Filtered Sessions

In the dynamic Human Resources (HR) field, the emergence of Generative AI has presented a paradigm shift in how HR functions are performed. This session, titled 'Navigating the AI Landscape in HR: When to Rely on Generative AI vs. Consulting Expertise,' is designed to guide HR professionals in making informed decisions about integrating AI technologies while understanding the value and instances where human consultants are indispensable.

Learning Objectives:

• Understanding Generative AI in HR and the capabilities and limitations of generative AI technologies in the HR sector. This includes discussions on AI-driven recruitment tools, employee engagement bots, AI in training and development, and predictive analytics for workforce planning, including workplace wellness.
• Delving into the scenarios where human consultants' nuanced understanding, empathy, and expertise are critical. Emphasis on areas like conflict resolution, complex decision-making, personalized career development, and legal compliance.
• Providing a framework for HR professionals to determine when to deploy AI solutions and when to engage human consultants. This includes factors like the complexity of the task, ethical considerations, cost-benefit analysis, and the need for human judgment and emotional intelligence.
• Analyzing the outcomes and lessons learned to provide practical insights into decision-making processes.
• Exploring the future trajectory of AI in HR and how professionals can prepare for a hybrid model that optimally utilizes both AI and human expertise.
• Discussions on upskilling HR professionals to work alongside AI technologies effectively.

Traditional hiring methods are outdated and broken - a sentiment echoed by job candidates and employers worldwide. In the US, there are nearly two jobs for every candidate, experienced employees are aging out of the workforce, the accelerating pace of change at work and the explosive emergence of new skills and jobs mean companies are falling even further behind. With a shortage of quality candidates, employers need to streamline their process to attract talent and hire those with potential who can grow on a career path rather than just a job. We need a dramatically different approach to answer the question 'are we hiring the right people?' This presentation will show how AI allows us to understand the changing world of work - how jobs are related and what skills people need to develop to adapt. Rather than relying on what jobs a candidate has done in the past ('rearview recruiting'), we can assess for what they are capable of. Allowing candidates to showcase their personality traits, skills, and interests drives better candidate fit, improved performance, and retention.

Learning Objectives:

• Current uses of AI in talent acquisition.
• Where the space is going with Generative AI.
• How we can leverage the right kind of assessments to measure potential.
• How to get away from 'review recruiting'.
• How AI can actually improve fairness.

It seems like every time there's a new Artificial Intelligence application created to streamline an HR function, there are new laws or regulations right behind it! Legal liability surrounding the use of AI in HR continues to evolve and grow. Learn what laws, regs and guidance exist, learn what's coming in the future and learn how to comply.

Learning Objectives:

• Understand the fast-changing legal protections that exist for employees in federal, state and local law, as well as at the EEOC, NLRB and other agency level;
• Learn what HR's obligations are under these new laws, regs and guidance;
• Get tips for best practices relating to the use of AI in HR software and functions - for both the employer and the employee.

Wouldn't hiring be easier if we just had a machine that could do it for us? Every CEO in the world will tell you there is nothing more important than talent. Yet, most of us still struggle to hire great talent. Tim Sackett is a talent acquisition expert and author of the SHRM best-selling book The Talent Fix, and he has written the instruction manual for all of us to build our own hiring machine. There are actually ten pieces you need to build a great hiring machine, and Tim will share each one in this session. 

• Attract more talent.
• Convert more candidates to applicants.
• Fill jobs faster.

You will leave with an exact roadmap and the tools needed to build your world-class hiring machine. Hiring is hard. Having a hiring machine that does most of the hard work for you will make your life exponentially better!

Learning Objectives:

• Understand how world-class talent acquisition functions do things differently in successful hiring.
• Be given a roadmap and understanding of how to build their own hiring machine.
• Develop more strategic talent attraction strategies.

Repeated on Tuesday at 2:00pm.

This must-attend presentation is crucial for HR professionals, department leaders, and agents of organizational change, focusing on enhancing HR's role in companies. Ideal for HR managers, business leaders, and strategic initiative teams, this session offers valuable insights and practical strategies. It's particularly beneficial for those in organizations where HR is primarily seen as administrative and for those aiming to elevate HR as a strategic business partner.

