HR Breakfast Briefings

A morning lecture series on the latest trending topics in human resource management

Overview

The Center for Professional Development (CPD) is partnering with Kelly Services in a collaborative endeavor to educate and inspire those within the Human Resources community.  This interactive forum connects you with HR thought leaders and industry role models to bring value added leadership to the HR community.

All HR Breakfast Briefings will be located at the CPD where a continental breakfast will be provided.  This program is free and open to the public!  Registration is required.


Each Breakfast Briefing has been
pre-approved for 1 HRCI credit hour.

The Autonomous, Empowered and Highly Virtual Workforce

Thursday, March 21, 2013
8:00am - 9am

Topic Leaders:
Lance J. Richards, GPHR, SPHR
VP Office of Innovation, Kelly Services, Inc.

Megan Rafferty
Director of Marketing, Kelly Services, Inc.

The changing dynamics of the modern workplace are causing employees to closely evaluate career choices and their options for advancement. The idea of a career-for-life with one employer has certainly waned, but it is not entirely dead. At the other extreme, many employees now believe it is in their best interest to seek out opportunities with multiple employers, building their network and skill set along the way. This volatility in the labor market seems to be the new norm, and it poses special challenges for both employees seeking to advance their skills, and employers wishing to retain the best talent.

Join us as we explore the changing attitudes of workers surrounding job mobility, career progression and work-life balance as part of a shift to a more autonomous, empowered and highly virtual workforce.

Healthcare Reform/Affordable Care Act Implementation

Thursday, April 18, 2013
8:00am - 9am

Topic Leader:
Don Ingalls
Blue Cross Blue Shield of WNY's Vice President of State and Federal Relations

The impacts of the ACA to employers and residents of New York State today and tomorrow.

Talentomics - 9 Ways HR Must Adapt to Find Talent

Thursday, May 16, 2013
8:00am - 9am

Topic Leader:
 Lance J. Richards, GPHR, SPHR
VP Office of Innovation, Kelly Services, Inc.

Fundamentally, managing your talent supply is a little bit like making kimchi. Now, you must weigh up your ability to find someone who can make it already, or your ability to train and develop existing staff to do it. This is the role that HR must play in an increasingly globalized, multi-generational, fast-moving business environment. One day it will be kimchi, the next it will be another skill or talent.

This is the new reality. Talentomics is a single supply-chain model: finding, securing, developing and retaining the right talent at the right time and place is imperative to keeping pace with business needs. In this talk, we hope to show you what it means, why it’s happening and how to evolve your HR practice to adapt.

How to Find (And Keep) STEM Talent

Thursday, June 20, 2013
8:00am - 9am

Topic Leaders:
Tim McAward
VP COE - Engineering, Kelly Services, Inc.

Megan Rafferty
Director of Marketing, Kelly Services, Inc.

They may be relatively small in number, but they pull more than their fair share of economic weight. Amid higher unemployment and economic turmoil, we need them now more than ever.

STEM jobs (97 occupations that fall into the science, technology, engineering and mathematics fields) are part of a critical cycle of economic growth. They are vital for national competitiveness, fueling the economy and creating more downstream jobs.

That’s the good news. Now for the not-so-good news.

By international standards, students in the U.S. rate in the middle of the pack (or lower) with respect to proficiency in science and mathematics. And, we’re graduating the same proportion of STEM graduates now as we did 20 years ago. When you factor in the growth in STEM demand, this is creating a serious shortfall of talent that has implications for an increasingly global economy of innovation.

There are a number of factors that are inhibiting new entrants to STEM fields and luring existing participants away to others. These include significant cultural, gender and attitudinal shifts and long-held notions that shape who enters (and who stays in) STEM-related educational tracks and careers. Companies themselves must understand these forces, and be aware of how they may be contributing to them if they are to be turned around.

This program is put on in collaboration with Kelly Services.

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