Filtered Sessions

If you think negotiating skills are only for salespeople, think again!  Every single relationship in your work life entails some negotiation. True, it's often linked to sales (or business), but that limited perspective ignores the fact that negotiation pervades all aspects of the HR professional's life.   Trying to increase your company's productivity levels? Considering expanding product lines (and therefore people)? Buying a competitor? Going global? Leading a team to increase your employee's engagement level? Attempting to get the best deal from your new benefits provider? Asking for your own well-deserved promotion? In all of these situations, you'll have to negotiate to succeed.  This session will review the eight critical success factors to succeed in a negotiation: 1) Goals, 2) Trade-offs, 3) Alternatives, 4) Relationships, 5) Expected Outcomes, 6) the Consequences, 7) Balance of Power and 8) Determining Win-Win Solutions either live OR via zoom.

Learning Objectives:

• Overcome the zoom divide to get to the heart of the other side's concerns during negotiations.
• Discuss the 5 Negotiation Styles (Avoid, Compete, Accommodate, Collaborate, Compromise) and when to employ (and avoid) each.
• Use objective vs. subjective negotiation criteria.
• Reframe negative internal conversations that can sabotage your negotiation prowess.
• Properly prepare to prevent a lousy outcome for you!

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If a speaker has provided session materials, visit presentations.shrm.org.

Your executive team wants the entire business to be profitable, not just a single unit. They want all employees to understand and better contribute to how the entire company makes money, and employees want to feel that the work they do for their company is worthwhile and makes a difference. The problem is that most people 'in' business, don't 'get' business and they lack strategy, finance, and business acumen.   While we understand our jobs, the big picture seems too complex to grasp, and complexity is an underlying challenge in any business, regardless of size, industry, or stage of development. How do we simplify the complex? When you break down an organization into its most fundamental elements, you'll find the same five drivers that power your business, or any business.   If you want to be seen as a major contributor, someone who understands your overall business, not just HR, this a great session for you.

Learning Objectives:

• Use the 5 Business Drivers® to improve your strategic, financial, and business acumen.
• Understand how your entire company makes money, not just your department or team.
• Learn five principles that CEOs expect their employees to understand.
• Speak the language of your CEO and CFO.
• Learn the keys to improving employee engagement.

Managing projects can be challenging, especially if they span multiple divisions, time zones and countries. Done wrong, it can destroy careers (and companies!). Done right, it can garner you a 'seat at the table.' From global outsourcing to workplace analytics to leading company-wide change management initiatives, the HR executive has unique insights into what motivates and engages employees thus giving them the edge at spearheading projects that can directly impact the company's bottom line. To do so though requires your Project Management skills and leadership chops to be at peak performance level and constantly at the ready.   This highly interactive session will prepare you to lead by providing in-depth, step-by-step instructions and tools to 1) Plan for Success, 2) Lead and Execute Projects big or small, 3) Deliver Results all while 4) meeting Budget and Schedule Deadlines (oh, and get it all done via ZOOM!).

Learning Objectives:

• Examine the essentials of Project Management.
• Define deliverables in financial terms important to senior leaders.
•  Conduct comprehensive risk probability vs. impact analysis to determine causes for derailment and how to plan for and overcome those challenges.
• Explore easy-to-implement Project Management tools to help you plan for and manage your project including Gap and SWOT analyses, Fishbone (Cause & Effect) diagrams, Goal Breakdown Structure diagram, RACI matrix and several types of Gantt charts.
• Identify potential software tools to assist with organizing and tracking projects including Microsoft Project and/or Excel, Mind-Mapping software, SharePoint, Smartsheet.

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.

During this session, participants will receive tools, resources and practical examples of how to be a strategic leader. Strategy isn't something that is relegated to the board and the C-suite. Every leader must be strategic-and not just within their department. The focus of this session is less about leading strategy for the HR department and more about how HR can drive strategic thinking and add value throughout the organization. The idea is that functional leaders don't need you to wear your HR hat when you are serving them-they need you to wear your operations, sales, marketing and executive hats. They NEED you to be STRATEGIC. Only when HR leaders begin to think strategically, act strategically and execute strategically will they really bring the most value possible to their organizations.

Learning Objectives:

• Determine what your real value is to your organization.
• Find out what you might be doing that makes it difficult to do business with you and what you can do to fix that.
• Be prepared to lead strategic planning and thinking sessions for the departments or groups that you serve.
• Evaluate the readiness of your constituents to make real and lasting changes.
• Apply an organizational health model to your efforts to determine areas of ailing and good health.

Multiple studies tell us employees are quitting during "the great resignation" for both historic and pandemic-driven reasons, yet most companies' knee-jerk reaction has been to raise pay. And many managers say companies should raise pay even more, putting HR pros in a daily defensive bind. Solutions will be presented that have consistently cut turnover across all industries by 20% and more that focus on leaders building one-on-one stay plans with each individual employee.

Learning Objectives:

• Learn the primary reasons employees are quitting jobs and pay is not near the top.
• Train your managers to develop one-on-one stay plans for each employee by using Stay Interviews.
• Influence executives to support Stay Interviews by converting turnover to dollars and establishing retention goals.