Learning Objectives:

• Understanding the Transformation Blueprint: Attendees will learn a structured, step-by-step approach to transition HR from a traditional administrative function to a strategic entity within their organization, focusing on evolving roles and responsibilities.
• Gaining Real-World Insights: Participants will be equipped with knowledge from real-life case studies of successful HR transformations, including the challenges faced, strategies employed, and the outcomes achieved, providing them with a realistic perspective on the transformation process.
• Acquiring Practical Strategies for HR Innovation: The session will offer attendees practical and innovative strategies for key HR areas such as employer branding, talent acquisition, employee engagement, and effective use of technology, enabling them to implement these strategies in their own organizations.
• Learning Metrics of Success: This objective will focus on how to effectively measure and demonstrate the impact of HR initiatives, helping attendees understand the key performance indicators and metrics that show HR's value as a strategic business partner.
• Networking and Collaborative Learning: Attendees will have the opportunity to network with peers, share experiences, and discuss solutions to common challenges, fostering a collaborative learning environment. 

Repeated on Tuesday at 3:30 pm

Post COVID19 HR has been challenged to break the mold of status quo and traditional leadership as it pertains to human capital. By understanding how to turn data into information HR practitioners will have the ability to transition from a cost center to a value-add center by leveraging HR analytics to create a proactive approach to create improved business outcomes.

Learning Objectives:

• Provide the true definition of human capital.
• Discuss a proactive approach to improve business outcomes.
• Understand how human biases impact HR analytics.
• Application of content.

Repeated on Tuesday at 2:00pm

AI will rewrite the rules of performance, redirecting capacity to unlock new levels of innovation, creativity, and complexity. Sure, AI is the defining technology of our generation, but it won't define our generation. People will. After all, everything that will make or break the success of AI is fundamentally human: Acceptance, transparency, and cultural clarity. The leaders who cultivate these elements will find that their AI-enabled performance has no limits.

Learning Objectives:

• Hear how AI inherently opens capacity for employees to direct their focus to novel things.
• As tech strategy and governance is expected to grow significantly through 2026, learn how AI can (and should) play a role.
• From a leadership perspective, understand how to humanize AI for employees, and cultivate an environment of trust, transparency and acceptance.

Learning Objectives:

• Speak to various stakeholder groups in language that resonates with them.
• Counter employee resistance to diversity efforts.
• Incorporate culture-building principles when developing DEI strategy.
• Effectively engage executives as DEI ambassadors.
• Build empathy across audiences for underrepresented employee groups.
• Use technology to amplify Your DEI message.

All aboard for a high-speed journey into the future of HR with AI! This session is your express train to mastering AI-driven efficiency. Learn to swiftly navigate AI prompts, keeping your HR strategy on the fast track. Discover how to manage your 'passengers' effectively, translating complex employee challenges into actionable AI solutions. It is perfect for HR professionals eager to accelerate decision-making, steer your HR department towards increased productivity, and direct your organization towards unprecedented success.

Learning Objectives:

• Identify and Master the Key Elements of Effective AI Prompts.
• Master the essential components of effective AI prompts, including role, context, clarity, and specificity to improve communication and the application of AI in various HR functions.
• Translate HR Challenges into Structured AI Queries  Develop skills to critically evaluate HR issues and effectively translate these challenges into structured AI queries to obtain solutions you can immediately implement.
• Differentiate Between Simple and Complex AI Prompts for Diverse HR Scenarios.
• Learn to distinguish between simple and complex prompts, understand their appropriate applications in diverse HR scenarios, and expand your HR and business capabilities using AI technology.
• Implement AI Strategies for Enhanced HR Decision-Making and Efficiency.
• Apply AI strategies and tools to improve decision-making processes and improve HR operational productivity.

In this session, we'll explore how AI-powered tools can enhance your communication skills, enabling you to personalize your messages to connect with your audience on a deeper level. We'll also discuss content strategies that improve your influence in your industry through tailored AI-driven approaches.  The session will include practical tips and success stories and how to apply them effectively while integrating the one thing that AI can't achieve, empathy and emotions.

