SPEAKER: Charley Ayres
What Happened to My Daddy’s Job? Workforce development is an essential component of community economic development and business growth. “What happened to my Daddy’s job” gives an overview of the economic, demographic, and social evolutions that are impacting our hiring practices, corporate expansions, and purchasing. It will provide participants with a better understanding of the significant changes and challenges that may impact talent recruitment and development into the future. Learning objective: Develop a broad understanding of the economic, demographic, and social evolutions impacting workforce practices Increase knowledge and understanding of the changes in the workforce landscape in order to better prepare future employees and improve hiring practices .
Charley Ayres joined the Central Texas Workforce Board staff in October of 2018 after serving as an economic development professional for the City of Round Rock and The City of Temple for the past sixteen years. Serving as the Director of Industry/Education Partnerships, Charley is responsible for the delivery of programs and services designed to prepare Central Texans for jobs and to equip those workers with the skills needed to foster economic growth. Charley's experience includes sitting on the Board of Round Rock ISD Partners in Education and numerous Advisory Councils for our Public School Districts in Central Texas. He was invited by the U.S. Chamber of Commerce to participant in the Institute for a Competitive Workforce, served as Co-Chair of Workforce Development on the Board of Directors for the Texas Economic Development Council and was appointed to serve as the Chairman of Bell County’s Census Complete Count Committee by Judge David Blackburn. He currently serves on the Board of the Development District of Central Texas and the City of Temple Comprehensive Plan Advisory Council. Born and raised in Austin, Texas, Charley is a graduate of McCallum High School. He received his MBA Business Management Certification from Tulane University and was awarded a professional certification in Labor Market Analytics from Economic Modeling Specialists. He most recently completed his certification as a Workforce Development Professional. Charley aspires to be the kind of man his dog thinks he is.
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SPEAKER: Roger Grannis, Expert in Communications, GrannisGroup
Would you like to have your cake and eat it too? The Yellow Cake Principle will show you how. Served up with a blend of actionable ideas and a generous dash of humor, the Yellow Cake Principle provides the ingredients you need to connect, influence, and persuade. The laughter is just the icing. Need to get buy-in from senior leaders, engage staff and employees, or have not-so-fun conversations? Whisk your worries away. After this program, those interactions will be a piece of cake. The laughter is just the icing.
Warning: The Yellow Cake Principle has zero calories but may be addictive. Learning Objectives:
When it comes to teaching the art of influence, Roger Grannis is a master chef. His client list is a who’s who of the Fortune 1000. GE. Pepsi. Foot Locker. Symantec. Wells Fargo. They’ve all gathered in his culinary classroom, learning how to create measurable business results out of the ingredients of persuasion. Prior to forming GrannisGroup, in 2004, Roger built Gartner Sales Academy, helping grow revenues from $32 million to $850 million. Eagle Scout, writer, and family man, Roger is the president of the New England chapter of the National Speakers Association. He brings high energy, high value, and high humor to every program.
SPEAKER: Lorne Epstein, Trainer and OD Professional @ Electric Cow LLC
Research on decision making reveals that when individuals are highly aware of their decision-making process, they can see how non-determinant data influences their thinking. This awareness mitigates bias in decision making by giving them access to a more extensive set of choices to reach their intended outcomes. Experiential learning is an integral component of the workshops and the participant development process. The workshops include simulated experiences that transform participant behaviors through awareness. The experiential learning model builds insights by having participants do the actions in a training space that will reduce the effects of bias on decision making. Learning Objectives In this initial workshop, participants will learn what unconscious bias is and how it affects their workplace relationships and decision-making. Through this workshop, participants will: Learn how priming bias works. See how bias can affect their choices at work. Conduct a personal social network analysis. Develop new practices and skills to minimize bias in business decisions. Participants will explore the following questions: What is bias? How does bias affect our lives and the workplace? What biases do I have? What tools are available to me to reduce the effects of bias in my workplace?
