All Sessions

06/22/2019

Educational Program | California HR: Applying CA Law to Employment Practices*
06/22/2019 08:30 AM - 05:00 PM | Additional Fee & Registration Required
06/23/2019 08:30 AM - 01:30 PM | Additional Fee & Registration Required
Type: Seminar
15.00 SHRM PDCs | Competencies: Consultation, Critical Evaluation, HR Expertise | Intended Audience: Mid-Level

*This program requires preregistration. Registration includes the post conference virtual session. Additional fees apply.

Program Overview

Updated for 2019, attendees will experience the full scope of dynamic and unique challenges human resource professional’s face on a daily basis while leading workforces in California. Throughout the seminar, engage in frequent practical exercises and collaborative discussions designed to hone the competencies needed to interpret and implement human resource practices in California. Gain the knowledge to develop employment guidelines that satisfy the intricate California labor code, minimize potential litigation risks, and meet the strategic objectives of your organization.

 

Program Objectives

This program is designed to provide you with the knowledge and skills necessary to:

  • Gain awareness with the new employment laws taking effect January 1, 2019.
  • Accurately apply California wage and hour rules and regulations.
  • Adhere to California benefits and workers’ compensation rules and regulations.
  • Accurately apply California regulations regarding leaves of absence when calculating employee leave.
  • Interpret and apply California employment regulations regarding security, safety and privacy.
  • The post virtual program delivery option allows real-time Q&As and chats between virtual seminar participants, providing a dynamic virtual classroom experience.
  • All virtual classes are recorded in their entirety for viewing at your convenience.
Educational Program | Change Management: Leading Successful Transformations*
06/22/2019 08:30 AM - 05:00 PM | