Filtered Sessions
06/11/2023
Succession planning in organizations is being disrupted by advanced technologies. The psychology toolkit is rapidly changing with advances in executive assessment and platforms for organizing, managing, and determining the health of succession plans. Explore the future of tech-enabled succession planning and general best practices for today and the future with interactive exercises, including a discussion about the primary factors (e.g., assessments, technology, CEO and board buy-in) differentiating a good from great succession planning process.
Learning Objectives:
- Discuss trends in succession planning over the last couple of years.
- Learn how technology is disrupting the succession space, and what that means for the future.
- Review the future of executive assessment and talent segmentation.
- Learn best practices and case studies from other HR professionals.
Artificial Intelligence (AI) will play an important role in the future of work. HR professionals are looking to AI technology and automated employment decision tools to meet the needs of their organization including talent acquisition, retention, performance management, and much more.
Today, 1 in 4 organizations report using AI to support HR-related activities; and 43% of CHROs say that they plan to invest more in AI/automation for HR activities.
HR professionals are at the intersection of AI and an increasingly complex environment as policymakers begin to regulate and address the use of AI in the workplace. SHRM and our nearly 325,000 members are well-positioned to lead the conversation on this evolving issue to best address the current, and future needs of work, workers, and the workplace.
Learning Objectives:
- Learn how organizations and HR professionals can leverage automated employment decision tools to their advantage.
- Recognize the importance of ensuring that AI systems are utilized in a manner that avoids bias in the hiring process, performance management or other areas of HR.
- Understand how HR professionals can work effectively with lawmakers to create policies that promote more inclusive and dynamic workplaces.
06/12/2023
REPEATED ON TUESDAY AT 10:30am
Companies today are operating under renewed economic pressure, moving leadership teams to take a closer look at their bottom line, particularly how to improve it. Workers also feel empowered to leave organizations that aren't meeting their professional needs or expectations. Leveraging 'people data' can unlock a world of insights, helping HR leaders to better understand their current workforce and as a result, reduce turnover.
Learning Objectives:
- Gaining a better understanding of data-driven people analytics.
- How to use data to anticipate turnover.
- Knowing the relationship between turnover and the bottom line.
Cyber crime is costly and its effects can permeate throughout an organization for years following an attempted or successful cyber attack. Employee benefits plans are particularly at risk for certain types of cyber crime activities, due to their large transactional volumes and the relative value of their portfolio of assets, both in the retirement and health and welfare contexts. While almost no defensive strategy will create a perfectly impermeable employer, there are proactive steps that can be taken by an employer to mitigate the opportunity for, and the effects of, cyber crime. The Health Insurance Portability & Accountability Act ('HIPAA'), along with other privacy-related laws and regulations, offer a roadmap to building an employer's cyber defensive strategy. In this program, participants will learn methodologies used to analyze and respond to an attempted or successful cyber attack according to HIPAA best practices.
Learning Objectives:
- Understand the four primary rules espoused under the law of HIPAA that coalesce to create an employer's cyber crime defensive strategies;
- Understand the prevalence and opportunity for cyber crime directed at private organizations, particularly respecting human resources operations and employee benefit plan administration activities;
- Understand and apply the principles of HIPAA respecting risk evaluation and risk mitigation opportunities, both as responsive and proactive tactics to mitigate cyber crime activities;
- Understand and prepare required participant, federal secretary, media, and workforce notices of breach arising upon instances of breaches of protected health information compromised as the consequence of a successful cyber crime attack or campaign of attack; and,
- Develop and implement an organizational contingency plans to respond to, and to proactively mitigate, the effects of cyber crime activities.
