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Traditional hiring methods are outdated and broken - a sentiment echoed by job candidates and employers worldwide.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. 

HR departments are already deploying AI services for such tasks as resume screening, onboarding, training and research. How organizations implement AI into their workflow can be limitless. For such a potentially powerful tool, it's essential to have a guidance system in place. By establishing a balance between leveraging technology and maintaining human connections, HR professionals will deliver exceptional experiences – without replacing real-life interaction and judgment.

Learning Objectives:

• AI in the Workplace: Embrace new opportunities to reduce administrative burden, synthesize data and generate value for businesses.
• The White House Blueprint: Understand the five principles that comprise the blueprint for AI Bill of Rights.
• Federal Agency Perspective: Guardrails and warnings from various labor and federal employment agencies, including EEOC, DOL and the NLRB.

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.

"Unlock the Power of AI in Human Resources: Elevate, Not Eliminate" is an engaging session tailored for HR professionals eager to harness the transformative potential of AI. Explore how AI can be your ally in optimizing Human Resources through strategic integration of secure and ethical AI use and real-world applications. Leave this session equipped with a clear blueprint for effectively incorporating AI into your HR strategy, enhancing your role, and future-proofing your organization.

Learning Objectives:

• A robust understanding of AI fundamentals within the HR context, emphasizing augmentation over replacement.
• Insights into hands-on AI exploration to identify and implement solutions that complement human efforts.
• Strategies for addressing ethical considerations and mitigating biases in AI applications.
• Examples of real-world AI applications across the entire HR lifecycle, showcasing how AI elevates all HR functions.

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.

Join our dynamic conference session to witness the innovation of AI Agents, Generative AI, Data Analytics, and Adaptive Learning as they revolutionize learning and development. Explore how these intelligent tools automate tasks, customize learning, and deliver data-driven insights, ensuring your workforce stays ahead in the fast-paced business world.

Learning Objectives:

• Recognize the Role of AI Agents, Generative AI, and Large Language Models: Understand how AI agents are revolutionizing learning and development by automating processes, personalizing learning pathways, and delivering data-driven insights.
• Implement Personalized Learning Journeys: Learn how to leverage AI agents to create tailored learning experiences that cater to each employee's unique skills, goals, and preferences.
• Harness the Power of Learning Analytics: Utilize AI-driven data analytics to gain valuable insights into learner behavior, track progress, and make informed decisions to optimize learning programs.
• Create Engaging Immersive Content: Explore the potential of AI-enabled immersive content, including gamified experiences, simulations, and virtual reality, to enhance learner engagement and retention.
• Provide On-Demand Support: Discover how AI agents can offer real-time, on-demand performance support and guidance, ensuring employees have access to the information they need to excel in their roles.

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.

Repeated on Tuesday at 3:30pm.

There are hundreds of changes to employment laws every year across the US - and now AI technologies have entered the chat. It's hard for even experienced HR professionals to keep up! We'll discuss the dynamic landscape of employment law, including non-compete, arbitration, and employment agreements, plus how to keep a robust employee handbook. By balancing compliant legal documents with employee well-being, HR can navigate these trends while fostering a positive work environment.

Learning Objectives:

• Learn how to onboard new employees across the country while complying with state and federal employment laws relating to offer letters, non-compete agreements, and arbitration agreements.
• Learn how to draft a robust employee handbook that complies with differing employment laws across the country and supports a positive and transparent workplace.
• Learn what you need to consider when drafting an AI in the Workplace Policy.

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.

Leaders are very curious and also very cautious when it comes to TA Tech and emerging AI. The robots may come, but we are a people business, right? AI, and even RPA and machine learning, enables humans to be at their best. Being freed up from manual, repetitive tasks, is like no longer having to rub sticks together to make fire. Recruiters can focus on delivering a white-glove concierge experience for candidates and for hiring managers alike.

Learning Objectives:

• Working knowledge of the TA tech landscape, including AI - what it is and what it isn't.
• Know your use case: How to articulate what is lacking in your recruiting or hiring workflows and the problems you are seeking to solve.
• Speak in business requirements: Less about the technology that you buy but more about how you configure it to meet your unique use case.
• Thoughtful implementation with a focus on managing organizational change.

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.

Aligning compliance and security awareness training efforts across departments like legal, HR, IT, etc. allows for a coordinated, consistent training approach organization-wide. Moving away from a once per year “training event” to continuous learning that is more effective and easier for learners to complete with higher completion percentages by utilizing smaller learning modules consistently throughout the year.

Overall, these strategies help foster a culture of compliance that effective training goes beyond checking boxes. They allow companies to design training programs that are comprehensive yet engaging, proactively addressing risks in an ever changing landscape, while building an organizational culture of reporting possible incidents more consistently so they can be more proactively addressed. 