Every HR manager knows that each new situation or conflict brings with it the difficult task of determining the truth or what really happened. Most professionals have developed experience and a feel for how to get closer to the truth, but there are techniques that you can use to reach the truth faster and with fewer hurt feelings. Drawing from anthropology and the study of foreign cultures, we'll provide you with questions you can use that will encourage a deeper understanding of the people and the situation. Pulling from the psychology of motivation, we'll identify approaches and tools that you can use to encourage people to change behaviors – even stubborn behaviors. You'll learn how to see the structure of the conversation as it's evolving as well as the context of the conversation so you can see logical incongruencies and when the inquiry is going in circles. Move from okay to awesome at managing the difficult task of inquiries in your organization.

Learning Objectives:

• Apply proven questions to get accurate and complete answers.
• Identify barriers to communication.
• Develop trust, safety, and rapport to create the conditions for honest answers.

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.

A high percentage of our time as HR Professionals is spent managing our managers.   This session will help you spend less time managing and more time on the strategic outlook of your organization.  Hear from an HR Professional that has over 2 decades of boots on the ground experience in optimizing the HR profession.

Learning Objectives:

• Learn how to move from transactional to strategic, by leveraging your consultation competency.
• Help leadership understand, believe in and support the HR role in your organization.

The U.S. Office of Personnel Management (OPM) provides human capital guidance, policy and support to the largest workforce in the world. OPM recognizes that it must continue to lead, innovate, and anticipate the future for this workforce. This session details OPM's strategy to support mission delivery to the American people and how the agency will work to mitigate future challenges and leverage opportunities to ensure OPM remains on the cutting edge of Future of Work policy and guidance.

Learning Objectives:

• Identify key lessons learnt from Government Agencies during the COVID-19 pandemic.
• Articulate strategies and approaches to mitigate business risks posed by critical environmental events.
• Understand how workforce data can support organizational learning in the areas of workforce resilience and adaptability in the future.

Some of the most successful people in the world all have a secret power: their partnerships.   

Our individualistic society has created a cult of self-interest. The result: fear, division, and domination, which has crushed our ability to relate meaningfully to each other and diminished our ability to innovate and collaborate.

Jean Oelwang, founding CEO and Trustee of Virgin Unite, has interviewed over 60 business and life partnerships - including Desmond and Leah Tutu, and Ben and Jerry - revealing how to nurture relationships with depth and purpose. These kinds of deep connections have a profound ripple effect on everything we do, supporting us to achieve more, withstand anything and amplify impact. Enduring partnerships are the foundation of a meaningful life as well as the backbone of any successful organization. In this book she unpicks the values that connect great partners, offering practical tools for staying in sync, disagreeing respectfully and a blueprint for expanding small partnerships into large-scale collaborations. 

 Packed with wisdom to nourish the relationships that give us strength and meaning, Partnering is a call-to-action for individuals resisting individualism to lead with purpose and impact. 

https://pluswonder.org/explore/

Learning Objectives:

• Identify the core components of strong partnerships and relationships.
• Identify how to bring the core components of partnering into organizations to greater depth and harmony.

Recent research findings on the U.S. workplace from the SHRM Research Institute will be presented, and a special focus will be placed on findings that relate to hiring in the post-COVID world. These findings come from multiple large-scale surveys of HR professionals and other workers in the U.S. In particular, relevant findings will be highlighted that have implications for effective HR performance, along with specific recommendations for HR professionals.

Learning Objectives:

• Understand new research findings about effective HR departments.
• Help HR professionals understand future employment patterns in the US.
• Find new recommendations for hiring in the post-COVID world.

Organizations of all sizes are in a period of turmoil and transition, making effective change management more important than ever. With all the conflicting advice and change models out there, it can sometimes be hard to determine what's important and what isn't. This session makes the complicated simple by giving you the six keys you need to open the doors to change. The Six Keys to Confident Change Management draws from decades of experience across numerous disciplines, from psychology and neurology to systems thinking and beyond. Whether you're doing a process improvement or reimagining your entire organization through digital transformation, you'll learn the keys you need to be confident and successful with any change you're trying to accomplish.

Learning Objectives:

• Identify the six key factors that lead to change success.
• Recognize threats to change success.
• Assess change readiness.

California has turned up the heat on employers for 2023-2024 with challenging new developments and laws. This session will review the new litigation and agency trends which employers should be updating their policies for and developing actions items. The program will provide practical solutions for the new laws and cases impacting employers in California. The program will also review the compliance areas which most commonly lead to class actions and/or PAGA liability for California employers.

Learning Objectives:

• Learn practical solutions for responding to the new litigation and agency trends which employers should be updating their policies for in California.
• Provide an action plan for how an organization can deal with the new laws and cases impacting employers.
• Learn how to audit your organization for key compliance areas which most commonly lead to class actions and/or PAGA liability.

We've all said it:  'I would write a book, but who would believe these stories are true?'  Unfortunately, many of the human resources tales from are far too real! While it is unclear exactly as to what Helga will confront during this program, be certain they will be those confounding all of us on a day-to-day-basis. This fast-paced, practical and entertaining session will focus on uncommon HR issues and examine practical, business-focused solutions that you can use immediately to solve those problems.

Learning Objectives:

• Examine complicated human resources concerns through a practical and entertaining program.
• Analyze relevant employment laws while, at all times, keeping in mind the business realities of any complex HR scenario.
• Focus on human resources leadership and effective ways to communicate solutions to organizational leadership.

Are you motivated and ready to take your career to the next level? Show employers that you have the HR expertise and competencies needed to drive organizational success by earning your SHRM-CP or SHRM-SCP credential—the only HR certification anchored in behavioral competencies and backed by SHRM’s 75 years of expertise in the industry. This session benefits anyone with an interest in learning what motivates HR professionals to pursue a SHRM credential, planning to apply for a SHRM credential, or already scheduled to sit for the SHRM-CP or SHRM-SCP exam. This session covers the practical basics of the SHRM certification exams and provides an opportunity to test-drive your readiness by answering sample questions.