Learning Objectives:

• Gain a comprehensive understanding of how artificial intelligence (AI) is reshaping communication strategies and its relevance in various contexts.
• Discover techniques for using AI to identify and personalize your messaging and content, allowing you to connect with your target audience and increase audience engagement.
• Explore strategies and tactics for leveraging AI to build your brand in various contexts, such as brainstorming and content strategies.

HR professionals face mounting pressure to develop centralized governance policies for AI hiring tools to comply with legal obligations and meet DEI and accessibility priorities. This session will share actionable guidance to help mitigate and manage bias and discrimination risks for these tools, with a focus on the new NIST AI Risk Management Framework Inclusive Hiring Profile developed in partnership with NIST by a team of industry, advocacy, and government collaborators (anticipated release mid-2024).

Learning Objectives:

• What artificial intelligence (AI) is, and how HR professionals are using it to recruit and assess candidates.
• The landscape of AI risks in HR, including new guidance and procedures from EEOC & OFCCP and state regulatory efforts.
• Sample questions to ask vendors.
• How your organization can develop an AI governance framework to help mitigate and manage the risks that AI hiring systems may carry.
• Suggested actions, activities, and documentation for AI Hiring Tech, aligned to the NIST Risk Management Framework's four key functions (Govern, Map, Measure, and Manage).

In an era where technology seamlessly integrates into every aspect of our lives, the domain of personnel monitoring has seen revolutionary advancements. This topic, 'The Cutting Edge of Personnel Monitoring: Ethical Implications and Technological Innovations', invites participants to explore the latest monitoring technologies in the workplace while critically examining their implementation's ethical boundaries and implications.

Learning Objectives:

• Technological Advancements in Personnel Monitoring will showcase the latest innovations in employee monitoring tools. It includes discussions on AI and machine learning algorithms for behavior analysis, advanced biometric systems, real-time GPS tracking, and sophisticated digital productivity tools. Melissa will provide insights into how these technologies transform employee management, productivity assessment, and workplace security.
• Ethical and Privacy Considerations will be on the ethical dilemmas posed by these technologies. This includes debates on privacy rights, the fine line between monitoring and surveillance, employee consent, and the ethical use of personal data. Legal perspectives on the current regulatory frameworks and guidelines for ethical monitoring practices will also be discussed.
• Balancing Efficiency and Ethics will aim to strike a balance between the efficiency and effectiveness offered by monitoring technologies and the ethical considerations they raise. This includes exploring best practices for transparent and respectful implementation of these systems in the workplace.
• Commonly used productivity tools like Microsoft 365 and Google Cloud, while primarily designed to enhance workplace efficiency and collaboration, also possess capabilities that can be utilized for personnel monitoring. These tools can be deployed for monitoring purposes. This topic will touch on how crucial it is to balance the operational benefits with ethical considerations.

This presentation will delve into the latest trends in employee screening, with a particular focus on the effects AI can have on compliance measures. It will also explore the legal aspects of screening, specifically examining FCRA (Fair Credit Reporting Act) and EEOC (Equal Employment Opportunity Commission) trends and the latest lawsuits. Attendees will gain insights into the evolving landscape of employee background investigations, the challenges posed by emerging technologies, and the critical need for compliance with these crucial legal regulations.

Learning Objectives:

• Understand the latest techniques and trends impacting employers globally when it comes to compliance and avoiding litigation.
• Develop a comprehensive understanding of the interplay between AI-driven employee screening and FCRA (Fair Credit Reporting Act) and EEOC (Equal Employment Opportunity Commission) regulations, including their key provisions and implications for compliance.
• Identify common compliance challenges and pitfalls related to AI and its impact on the screening industry, specifically within the context of FCRA and EEOC, and learn strategies to effectively navigate these legal requirements.
• Explore some of the latest examples of lawsuits impacting employers, including EEOC's latest stance on employer violations, gaining practical insights into the consequences of non-compliance and how organizations can avoid legal issues.
• Acquire actionable knowledge on creating and implementing robust compliance processes and policies that ensure the highest level of due diligence and minimize potential risk, including the use of AI in that process.  In addition, fostering a culture of transparency and fairness in the hiring process.

Repeated on Tuesday at 2:00pm.

