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Social Media and Employee Communications Virtual Workshop

July 25-26, 2011
This event has ended. Click Enter Event to view the archive.
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
Cherise Sortino, IHR Community Facilitator & Master of Sales-emonies(

The introduction to the event will give you an overview of the IHR certification program as it specifically relates to Social Media and Employee Communications. You will learn about the opportunity to become certified within the IHR and what other HR verticals are available for either yourself or your colleagues. There will be an introduction to the Institute's Advisory Board as well as the speakers and their topics.

You will be given guidance on how to chat online with colleagues and access the virtual exhibit hall. You will also have the opportunity to ask any questions as it relates to the overall program, prior to its commencement..

Larry Besnoff, Partner(Obermayer Rebmann Maxwell & Hippel, LLP)

 Social networking is permeating the workplace. Employers have moved from prohibiting all employee access to social network sites to now requiring that employees use social networking to market the company and retain business contacts. Unfortunately, some employees find ways to abuse their access to Facebook, MySpace, Twitter, etc. This program deals with the question: What can employers do when they discover that employees have posted defamatory or harmful information about the company or co-workers? What possible protections do employees have to exercise free speech, or to password protect their postings? Does the National Labor Relations Board or the Equal Employment Opportunity Commission grant special privileges? Do government employees have more rights? In short, what can an employer do and what are the dangers? The program will include screen captures of actual web sites, actual postings and recent case law from across the country. Participants will be asked to be the judge and decide whether the actions deserved discharge or some other punishment.

John Trader, Public Relations and Marketing Manager(M2SYS)

With the rise in the number of companies using social media to promote their products and services and engage with their customers and prospects it is important to establish employee guidelines on how to properly use channels on behalf of an organzation. Social media policies should be enacted to serve as a reference for employees on how to; understand what is and what is not acceptable, navigate unfamiliar situations, effectively use channels to listen and endgage and proper responses to negativity and dissent.

This presentation will cover: Establishing an identity, productivity guidelines, integration, channel identification, handling negativity and best practices.<br type="_moz" />

With the rise in the number of companies using social media to promote their products and services and engage with their customers and prospects it is important to establish employee guidelines on how to properly use channels on behalf of an organzation. Social media policies should be enacted to serve as a reference for employees on how to; understand what is and what is not acceptable, navigate unfamiliar situations, effectively use channels to listen and endgage and proper responses to negativity and dissent.

This presentation will cover: Establishing an identity, productivity guidelines, integration, channel identification, handling negativity and best practices.<br type="_moz" />

Jessica Miller-Merrell, CEO(Xceptional HR)

 The social media boom is the biggest shift since the Industrial Revolution.

This session will cover background on social media tools and popular platforms including Twitter, Facebook, LinkedIn, and Youtube and discuss how social media can be used for employee communications within the organization and as a brand ambassador tool.

Special attention will focus on how to develop a social media policy to align with your organization’s goal and change not only as your organization but also as technology changes.

Jessica makes the case for why human resource professionals need to understand and engage in this new online world and how it can help develop their teams, increase employee engagement, and position their HR team as a strategic, income generating department and partner within their organization

Nick Tubach, Sr. Partner(BridgeLine Services, Inc.)
Bonnie Browning, VP Client Services(BridgeLine Services, Inc.)

Is Social Media part of your Talent Acquisition and Retention Strategy? Do your internal recruiters use social media to source, screen and help select great talent? Do your recruiters use social media to attract great talent through job postings, and promote your company’s brand through discussion groups? Do your recruiters use social media to verify and validate information and reference checks on candidates? Do your recruiters have their own profiles current and do they reflect their expertise? Does your company view Blogging as a valuable part of their business strategy? As an HR leader are you an active participant and contributor to blogs, discussion groups and other social media outlets? Does HR use Social media within your organization to help with group collaboration, engage with all or some of your employees, seek out and solicit feedback on various topics, policies that affect everyone? Do you use social media to connect with former employees, forming alumni groups, and tapping into your aging workforce? Do you use social media as part of your on boarding, mentoring and succession planning initiatives within your company? Do you use social media as part of your college recruiting efforts? These are just a few of the many questions HR leaders, talent managers and corporate recruiters should be asking and answering. Some you may already have answered. Some you may not have even considered. Throughout our presentation we may discover a few more that we have not yet thought of. Our intent is to present some ideas regarding the use and value of making social media a part of your talent acquisition and retention strategy. The more you know about this important topic, the more success you will have in hiring and keeping great talent. And isn’t that what every company wants? 

Kari Scanlon, Principal Consultant(Spotlight HR Solutions)

Although formal and informal communication between employees and managers takes place everyday, few business leaders consider what to communicate or how to communicate to employees. Under the best of circumstances, business leaders give employees enough information in the proper contexts for employees to feel somewhat connected to the organization. Under the worst of circumstances, managers give the wrong information at the wrong time making employees feel angry and disappointed.

When human resources professionals partner with business leaders to design a company-wide communication strategy, employees and managers are given a win-win situation. Managers are more confident in what they say, how they say it and when they say it while employees feel validated and informed.