Learning Objectives:

• Determine which exam is right for you.
• Explore the various in which you personalize your preparation plan.
• Gain best practices for studying.
• Get tips and tools to put you on the path to success.

We study the concept of situational leadership.  Does the same apply to workplace ethics? Are they situational such that the answer can ever be, 'It depends'? What is the difference between ethics and morals? What are some common scenarios that implicate antitrust violations and what role do HR professionals play? And what protections do HR pros and others have if they blow the proverbial whistle? Join this interactive session as we review the latest federal agency guidance, court cases, proactive practices, and pitfalls to avoid.

Learning Objectives:

• Distinguish between ethics and morals as it applies to the workplace;
• Name and describe at least two common employment-related antitrust violations; and,
• Provide in-house leadership with options for updating related HR policies and practices to reduce risk.

Your organization does incredibly impactful work, but are you accurately measuring and communicating the success of your talent management strategy? With a solid understanding of HR metrics and financial intelligence, HR leaders can gather real-time data plus a snapshot of the past, making it easier to forecast the future to better achieve talent management goals. If you’re ready to strengthen your decision making, this is the session will help you demystify core financial terms and metrics regarding your organization’s talent management function and optimize your HR team’s overall performance and results.

Learning Objectives:

• Why centering HR metrics and financial reporting is essential to strategic leadership.
• How to analyze and leverage appropriate talent metrics.
• How knowing your numbers can give your HR function a stronger voice in decision making.

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.

REPEATED TUESDAY AT 10:30am

To say that the regulatory environment is changing rapidly would be an understatement. As we approach the midway point of 2023, federal contractors are struggling to adjust to major regulatory changes, while simultaneously bracing for what's next.    In this presentation, Rachel Rubino, a managing consultant at Berkshire with over 10 years of experience, will address these pressing concerns.   As a compliance consultant who has walked hand-in-hand with federal contractors through this changing landscape, Rachel will outline what she's experienced in the last year, offer analysis on the 2023 fiscal year to-date, and forecast what's to come.

Learning Objectives:

• Hear how certification requirements for affirmative action plans could evolve in 2023 and beyond.
• Discover what OFCCP's emphasis on compensation practices could mean for federal contractors.
• See how best to position yourself, as a federal contractor, to remain compliant in 2023 and beyond.

We all think we make rational decisions based on sound evidence. If this is true, why aren't we all batting 1000?  In this session, we will explore what it means to truly be an evidence-based manager.  We will examine several research studies on decision making in sports and apply them to HR and organizational processes.  Learn how you can advocate for the use of techniques to counter common biases in group decision-making and help develop the game plan that will make your organization a champion.

Learning Objectives:

• Explain and justify the importance of HR being an evidence-based profession.
• Understand what constitutes sound evidence for organizational decision making.
• Learn practical measures to prevent biases in group decision making.

Networking involves the critical skills of listening, learning, sharing, and developing trust.  When honed, networking skills for HR & Talent leaders can be used across business lines to develop more meaningful relationships and gain more trust and influence.  We will share our stories and guidance on how to network effectively both internally and externally, and bring value to your role.

Learning Objectives:

• Understand that networking is a set of skills used to expand one's community (internally and externally), demonstrate interest, and build trust.
• Learn the competencies involved in being an effective networker and how to apply them.
• Practice a few critical networking skills you can utilize with your organization as a way to expand your knowledge of the business, your investment in the mission of the organization, and your ability to provide professional expertise more broadly.
• Learn to use your network more effectively in a virtual environment including refining your LinkedIn practices and virtual meeting strategies.

SHRM Foundation, SHRM's 501(c)3 philanthropic arm, exists for you--we're here to elevate and empower HR as a force for social good. But what does that mean? In this spotlight session, learn how SHRM Foundation is here to partner with you and your state or local SHRM chapter to help you thrive, and achieve a world of work that works for all! We'll discuss the basic pools of work the Foundation focuses on, and why, and will specifically highlight the many ways that you can access, engage, and support that work--including scholarships and grants, case making research, mentorship, toolkits and trainings, low-cost certifications, and more!

Learning Objectives:

• Learn about SHRM Foundation and its efforts to support HR leaders in their work to drive social good.
• Explore the different bodies of work SHRM Foundation is focused on, and dig into how you can take advantage of SHRM Foundation's programs and services to do your work more effectively.
• Get involved in sharing, advising on, and raising funding for SHRM Foundation's ongoing efforts to improve the world of work.

Every employer will need to conduct a workplace investigation at some point, and an effective investigation can make the difference between a litigation-free resolution and a painstakingly long and costly lawsuit. This difference is amplified when the investigations have to take place in a foreign country due to vastly varying legal restrictions and cultural norms. This session explains the different approaches employers need to take when conducting workplace investigations outside of the United States. Topics will cover sexual harassment, discrimination, mental health issues, addiction, and workplace violence investigations and how these various type of investigations fit into the legal and cultural frameworks of foreign jurisdictions.

