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Welcome to the Institute for Human Resources (IHR) Rewards & Recognition Workshops and Program! This session will introduce the Rewards and Recognition Community and the Institute for Human Resources (IHR) certification program. You’ll find out about the workshops that will be available, and learn how the IHR certification process works.
Amy Niras is the Sales and Community “Ring Master” at HR.com. She manages HR.com’s Institute for Human Resources Workforce Management, Technology Enabled Learning and Rewards and Recognition. She is responsible for building and aligning the curriculum for these Institutes as well as generating a strong network of industry professionals who will be able to collaborate and offer content to the HR.com members.
Throughout this conference you will gain practical ideas and concepts that you’ll be able to put into practice in your business. Because recognition addresses the human need to be valued and to provide value in the workplace, a framework for rewards and recognition is vitally important. In this conference, we will look at why recognition is so important and how it can impact your business objectives. Giving employees recognition for their contributions has been proven to improve retention, enhance engagement and positively impact business performance. You’ll discover how these real results can happen in your business, and find out what the best practices are to use along the way. During the IHR Program, you will also learn how to develop an effective recognition strategy that encompasses Design, Implementation, Review, and Assessment that also connects to you organization’s mission, vision, and values. This will ultimately strengthen the future of your organization.
In the workplace today, Boomers dominate the executive and management ranks. As a result, the mass exodus of the members of this generational cohort, by 2020, will create a significant challenge for HR managers and leaders. There will be vacancies to fill and expertise to transfer from these boomer leaders and managers to new leaders and managers.
Today, less than 20% of organizations (profit, non for profit, volunteer and community) have succession plans in place. In the majority of cases, the current leaders are not thinking strategically about how to make the transition and ensure leadership continuity.
We should now be developing and implementing leadership development programs to utilize boomer expertise to mentor future Generation X and Y leaders and at the same time, we should be building and implementing retirement planning for those boomer leaders transitioning out of the workforce. HR managers and leaders can take a leadership role and design and create succession plans aligned with retirement planning for boomer employees. This will be, over the next 8 to 10 years, a significant business challenge for senior teams and HR is well positioned to help them address this challenge.
During this session you will learn how to use recognition as a motivational tool to:
• promote knowledge transfer between Boomers and Generation X and Y,
• attract the interest and support from senior management by capturing the ‘cost of lost knowledge’
• create coaching and mentoring opportunities for leadership development, and
• foster a succession planning environment where retirement planning is valued and employee retention is a priority.
By participating in this session, you will gain a full appreciation of the effects of demographic changes in the workplace and what they mean for the future of leadership and retention of high performers. Utilizing the recognition tools discussed during this session will help you to raise your profile and assume a business leadership role in your organization.
Today only 5% of companies have embraced social media as a way to facilitate employee collaboration and recognition. Why is this? Do companies fear losing control, are there a lack of tools to standardize social interactions at work, or are employees just not ready?
In this session, Todd Horton Founder/CEO of KangoGift will present new research into the adoption of social tools and discuss the top 5 ways companies are starting to use social media for employee recognition.
Topics covered will include ways social media can be used as an informal way to recognize employees and the opportunities presented by these new tools. The session will look at best practices companies are using with internal social tools along with tactics to tap into the power of LinkedIn, Facebook, and Twitter.
As teams look for more instant ways to communicate, collaboration and recognition present the most pressing opportunities. Join us as we look at how social can be used to align and engage your workforce.
Attendees of this session will gain a framework for thinking about how to utilize social tools, the benefit of reaching a younger workforce, how mobile is part of the solution, and metrics for measuring success.
As more employees use their mobile devices for work, the smartphone offers a tremendous opportunity to facilitate real-time collaboration and feedback among colleagues. This mobile connected workforce seeks to not just receive information, but contribute to HR processes like performance reviews, feedback, project management, and recognition. This session will close with ways mobile workforces are embracing the consumerization of the social workplace.
When surveyed, 'lack of sufficient recognition' is a top reason for high performing employees leaving an organization.
High performing employees need some type of recognition and this recognition must come 1 out of every 7 business days. In addition, half of that overall recognition should be coming from their direct manager.
Organizations are working fiercely to better understand the new global, multi-generational and innovative workforce. With different values; working methods; motivations; and needs, the traditional recognition systems are falling short of adding value.
Today’s workforce requires a new set of employee recognition methods, interactions and supportive systems. Electronic Recognition combines the best pieces of traditional recognition and is emerging as a significant advantage to meeting the needs of today’s workforce.
Learn what Electronic Recognition is, why it is proving to be so effective, and the benefits organizations are gaining from it. Electronic Recognition is becoming the keystone to understanding many of the hardest questions HR professionals have been trying to figure out for decades.
As Chief Evangelist at SPARC LLC, John Smith has developed a culture that engages team members and creates transparency between all levels of organization.
Through the utilization of an Electronic Recognition system a whole new set of workforce analytics and questions can be tracked, measured and answered. These new systems are delivering great value to the workforce, increasing the levels of recognition, feedback and overall employee engagement. In addition, these systems are providing great value to management and offer a new level of information and insight into the organization's most valuable asset, its workforce.
Today’s workforce is made up of four generations, all with unique preferences that can create quite a challenge for Human Resources professionals. Research shows that employee recognition and reward programs create lasting engagement, improve satisfaction, and boost retention, but it’s difficult to create a meaningful program that meets the needs of the entire workforce. Recognition is no longer top down. Peer-to-peer appreciation puts the power of appreciation in the hands of employees not only boosting their individual engagement but providing crowd sourced wisdom that leads to better decision making by management.