This session highlights best practices to effectively implement combined security awareness and compliance training programs. We'll cover practical tips to help you plan an effective integrated security and compliance training program for the upcoming year, as well as how to align compliance and security training efforts across departments. The focus is not on just “checking the box” with training but on cultivating a culture of compliance and security within your organization. 

Learning Objectives:

• Attendees will walk away with strategies for aligning compliance and security training efforts across multiple departments within their organization.
• Attendees will walk away with insights into cultivating and maintaining a culture of compliance and security awareness in their workplace.
• Attendees will walk away with ideas for moving from annual training events to continuous learning processes that are engaging and have higher completion rates.
• Attendees will walk away with the ability to measure the effectiveness of their training programs in instilling a true culture of compliance and security rather than simply fulfilling formal requirements.
   

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.

In today’s interconnected digital landscape, efficient and secure exchange of data has become a cornerstone for business growth and innovation. In this presentation, we will delve into the game-changing API strategy employed by Fidelity to revolutionize customer experiences. By leveraging cutting-edge Application Programming Interfaces (APIs), Fidelity has embarked on a transformative journey, enhancing its offerings and redefining the way customers interact with Financial Services. We will explore key elements of Fidelity’s APIs and how it will reshape the industry, leading to unparalleled customer experiences. 

Learning Objectives:

1. Fidelity is implementing digital solutions that simplify processes and enhance results for our clients customers and their employees. 
2. Value to Clients: Seamless integration, Personalization, Transparency, Real-time data sharing, Standardization. 
3. Voice of the Customer: Speak to your HR/Payroll providers to demand providers leverage modern technology to reduce friction on data sharing.

Organizations must find new ways to navigate the labor shortages and talent gaps that are becoming increasingly common in today’s complex workforce. By exploring innovative solutions backed by data and AI, HR leaders can supercharge their workforce and empower their people. In this presentation, Somen Mondal, General Manager of Dayforce Talent at Dayforce, will examine how AI-fueled tools solve challenges HR teams face today and ways to leverage new technologies.  

Learning Objectives:

• What talent intelligence is and how it should be leveraged  
• The value AI solutions can bring to HR teams  
• New ways to manage your workforce 
• How to nurture current employees and boost retention    
• -Available tools for supporting strategic hiring efforts  

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.

During pregnancy and after delivery, Postpartum Depression, Anxiety and Return to Work Anxiety, are some of the biggest problems faced by women. In the most devastating end of the spectrum, suicide accounts for 1 in 5 postpartum deaths and as a practical matter the anxiety and lack of coping resources are resulting in new moms NOT to returning to their jobs.  In addition just identifying patient at risk, is exacerbated by the fact that physicians only screen for postpartum depression 30% of the time.   In this season we will examine how we beat the stigma surrounding the discussion of depression, help with identification, stratification, triage of patients at risk while capturing the quality / clinical reporting needed to drive better outcomes supported by research gained from our 6 clinical trails.     The approaches uses a Platform Infrastructure Technology, AI Driving Analytics and Digital First Cognitive Behavioral Therapy (CBT) that focuses on women's health across their life cycle.  Finally, you will learn how that Digital First, AI driven analytics provides valuable clinical insights that bends the cost curve with a 5:1 ROI, while new Moms use our wholistic solution from the comfort of their homes.

Learning Objectives:

• What are the current problems with maternal mental healthcare and what can we do to solve them.
• The importance of technology in today's healthcare system back by clinical research.
• How digital therapeutics are revolutionizing the maternal mental health space.
• Why maternal mental health is important to employers, health plans, and unions.
• How using digital therapeutics can deliver a 5:1 ROI.

AI is transforming the way companies around the world operate and promote their total rewards packages. Our panel will delve into how AI can be adopted by companies of all sizes to enhance their employee benefits; from using AI chat bots to answer employee queries anytime, anywhere, to utilizing gamification in educating employees about their benefits, and much, much more.  AI isn't without its issues though and our speakers will discuss the risks associated with adopting AI and look at measures that can be taken to overcome these.

Learning Objectives:

• Demystify AI and provide tangible ways that companies can use it to benefit their total rewards package.
• Through our discussion, we will help participants identify ways AI can support their employees' education and learning to fully understand their packages.
• By discussing associated risks, our panel will give a 360 overview of AI and manners in which to mitigate such risks.