Learning Objectives:

• Understanding the legal obligations and potential liabilities of conducting workplace investigations in foreign countries.
• Analyzing jurisdiction-specific issues arising out of global investigations.
• Recognizing different cultural expectations and formulating the most sensible approaches.
• Maintaining integrity of investigations

If you've ever heard 'you're just not quite ready' but never given steps to up your leadership game, this session is for you.   Many senior level HR professionals make the critical mistake of keeping their head down and assuming that their great work will get them elevated to the C-Suite. Unfortunately for many, that day never comes.   This session will take the mystery out of what it takes to lead at the highest levels within an organization and give you a step-by-step formula for elevating your skills from the tactical day-to-day to long-term strategic thinking that resonates with the existing CEO, CFO and other C-suiters.  You'll be out of the weeds and focused on the Big Picture the moment you leave the room!

Learning Objectives:

• The difference between tactical and strategic thinking and how to incorporate the latter thinking into your day-to-day.
• Highlighting the strategic value you bring to the organization without alienating your co-workers.
• How to identify the future strategic needs of the organization (even when your CEO doesn't see them).
• Getting your staff ready for more so you can focus on 'bigger picture' thinking.

Change is constant, but it's not always easy. Even when the change is needed, the transition can be difficult, frustrating and even immobilizing if it isn't handled properly.  As an HR practitioner, how do you encourage the C-suite to focus on the human experience of change, rather than just the financial implications?  How do you lead your organization - and your people - forward confidently and assertively all while keeping morale high along the way?  Learn tactical coaching tips and insights on how to navigate the four stages of change to shape a culture of openness and acceptance.

Learning Objectives:

• Recognize the stages of change and manage the situation purposefully.
• Influence executives to be transparent and keep culture at the forefront of any change.
• Understand how to best lead during the different waves of change.
• Identify tools to overcome resistance and manage difficult situations effectively and directly.
• Instill hope and confidence and champion a 'we're in this together' attitude throughout the organization.

REPEATED TUESDAY AT 2:00pm

In this session, participants will learn about how to advise business leaders and others on human resource matters. We will examine recent HR trends and discuss their impact on organizations. Additionally, James will share the top 10 most common HR mistakes that he has seen companies make throughout his tenure. Through storytelling, James will provide strategies to avoid making these common mistakes. By the end of the session, participants will be able to analyze and assess organizational practices that impact operations and people management to decide on the best available risk management strategy.

Learning Objectives:

• Review current employment trends.
• Discuss the top ten lessons learned from James' time advising companies.
• Explore various employment case laws.

REPEATED TUESDAY AT 10:30am

When organizations successfully connect the employee experience to business outcomes it's a game changer. Recent research from WSAdata shows a direct correlation between engagement and core financial metrics such as net profit margin, earnings per share, and EBITDA. The top 25% of organizations in engagement on average have a 54% gross profit margin whereas the bottom 25% have a 32% gross profit margin. WSA has proven 13.6% of the variance is attributed to engagement.  This data reaffirms the premise that engagement and performance drive business success−an essential connection to make as we encounter the unknowns and uncertainties of 2023. Understanding the levers that motivate and engage employees, and how sentiments and drivers change over time, is critical to aligning strategic imperatives with what matters most to employees.  This empowers organizations to accelerate performance and business at the same time-two elements that when driven in parallel have an enormous impact.

Learning Objectives:

• Learn the global top drivers that have the greatest impact on employee motivation and engagement.
• Understand the major trends of 2023 surrounding the employee experience based on the latest WSA-validated data and research.
• Learn best practices and methods for linking employee engagement to employee performance.
• Understand how to correlate gross profit margin and other specific financial metrics to engagement levels to transform engagement into a true driver of business outcomes.
• How to build a reliable ROI measurement and impact of HR departments, practitioners, and leaders on business success.

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 ON TUESDAY AT 3:30pm

Making Tough Decisions in a Fast Paced World.  Getting ethics right is a big deal, and ethics often requires courage.  Human Resources practitioners are often standing alone in confronting tough situations.  This facilitated discussion goes beyond a lecture on ethical principles - it is a series of case studies that offer participants 'real time' practice in resolving dilemmas, with participants sharpening their critical thinking skills.    Ethics is a truly human function - based on you caring that the outcome for others is best for them, and that the net result is the best for you.  After all, ethics is not blind impartiality, doling out right and wrong according to some canon of ancient law. It's a warm and supremely human activity that cares enough for others to want right to prevail.  This session will reduce the fear level in HR practitioners and enable better decisions.

Learning Objectives:

• The new world of Critical Thinking and Ethics under COVID pressure.
• Resolving Ethical Dilemmas under pressure.
• Kidder's nine steps for decision-making, a logical pattern that applies to our current situation.
• How to make sense of the most relevant data in a situation.
• How to use advanced adult learning methods to transfer wisdom and change behaviors.

The 'work', how work gets done, and how we define the workplace have forever changed. As we look forward to 2030, how will the Future of Work evolve? Organizations that fail to proactively adapt and accelerate radical reinvention won't survive. 

Vivian will review key trends impacting the Future of Work and your business. She'll reveal priorities that must be at the top of HR and business leaders' agenda to succeed in the now 'never normal'.

Learning Objectives:

• Recognize the top trends you need to be paying attention to.
• Identify five non-negotiable priorities for HR and business leaders' agenda.
• Apply strategies to put you in the driver's seat to reinvent your path forward rather than merely responding to what comes.

HR Professionals are often thrust to the frontline of ethical situations with team members and even with upper management.  At times, they are required to make decisions that will affect, not only the individuals that are directly involved, but may impact an entire organization.  In this presentation, you'll learn the difference between societal, organizational/institutional, and individual or personal ethics and how those differences impact our perspective when we are making decisions.  Incorporating this framework for maintaining high ethics will allow you to become a catalyst for making the RIGHT decision(s) for yourself and leading others in your organization down the same path.