HR professionals need to pack a punch when rolling out recognition efforts to capitalize on their investment. The cost of turnover is, on average, 150% of an employee's salary and 250% of a manager's salary. That's why it's a business imperative for every company to boost engagement and improve retention across the organization.
Our three step approach provides HR Managers with the necessary tools to build a program that creates a culture of appreciation and provides the company with an increase in productivity and employee tenure.
Our presentation will give HR professionals the knowledge to:
* Provide employees with rewards that uniquely motivate them which means a variety of options that serve a multi-generational workforce.
*Anchor the program in the culture by ensuring employee adoption and engagement in the program through public recognition and cultural relevance.
*Consolidate recognition efforts into one central platform so that the process is more structured resulting in more budgetary control and an easier method for tracking ROI.
Consistently, the conversation about how to efficiently recognize the different generations of employees within a workplace comes up. Let’s face it, the emerging workforce, specifically Gen Y employees can have different attitudes towards balancing work and life and may even feel differently about their role in the workforce than other generations. Is your employee recognition program ready for the next generation of workers? In this informational webinar, you will learn about the emerging technologies, principles, and models for employee recognition in order to help your business engage tomorrow’s workforce. We will also talk about new award approaches that reflect your organization’s mission, vision and values and how to effectively adapt your recognition program for the changing workforce.
The emerging workforce expects more timely recognition and feedback than their predecessors. How is your organization balancing this emerging trend within your recognition program? In this seminar we will show you how to build a culture of recognition where employees feel valued and enthusiastic about their ability to contribute on an ongoing basis. We will provide you with tips for your recognition program that incorporate new technology, new communication media and green recognition that shows your employees’ how you appreciate their great work instantly.
Join Mike Byam, author of The WOW! Workplace and Managing Partner of Terryberry, one of the world’s foremost recognition providers, as he discusses the cutting edge of employee recognition that actually boosts engagement, adds value to your organization’s bottom line, and ultimately aligns your employees’ efforts with your organization’s mission and goals.
While organizational culture has been touted since the early 1990’s as essential for business success, there has been little connection between organizational culture, individual “fit” and the employment branding process. We have found that having the knowledge of “who you are” and “who you are not” from a cultural perspective, can support the creation of an employment experience that is both authentic and congruent. By paying attention to congruence, alignment and fit, organizations can create an employment brand that will attract, retain and repel employees. This process of ensuring “fit” leads to better placements and an increase in the ROI of recruitment and retention programs.
The talent acquisition game has significantly changed. With an abundance of candidates to choose from…how do you find the right “fit”? Candidate alignment to vision, mission, values and culture are the key to weeding out, in round one, only the individuals that share the same beliefs and mind set as the organization. Professionals, who play a role in the development or acquisition of talent will gain a significant understanding of how to quickly diagnose organizational culture and how to determine who the “right fit” is.
This cultural diagnostic can be done by collecting quantitative and qualitative data related to cultural dimensions. We suggest collecting both so the stories support the numbers and the numbers support the stories. Key elements of culture can be found in these dimensions:
• Identity – employment brand
• Employee Engagement
• Change Management
• Values Alignment
Lizz, a Fellow from Johns Hopkins University, is a well known thought leader in Talent Management. Lizz is the author of The Cultural Fit Factor, Creating an Employment Brand that Attracts, Retains and Repels the Right Employees. She also authored Getting Your Shift Together, Making Sense of Organizational Culture and Change. Lizz is recommended by the Society for Human Resource Management and a member of the National Speakers Association. Her high energy, use of humor and relevant business content make her a very popular keynote speaker.
Employee engagement studies repeatedly show that communication, inclusiveness, and connection are among the drivers of discretionary effort (Towers Perrin, 2010). One way to foster employee engagement is through peer-to-peer recognition. Peer-to-peer recognition has the ability to transform the way employees collaborate, interact, and communicate to one another. Such recognition can be organically driven to create a culture where employees celebrate success, reward productivity, and even admit & learn from mistakes.
Giving recognition is easy, but not simple. There is an art to the way we communicate and in the way we connect with one another. Think of communication as the lifeblood of an organization and employees are the carriers. And occasionally it requires continual nourishment and needs replenishing. The subject, method, and content of communication can be a positive influence on the organization to keep it running healthy or it can be a drain on the system filled with viruses or blockages can occur.
Peer to peer recognition is vital to keep the flow of communication and to keep the communication filtering properly so that viruses are kept out. If we were to create two scenarios we can easily see the impact of peer-to-peer recognition.
1. Employees follow the norms of pointing out flaws, questioning reasoning, second guessing decisions, and fear of expressing creative ideas in order to protect themselves from criticism.
2. Employees follow the norms of celebrating mistakes and subsequent learnings, seek further understanding, supporting well-thought decisions, and freely offering ideas to improve the organization.
Peer-to-peer recognition gives the power to each employee, coworker, and collaborator to make their work environment their creation. Often times the most successful initiatives are the ones led by employees, not human resources. In fact, initiatives that are communicated as an HR driven process can have the kiss of death.
In this webinar, we will cover how HR can work with leaders to give ownership to employees to create the work environment they desire. Example conversation starters will be offered to help start the recognition giving process. Also, the difference between appreciation and recognition will clarify what pieces are specific to recognition and why those pieces are important.