2016 Schedule

Keynote Presentation

Stacy Donovan Zapar

Social Sourcing: Going Beyond LinkedIn

Stacy Donovan Zapar (Tenfold)

LinkedIn is tried and true when it comes to candidate sourcing. But 98% of recruiters are already sourcing there. Go where your competition ISN’T. We’ll be exploring a plethora of other social channels to mine, identify and reach out to prospects, including Twitter, Facebook Graph Search and a host of other social sites with millions (or billions!) of profiles from which to choose. Learn which tools and technologies enable us to quickly find candidate profiles as well as contact info and pertinent info that allows our outreach messages to be targeted, personalized and more likely to get a response.

Effective Communication Strategies with Plain Language

Jennifer Sell (Cultural Linguistic Services, UW-Madison Office of Human Resources)

Have you wanted to get your message across better or faster?  Have you wished you could feel more confident that you were understood correctly – the first time?

Effective communication is vital in all aspects of our personal and professional lives.  No matter whom you’re talking with or where, getting a clear message across the first time ensures more successful outcomes and a smoother, more efficient process along the way.

In this interactive workshop, we will discuss strategies ranging from word choice and grammar tweaks to teach-back and non-verbal signals.  Through a blend of presentation and practical exercises, we will prepare you with a toolkit of techniques that you can use immediately to improve your verbal and written communication.  Come learn why everyone from medical providers to educators to office professionals rely on plain language and effective communication strategies to improve outcomes and lessen workloads!

Engaging Staff in Change Management

Brian Gittens (UW-Madison School of Medicine & Public Health)

This interactive lecture highlights the School of Medicine and Public Health’s (SMPH) efforts to effectively engage staff in the change management process. Using John Kotter’s 8-Step Change Management framework, the presentation chronicles the partnership between SMPH and the Office of Quality Improvement (OQI) to review human resources processes and procedures, effectively engage stakeholders, and improve processes.

The presentation, while focused on the HR service delivery, also emphasizes a team approach that promotes increased staff engagement. Empowering staff has the potential to not only facilitate implementation, but also empower staff in support of a culture of continuous improvement.

The change process resulted in proposals for process improvements in position requisitioning, recruitment, on boarding, salary administration, and communications. The process provides a compelling case for managing change in a large, complex, highly matrixed organization.

Emotional Intelligence and Authentic Leadership

Steve Schroeder & Kristin Determan (Industry)

In this interactive session, presenters Steve Schroeder and Kristin Determan will introduce the topics of Emotional Intelligence (EI) and Authentic Leadership.  EI and Authentic Leadership are relatively new concepts. We will explore their origins, theoretical models, and how we can incorporate them both into our professional and personal lives.  Particular attention will be focused on the intersection of the two and how we can use both to become more effective and influential leaders.  This session is ideal for those who lead, manage, work in a client/relationship building capacity, work in teams, and/or have a continuous improvement mindset.

Navigating Change, Career Frameworks & Market-Based Compensation Structures

Mary Luther & Members of the Compensation & Titling Team (UW-Madison Office of Human Resources)

The Title and Total Compensation (TTC) Study is at our doorstep.  Join this interactive session to learn about the key components of this study as well as practical ways to prepare your division/school/college to successfully navigate change, career frameworks, and market-based compensation structures.

The UW-Madison Compensation & Titling Team will engage you in interactive exercises, as well as share an overview of the strategies, key elements, and processes associated with titling and total compensation studies.

Candidate Engagement: The Blueprint to an 85% Response Rate

Stacy Donovan Zapar (Tenfold)

Sourcing in today’s talent market involves identification and engagement. It’s become easier than ever to find great talent; the trick is getting them to respond to your outreach. Learns best tips, tricks and strategies that have led to consistently get an 85%+ response rate when proactively sourcing candidates. Learn which tools, outreach strategies and engagement techniques work best, are easy to implement and lead to real results.

Microaggressions in the Workplace

Gabe Javier (UW-Madison LBGT Campus Center)

Microaggressions are everyday insults, slights, and/or actions that remind a person of their minority status. Microaggressions are often unintentional, but their cumulative impact can have a negative affect the work-life experiences of employees and communities. Microaggressions happen in almost all aspects of life: interpersonally, small group, and environmentally. The ability to recognize microaggressions and their impact is a foundational skill in building emotional intelligence in the workplace towards more inclusive communities.

In this session, we’ll review the background and literature regarding microaggressions in social and workplace interactions. You’ll have an opportunity to reflect on times that you’ve been the victim and source of microaggressions; practice recognizing microaggressions; and be given tools and strategies to interrupt microaggressions in your roles as HR professionals, so that you may be an effective resource to campus staff with whom you consult. Microaggressions based on race/ ethnicity, gender, sexual orientation, and other social categories will be discussed.

Motivating Exceptional Performance Through Transformational Leadership

Alex Stajkovic (UW-Madison’s School of Business)

Most organizations are over managed and under led. Why? Because the nature of leadership is not immediately obvious – otherwise organizations would have more leaders than managers, and leaders would be easy to find.