Learning Objectives: 

• Be reminded of the crucial importance of maintaining a personal ethical standard that is above reproach if you're going to hold others accountable for that.
• Be better able to identify external factors and influences that affect people's decisions in ethical considerations.
• Understand the dos and don'ts of creating a culture of uncompromised ethics including two key filters to have in place when making a decision with ethical implications.
• Leave equipped with a simple six step strategy for making ethical decisions.

REPEATED ON TUESDAY AT 7:30am

As organizations and individuals, we have more opportunities at our fingertips than ever before due to a rapidly and radically changing world. At the same time, we have more problems that are demanding radical innovation than at any time in history. This presentation provides the attitude, mindset, and strategic process for creating disruptive innovation in any organization or situation. This presentation also offers specific tactics where human resources can play the catalyst for innovation.

Learning Objectives:

• Assess the opportunities and obstacles to pivoting from what you think is impossible to do what is possible.
• Create a culture of innovation.
• Explore the S.A.G.E. model of pivotal thinking, including several methods of innovation.
• Construct and execute your strategic plan for innovation.
• Explore how human resources can take the lead in innovation.

We know the statistics. Only one-third of US employees are engaged at work. More than half are looking for that next job right now. Organizations can't keep doing what they've always done, hoping for a different outcome. That's insane. Time for a radical reframe. Together we will explore 'radical engagement' through the 3Ps lens - (super)powers, passions, and priorities - and how leaders and organizations can hire for, nurture, and reward 'radical' engagement.

Learning Objectives:

• Uncover and unlock the strengths, interests, and values of your people - their powers + passions + priorities.
• Teach leaders how to unleash the 3Ps of their people to nurture engagement.
• Create organizational practices that support the 3Ps - a person-by-person approach to achieve systematic results.

Jhpiego is an international health non-profit affiliated with Johns Hopkins University. As a globally matrixed and donor-funded organization with 4,200 employees in 40 countries, we've had to continually adjust to market forces, increased competition, and localization. Learn about 5 things we've done in learning and organizational development, innovation, performance management, and staff wellbeing that have kept us competitive.

Learning Objectives:

• Understand how a bundle of HR and operational programs phased in over time cumulatively contribute to staff performance, engagement, and retention;
• Appreciate how the usage of discretionary funds complements donor-funded project support;
• Empathize with how one organization's acknowledgement of internal inequity around staff wellbeing led to a stronger and more solid commitment to all employees.

In a world of ever-increasing complexity and ambiguity, innovation is a top priority across organizations. An innovative organizational culture is not only  key to unleashing employees' innate potential but a driving factor for business success and talent retention. How can organizations intentionally create a culture of innovation and recognize the conditions that enable or disable this? This session will explore  how HR leaders can transform culture to increase employee engagement and propel business performance.

Learning Objectives:

• Understand the six conditions that enable and disable creativity to inform internal initiatives that can support continuous culture reinforcement.
• Pinpoint the current state of your innovation culture through a diagnostic tool.
• Determine how C-suite, HR, and operations can successfully work together to activate solutions that create an environment in support of a synergized culture.

REPEATED FROM MONDAY AT 3:00pm.

As organizations and individuals, we have more opportunities at our fingertips than ever before due to a rapidly and radically changing world. At the same time, we have more problems that are demanding radical innovation than at any time in history. This presentation provides the attitude, mindset, and strategic process for creating disruptive innovation in any organization or situation. This presentation also offers specific tactics where human resources can play the catalyst for innovation.

Learning Objectives:

• Assess the opportunities and obstacles to pivoting from what you think is impossible to do what is possible.
• Create a culture of innovation.
• Explore the S.A.G.E. model of pivotal thinking, including several methods of innovation.
• Construct and execute your strategic plan for innovation.
• Explore how human resources can take the lead in innovation.

Rapidly-evolving technologies, social media influences, the speed of social progress, disruptive business models, the pandemic, remote work, and the great resignation. The world as we knew it is gone. The time in between generations is shrinking. 'Google it' is outdated. In a matter of two decades, we went from Google to YouTube to TikTok. (Some of you were Today Years Old when you found that out.) Our organizational culture and strategy must keep up with the pace of these shifts and we need to check in with our people at every level as we go forward.  An average YouTube video is 11.7 minutes; TikTok is 27.5 seconds. That's how quickly people are learning new information, being marketed to, and forming opinions. That's also how quickly people in your organizations are sharing information, marketing, and changing opinions when it comes to your company. And all of their perspectives are correct, so let's start listening!

Learning Objectives:

• Discuss what Executive Teams, Leaders, Managers, and Employees are saying are their top problems at your company.
• Review the symptoms and work together to get to the root of the problems.
• Develop a plan of action to solve the problems, starting with the most universal issue impacting the departments, teams, and individuals.

This informative session will explore the top ten 'lessons learned' from the pandemic and discuss how COVID-19 has permanently changed employee relations. Some of the real-world experiences to be discussed will include how to deal with issues such as remote work, mental health, substance abuse, and workplace violence.

Learning Objectives:

• Discuss the top ten 'lessons learned' from the pandemic.
• Cover recent and emerging issues from remote work/flexibility to employee health and welfare to employee leverage and 'The Great Resignation.' 
• Address what hasn't change such as wage and hour concerns and the increased focus on diversity, equity, and inclusion.