What happened when Mitratech conducted an experiment, asking ChatGPT a series of common HR questions, and pitting their answers against Mitratech's human experts, who boast an average of 18 years of experience? Chief Services Officer Susan Anderson, who leads Mitratech 's team of HR Experts, will share with her audience the most surprising takeaways from proof-of-concept experiments, including what it takes to transform employee perceptions of generative AI from a threat to an asset.

Learning Objectives:

• Attendees will learn about AI's limitations, potential, and why emotional intelligence will remain a competitive advantage.
• Attendees will learn the process to run Generative AI experiments, including a rubric for grading responses that can be adapted to organizational needs.
• Attendees will learn why the cultural journey is essential to organizational success and how to create a company culture that embraces the potential collaboration with AI.

In "Transforming Human Resources: The Future of HR in the Age of AI," we dive into how Artificial Intelligence is revolutionizing HR practices, impacting everything from recruitment to retention, and shaping a data-driven future for workforce management. This session offers a deep dive into AI's role in enhancing decision-making, personalizing employee development, and forecasting workforce trends, while addressing ethical concerns and implementation challenges. Attendees will explore the latest AI innovations, understand their transformative potential, and leave with actionable insights to harness AI for HR innovation, operational efficiency, and a more agile, inclusive workplace.

Learning Objectives:

• Identify the key ways in which Artificial Intelligence is transforming traditional HR functions, everything from Hire to Retire.
• Identify the role HR will likely need to play as the world moves to continuously digitize.

With AI on the horizon, no skill is more important in business today than the ability to understand, analyze, and act on information effectively and responsibly. HR professionals who are also savvy, sharp critical thinkers can cut through ambiguity and information overload to quickly zero in on what is really important. This session covers cognitive techniques and critical thinking tools to enhance decision-making under pressure and strengthen your impact. Years of leadership experience do not automatically provide critical thinking skills! Since even highly experienced business leaders sometimes make bad decisions that damage themselves and their organizations, something more than experience must be necessary. We'll use real-life examples to examine why incompetence, bad character, or low intelligence generally aren't to blame when leaders and organizations blunder. We'll learn how HR professionals can become better critical thinkers and add decision-making assets to their toolkit.

Learning Objectives:

• How AI depends on the human review, auditing and correction found in critical thinking.
• Critical Thinking theory and practice, with case studies focused on HR Decision Making methods that work in group environments.
• Group Dynamics that apply to HR issues.
• Coaching and Mentoring methods to teach others.

This session outlines the major advantages in moving to a newer HR system, but also the preparation that is needed to fully utilize its capabilities and transform your Human Capital Management practice.  For those looking to use their HR systems implementation to transform their organization, rather than just 'lift and shift' old practices into yet another system, this webinar will give you talking points to take back to your HR and Corporate leadership for more strategic planning around your HR systems implementation, as well as give specific examples of what you can work on now, rather than waiting until your implementation begins, saving you time and money in your implementation, as well as getting the maximum ROI post Go-Live.  Insights from multiple implementations will be shared that you will not want to miss!

Learning Objectives:

• Why an Operating Model and Organizational design is key to a successful HR systems implementation.
• What Compensation, Talent Management, Performance Management and Employee Relations practices can be brought up to date prior to an HR systems implementation.
• Pros and Cons of in-sourcing vs. out-souring Benefits and Absence Manangement.
• Payroll Transformation Principles and complexities.
• Additional tasks to do prior to an HR systems implementation.

In this insightful talk, Nichol Bradford  will discuss "From Curiosity to Catalyst: HR's Role in the Age of AI."  Discover why HR leaders are uniquely positioned to drive human-centered AI adoption as "AI+HI Catalysts." Nichol explores the importance of AI fluency in navigating AI-powered reinvention and discusses the critical components of AI Maturity.  She shares how HR can foster sustainable learning, experimentation, and growth cycles. Drawing from SHRM research, Nichol highlights the current state of AI understanding among HR professionals and the immense potential for HR to shape the future of work.  Attendees will gain practical examples for pioneering people-first AI. This talk is essential for HR professionals, business leaders, and anyone curious about AI's impact on the workforce.  Join us to explore the exciting possibilities that emerge when HR leads in the age of AI.