Lorne is a world-class facilitator and adult experiential educator whose been leading active learning experiences since 1993. His talent acquisition career allowed him to build companies in the U.S., India, and Brazil by hiring right. He is a graduate student in Organizational Development and Knowledge Management at George Mason University. He has been an HR professional since 1996. His book, You’re Hired! Interview Skills to Get the Job, has been downloaded over a half-million times worldwide. Every week, he hosts The Lorne Epstein Show, where national experts share insights about the workplace. He is SHRM-SCP certified and a Lifetime Charter Member of the Association of Talent Acquisition Professionals.
SPEAKER: Bill Current, President and Founding Partner @ Current Consultant Group
As the legalization of marijuana continues to have a direct impact on workplaces across the country, the Substance Abuse and Mental Health Services Administration (SAMHSA) published guidelines for lab-based oral fluid drug testing (OFMG) on October 25, 2019. For many years urine testing has been considered by many to be a “gold standard” for drug testing. However, the OFMG now establishes a similar standard for oral fluid testing, which will likely motivate many HR professionals and employers to investigate how oral fluid testing compares to urine testing. This is particularly pertinent given that the legalization of marijuana in many states has created a new emphasis on recent-use detection in drug testing which SAMHSA believes may be more effectively accomplished with oral fluids.
Bill Current is the President and Founding Partner of the Current Consulting Group (CCG). Mr. Current is a 30-year veteran in the drug testing industry. He is the former Director of the Institute for a Drug-Free Workplace, Executive Director of the American Council for Drug Education, and Vice President of Consulting for Employee Information Services. Mr. Current is the author of 10 books on substance abuse-related issues and a regular presenter at conferences, seminars, workshops, and webinars. Mr. Current is widely considered one of the leading experts on drug testing and the drug testing industry. He founded the industry’s most comprehensive state law database subscription service at CurrentCompliance.org and helps conduct the annual Drug Testing Industry Survey, now in its 22nd year.
SPEAKER: Julie Rennecker, PhD, Founder and Chief - Catalyst of Syzygy Teams
SPEAKER: Jim Link, CHRO Board Member / Human Capital Strategy @ Ranstad NA
The future workforce will consist of three segments: traditional, agile and Artificial Intelligence “workers.” The latter two are, by far, the faster growing, driven by employee preference, financial pressure and a necessary ability to pivot at moment’s notice. Within the next few years, 40% of a businesses’ workforce should be agile, deployable at any time. Jim Link will discuss steps HR leaders can take to rethink and redesign their employment models to ensure business sustainability. Learning Objectives: Understand why and how to make AI, robotics and automation a true employee segment, anticipating from it more than small 10-20% efficiency gains and, instead, using it as a scalable means of handling entire tasks and interactions. Uncover which functions are prime for agile workers, even core functions that can be completed as tasks and projects be contractors or AI rather than full- or part-time dedicated employees, and how to model what an ideal mix is based on the outputs your company needs. Learn how to set up an infrastructure for agile workers, starting with the hiring and evaluation processes. HR leaders need to start helping hiring managers think in these terms of what needs can be accomplished through a non-full-time employee and in breaking with the traditional way of evaluating workers – longevity and promotions can’t be the mechanism by which people are judged for a job. Learn how to tap into the existing agile talent pool and cultivate a network of talent through things employers have already been leveraging for years, such as alumni networks, reverse-mentoring and referrals. Companies need to effectively utilize these people and deliver an experience to them (in exchange for their output), and if they do so, they’ll have a group of people who are willing to gain their next work experience with them or come back in the future. Gain insight into how to sell the agile workforce into management and talent, as it’s generally a lucrative relationship for both. Companies can employ people on a more demand-based model, contract with talent with perfect skills for the task at hand and benefit from agile workers’ results-first mentality as they maintain their reputation. Workers can benefit financially, in diversity of work and work-life balance.
SPEAKER: Cris Anderson, Captain (Retired) - Texas LawShield
To ensure all participants understand the rights of citizens to keep and bear arms per the U.S. Constitution’s 2nd Amendment, Texas authority to create and enforce laws related to weapons possession in public, and employers’ duty to provide safe and productive work environments. To reinforce the need for continuing education on the Texas Health and Safety and Occupations Codes, and the Occupational Safety and Health Administration laws regarding employee’s rights to a safe and healthy workplace, and employers’ responsibility to provide same. To emphasize the students’ understanding of the most basic and paramount safety values: Protection of property is subservient to the preservation of life, especially their own.