Hear from leaders at USAA on how they take a holistic approach to DEIB change with the goal of positively impacting organizational culture and maintaining momentum in the areas of Talent, ESG and Total Rewards.

Attendees will walk away being able to:

• Identify the core components of the DEIB strategy at USAA.
• Identify similarities and differences in DEIB strategy.

Over the past four years, OPM has employed Strategic Foresight to think differently about future challenges and opportunities. OPM's efforts in this area have yielded positive results across government and helped inform strategic plans in retaining talent, attracting new talent, and more. This session will provide a broad overview of current efforts and provide participants tools they can use to apply Strategic Foresight in their organization.

Learning Objectives:

• Understand what it means to create a preferred 'plausible future'.
• Identify key strategies and actions that can help organizations achieve their 'visionary future'.
• Understand and create an implications analysis (futures wheel) for actions necessary to achieve the 'plausible future'.

REPEATED FROM MONDAY at 1:30pm

When organizations successfully connect the employee experience to business outcomes it's a game changer. Recent research from WSAdata shows a direct correlation between engagement and core financial metrics such as net profit margin, earnings per share, and EBITDA. The top 25% of organizations in engagement on average have a 54% gross profit margin whereas the bottom 25% have a 32% gross profit margin. WSA has proven 13.6% of the variance is attributed to engagement.  This data reaffirms the premise that engagement and performance drive business success−an essential connection to make as we encounter the unknowns and uncertainties of 2023. Understanding the levers that motivate and engage employees, and how sentiments and drivers change over time, is critical to aligning strategic imperatives with what matters most to employees.  This empowers organizations to accelerate performance and business at the same time-two elements that when driven in parallel have an enormous impact.

Learning Objectives:

• Learn the global top drivers that have the greatest impact on employee motivation and engagement.
• Understand the major trends of 2023 surrounding the employee experience based on the latest WSA-validated data and research.
• Learn best practices and methods for linking employee engagement to employee performance.
• Understand how to correlate gross profit margin and other specific financial metrics to engagement levels to transform engagement into a true driver of business outcomes.
• How to build a reliable ROI measurement and impact of HR departments, practitioners, and leaders on business success.

REPEATED FROM MONDAY AT 10:30am

To say that the regulatory environment is changing rapidly would be an understatement. As we approach the midway point of 2023, federal contractors are struggling to adjust to major regulatory changes, while simultaneously bracing for what's next.    In this presentation, Rachel Rubino, a managing consultant at Berkshire with over 10 years of experience, will address these pressing concerns.   As a compliance consultant who has walked hand-in-hand with federal contractors through this changing landscape, Rachel will outline what she's experienced in the last year, offer analysis on the 2023 fiscal year to-date, and forecast what's to come.

Learning Objectives:

• Hear how certification requirements for affirmative action plans could evolve in 2023 and beyond.
• Discover what OFCCP's emphasis on compensation practices could mean for federal contractors.
• See how best to position yourself, as a federal contractor, to remain compliant in 2023 and beyond.

COVID, political upheaval, DEI changed how people define careers. The impact is greater for women. The labor force participation rate of women dropped during early COVID and hasn't returned. Women may struggle more with balancing work and family. One solution for HR pros is consulting. This session will use audience participation and the speaker's 19 years of experience to explore competencies needed as well as the steps you should take to build a consulting practice.

Learning Objectives:

• Hear how consulting has grown due to changing definitions of work for women and agility needs of organizations.
• Discover the advantages and challenges inherent in a consulting career for women in particular.
• Learn the nature of consulting and the personal traits and competencies needed to be successful.
• Discuss the business plans and steps you should take to build your HR consulting practice.

When former employees file lawsuits, HR professionals are often expected to partner with in-house counsel and/or their employer's outside attorney, to assist in managing the litigation.  In this engaging one-hour session, participants will acquire practical strategies, best practices, and insights from Adam Rosenthal, a frequent SHRM speaker and experienced employment litigator, on the lifecycle of an employment lawsuit and HR's role in helping their employer prepare a strong defense.

Learning Objectives:

• Obtain a solid understanding of litigation 101 and the 'lifecycle' of employment lawsuit, from pre-lawsuit investigations, to initial pleadings, written discovery, depositions, motions, and finally trials and arbitrations.
• Receive concrete and practical advice on how they can effectively partner with both in-house counsel as well as their company's outside attorney, including how to maintain the attorney-client privilege, interact with witnesses, and manage communications regarding the claims in the lawsuit.
• Learn how to perform many of their day-to-day duties with an eye toward preventing lawsuits from every being filed, while at the same time creating a proper, compliant, and legal evidentiary record should a disgruntled employee file a lawsuit.

When you get a seat, can you handle the heat? It's not enough to get a seat at the C-suite table but you need to know how to handle the opportunity. Knowing the language of C-Suite involves the ability to speak in 3D--data, dollars and decisions.   Beyond having the ear of executive level leaders, you need to have a game plan. Your struggle in connecting with C-suite is over. Gain practical steps in this session to help you leverage your value proposition in making a successful pitch to your leadership. COVID-19 has created situations requiring leaders to make decisions driven to dollar-based and people-based impact. Money talks and so does big data when it comes to decisions.  There are 4Cs that are critical to your communication success at this high leader level: Credibility, Confidence, Clarity, and Connection. This session covers the 4Cs model and walks you through its application. It's time for you to nail your next C-suite conversation.

