The traditional approach to employee engagement is falling short in today’s business environ-ment. Recent McLean & Company research has seen breakthrough innovations in employee engagement where organizations are changing the purpose, cadence and focus. An employee engagement paradigm shift is happening, with a key emphasis on the following elements:

• Multi-model outreach• Targeted assessment• Business-aligned engagement• Integrated engagement tactics• Shared ownership

Real world examples will be shared from leading organizations that have leveraged new ap-proaches to improving employee engagement.

Scott Bohannon, CEO, McLean & Company

3:00pm Rest stop: Coffee and Networking

3:15pm The Route Home: Implementing your Engagement Roadmap During this wrap up session, you will consolidate the key learnings from the past two days. You’ll walk away being able to demonstrate why engagement matters and how you can move your organization towards improving your Engagement programs. You’ll also be able to priori-tize your key takeaways from the conference and determine what your next course of action will be upon returning to your office.

Led by Ruth Ross, Author, Engagement Evangelist & President, R Squared Resources

4:00pm Chairperson’s close and end of conference

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2 Days Conference + Workshop $2,095.00 $2,295.00

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