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Rewards and Recognition

April 24-25, 2013
This event has ended. Click Enter Event to view the archive.
Recognition = "Recognition is an after-the-fact display of appreciation or acknowledgement of an individual's or team's desired behavior, effort, or business result that supports the organization's goals and values."
Reward = "An item or experience given to an individual or team as a gift for meeting a pre-determined goal. (Sometimes cash-based)".
Attend the workshops from your desk! .

Do you want that competitive edge in your professional space? Do you want to assert your knowledge of current HR topics, trends within your domain? Why not set yourself apart from your peers and get certified with and the Institutes for Human Resources (IHR).

The Institute for Human Resources (IHR), the certification and accreditation process arm of, has a program for you! Many HR professionals have a general HR degree or certification with a wide spectrum of HR functionalities learned. The IHR is the only institute that focuses on niche areas within Human Resources. A specialty certification increases your market value, adds value to your work experience, furthers your knowledge, and recognizes you as an industry leader and/or expert in the field.

Conference Webcast Schedule
Mike Byam, Terryberry Managing Partner(Terryberry )

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.

Meet Mike Byam, Managing Partner for Terryberry, an international provider that manages employee recognition programs for over 25,000 organizations worldwide. Mike Byam is also the chairperson on the IHR Rewards and Recognition track and is excited to work with an incredible board of industry experts to bring you these sessions.

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.

Mike Byam, Terryberry Managing Partner(Terryberry )

Employee recognition programs are usually implemented with good intentions, but they can ultimately fall short of the desired impact if they are not aligned with your corporate objectives.

When a recognition program is correctly implemented and carried out, recognition is the best way to engage your employees with the mission, vision, and values of your organization. Giving appropriate recognition for the contributions you value will inspire your employees’ enthusiasm, loyalty, and engagement. Learn how recognition is impacting business objectives, improving retention and accelerating performance and what strategies have the most impact on aligning your employees with corporate objectives.

This session will lay the fundamental groundwork for establishing a recognition initiative that accurately reflects your organizations objectives, and that helps you set your employees on the right course. You will receive recommendations for how to communicate mission and objectives to employees, providing real-world examples of how businesses are getting their employees’ to buy-into recognition in a way that helps them ‘own’ their organization’s mission.

Learn the latest trends in performance and service awards and which awards send the appropriate message, reinforcing the connection between the contribution and the recognition. Interested in how technology is changing the way businesses are recognizing their employees? We will show you some examples and offer free tools. The presentation is arguably one of the most important ways to tie recognition to your corporate objectives. We’ll go over the best practices for the way that the award is presented.

Join Mike Byam, author of The WOW Workplace and Managing Partner of 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.

Dianne Durkin, President(Loyalty Factor Llc)

Your project coordinator, Elizabeth, leaves voluntarily, and suddenly the company is missing $50,000. But you can’t yell “Thief!” and you can’t call the police – because that $50,000 loss is simply a combination of the hard and soft costs associated with Elizabeth’s departure.

Studies estimate, the cost of employee turnover to be between 25 and 150 percent of an employee’s annual salary, with higher percentages being for those who are more highly compensated.

Employee turnover is a profit killer. Creating an organizational culture where your human capital embraces their accountability toward one another and toward the organization should occupy center stage in any effort to be successful. This accountability is built by focusing on critical components including utilizing refined recruitment techniques, understanding the attributes of various generations, capitalizing on an individual’s strengths, rewarding employees for a job well done, retaining the top talent, and engaging and empowering employees.

In this session Dianne Durkin will explore the top ten recruitment messages leaders should embrace to make their organizational culture the best it can be. This will help managers recruit individuals with the right attitudes, motivations and passion for the business. In additional Ms. Durkin will reveal unique techniques to help recruits become excited and embrace the vision, values, and purpose of the organization. This session is designed to help employers develop the skills and techniques to recruit the right people in the right place at the right time. In doing so, employers will create a culture of accountability and responsibility that drives productivity and profitability!

Glenn Riseley, Founder and President(Global Corporate Challenge)

At a time when more employers are using financial and other types of
incentives to drive employee behavior change, is it possible to develop a
successful health initiative without them? You will learn how Pearson, the world’s leading learning company, drives behavior change in 44 countries without using a carrot or a stick!

Glenn Riseley, Founder and President of Global Corporate Challenge (GCC) along with Theresa Rich, Health Promotion Manager, will share Pearson’s health and engagement strategy as it spans the US and beyond. You will learn the framework for their strategy, key elements
defining their program goals, and strategies they use to communicate and drive their core programs.

Pearson uses a the GCC, a global, team-based behavior change program as a key element of their health strategy. Hear how their marketing and communication approach registered nearly 7,000 employees in 36 hours, in the first year of their global approach! They will also share the first two years of behavior change results (measured pre and post the challenge), as well as an analysis of how the uptake and completion rates were achieved in this behavior change challenge without the use of a single incentive.

You will also see how the GCC has redefined the concept of 'wellness' in the workplace across 10 years, 100 countries and over 1,000,000 lives - by developing a program that addresses the psychological factors behind employee reluctance to engage in wellness interventions.

This presentation outlines how the culture of entitlement that prevails across US workplaces can be transformed into a true culture of health and personal responsibility. You will see the clinical data which drives the development of GCC's approach.

Todd Horton, CEO(KangoGift)
Chad Norman, Director of Marketing(SPARC)
Carisa Miklusak, CEO(tMedia )
Michelle Serwatka, Sales Operations Analyst Policy, Process & Programs(Monster Worldwide, Inc.)