Learning Objectives:

• Recognize the importance of data, dollars and decisions at the C-suite level.
• Identify the do's and don'ts in talking data, dollars and decisions with high-level leaders.
• Discover ways to incorporate data without overwhelming your audience.
• Apply a 4C's model to strategic C-suite conversations.

JoDee and Kim's book, the JoyPowered® Leader, shows emerging leaders - those launching or re-launching their careers -  how to authentically lead by gaining trust and respect.

Learning Objectives:

• Understand who is s following you and why.
• Resiliency
• Authenticity
• Expectations and accountability
• Practice makes perfect, let's get started.

A million fewer people *every year* are enrolling for 2- or 4-year degrees than were 5 years ago—so if, as an HR leader, you’re not expanding how you’re assessing talent and aptitude, you’re falling behind. And who wants that? In this session, hear about new research on the advantage of looking past degrees to assess whether someone will thrive in a job, and walk through solid case studies of how HR leaders in small, midsize, and large companies are pivot to embrace Whole Human Hiring—looking not only at degrees, but skilled credentials, aptitude testing, inherent talent and interests, and more—and how they’re benefitting as a result. There is no talent shortage, if you change the way you’re assessing prospective talent, so join us to see how you can become a hiring hero, take charge of the shifting educational landscape, and get and keep the talent you need!

Learning Objectives:

Hear why and how employers are embracing a whole human hiring frame. Explore strategies, from easy to advanced, you can implement to access more talent and keep your company ahead of the curve. Learn about new research, emerging technologies, and solid techniques you’ll need to become a hiring hero. Take home specific, immediate actions you can use to change how you find, assess, and keep talent in your company.

The time for HR to work in the background has passed. It's time for HR to be strategic at an organizational, professional, and personal level. This session will equip attendees with an approach to be intentionally strategic in their HR role regardless of their level. It will also show them how to integrate departments and create a sustainable people-first culture that values employees as true talent!!

Learning Objectives:

• Understand how to be a valued and sought-after resource as an HR leader instead of only providing support when needed.
• Learn how to effectively develop people individually from the Executive level down through the organization to the front-line team member.
• Create and work from a people-first and strengths-based position in their HR role and teach people managers to do the same.
• Effectively assess and place people in roles where they can perform and excel personally and for the organization.

REPEATED ON WEDNESDAY AT 10:30am

The world of work is changing, but even with labor market shifts, companies remain focused on retaining top talent. To do this, many companies promote benefit packages, salaries and wellness programs-but savvy HR leaders know the secret weapon to retaining top talent starts with offboarding those that leave. This research-driven session shares best practices and tangible offboarding process changes (beyond the exit interview) that can help positively impact employer brand and employee experience.

Learning Objectives:

• Design a modern offboarding processes that extends beyond the traditional 'exit interview' and supports the exiting employee and broader business goals.
• Build more equitable and fair hiring and employment experiences through understanding the true experience of those leaving.
• Impact employee engagement and retention of employees that weren't let go through a thoughtful offboarding process.
• Leverage technology to help meet regulatory requirements and reduce the HR administrative burden and costs.
• Build a business case based on proprietary research & best practice ROI.

REPEATED FROM MONDAY AT 1:30pm

In this session, participants will learn about how to advise business leaders and others on human resource matters. We will examine recent HR trends and discuss their impact on organizations. Additionally, James will share the top 10 most common HR mistakes that he has seen companies make throughout his tenure. Through storytelling, James will provide strategies to avoid making these common mistakes. By the end of the session, participants will be able to analyze and assess organizational practices that impact operations and people management to decide on the best available risk management strategy.

Learning Objectives:

• Review current employment trends.
• Discuss the top ten lessons learned from James' time advising companies.
• Explore various employment case laws.

Who comes to mind when you think of a manager? What about a leader? Managing is about getting things done as consistently and efficiently as possible, whereas leading is about deciding what things should get done, charting the course, and empowering people to believe that they are part of something larger than themselves. In times of uncertainty, it is the leaders who rise to the occasion and create inspiration for employees to thrive in their roles.  In this dynamic session, HR practitioners learn what it means to take visionary leadership to the next level as they strive to become influential leaders. You will discover how to identify, create, and communicate a strong vision and how to get buy-in from both the C-Suite and employees alike by creating purpose, securing commitment, and driving accountability.

Learning Objectives:

• Create and communicate a vision that inspires teams and motivates action.
• Establish clarity, commitment, standards, responsibility, flexibility, and rewards.
• Maintain healthy balance between the needs of the organization and needs of individuals.
• Champion creative thinking and work through difficult challenges with courage.

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.

REPEATED FROM MONDAY AT 3:30pm

Making Tough Decisions in a Fast Paced World.  Getting ethics right is a big deal, and ethics often requires courage.  Human Resources practitioners are often standing alone in confronting tough situations.  This facilitated discussion goes beyond a lecture on ethical principles - it is a series of case studies that offer participants 'real time' practice in resolving dilemmas, with participants sharpening their critical thinking skills.    Ethics is a truly human function - based on you caring that the outcome for others is best for them, and that the net result is the best for you.  After all, ethics is not blind impartiality, doling out right and wrong according to some canon of ancient law. It's a warm and supremely human activity that cares enough for others to want right to prevail.  This session will reduce the fear level in HR practitioners and enable better decisions.

