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2014 HR Forum - Event in Review


Last week’s Human Resources Forum, June 1-3 at the Four Seasons in Dallas, TX was a huge success, with 100% of Delegates rating their experience as very good or good (4.6 average on a scale of 1-5) and nearly 80% of Supplier Companies immediately booking their place at next year’s event.
 
Companies averaging 44,481 employees were represented, from multiple industries, with a strong presence in healthcare, financial services and retail. CHROs, and HR VP Generalists, Directors of Talent Management, Compensation, Benefits, Acquisition, Development, Training, Effectiveness and more; the HR department powerhouses all under one roof, with a common mission - to network, learn and find solutions.
 
Setting the tone for the opening of the 2014 HR Forum on Sunday evening, with his heartfelt leadership style, was keynote speaker Garry Ridge, CEO of WD-40 Company.  In his compelling presentation, Ridge addressed that even in tough times, creating a tribal culture among employees and a sense of belonging - and removing the biggest obstacle to learning – fear, will truly enable companies to engage their people, build a great place to work, and improve employee performance, job satisfaction and retention.
 
#LearningMoment Fact: WD-40 produces $1M in revenue per employee!
 
Following Ridge’s keynote, the group mingled their way into the foyer for the welcome cocktail reception and a series of 8 minute speed dates - executive style, all pre-arranged meetings. For HR leaders meeting with peers - a quick-fire exchange of challenges and best practices. For Suppliers meeting buyers – a quick “cup of tea” conversation to determine a match or not and where a potential relationship could go.
 
The most popular areas for discussion and top areas where delegates were seeking solutions centered around Employee Engagement, Change Management, Organizational Culture, Succession Planning, Rewards & Recognition, Performance Management, Coaching & Leadership Development, HR Metrics and Wellness Programs.
 
Over the next day and a half over 1000 meetings took place between senior HR leaders and suppliers to the industry, one-on-one, and over meals with peers, as they discussed the critical challenges facing their companies and their people, developing new relationships and mutually beneficial partnerships and solutions.
 
91% of Delegates rated their meetings with Suppliers as Good or Very Good and 69% said they were useful meetings that were unlikely to happen otherwise, stressing the importance and value of face-to-face meetings.
 
So far, 66% of Delegates are arranging further meetings with suppliers they met, 49% are asking suppliers to pitch for a specific project and 22% intend to commission work with a supplier based on their meeting at the HR Forum alone. 100% of suppliers expect to see ROI, majority within 3-6 months.
#HowDoYouBizDev?
 
Continuing the keynotes on day two, Sheldon Yellen, CEO of BELFOR, delivered what many were referring to as the most honest and inspiring presentation they ever heard. Known from his appearance on CBS’ hit show Undercover Boss, Yellen took us on a story of his own life and how his appearance on the show and actually getting to know his employees, transformed him to become the leader he is today - leading from behind, putting people first and his “be humble or get humbled” philosophy.
 
It was clear that HR leaders really appreciated the CEO perspectives of both Ridge and Yellen, and left recharged and inspired to return to the office ready to make a measurable impact to their business and their people, reiterating the importance and effectiveness of effective leadership, starting from the top-down.
 
Other popular conference sessions and discussion groups amongst Delegates focused on:
-      The Power of an Engaged Organization
-      Employment Branding Strategies to Stand Out from the Pack
-      The Realities of Recruiting
-      Starting with a Moral Purpose: Driving Business through Sustainability
-      GenZ – Adjusting to the Changing Needs of Tomorrow’s Labor Market
 
The next Richmond Events’ Human Resources Forum will take place June 7-9, 2015 at Omni Barton Creek in Austin, Texas.
 
For more information, please contact Project Manager Brielle Pope at 212-651-8713 or bpope@richmondevents.com.

Richmond Events' Business Panel - Internal Communications


Headline findings include:
  • Only 7% of the panel describe their organization’s internal communications as excellent, and 45% as good. 42% feel they’re a mixed bag, some clearly good and some less so.
  • There are 3 primary purposes for an organization’s internal communications: to build support for the organization’s vision, (for) staff motivation / employee engagement and to communicate senior management decisions and viewpoints.  
  • Just over ½ of the panel feels internal communications are essential for keeping their whole organization up to speed with what’s going on.  This is followed by 46% who believe it’s a key motivator in terms of employee engagement.
  • It is further reassuring that only 6% feel internal communications are not that useful and that they can find out what they need by talking to clients.
  • It may be considered somewhat of a surprise that the Comms department doesn’t lead the way in terms of being responsible for an organization’s internal communications, instead 37% of the panel saying it ‘depends on what’s being said’.  The communications department is in 2nd place with 1 in 4 of the panel saying this is the case. 
  • The most popular channels for organizations to communicate with its employees are through email and via the intranet.  These are followed by live events and conferences and the more traditional method of in person; predominately through line managers. 
  • At the other end of the scale only 2% of organizations use LinkedIn and 5% twitter, whilst not a single organization uses YouTube.
  • The majority of the panel are mainly satisfied with the ease in which they can locate information; 18% saying it’s easy and a further 60% saying not too bad.
  • Over two thirds of the panel agree with the statement that social media enables them to reach more people more quickly than before.  A further ¼ are unsure, whereas 6% disagree.
  • Just less than ½ the panel engage with their organization’s internal communications on a daily basis, 30% engage weekly and a further 23% engage whenever they have time.

For full report http://revents.info/l/6ql

Richmond Events' Business Panel Report - Leadership


Our latest report is now available on the topic of leadership. Here are the headline findings and to view the full report please click the link at the bottom.
  • Almost 75% of the panel feel they are good leaders and 13% are prepared to claim they are excellent! 
  • IT are the most are most bullish about their leadership abilities, followed by Marketing and Finance.
  • 100% are honest enough to admit their leadership skills can be improved, be it slightly or significantly.
  • The majority of the panel feel their leadership style involves them supporting and developing their staff (we haven’t asked the staff).  The panel also feel they value input and seek commitment.
  • When asked where improvements can be made in terms of leadership, the most popular responses were relationship building with senior colleagues, followed by better communication skills and encouraging more innovation and creativity.
  • The majority of people have picked up their leadership skills from a combination of people they’ve worked for.  Only 10% say they acquired them from their current boss.
  • The panel has more confidence in their team delivering the strategy and vision of their organisation than they do in the organisation’s leaders.
  • Over 75% of the panel admit at some stage to experiencing anxiety in their role, with the  majority feeling at some point it affects their ability to do the job.
  • Only just over 25% currently admit to having both the desire and ability to one day become the leader of an organisation.
  • Unsurprisingly the current economic situation is the biggest challenge that over half the panel face.  This is followed by growing their businesses and culture change.  Budgets are in 4th place, followed by increased regulation.
  • Good news for David Cameron, less so for Ed Miliband.  Whilst 65% of the panel rate Cameron’s leadership qualities as good or excellent, the corresponding figure for Miliband is 8%.  In terms of being poor / very poor the figures are 8% and 56% respectively.
Download the full report.

For further information please contact David Clark.

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