If you are an HR manager interested in maximizing your effectiveness, you must progress from being a manager to being a leader. In this session, you’ll learn how to begin. We’ll explore the following:

• Why should we care: Why are highly skilled performers not necessarily effective leaders?
• What do managers do? What do leaders do? Is it different?
• Knowing yourself is a first step before trying to lead others
• The path of leadership development: Laissez-faire, Transactional, and Transformational
• The philosophy of leadership and classic dilemmas

Transformational Leadership is about winning the hearts and minds by transforming the way employees feel and think about work. Come explore how you can begin to transform your own way of working as a leader in HR.

Self-Care Strategies for Human Resources Professionals

Susan Fuszard (UW-Madison’s Employee Assistance Program)

You may spend your days being available to others, juggling multiple roles, dealing with disgruntled individuals, putting out fires or dealing with ever-changing technology and policies – and that’s without even considering what is going on in your personal life. Addressing stress management in 75 minutes can be like trying to bail out a leaky boat with a teacup – it’s probably more effective to plug the leaks.

Attend this session to look at ways to strengthen your individual approach to managing stress, enabling you to remain anchored and stay afloat when things get stormy in your work or personal life. We are all in the same boat when it comes to needing to manage our work/ life balance, and can learn from each other.

Recruit like a Ninja with LinkedIn

Elizabeth DiCiurcio (LinkedIn, Chicago)

Want to be a recruiting Ninja? Come to this session to learn about the world of recruiting and how to be a brand ambassador for UW-Madison, take advantage of your personal LinkedIn Network, build talent brand on LinkedIn, and make connections with top diverse talent.

In this session, we’ll take a closer look at how our stealthy partners in talent acquisition are using LinkedIn to find the world’s best talent, and why it’s working! Come for discussion and Q&A, and live demos of our tools!

The Alphabet Soup of Immigration

Jennie Taylor & Katie Tollefson (International Faculty and Staff Services, UW-Madison Office of Human Resources)

This session will prepare you for the buffet of immigration statuses most commonly seen at the university and the documents associated with them.  We will briefly discuss the Federal agencies and the stakeholders who partake in the feast and the university’s role in hosting, aka sponsoring.  We will cover the differences between visa and status, between immigrants and non-immigrants and provide a general overview of immigration.  The best part is that you don’t have to host the party!  You can come enjoy and walk away full.  No need to bring a dish to pass.  No knowledge or experience necessary.  This session will be especially beneficial for staff new to the world of immigration or new to the university.

HR Game Jam!

Erica Rosenfeld Halverson (UW-Madison School of Education) & Ryan Martinez (UW-Extension Outreach and eLearning)

In this session, we will design and play games that confront the core challenges of human resources management. You’ll spend half your time designing a game that explores shared challenges around HR including how to handle corrective action situations, how to help units deal with changing technologies, and how to deal with temporary employees. Then, you’ll play each other’s games and learn from one another about a) how colleagues frame these core problems, b) potential solutions to the problems and c) how to use game design as a method for field testing solutions to persistent problems. We will conclude with potential steps for future interaction around game design, game play, and collaborative work.

Developing a Culture of Collaboration Through Employee Engagement

Bob Lavigna (CPS HR Consulting)

Public institutions of higher education are under enormous pressure to improve performance, while also doing more with less. Nowhere is this truer than in Wisconsin.

One proven response to this challenge is to measure, and then improve, the level of employee engagement. Research has clearly and convincingly shown that improving employee engagement drives performance, including: financial outcomes, achieving strategic goals, productivity, customer service, innovation, employee retention and attendance.

While efforts to improve engagement must be driven by strategy and senior leaders, human resources professionals also have a key role. And collaboration, among HR professionals and with customers, is also a critical element. In this session, you’ll learn:

• What engagement is and why it matters
• How to measure it
• The results of a national benchmark survey on engagement in both public and private sectors
• What public sector organizations have done to improve engagement
• How to build a culture of engagement and collaboration, and last but not least
• The critical role of HR

HR as a Business Partner… Hmmm, what does that mean?

teri engelke (UW-Madison School of Education)

When you hear the words “HR as a Business Partner”, what comes to mind? Do you think of strategy, financials, vision, business outcomes and metrics, and communication tools? How about words such as creative thinking, collaboration, problem solving, mission and values, inclusion, engagement, and diversity?

This interactive session will explore what it means for HR professionals to serve as a business partner. As our roles continue to expand in complexity, this provides us the opportunity to situate ourselves in a more transformational consultative capacity to support organizational goals and outcomes, which are critical in achieving current and future HR trends. During this session, we will have the opportunity to apply concepts, strategies, and tools to be effective in collaborating with those in our own organizations.

Breaking the Bias Habit: Promoting Racial Equity in Hiring

Jennifer Sheridan (UW-Madison’s Women in Science & Engineering Leadership)

In this session, Dr. Sheridan will present best practices for creating a search and screen committee process that will minimize the application of unconscious racial/ethnic bias.  Stepping through the five major phases of a search, she will discuss: committee formation and processes; recruitment of candidates; evaluation of candidates; interview processes; and closing the deal. Audience participation and a video case study will help make the session more interactive. Attendees can expect to leave with several evidence-based strategies that can be employed throughout a search process to reduce implicit bias, thereby hiring a more diverse workforce at UW-Madison.

The Employee Benefits Lifecycle

Chris Calkins (UW-Madison Office of Human Resources)

In this session, Chris Calkins will present an overview of the benefits lifecycle for employees at UW–Madison. The overview will begin with best practice processes for new hires, include tips and tricks of employment and data changes, and end with discussion for end of employment issues including retirement processes.