Learning Objectives:

• The new world of Critical Thinking and Ethics under COVID pressure.
• Resolving Ethical Dilemmas under pressure.
• Kidder's nine steps for decision-making, a logical pattern that applies to our current situation.
• How to make sense of the most relevant data in a situation.
• How to use advanced adult learning methods to transfer wisdom and change behaviors.

The Great Resignation turned into The Big Regret! Over 50% of the people who left their jobs during the great resignation say they made a big mistake, but almost none of them went back to their former employer. Why? Tim Sackett, HR expert and author of The Talent Fix, will break down the 'why' and show us how we can build cultures that attract and keep great talent. The work environment of the future is forcing us to create multi-channel work cultures that speak to a variety of workers, and the best organizations are quickly figuring out how to use this to their benefit. A great culture attracts and retains great talent. The workforce of today and into the future is demanding a multi-faceted work culture that most of us are just beginning to understand. This session will help us understand where we need to be and how we can build the workplace culture of the future.

Learning Objectives:

• Learn why millions of employees left jobs that they actually liked for jobs they actually hated.
• Create a plan and strategy to build your workplace culture of the future.
• Understand what the future workforce is looking for in dynamic workplace cultures.

Have you ever responded to an OSHA complaint? Or found yourself unprepared for an OSHA inspector showing up at your door or job site? Or maybe you've been fined for violations that are totally preventable? If you have, you're certainly not alone. Keeping your people safe and protecting your organization while doing so often isn't a simple task and one that, if not done properly, can put you in a precarious situation. And even if you are doing the right things to create and maintain a safe workplace, a lack of proper documentation can indicate otherwise.  In this session, national safety and OSHA training Expert Michele A. Mathews teaches employers how to mitigate risk, prepare for an OSHA inspection, and cover employer and employee rights during an OSHA investigation. This is a must-attend session for HR and Safety Professionals.

Learning Objectives:

• What to have prepared for an OSHA Inspection.
• How to Mitigate Risk and need for OSHA Inspection.
• Employer & Employee Rights during an OSHA Inspection.
• Tips to do and ask for during an inspection.
• The practical aspect of OSHA inspections and enforcement.

Tim Massa, SVP & Chief People Officer at Kroger, empowers his people leadership team to be true advocates & people champions for their 430K+ associates. From their well-being and benefits to career path and education to on-the-job resources, nurturing a thriving environment for every associate is critical to their advancement, a positive customer experience and the long-term success of an organization. In this session, Massa will share the role you play as HR professionals in serving, empowering, developing and unlocking the full potential of associates within your organization. Advocating for the well-being of your associates, starts with each of you!

Learning Objectives:

• Attendees will learn how to be a People Champion for their associates. 
• Attendees will review examples from Massa’s career as a People Champion. 
• Attendees will understand the importance of advocacy for HR professionals.

The pandemic radically changed the role of the CHRO as a critical leader in the C-suite and a convener of talent, data, technology and culture in a way not seen before. As the senior-most person responsible for your organization’s talent management strategy, how are you preparing to respond to disruption, ever-changing external factors and demand from your organization’s stakeholders?

As you look to 2023 and beyond, the role of the CHRO will become an even more essential player to strategic success. This is especially true for mid-sized-to-larger social impact organizations focused on solving complex societal challenges through complex organizational structures and ecosystems. Join us for a session as we explore ways the nonprofit sector is evolving and how to shift and sustain your approach to talent management.

Learning Objectives:

• The new role of the nonprofit CHRO as a critical business leader and convener of organizational talent, data, technology and culture.
• How recession, inflation and a tight labor market have transformed the role and power of the CHRO.
• How the highest-performing nonprofit CHROs are leveraging leadership, systems thinking technology and data management skills to create wins for their organization.

The past several years brought incredible business transformation which has led to HR, people, talent, and culture transformation. Hear from two leaders about how they are transforming their HR function to better partner with the business.

Participants will walk being able to:

• Identify how Tyson Foods and H&M approached HR Transformation.
• Why an organization would seek to transform their HR department.

Accurate. Fair. Inclusive. Engaging. Efficacious. If you cannot use all five of these words to describe your selection process, this session is a must-attend; because all five of these objectives should be non-negotiable. We will explore tangible, practical ways to leverage assessment instruments to create highly aligned selection system that minimize bias, increase prediction, enhance candidate experience, and have a quantifiable impact to the bottom line.

Learning Objectives:

• Explore how to determine what specific traits, attributes, and abilities you should be measuring in candidates.
• Discover multiple benefits of introducing additional objective data points into your selection process.
• Review ways to measure the accuracy and effectiveness of your selection system.
• Learn how to leverage assessments in ways that both candidates and hiring managers will appreciate.

REPEATED FROM TUESDAY AT 2:00pm

The world of work is changing, but even with labor market shifts, companies remain focused on retaining top talent. To do this, many companies promote benefit packages, salaries and wellness programs-but savvy HR leaders know the secret weapon to retaining top talent starts with offboarding those that leave. This research-driven session shares best practices and tangible offboarding process changes (beyond the exit interview) that can help positively impact employer brand and employee experience.

Learning Objectives:

• Design a modern offboarding processes that extends beyond the traditional 'exit interview' and supports the exiting employee and broader business goals.
• Build more equitable and fair hiring and employment experiences through understanding the true experience of those leaving.
• Impact employee engagement and retention of employees that weren't let go through a thoughtful offboarding process.
• Leverage technology to help meet regulatory requirements and reduce the HR administrative burden and costs.
• Build a business case based on proprietary research & best practice ROI.