Matthew Stollak
Interested in finding quality speakers for your SHRM Chapter meeting or conference? Check out the list below or recommend new ones to the list. Here is what you need to do: [1] Click "Add to List" [2] Select"item WITHOUT a link" [3] Put the speaker name & Twitter handle/e-mail in the "Item Name" field [4] In the "Item Note" box put a) Topic of the talk, b)date of the talk, c) was it HRCI-certified? If so, for how many many credits? d) Host SHRM Chapter & YOUR contact info; e) Description of session.
a) Social Media
b) October 17, 2012
c) 1.25 General Credits towards your PHR, SPHR and GPR
d) Green Bay Area SHRM - recommended by Matthew Stollak (@akaBruno)
e) presentation focused
*showing you how a small HR shop, or team of 1-2 people, can compete in social recruiting without a huge Fortune 500 budget;
*helping you understand the difference between Facebook Pages and Profiles and how it drives your Facebook recruiting strategy;
*helping you learn how to use rarely understood tools like Facebook Marketplace and Facebook Pay-Per-Click Ads to drive your candidates to your open jobs; and
*helping you learn how to use Facebook search features to locate candidates on Facebook and contact them without looking like a stalker.
a) Leadership and a New Playbook for Strategic Success
b) November 14, 2012
c) 6.25 General Credits towards your PHR, SPHR and GPR
d) Green Bay Area SHRM - recommended by Matthew Stollak (@akaBruno)
e) Are you worried about future talent shortages and turnover in your organization? Are you constantly concerned about retention and productivity? As the labor pool shrinks, employees will examine more carefully the people for which they are willing to work. More and more the type of management that exists within an organization will become the deciding factor for whether the organization will be able to retain its current employees as well as attract new ones. This presentation differentiates leadership characteristics from management characteristics and asks participants to answer eight hard-hitting questions about their ability to lead others and to foster and create leaders within their own organizations. The information will revolutionize thinking about leadership and the way people need to be managed for the future.
• Review of the current employment marketplace as well as a forecast of the employment marketplace trends of the future;
• Discussion of workplace study by Marcus Buckingham and its conclusions;
• Identification of the metrics and defining components of leaders and organizations who excel based on Buckingham’s philosophy and methodology;
• Explanation of difference between management characteristics and leadership characteristics;
• The role of innovation and creativity as a competency for leaders to attract and retain the workforce of the future; and
• Self-Assessment of each individual's current leadership ability and a determination of the necessary personal development needed.
a) HR's Turning Point: Are you Staying in Place or Moving Forward?
b) April 8, 2013
c) 1.25 strategic (Business Management & Strategy) credits
d) Louisiana SHRM State Conference (LouisianaSHRM@gmail.com)
e) In the Human Resources field we regularly evaluate our role and status as we debate whether we’re strategic or tactical or if we consider ourselves traditional or cutting-edge. Regardless of the labels we use, it is ultimately the actions we take as individual practitioners and leaders that define HR’s role for now … and the future. Therefore, it is critical that HR professionals understand where they can best spend their time and energy in order to contribute to business (and people!) success. In this session we’ll discuss HR’s Turning Point by evaluating the past, present and future from two varying perspectives – that of an HR Leader working day-to-day for a mid-sized organization in the U.S. and that of an individual working in the global space who focuses on exploring the changes brought about by a connected world. Drawing on current research and data from a variety of academic and business sources we’ll discuss:
The evolution of Human Resources as the profession has moved along the continuum from administration to innovation to organizational strategy integration
The impact on people, organizations and how-we-do-things that has been brought about by technology, social channels and the ‘shrinking’ world
The requirement for HR professionals to understand, articulate and incorporate new tactics and methodologies in order to move forward
At the end of the session, attendees will better understand why HR is now at a time of significant change and what they can do to ensure their strategies are aligned for success as we move past HR’s Turning Point.
d)