As organizations harness the power of generative AI, HR leaders are exploring how to do so responsibly. This careful balance of compliance and innovation requires an ethical framework ensuring fairness and non-discrimination. This session will examine the best practices for organizations seeking to leverage AI tools in the employment context, while upholding HR compliance, driving productivity and fostering inclusion. Learn key considerations, such as responsible AI governance, transparency, data security and privacy.

Learning Objectives:

• Understand the critical importance of inclusive, deep data sets in the development, testing and use of HCM AI tools.
• Learn about AI governance structures and how to create processes in your organization for the ethical and effective use of HCM data.
• Understand -- via examples -- how generative AI-powered insights can enable employers to be more effective, compliant and create a more equitable workplace.

Nichol Bradford explores how HR leaders can amplify their impact by sparking AI catalysts throughout the organization. Discover HR's role in supporting AI implementation across various departments. The CHRO's partnership with the CIO is highlighted in redefining the workforce in a generative AI world. HR must collaborate to anticipate and adapt to AI's impact on the workforce. Attendees will learn how to stay ahead while continuously evaluating and adjusting to generative AI's transformative power. Nichol shares insights on cross-functional collaboration, knowledge sharing, and creating an AI-driven innovation culture. Strategies for aligning technology and people strategies are discussed, ensuring AI implementation is human-centric and ethically responsible. This talk offers guidance for HR leaders and business executives navigating workforce challenges and opportunities in the age of generative AI.

Not anymore.

The rapid, unrelenting rise of AI means people are anxious about their careers, overwhelmed with options, and freezing up due to conflicting directives. HR professionals are uniquely suited to usher their organizations into this new environment. From pay to PTO, and whether it's training or talent acquisition, the eyes and experience of HR will be instrumental in upskilling individual personnel and entire companies as AI becomes more and more ubiquitous. 

Learning Objectives:

• Reframe the perspective through which HR should be viewed.
• Review key areas and tasks ripe for an AI upgrade.
• Impart actionable steps to effective, responsible AI integration.

The 2023-2024 SHRM State of the Workplace report delves into the significant challenges organizations faced in 2023 and what they foresee looking ahead into 2024. Integrating the perspectives of HR professionals and U.S. workers, the research explores topics such as inflation, labor shortages, the state of HR departments and organizations’ adoption of AI. We invite you to join us as we unpack the findings, and share our recommendations for navigating 2024 and beyond.

Learning Objectives:

• The key issues faced by organizations in 2023.
• The emerging trends and anticipated challenges for organizations in 2024.
• The adoption and utilization of AI technologies in HR.

Data Influencers harness data to effectively communicate with executives, drive decision-making, and ultimately achieve their goals. In this session, we will delve into a four-step data strategy employed by HR leaders to address challenging questions, evaluate hiring requests, assess the impact of potential mergers, divestitures, and outsourcing, and optimize HR practices. Through practical examples and case studies, we will explore how these data-driven approaches have transformed organizations and elevated the role of HR professionals.

Learning Objectives:

• Distinguish between influence, power, and persuasion.
• Understand how and what workforce metrics to measure.
• Learn how to use workforce benchmarks effectively.
• Know how to present data in context of your organization's initiatives and priorites.
• Be able to use data to set reasonable goals.

Discover how AI fosters personalized learning, boosts engagement, streamlines training administration, and uncovers insightful analytics. Future-proof your talent strategies and gain insights from real-life examples of AI in action.

Learning Objectives:

• Identify the primary applications for AI in talent development.
• Select the most relevant AI opportunities for your organization from proven use cases.
• Develop a plan for implementing AI in Your organization.

Getting ethics right is a big deal, and ethics requires courage, especially in a world with AI arriving on our desktops. HR professionals often need help in maintaining high ethical and cultural standards for their organization. This facilitated discussion goes beyond a lecture on ethical principles – it includes actionable tactics and recent case studies that offer participants 'real-time' practice in resolving dilemmas, with participants sharpening their critical thinking skills.   Participants will learn and practice effective tactics for aligning their values and ethics with their organization's goals and reducing their fears of 'doing the right thing' in complex situations.