Attendees will be guided through a step-by-step approach to designing a company-wide communication strategy. These steps include:
• Building a business case for a company-wide communication strategy
• Evaluating your current methods for communicating to employees
• Selecting the best communication methods for your organization
• Developing your organization’s key message to employees
• Aligning your communication methods to your key message
• Educating your managers and employees

Attendees will also have the opportunity to learn best practices for designing a company-wide communication through real-life examples.

After this session, attendees will have the necessary tools to partner with business leaders in building a company-wide communication strategy for their organizations.

Matt Baum, Inside Sales Manager(Simply Hired, Inc.)

The Web has evolved into a social space for collaboration, content-sharing and real-time interaction. With the unstoppable growth of Facebook, Twitter and popular professional networks like LinkedIn, social media has become part of our lives and is here to stay.

Today, tens of thousands of recruiters all across the country use social media as part of their recruiting efforts. But social recruiting is no longer just about one-way blasts through your social network accounts—it’s about creating conversations, real social interaction between recruiters and candidates. It’s about listening in and leveraging the insight gained through social media to your recruiting advantage.

And while the game may have gotten more complex, social media doesn't have to be overwhelming. Many professionals—from accountants to engineers, retail managers to graphic designers—use these sites every day. Don’t worry… getting started on social media is simple!

Our webinar will provide you with a basic understanding of social media and what it means for recruiting. We’ll also dig deeper into the social recruiting space to reveal untapped sources for both active and passive candidates, and some strategies for reaching them socially.

Barry Mike, Managing Partner(Leadership Communication Strategies, LLC)

Lots of studies show that most major organizational initiatives, whether outsourcing, restructuring, or integrating an acquisition, fail to deliver the promised results, or when they do, rarely at the targeted costs. &ldquo;Inadequate&rdquo; or &ldquo;ineffective&rdquo; communication almost always emerges as a root cause of failure, the root cause.
Such communication failures are legion; though it is leadership that most often takes the &ldquo;hit&rdquo; &ndash; not Human Resources &ndash; despite the fact that Human Resource professionals invariably either own the communication, or are in a position to ensure their effectiveness.
Indeed, it can be argued that communication is not simply an area of &ldquo;ownership&rdquo; for HR professionals, but a core competency, perhaps the core competency. Yet far too few HR professionals have an understanding of even the most basic principles of strategic and effective communication.
The good news, as this session demonstrates, is that the basic rules are simple, and easily understood. This session reviews the few simple rules that HR professional must know and use if they are to be effective communicators, or more accurately, effective HR leaders &ndash; because the fact is, you can never be one without the other.
Participants will walk away with an increased understanding of what constitutes strategic and effective communications, as well as a set of principles and guidelines against which they can measure or assess the effectiveness of their own and their organization&rsquo;s communications.
Among the basic strategic communication principles covered in this session are the:
&bull;       Boundaries of what constitutes communication
&bull;       Forms of communication that are most meaningful to those with whom you must communicate
&bull;       Multiple dimensions to all communication
&bull;       &ldquo;Strategic&rdquo; nature of communications
&bull;       Difference between good presentation skills and good communication skills
&bull;       Meanings implicit in using different media
This presentation will reframe what you already knew about communication, and remind you of what it is you should know, and add insights that you didn&rsquo;t know.

Carl Kutsmode, Talent Acquisition / Recruiting Solutions Consultant (talentRISE LLC)

 This session will help you learn how to strategically integrate the latest social recruiting strategies and tools into your legacy recruiting practices, processes and systems in order to reduce overall recruiting expenses and cycle time to fill your most critical positions. Learn to create a corporate “Top Talent Magnet” designed to more effectively attract and build meaningful relationships with the best talent in your industry --IN ADVANCE OF NEED --so that they are more likely to express interest in your FUTURE and current employment opportunities when approached. This session will help you gain clarity around how to take your outdated recruiting practices to the next level by STRATEGICALLY harnessing the power of social media, CRM technology, talent communities, Mobile and SEO strategies. Topics covered will include:

• The evolution of online recruiting and your NEW Social Recruiting Toolbox, tactics and process
• Understanding and building communities of "Top Talent"
• ENGAGING vs.REPELLING talent on your corporate website
• Becoming VIRAL – Branding your company and employment opportunities online
• Tips for leveraging LinkedIN, Facebook, YOUTUBE, PR and Twitter to TARGET and ATTRACT top talent online
• Thinking like a job candidate – Removing candidate engagement barriers in your process
• The power of MOBILE Recruiting
• Metrics that matter and how to measure them
• Social recruiting critical success factors
• Case study example – Applying what you learned

Andrea Goldberg, Founder(Digital Culture Consulting)

 Many organizations have developed vibrant on-line employee communities to improve communications, enable collaboration/teaming and improve employee engagement. Social media usage is also changing expectations of organizational culture, participation and leadership and social media platforms are becoming the primary means for employees to engage with peers and management. In many organizations, social media and knowledge management tools are now a vital part of how employees perform their jobs. This shift has resulted in greater employee satisfaction and lower turnover.