Business intelligence tools offer countless ways to slice and dice data. Enamored by yet another way to collect data, many organizations today have built the proverbial 'hidden factories' of generating what are merely 'Passive Reports'. Emailed to countless individuals, posted on antiquated bulletin boards, and taking valuable time to build and distribute, these passive reports are simply not 'Driving the business forward.' Whether it is too much data, too complex data, or most often, the lack of acute business acumen to process the data, most companies today are drowning in useless reports. Learn how to stop visualizing data and start utilizing data as a process, not a report. Your organization can eventually eliminate many non-value added reporting functions, thus streamlining and simplifying the data that truly allows your workforce to understand 'winning and losing.'
Learning Objectives:
- Build performance metrics that drive business focus, urgency and accountability.
- Create an accountable and engaged culture that is measurable and demonstrative.
- Learn the four non-negotiable processes for a robust management system.
- Create a communication cadence that informs at all levels and tiers.
Leaders in Human Resources have always recognized the value of people, even when the C-Suite has focused on more tangible assets in the balance sheet. Today, CHROs have greater opportunities to showcase the value of people and quantify the return on investments in human capital. In this session, participants will hear how leading organizations are using people analytics in their strategic planning, what types of data and analytics support these new requirements for human capital reporting, and how investments in human capital, in areas such as health, mental health and resilience, can differentiate high-performing organizations. Attendees will leave with tangible strategies and practical next steps.
Learning Objectives:
- How leading organizations are using people analytics in their strategic planning.
- What types of data and analytics support these new requirements for human capital reporting.
- How investments in human capital, in areas such as health, mental health and resilience, can differentiate high-performing organizations.
REPEATED TUESDAY AT 2:00pm
Employees clock in for work with fingerprint scans. Companies use artificial intelligence to evaluate video interviews. HR departments are responsible for maintaining sensitive personal information about employees. As technology advances, employees value their privacy more than ever and expect their employers to protect it. In this session, HR professionals will learn how to consider the legal issues associated with privacy in the workplace, understand their obligations to employees, and evaluate opportunities for implementing new cutting-edge tools and complying with changing legal requirements.
Learning Objectives:
- Learn best practices for protecting employee privacy and complying with legal obligations.
- Recognize issues related to employee privacy related to new workplace technology.
- Learn how state and federal governments regulate employee privacy and plan for future regulatory advances.
In the spirit of the Workplace Challenge ahead, Suzy Welch shares her thoughts on what it takes right now for HR to engage with - and win over - Gen Z employees, the newest hires to come on board. Drawing on her experience as a Professor at NYU Stern Business School, and as a CEO advisor for the Brunswick Group, she blends her intimate familiarity with both groups to identify five management tips you can put to work immediately.
Note: immediately after this session, Suzy will participate as a judge in the Better Workplaces Challenge Cup Finals.
The SHRM Better Workplaces Challenge Cup (BWCC) is a global competition designed to recognize and reward creative HR practitioners and HR tech startups that are driving positive change in the workplace. Join us for the program’s 3rd annual and in-person finale to find out which innovative solutions are best positioned to mitigate current issues HR professionals face or expand capabilities to take the workplace into new levels of growth and business development.
Which startup has what it takes to be crowned the champion of the 2023 BWCC?
Finalists are:
Maxwell, a US-based employee benefits solution for small to medium size employers to offer their teams personalized benefits and rewards.
Inuka Coaching, a European-based B Corp social enterprise that offers effective top-quality coaching for affordable rates.
The 2022 BWCC start-up track winner, Vinco, has gone on to a second-place win in the ASU-GSV Cup (now known as the Elite 200), which is the largest edtech pitch competition in the world and recently featured on CNN.
The 2021 BWCC start-up track winner, Amy Spurling, co-founder and CEO of Compt, said, "We grew by nearly 500 percent the year we won. We are now supporting companies with employees in over 60 countries while still maintaining 91 percent employee engagement across the platform. Because of this, we were able to secure our Series A funding in March. Additionally, our team has grown three times in size while remaining diverse to meet the unique needs of our customers."