Learning Objectives:

• Understanding how Critical Thinking and Ethics are under pressure from the arrival of Generative AI in our organization's life.
• Resolving Ethical Dilemmas using structured thinking tools.
• Preparing for the challenge of an employee needing to address ethics when the challenge/problem includes their boss' action or lack of action.
• How can an employee effectively 'delegate up' when they see an ethical issue that their boss either doesn't see or doesn't acknowledge to be an issue?
• Balancing logic, emotions, and courage while making difficult decisions.
• Building an action plan for personal and organizational courage.

The present-day work environment is marked by volatility, uncertainty, complexity, and ambiguity, making it crucial for HR professionals to embrace modernization and digitization to address challenges quickly, and remain effective. In today's fast-paced business environment, agility and adaptability are essential for the success of the HR professional, while fragility and inflexibility lead to inevitable failure. An agile approach to HR is essential to revamp the work culture and your role as an HR Professional has never been more important!

Learning Objectives:

• Define and Explore Agile HR/HR Agility as a construct.
• Demonstrate HR's role as a Driver of Change in Organizations.
• Evaluate how HR Agility contributes to the following areas in HR: Recruitment, Learning and Development, Function Evaluation and HR Analytics.
• Explore Strategic KSA's that the CHRO of tomorrow needs to develop today!
• Discuss how Learning Agility affects and contributes to overall HR Agility,

Repeated from Monday at 11:00.

This must-attend presentation is crucial for HR professionals, department leaders, and agents of organizational change, focusing on enhancing HR's role in companies. Ideal for HR managers, business leaders, and strategic initiative teams, this session offers valuable insights and practical strategies. It's particularly beneficial for those in organizations where HR is primarily seen as administrative and for those aiming to elevate HR as a strategic business partner.

Learning Objectives:

• Understanding the Transformation Blueprint: Attendees will learn a structured, step-by-step approach to transition HR from a traditional administrative function to a strategic entity within their organization, focusing on evolving roles and responsibilities.
• Gaining Real-World Insights: Participants will be equipped with knowledge from real-life case studies of successful HR transformations, including the challenges faced, strategies employed, and the outcomes achieved, providing them with a realistic perspective on the transformation process.
• Acquiring Practical Strategies for HR Innovation: The session will offer attendees practical and innovative strategies for key HR areas such as employer branding, talent acquisition, employee engagement, and effective use of technology, enabling them to implement these strategies in their own organizations.
• Learning Metrics of Success: This objective will focus on how to effectively measure and demonstrate the impact of HR initiatives, helping attendees understand the key performance indicators and metrics that show HR's value as a strategic business partner.
• Networking and Collaborative Learning: Attendees will have the opportunity to network with peers, share experiences, and discuss solutions to common challenges, fostering a collaborative learning environment. 

Repeated from Monday at 2:00pm.

What happened when Mitratech conducted an experiment, asking ChatGPT a series of common HR questions, and pitting their answers against Mitratech's human experts, who boast an average of 18 years of experience? Chief Services Officer Susan Anderson, who leads Mitratech 's team of HR Experts, will share with her audience the most surprising takeaways from proof-of-concept experiments, including what it takes to transform employee perceptions of generative AI from a threat to an asset.

Learning Objectives:

• Attendees will learn about AI's limitations, potential, and why emotional intelligence will remain a competitive advantage.
• Attendees will learn the process to run Generative AI experiments, including a rubric for grading responses that can be adapted to organizational needs.
• Attendees will learn why the cultural journey is essential to organizational success and how to create a company culture that embraces the potential collaboration with AI.

Repeated from Monday at 11:00am

AI will rewrite the rules of performance, redirecting capacity to unlock new levels of innovation, creativity, and complexity. Sure, AI is the defining technology of our generation, but it won't define our generation. People will. After all, everything that will make or break the success of AI is fundamentally human: Acceptance, transparency, and cultural clarity. The leaders who cultivate these elements will find that their AI-enabled performance has no limits.

Learning Objectives:

• Hear how AI inherently opens capacity for employees to direct their focus to novel things.
• As tech strategy and governance is expected to grow significantly through 2026, learn how AI can (and should) play a role.
• From a leadership perspective, understand how to humanize AI for employees, and cultivate an environment of trust, transparency and acceptance.