The presentation will explore the role social media is playing in changing traditional communication processes and how work gets done in today’s open, virtual and collaborative organizations. Several recent case studies will be explored as well as the lessons learned by these organizations. Among the cases are a large bank, a consumer products company and a technology company that have introduced internal communities, had employees jointly develop future HR strategies and have used employees to provide user generated content for internal training programs. These cases clearly show that effective social media implementation requires much more than the right social media tools, but rather an appreciation of current practices, cross-cultural differences, strong leadership and effective communications.

Research has shown that approximately 11% of adult Americans are currently writing blogs. Given this large cohort, one might expect a significant number of companies to have formal social media guidelines. However, only about 29% of American companies report having social media policies. Based on the of stories of embarrassing employee actions and law suits reported on in the press, it is clear that too few companies have policies and that among those companies who have policies, many are inconsistently communicated and not always well understood. The presentation will address this issue, share cases where lack of guidelines has created problems and make recommendations on ways in which these problems can be avoided

Michael Brenner, Ed.D., Facilitator, Coach, Speaker(IdeAgency)

As the complexity of our world steadily increases, the ability to communicate clearly and precisely in the workplace has become even more critical for employees at every organizational level. Indeed, it’s been suggested that the organization that can’t communicate can’t change, and the organization that can’t change is dead. This is especially true in modern workplaces that are characterized by multiple generations, ethnicities, and levels of experience, often within the same team.

Although hundreds of books, workshops, and articles have been written about the topic, the keys to effective workplace communication can be condensed into three essential principles. Each is based on a quote that speaks to a crucial component of interpersonal communication:

1.       “Seek first to understand, then to be understood.” - Self-help author Stephen Covey

When we are in an exchange with someone, often our first inclination is to ensure that our point of view is understood. We do this by interrupting the other person, raising our volume, insisting that our way is the right way, etc. A far better approach is to temporarily suspend our own assumptions and opinions to fully hear the other person out. When we strive to understand (not necessarily agree with) the problem or issue from their point of view, we demonstrate that what they say has value. We can then engage in a civil, mutually respectful conversation.

2.       “The most important thing in communication is to hear what isn't being said.” - Management guru Peter Drucker

Research suggests that more than 90% of what we communicate to others is done non-verbally, i.e. through what is commonly termed body language. Nonverbal communication is actually comprised of sophisticated behaviors that include body language (gestures, eye contact, facial expressions, posture, etc.), paralanguage (nonverbal sounds) and spatial cues. Improving one’s awareness and interpretation of nonverbal cues – those of others as well as our own – can make us better communicators overall.

3.       “Diamonds are forever.  E-mail comes close.” - Journalist June Kronholz

E-mail, the most popular communication technology, is both a blessing and a curse. It provides near instantaneous access to people around the globe. It’s easy to use, convenient, and highly effective. On the other hand, e-mails have the potential to cause us everything from mild embarrassment to horrific stress. That’s because once sent, e-mails are nearly impossible to retrieve. That’s why it is so important to write clear, concise, unambiguous e-mails every time.

This presentation will address all three principles and offer recommendations for strengthening one's workplace communication skills.

Rachel Permuth, PhD, Human Capital Solutions and Outcomes(Sodexo)
Kevin Rettle, Director of Marketing, Facilities Management(Sodexo)

Linkedin has become the premier online network for business professionals. To date it has over 100 million users and thousands of specific groups that allow you to share your expertise, network, and build relationships with people all over the world. But, how do organizations use Linkedin effectively to produce meaningful conversations and collaborations among interdisciplinary workers?

This presentation highlights a case study on the “Workplace Experience” group on Linkedin. Workplace Experience is about a variety of interconnected elements that influence employees. The group examines topics such as psychological dynamics, workplace strategy, workplace design, employee engagement, generational-mix in the workplace, diversity, human resources topics, sustainability, and more.

In only 3 months since the group started, it has achieved a handful of innovative outcomes that could be replicated by other professional groups. This presentation will illustrate how to use Linkedin Groups function, how to start conversations and engage participants in your groups, and how to think strategically about the outcomes you’d like to achieve both for yourself and your organization.

Sponsors for this event:

IHR Certifications
Are you becoming an industry expert?    Each One Hour Webcast on is reviewed and can qualify for an Institute for Human Resources credit.    The Institute for Human Resources Certification Program provides HR Professionals with an opportunity to specialize in one vertical or domain, making them an Industry Expert.   Each of’s webcasts are reviewed and evaluated against the verticals/domains criteria, and one credit hour can be applied to the appropriate vertical or domain.   For more information regarding the IHR Certification Program, please click here or visit:
Did you know that each one-hour webcast is submitted to qualify for HR Certification Institute recertification credits? The archive of the webcast also qualifies recertification credits, for one (in some cases two) year(s) after the original broadcast. You can get your PHR, SPHR, GPHR and credits all without ever leaving your desk. We know how busy today's successful HR professionals are, which is why we're committed to delivering the best education to you in an easy and entertaining format. For more information about certification or recertification, please visit the HR Certification Institute homepage at
"The use of this seal is not an endorsement by HR Certification Institute of the quality of the program. It means that this program has met HR Certification Institute’s criteria to be pre-approved for recertification credit."

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