The 2023 BWCC esteemed panel of judges includes Suzy Welch, NYU Stern Professor of Management Practice, Bestselling Author, & Senior Advisor to The Brunswick Group, who will be hosting a session called “The 5 Hard Beautiful Things You Need To Know To Win Over Gen Z” immediately before the final judging commences.
Please join us for a reception immediately after the winner is announced where you can mingle and discuss the future of the workplace with the judges, finalists, startups and other HR innovators from across the globe.
06/13/2023
ChatGPT emerged in November 2022 as a tool with the potential to provide great opportunities or complete disruption. It is an AI technology that has the potential to drive business performance as well as HR enablement and automation. As HR seeks to be leaders of thought, come join this session to grow your understanding of how this technology could impact your workplace, industry and the practice of HR.
Learning Objectives:
- Review technological disruptors through history
- Identify comparative points between these disruptors and ChatGPT
- Explain how ChatGPT operates
- Give a brief demonstration of ChatGPT
- Broaden focus to map its capabilities into the business world as we know it
- Identify how HR practitioners can best prepare for, and be ahead of, the ChatGPT tsunami
HR Executives are searching for ways to measure well-being factors beyond simple engagement surveys. This session focuses on the need to find measurable solutions that are data-driven. Throughout 2022, Cardinus researched the impact of hybrid working models on well-being and productivity. Using Healthy Working Analytics, a high-power statistical survey and analysis, we can show data that will help you to identify groups within your workforce with high levels of presenteeism, absenteeism, and attrition.
Learning Objectives:
- To understand the key drivers of well-being and their effect on presenteeism and productivity.
- To understand the differences in well-being and presenteeism between groups such as age, work location, department, employment type, time with the organization, and gender.
- To understand the costs of presenteeism in relation to absenteeism.
- To understand where to invest your organization's time and resources.
Diversity, equity, and inclusion (DEI) leaders frequently use the phrase, 'Moving the needle.' But what exactly is this scale? How does data drive DEI efforts? In business what gets measured gets done, yet navigating complex DEI data can feel more confusing than helpful. Dr. Victoria Mattingly & Sertrice Grice--organizational psychologists; co-authors of the book, Inclusalytics; and co-owners of the DEI consulting firm, Mattingly Solutions--demystify how to turn DEI metrics into data-driven ACTION.
Learning Objectives:
Diversity, equity, and inclusion (DEI) leaders frequently use the phrase, 'Moving the needle.' But what exactly is this scale? How does data drive DEI efforts? In business what gets measured gets done, yet navigating complex DEI data can feel more confusing than helpful.
REPEATED FROM MONDAY AT 7:30am
Companies today are operating under renewed economic pressure, moving leadership teams to take a closer look at their bottom line, particularly how to improve it. Workers also feel empowered to leave organizations that aren't meeting their professional needs or expectations. Leveraging 'people data' can unlock a world of insights, helping HR leaders to better understand their current workforce and as a result, reduce turnover.
Learning Objectives:
- Gaining a better understanding of data-driven people analytics.
- How to use data to anticipate turnover.
- Knowing the relationship between turnover and the bottom line.
REPEATED FROM MONDAY AT 3:00pm
Employees clock in for work with fingerprint scans. Companies use artificial intelligence to evaluate video interviews. HR departments are responsible for maintaining sensitive personal information about employees. As technology advances, employees value their privacy more than ever and expect their employers to protect it. In this session, HR professionals will learn how to consider the legal issues associated with privacy in the workplace, understand their obligations to employees, and evaluate opportunities for implementing new cutting-edge tools and complying with changing legal requirements.
Learning Objectives:
- Learn best practices for protecting employee privacy and complying with legal obligations.
- Recognize issues related to employee privacy related to new workplace technology.
- Learn how state and federal governments regulate employee privacy and plan for future regulatory advances.