Artificial Intelligence (AI) is having a significant impact on many aspects of our professional and personal lives. This couldn't be more true for you, the HR Leader. According to research, it will revolutionize a number of industries with an incredible growth rate in the next decade. As AI continues to grow it has become more important than ever to understand how it can help you improve your HR operations, processes, and procedures.  This live, interactive event aims to unravel the complexity surrounding artificial intelligence (AI) within the realm of Total Rewards. It will provide clarity and understanding regarding how AI can enhance and optimize the design, implementation, and management of employee compensation and benefits.

Learning Objectives:

• We'll start with providing an overview of the principles and applications of AI, focusing on its potential to optimize compensation strategies, benefits administration, and overall Total Rewards management.
• We'll also offer hands-on guidance and best practices to analyze employee data, design customized compensation packages, automate routine tasks, and improve decision-making processes through AI-driven solutions.
• Finally, we'll discuss ways to foster a culture of responsible and ethical AI adoption within Total Rewards, emphasizing fairness, transparency, and the elimination of biases.

Everyone is talking about using AI in recruiting, but how do you use the same tools as everyone else and still stand out? How can you add a human touch in the age of AI? What bias should you be looking for in the process of embracing technology in the hiring process? If embracing AI ethically in your recruiting and HR process has been on your to-do list, this session is for you. Learn from job post writing expert Katrina Kibben how to use AI to humanize recruiting while eliminating bias to create a future of work your team can be proud of. Attendees will leave this session knowing how to query AI, measure results, and address biases with hiring managers.

Learning Objectives:

• What's In It For You.
• See why AI won't be taking your job any time soon.
• Understand why it's harder than ever to stand out to candidates, Measure success and get the results you actually want.
• Learn to address bias with hiring managers and technology,  And more!

Repeated from Monday at 11:00 am

Post COVID19 HR has been challenged to break the mold of status quo and traditional leadership as it pertains to human capital. By understanding how to turn data into information HR practitioners will have the ability to transition from a cost center to a value-add center by leveraging HR analytics to create a proactive approach to create improved business outcomes.

Learning Objectives:

• Provide the true definition of human capital.
• Discuss a proactive approach to improve business outcomes.
• Understand how human biases impact HR analytics.
• Application of content.

In the final installment, Nichol Bradford brings HR as AI+HI Catalysts and enterprise-wide AI implementation to life through compelling real-world examples. Discover how innovative HR leaders and organizations have navigated the AI-driven transformation journey. Nichol presents diverse case studies, highlighting the impact of HR-led AI initiatives. From redesigned roles that enhance human potential to HR leaders who have catalyzed organization-wide AI adoption, these examples provide valuable insights and inspiration. Learn how visionary companies have prioritized employee growth and economic growth, leveraging AI to upskill and reskill their workforce, creating opportunities and fostering continuous learning.  Attendees will witness the transformative potential of HR as a strategic partner in AI implementation. Nichol shares lessons learned, best practices, and practical takeaways applicable across industries and contexts. As an HR leader, whether you're driving change, seeking proven strategies, or eager to see theory in practice, this session offers insights and actionable ideas to guide your journey towards HR-led, human-centric AI transformation. Join us in celebrating the trailblazers who have embraced AI and discover how their experiences can inspire and inform your own path forward.

Radical change is here and HR is at the core of successful implementations. The arrival of AI as a disruptive force in modern organizations will require a whole new HR process - new tools and new processes will be needed to achieve the workforce of the future. This session covers both the strategies and tactics needed by HR professionals to drive the changes needed in the short term and support the long-term organizational strategies that will provide sustainability and growth into the future.  This session will start with three possible approached, then move to a departmental review of tactics and risks.

Learning Objectives:

• An understanding of the three main AI implementation strategies.
• A listing of the risks and rewards of each strategy.
• A departmental review of needed HR strategies broken out by department.
• A defined list of the three major KSA categories that applicants must be screened for in the future.
• Two key questions to ask each applicant.

Why does strategic HR matter? Learn to move Human Resources from being transactional focused to being strategic.  Transform HR by using technology to formulate real strategies, weaving DEI&B into the everyday workings and integrating organizations systems, people, processes, and culture.