Rewarding and recognizing employees has been made more effective through the use of social media and social media tools. By nature of their usage, the average social media user is looking to connect with, and be recognized by, as many individuals as possible. Therefore, from a theoretical standpoint, the social sphere lends itself to recognition and reward.​

​In this interactive panel discussion hosted by Carisa Miklusak CEO of tMedia, with expert speakers Todd Horton Co-founder of Kango Gifts, Michelle Serwatka Sales Operations Analyst at, and Chad Norman Director of Marketing at Sparc Edge will discuss how organizations can integrate social media, the effectiveness of using social media alongside rewards and recognition, privacy and safety considerations, how social media and rewards and recognition can impact the employer brand (both positive and negative), the efficacy of recognizing employees through social media (both internally and externally), and leveraging the tools and measurements to recognize and reward employees.

More specifically, we will investigate:

“Working in today’s "instant workplace" where feedback and recognition occur in near real time, do you feel that using social media is a natural and powerful way to deliver informal and timely recognition? Does it fit in well with the way people work?” If social media is fully integrated into the ways in which we connect with co-workers instead of just being used as an adjunct to other forms of communication, it will be a perfect fit for today’s workplace delivering powerful results.

“When looking at how social media can be used by both the recipient and the person delivering the recognition, how much control should you give each person to manage what gets shared publicly?” Flexibility is important when giving recognition on social media. Organizations typically have varying policies and incorporate the level of what can be shared into a recognition platform to ensure compliance.

“How does sharing electronic employee recognition via social media help build and improve employer brand?”
Electronic recognition reveals the positive actions happening at organizations everyday. When those actions are shared and celebrated on via social media, an important piece of the culture becomes visible to the public. Over time, this culture of recognition becomes part of the employer brand, helping to attract candidates that want to work in a positive environment.

Recognition in the workplace is an incredibly​ effective tool to reinforce positive behavior and develop culture, but it so often happens one-on-one. Using social media tools to deliver employee recognition acts as a culture multiplier, and allows an entire organization to be influenced by each positive action. These days we work in an "instant workplace" where feedback and recognition occurs in near real time. Using social media is a natural and powerful way to deliver informal and timely recognition.

John Smith, CTO / Chief Evangelist(BreakTheEquation)
Lee-Anne Scalley, Director of Talent Acquisition(SPARC)

Employee Engagement seems to be the latest buzz in HR today, but what is it really? Within an organization where does Employee Engagement start? In this presentation, John Smith and Lee-Anne Scalley SPARC’s (a Best Place to Work Winner) Chief Evangelist and Talent Evangelist tackle these topics. Learn what Employee Engagement means, how to hire based on cultural fit first, and see the amazing performance results you can expect from an engaged workforce.

By creating a culture of recruiting and continuously improving your interviewing systems, organizations can attract, screen and hire top talent. Hiring top candidates is only part of the challenge. In this presentation we will show you how to gain organizational buy-in and commitment from the company. How to find ways to get your co-workers excited about new hires, and show you ways to create engagement and accelerate the on-boarding process. Once hired, candidates can take up to 6 weeks to become oriented, familiar and productive. Learn from real-word examples about how to make the on-boarding experience the start of creating a long-term engaged employee.

Employee Engagement is typically easier with new team members, but studies show that this engagement typically dies out shortly after the being hired. John Smith, a thought leader in the areas of corporate culture and employee engagement, discusses some of the steps organizations can take to make this initial engagement last a career. Learn how to continuously add to and refine your company’s culture, and how organizations today are making employee engagement soar!

Lizz Pellet, VP Educational Sales(The Sourcing Institute)

While organizational culture has been touted since the early 2000 as essential for business success, there has been little connection between organizational culture and individual “fit”. We have found that by knowing “who you are” and “who they are” from a cultural perspective, you can create an employment opportunity that allows for a more authentic and congruent work experience. By paying attention to congruence, alignment and fit, individuals can find organizations that are better aligned with their value system and more rewarding experiences.

Lizz’s presentations are very high energy, interactive and entertaining. Audiences greatly appreciate the down to earth style and real life business examples everyone can easily understand. A significant take away for many attendees is that they are given tools, ideas and examples that they apply immediately to their organizations and or job search.

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.

Lizz’s presentations are well positioned for advanced professionals, practitioners and job seekers. Information provided is not basic and is best suited for professionals with more than five years practical experience.

John O'Brien, Vice President(Biworldwide)

Recognition is a powerful tool in helping employees become and remain engaged in their work. Employee engagement, as defined in a recent Towers Watson survey, “ is the extent to which employees “go the extra mile” and put discretionary effort into their work — contributing more of their energy, creativity and passion on the job.”

Learn how companies can create a high performance culture with employees around the world using recognition as a strategic engagement tool.

Attendees will learn a global recognition model to engage employees, best practice standards for recognition design, global recognition case studies and industry trends and best practices.

John O’Brien is the Vice President of BI WORLDWIDE’s Employee Performance Group. In his leadership role, John’s primary focus is to develop employee engagement strategies and solutions that change the behaviors of employees to align with our customers’ business objectives. John has worked at BI WORLDWIDE and the employee engagement industry for 27 years. He also serves on the Board of Directors for Recognition Professional International.

As a board member, John educates HR professionals around the world on how to best engage their employees through employee engagement strategies, solutions and best practices. John holds a Bachelor’s degree in Behavioral Psychology and Communications from St. Cloud State University, St. Cloud Minnesota.

BI WORLDWIDE is a global provider of employee engagement programs and is devoted to helping organizations translate their vision into action to improve employee engagement. Headquartered in Edina, Minnesota and to with more than 25 locations in the U.S and worldwide, our mission is to produce measurable results for our clients by driving & sustaining engagement with their employees, channel partners & consumers. We are a founder of Recognition Professionals International and a recipient of the Malcolm Baldrige National Quality Award.

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IHR Certifications
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