Platforms that leverage artificial intelligence (AI) may carry risks of bias and discrimination against underrepresented groups - but they also hold the potential to make talent acquisition more inclusive. Recent research with disability-led startups and other diverse stakeholders across industry and advocacy circles has identified key innovations and inclusive practices to avoid bias and discrimination and improve enterprise-wide Diversity, Equity, Inclusion and Accessibility (DEIA) hiring and retention goals. This session will discuss best practices for assessing AI platforms and working with vendors to ensure compliance with legal obligations, while also leveraging new innovations to recruit and retain talented individuals from underrepresented groups. Organizations that embrace these best practices can create an organizational culture of inclusion where everyone can advance and thrive, regardless of race, ethnicity, gender identity, sexual orientation, religion, or disability.
Learning Objectives:
- Learn about the legal obligations surrounding nondiscrimination and areas where recruiting processes introduce bias.
- Learn how innovators with disabilities are using AI to attract skilled workers from underrepresented groups.
- Hear how job seekers with disabilities actually experience the recruiting process.
- Discover the elements of procuring and tailoring AI systems to reduce bias and promote inclusion: ask before you buy, always include humans, be transparent with stakeholders, focus on accessibility, address systemic barriers.
Maximize your HR skills and retain relevance by completing your SHRM Recertification! Join us for this brief overview of the SHRM Recertification process where you’ll learn key details on what is required to recertify your credential, the numerous opportunities available for you to achieve PDCs, and receive a brief introduction to the SHRM Certification Mobile App. We also encourage you to visit the Certification Lounge throughout your time at the conference for a more in-depth overview of the various types of activities you can do to earn credits toward Recertification.
Learning Objectives:
- Learn key information on how to begin the SHRM Recertification Process.
- Identify the three Recertification categories to earn Professional Development Credits (PDCs).
- Obtain insight into policy changes that have made the Recertification Process simple to complete.
As the world of work continues to evolve, HR professionals have found one critical aspect of their job is trying to find the right person for the right job. As countless strategies have been implemented to reduce turnover, most have produced modest results. HR departments are now using analytics to improve decisions on their workforce talent acquisition, diversity, and employee retention. This session will explain key concepts behind data analytics, identify the potential legal issues and discuss ways to mitigate the risk.
Learning Objectives:
- How to implement analytics to enhance the employee life cycle.
- Learn how analytics may impact organizations and potential legal issues.
- Implementation of strategies to effectively screen out those most likely to turnover.
AI and machine learning have been prominently featured in both the general media and the HR press. As more companies look to automate and enhance their hiring process, a set of ethical and regulatory concerns has followed.
We will discuss how leading companies are working with automated systems. Then, we'll go over the potential ethical, legal, and DEI concerns in working with automated tools.
Finally, we will discuss the emerging regulatory environment, with a check-list of what HR leaders should be doing today, and what we should be watching over the next 18 months.
Learning Objectives:
- The state of the art in automated hiring systems. What are companies looking to accomplish with automation and AI?
- The 4 pillars of ethical automation in hiring and people management (transparency, bias prevention, explainability, and privacy).
- The evolving regulatory environment with regulations pending from EEOC, California, New York, Virginia, Washington DC and more.
- Case Study: Compliance auditing for New York Local Law 144.
06/14/2023
As AI becomes more commonplace in HR recruitment, it's raised concerns about oversight and discrimination. So what do employers need to know as they navigate this new technology in recruiting? In this presentation, Dr. Thomas Carnahan, an industrial/organizational psychologist, and Victoria Lipnic, former EEOC Acting Chair, will discuss emerging trends as they relate to AI in recruiting, current and future regulations, and the automation of certain human-centric processes. As part of this discussion, the presenters will explore how AI might impact accommodations for Individuals with Disabilities, how employers should evaluate whether AI tools are considering job-related factors, and how to monitor the use of such tools for adverse impact and general fairness.
Learning Objectives:
- What is AI and how is it being applied by employers currently.
- What is the law addressing currently (EEOC, OFCCP, and states).
- What employers need to consider when applying AI.
- How to conduct an audit of AI tools.