Missouri Society for Healthcare Human Resources Administration Spring Conference

Contact Our Team


Start Time:12:00 AM
End Time:12:00 AM
Contact Information
Additional Information

Provided by MHA Center for Education

Supported by the Missouri Society for Healthcare Human Resources Administration

Sponsored by APS

Dates & Location

Thursday, April 27, and Friday, April 28, 2017

Add to Calendar

Camden on the Lake
2359 Bittersweet Road
Lake Ozark, Mo.

Register on or before Friday, April 14.

MSHHRA member – $265
MHA member – $290
Non-MHA or Non-MSHHRA member – $390
Active Membership ($75) plus Spring Conference ($265) – $340

The registration fee includes breakfasts, lunch, refreshments and program materials. A confirmation will be emailed guaranteeing registration before the program. This seminar is being offered at a reduced registration fee to MHA-member hospitals because of a contribution from MHA Management Services Corporation.

Hotel Reservation

Request MHA Center for Education room rate:

  • king deluxe $123 + tax
  • one bedroom king grand suite $153 + tax
  • one bedroom executive grand suite $173 + tax

Group code: MHAM0417
Hotel cut-off date: Monday, March 27

Learning Objectives

Upon completing the program, participants will be able to:

  • identify the current trends in obesity, diabetes and metabolic syndrome, and why they are critical to the future success of any organization
  • discuss strategies to help corporate leaders understand that “wellness” is not an expense, but an investment
  • discuss President Trump’s overall labor and employment law agenda and what actions he likely will take in the first couple years of his presidency
  • understand how President Trump’s labor and employment law agenda may affect your organization
  • demonstrate steps of succession planning and workforce mapping
  • create templates and ideas for implementing or improving existing succession plans
  • describe sources of feedback and design considerations for new real-time performance management processes
  • demonstrate new performance management process functionality, and share lessons learned and next steps for a new performance management process
  • examine how derived business metrics can be applied to measure the achievement of an organization’s strategic hiring goals and objectives
  • explore how to source, interpret and apply information from internal sources related to an organization’s operations to contribute to the development of their strategic plan
  • analyze compensation practices to identify potential issues, and discuss steps to building a market-competitive pay structure
  • assess the impact that pay compression can have on turnover
  • explain how to integrate a transparent communication plan in your compensation strategy


Thursday, April 27

8:30 a.m. — Registration/Breakfast

9 a.m. — Welcome and Introductions
Diana Turner, PHR, SHRM-CP
MSHHRA President
Sr. Systems Specialist, Human Resources
Phelps County Regional Medical Center
Rolla, Mo.

9:15 a.m. — MHA Update
Herb B. Kuhn
President and CEO
Missouri Hospital Association
Jefferson City

10:15 a.m. — Break

10:30 a.m. — Who Says Wellness Doesn’t Work?
Todd Whitthorne
ACAP Health Consulting

The term wellness is ubiquitous in the employee health arena, but what it actually means, and more importantly, how it gets measured, often is hard to define. Todd Whitthorne is a nationally recognized authority on both personal and employee health who delivers a fun, engaging message that will help you craft a wellness program that actually does what it should ... measurably improve the health of your employees. Buying everyone FitBits or standing desks may sound attractive, but unless the solution is proven to deliver clinical outcomes, then Todd suggests you save your time and money. Learn how to “sell” wellness to the C-suite and communicate in a manner that will have your employees and covered dependents begging to participate.

Noon — Lunch (provided)/Networking

1 p.m. — Changing Times: Labor and Employment Update for 2017
Vince D. Reese
Attorney At Law
Mickes O’Toole, LLC
St. Louis

As 2017 begins, the Republican Party will have majorities in both houses of Congress and also occupy the Oval Office. It has been more than 20 years since one party held sway in both houses of Congress and the executive branch. This fact, coupled with the emerging trend of U.S. presidents to use their executive authority to change and implement labor and employment law policy, means that President Trump will have an almost unprecedented opportunity to change the legal landscape as it relates to labor and employment law.