Did you know that the number of stated skills required for a job has doubled in the last 5 years, and that, according to LinkedIn, the skills to do a job are expected to change by 65% by 2030? We are in an age of chronic, required reskilling--and whether that means you, your job, and your work trajectory or the ever-evolving positions you are seeking talent for and navigating existing talent into, it is time to up your upskilling and reskilling game! In this session, explore what it means to upskill and reskill in 2024, with a particular emphasis on free and low-cost certifications from Google and others designed to ensure that your current talent continues to learn, grow, and thrive. And here's a hint: a lot of upskilling and reskilling for tomorrow means learning more about what AI is, how it works, and how you can integrate it into your job and the jobs of those around you--so we'll make sure to do a deep dive on AI for HR and the new and emerging ways to build out your skillset and become in valuable in the digital (r)evolution.

Learning Objectives:

• Discuss why it is crucial that HR, like all other functions, upskill immediately--and how to identify what you want and need most when it comes to new skills.
• Take home specific, immediate actions you can use to change how you find, assess, and keep talent in your company.
• Hear why and how employers are embracing a reskilling and upskilling frame, particularly around emerging technologies like AI.
• Explore strategies, from easy to advanced, for training yourself, your team, and a full spectrum of employees for low- or no-cost.

The integration of Artificial Intelligence (AI) into Human Capital Management (HCM) offers significant benefits in recruitment, analytics, and engagement while raising ethical concerns around data privacy and bias. This presentation provides a framework for ethical AI adoption, emphasizing fairness, transparency, and accountability.

Learning Objectives:

• Explores current and emerging AI applications in HCM, highlighting opportunities and challenges.
• Focuses on the importance of responsible data use and bias mitigation.
• Offers practical guidelines for developing ethical AI strategies in workforce management.

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 3:30pm.

There are hundreds of changes to employment laws every year across the US - and now AI technologies have entered the chat. It's hard for even experienced HR professionals to keep up! We'll discuss the dynamic landscape of employment law, including non-compete, arbitration, and employment agreements, plus how to keep a robust employee handbook. By balancing compliant legal documents with employee well-being, HR can navigate these trends while fostering a positive work environment.

Learning Objectives:

• Learn how to onboard new employees across the country while complying with state and federal employment laws relating to offer letters, non-compete agreements, and arbitration agreements.
• Learn how to draft a robust employee handbook that complies with differing employment laws across the country and supports a positive and transparent workplace.
• Learn what you need to consider when drafting an AI in the Workplace Policy.

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 dives into the future of work, exploring how we can leverage both Human Intelligence (HI) and Artificial Intelligence (AI) to build a stronger workforce. Expect to hear about how AI can augment human capabilities and the skills we'll need to thrive alongside this powerful technology.

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.

Dr. Marshall Goldsmith is now a member of the Thinkers50 Hall of Fame.  He is the only two-time #1 Leadership Thinker in the World.  Marshall was recognized as the World’s Most-Influential Leadership Coach for years.  He has coached many of the world’s top leaders including five who have been recognized as ‘CEO of the Year’ in the US.  He is the #1 New York Times bestselling author of books that have sold over 3 million copies.  

Mark Thompson is Chief Executive Officer of the CEO Academy, a SHRM company, and long ranked the world’s #1 CEO Coach. He was in 2023 inducted into the Coaching Legends Hall of Fame by the Thinkers50, considered the Oscars of Management. Thompson previously served as Schwab’s chief of staff, chief customer experience officer and CEO of Schwab.com. He was a cofounding advisor to the Virgin Branson Entrepreneurship Centres; a board member of Esurance, acquired by Allstate; and Interwoven, acquired by Hewlett Packard. He was Chairman of Integration Semiconductor, acquired by SiliconLabs and Chairman of Rioport, which pioneered the mp3 player for Apple’s iPod. He was cofounding advisor to the Stanford Realtime Venture Design Lab, where he served as a visiting scholar and faculty at his alma mater, Stanford University. Thompson is also adjunct faculty at the World Economic Forum, World Business Forum, John F. Kennedy University, and has cochaired the Institute of Coaching at Harvard. He has edited 20 books and coauthored business classic, Success Built to Last: Creating a Life That Matters; and the New York Times bestseller, Admired.

In this interactive dialogue, Mark and Marshall will discuss the evolution of MarshallGoldsmith.ai.  Participants will learn how it has evolved far beyond the designers' expectations and learn how they can use it, as a free resource, anytime they wish.  Mark and Marshall will then share the future plans for this resource and talk about how AI will revolutionize leadership development in the future.  They will also discuss the unique challenges involved in designing a customized, knowledge-sharing bot and provide ideas on how HR professionals might ultimately use AI that has specifically built for their own organizations.

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 Mitch 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, Mitch 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, Mitch 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, Perplexity, PI, Llama and Goolge's Gemini LLM, Mitch 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, Mitch 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 Mitch'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.