Jump-start your conference experience by attending these interactive and practical workshops. These information-packed sessions are a great opportunity to network with fellow attendees while taking a hands-on, common sense approach to mastering talent management strategies that will enhance your understanding of the informative, case study presentations throughout the entire conference.

Choose A or B or BOTH for Maximum Value and Learning

How To Align Your Workforce Planning Process With Your Overall Operational Strategy

Workforce planning is an integrated and continuous process that identifies and addresses the critical gaps between current workforce resources and future needs. It requires a systematic approach that identifies and forecasts the magnitude of workforce risks. The process also yields solutions that balance the quantity, quality, and location of critical talent – at the right cost – to drive operational success over time.

Workforce planning in the public sector brings with it unique opportunities and challenges, and this session will focus on the nuts and bolts of the process as we face demographic shifts and cutbacks.

• Identify critical workforce segments
• Forecast the future workforce
• Implement attraction and retention initiatives
• Track appropriate workforce metrics

WORKSHOP LEADER: Matt Stevenson, Ph.D., is a Principal in the Human Capital practice at Mercer HR Consulting. In his eleven years at Mercer, Matt has led workforce planning engagements in North America, Asia and the Middle East. Recent engagements have included workforce planning projects for a government regulatory agency, a national oil company, and a major government contractor. In addition to his client work, Matt also leads several research and development efforts at Mercer around workforce forecasting and human capital metrics.

11:30 a.m. to 1:00 p.m.
Afternoon break/lunch on your own.

1:00 p.m. to 4:00 p.m.
PRE-CONFERENCE AFTERNOON WORKSHOP B

Effective Talent Management Begins With Successful Onboarding And Integration – A Holistic Approach To Bringing In New Talent

When bringing in new hires, many organizations focus solely on the new employee’s first day. This first day is commonly called orientation and represents a “transactional” approach to bringing on new employees. It is viewed as a discrete, stand-alone event, not integrated with other first-year experiences for new employees.

In contrast, high-performing organizations, particularly in the private sector, use a more comprehensive strategic approach to bringing on new employees called “onboarding.”  Onboarding incorporates a 3-month to a year-long process of integrating and acculturating new employees into the organization and providing them with the tools, resources, and knowledge to become successful and productive.

• Onboarding challenges facing most government agencies
• Differences between orientation and onboarding
• The value and expected outcomes of successful onboarding – including improved performance, increased employee engagement and retention, accelerated time-to-productivity, and mitigated risk associated with attrition
• “Best practices” for onboarding from both the public and private sectors
• Differences between onboarding and new leader integration
• Characteristics of high-performing organizations for talent management

Through this interactive workshop, you will have the opportunity to discuss your own agency’s onboarding practices and opportunities for improvement as you prepare to implement a holistic action plan for talent management.

WORKSHOP LEADER: Daniel Bello is an Associate on the Human Capital and Learning team at Booz Allen Hamilton focused on the federal health market in the areas of Onboarding, Executive Integration and Leadership Development. Prior to his work at Booz Allen, Dan spent over 17 years working in the private sector developing expertise in client relationship management & strategic communication, creative problem solving & team dynamics, and planning & workplace integration guiding cross functional teams of artists and technicians in live-event production teams across the US, Europe and Asia. e is a certified Human Capital Strategist, has an MFA in Acting, an MBA focused on Strategy and Change Management, and is currently pursuing a certificate in Leadership Development.

These workshops are designed to take your conference experience to the next level. Post-conference workshops allow you to take the information you gained from the general sessions, and identify and focus on your individual needs and applications. Make the most out of this conference by attending these highly interactive, hands-on sessions. Space is limited to ensure interactivity!

8:30 a.m. to 11:30 a.m.
POST-CONFERENCE MORNING WORKSHOP C

How To Leverage Best Practices In Employee Engagement Surveys To Ensure Your Human Capital Initiatives Have The Most Impact:
A Step-By-Step Process

From survey design, to analysis, to action planning and monitoring, following best practices are paramount to ensuring your human capital initiatives are related to the specific engagement drivers and will have the most impact. The past few years have been challenging for many government organizations. During this time, some have struggled while others have been successful and even thrived. Is this period of uncertainty over? Not yet. The bad news is that we are in an engagement recession. The good news is that it IS possible to succeed.

This workshop will teach you a step-by-step approach for using your employee engagement survey results to ensure the actions you take are the right ones to move your organization forward. Specifically, you will learn how to:

• Design a survey with the final result in mind - separating the “nice-to-know” from the “need-to-know”
• Derive the greatest value from your survey results by following an approach to analyzing results that will allow you to navigate an ocean of data and gain true insight
• Develop optimal planning teams that can be held accountable for turning survey results into actions

WORKSHOP LEADERS: Rebecca Williams is a Lead Consultant in Aon Hewitt’s Engagement and Talent Practice. She helps clients explore critical business issues through qualitative and quantitative research techniques. Rebecca’s experience includes individual interviewing, focus group design and moderation, Internet and telephonic surveys, panel recruitment, conjoint analysis, survey design, statistical modeling and analysis.

Ernie Paskey is a Vice President in Aon Hewitt’s Federal Talent Practice. He has extensive experience in applying Human Capital solutions in the Federal Government. Mr. Paskey helps clients by providing effective solutions related to selection, employee engagement, succession planning, and leadership development. Prior to joining Aon Hewitt, Mr. Paskey was the Director of the Competency Assessment Branch at the U. S. Office of Personnel Management.

11:30 a.m. to 1:00 p.m.
Afternoon break/lunch on your own.

1:00 p.m. to 4:00 p.m.
POST-CONFERENCE AFTERNOON WORKSHOP D

How To Drive Results Through Learning And Talent Measurement:
Demonstrating The ROI Of Your Talent Management Processes

Management in government departments is more attuned than ever before to the value of managing human capital in a thoughtful and effective way. HR and Personnel Managers must therefore demonstrate the return on investment (ROI) of talent management processes.

This session will help you build the case for talent management and measurement. You’ll receive a summarization of research on the current state of analytics, discuss models and tools to measure human capital and talent effectively, and review a series of case studies where organizations have leveraged human capital metrics to create a high performing workforce.

• The current state of human capital measurement
• Methodologies, models and tools to conduct practical measurement – and how to choose which one is right for your agency
• Real-world examples of human capital measurement application
• Practical strategies for building your own measurement platform