Learning Objectives:

• Discover HR's strategic role in fostering a growth mindset-culture that leads to better productivity, collaboration, and morale.
• Use technology to formulate real strategies and integrate organizations systems, people, processes, and culture.
• Incorporate DEI&B practices in your employee life cycle.
• Learn to channelize data and use it effectively for enhanced insights, operations, and compliance.

This session provides an overview of the framework foresight method with a case study of how developing framework foresight outputs enhanced the strategic planning.  The case study includes examples of how generative artificial intelligence tools streamlined the environmental scanning process and the identification of the key drivers of change.   This case study on developing an organizational foresight capability is within the Federal government space; however, the lessons learned are also applicable to the broader human capital management community.

Learning Objectives:

• Define strategic foresight.
• Describe the key concept that there are multiple futures.
• Identify the six activities of the framework foresight method.
• Compare possible, plausible, probable, and preferred futures scenarios.
• Explain how framework foresight can complement strategic planning.

What does it mean to be human? As you are considering this question, remove things like intelligence, knowledge, processing information, creativity, writing, and any sense of data processing. Now, what is left in your answer?   In a world where the confluence of AI and human intelligence is reshaping industries, how does HR stand resilient and ensure the essence of humanity is not lost? Join Todd Mitchem, an HR Learning Leader,  psychology professional, former tech CEO, Author, and expert in the Human Element as we merge technology into our HR world. He has been called a visionary in integrating AI and human elements. Audiences at the Mile High SHRM private virtual event, DISRUPT HR Denver, and Destination Colorado said his presentations on the topic were game-changing.   At SHRM24, Todd will delve deeper into the implications of AI in the HR sphere, drawing parallels between the vast, knowledge-rich AI ocean and the unique, resilient human shore. With AI predicted to impact 90% of all work in the coming 2 years, potentially leading to significant job loss, Todd illuminates the path for HR to become the guiding lighthouse, ensuring that the organizational shore retains its intrinsic human attributes, so we don't crash into the rocks of fear and uncertainty.  Reflecting on the transformative journey of AI, including demonstrating tools like OpenAI's ChatGPT, and Goolge's BARD LLM, Todd will discuss the real-world impacts and the necessary adaptive strategies for HR professionals. How do we harness the immense potential of AI while preserving and fostering human emotions, empathy, morality, ethics, and societal bonds? How does HR maintain its pivotal role in guiding organizations through this paradigm shift, focusing on the irreplaceable Human Element and Human Skill?  In this high energy, thoughtful, enlightening and interactive session, Todd Mitchem draws on his extensive experience and insights to help attendees navigate the future of HR. Participants will gain a profound understanding of integrating AI advancements, adapting to societal shifts, and preparing for what lies ahead in the ever-evolving workplace.  Don't miss this opportunity to learn from Todd's visionary leadership and experiential learning style, and to equip yourself with the knowledge and skills essential for thriving in a future where AI and humanity dance in harmony. Be a part of this transformative conversation and ensure that as we tap into the power of AI, we also celebrate and uphold what truly makes us human.

Learning Objectives:

• Strategic AI Integration in HR: Attendees will acquire knowledge on implementing AI technologies in HR functions in a way that complements and enhances human intelligence, ensuring a balance between technological efficiency and human insight.
• Preservation of Human Elements: Participants will learn innovative strategies for maintaining and emphasizing the unique human attributes of emotions, empathy, morality, ethics, and societal bonds within an organization as it integrates AI.
• Adaptive Leadership & Utilization of Large Language Models: Attendees will gain insights on leading HR departments through rapid technological changes with a focus on effectively leveraging large language models like GPT-4, ensuring adaptability, resilience, enhanced communication, and decision-making while maintaining a focus on the human element.
• Ethical Considerations & Responsible AI Use: Participants will gain an understanding of the ethical considerations inherent in AI adoption in HR and how to use AI responsibly to avoid potential pitfalls and ensure fairness and equity.
• Future-Proofing HR through AI & Human Harmony: Attendees will learn how to harness the synergy of AI and human intelligence to build a future-proof HR strategy, preparing their organizations for upcoming shifts in the workplace dynamics and societal norms.