In his race to the White House, President Trump remained largely silent on most employment-related issues. As President Trump fills his cabinet, issues statements and articulates his plan for his first 100 days in office, we will gain greater insight into his labor and employment agenda. This program will examine Presidents Trump’s likely labor and employment law agenda and how it will impact employers during, and likely well-beyond, his presidency.

2:30 p.m. — Break

2:45 p.m. — Succession Planning
Alia Stowers
Leadership Consultant
Alia Stowers Consulting
Springfield, Mo.

An aging workforce and an expanding economy mean a serious talent management challenge for organizations. Succession planning has been around for a number of years. The difference now is the level of urgency. The tidal wave of retiring baby boomers has hit the economy with 10,000 people retiring each day. The available workers compared to the probable retirees is shrinking rapidly. Organizations are challenged in finding available talent and this challenge will continue to grow. Managers, human resources and C-suite leadership must work together to develop a comprehensive talent management strategy. Succession planning provides a key piece to the talent management puzzle.

3:45 p.m. — “No More Big Bang!” Our Performance Management Revolution
Dawn Murphy
Sr. Vice-President, Human Resources
Saint Luke’s Health System
Kansas City, Mo.

This presentation will provide an extensive case study of the design and implementation of Saint Luke’s Health System’s fully customized web-based employee performance management process. The process moved Saint Luke’s from an annual review process to year-round feedback. Saint Luke’s new PMP was designed by an internal team with significant input from employees and leaders across the system, and includes functionality to provide peer-to-peer recognition in real time.

4:45 p.m. — Adjournment

Friday, April 28

7:30 a.m. — Registration/Breakfast
Membership Meeting

8:15 a.m. — Human Resources Best Practices Roundtable
Moderated by Diana Turner, PHR, SHRM-CP
MSHHRA President
Sr. Systems Specialist, Human Resources
Rolla, Mo.

9 a.m. — Live From Missouri Hospital Association, It’s The HR Analytics Show
Don Everett
Workforce Interactive
Irving, Texas

Individuals wanting more than a surface-level understanding of HR analytics will enjoy this interactive session that leads attendees through the multiple dimensions of a health care industry HR analytics project. In a game show format, the audience is entertained while being collaboratively engaged in a complete HR analytic sequence, resulting in a predictive model. Attendees learn how to apply “Money Ball” concepts to discover strategic data trends and patterns using analytic instruments that do not require analytical experience. Participants will be shown tools and related techniques that enable insightful correlation of HR and operational data for strategic decision support.

10:30 a.m. — Break

10:45 a.m. — Overcoming Workforce Challenges With Strategic Compensation Initiatives
Theresa Worman
Executive Vice President
Compdata Surveys & Consulting
Olathe, Kan.

Workforce volatility can profoundly impact patient outcomes. What actions have you taken to prevent this from happening at your hospital? Join us to benefit from this industry leader’s experience successfully tackling one of the most difficult recruitment and retention climates in recent history. This must-attend session will help hospitals overcome workforce issues and achieve successful recruiting with market competitive rates, prevent turnover by addressing pay compression issues and improve retention rates through transparency.

12:15 p.m. — Adjournment

Continuing Education

Participants must attend the program in its entirety and complete an evaluation to receive continuing education credits.

HRCI — This activity has been approved for Recertification Credit Hours Awarded: 9 Specified Credit Hours: HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, SPHRi™ recertification through HR Certification Institute's® (HRCI®). The use of this seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval.

SHRM — MHA Center for Education is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 9 PDCs for the SHRM-CPSM or SHRM-SCPSM.

MSHHRA Membership Dues

If you are not a member of MSHHRA and would like to join for $75, please submit payment with your registration fee or join online.

For More Information

Contact Jill Williams
Director of Workforce Initiatives and Special Projects
573/893-3700, ext. 1395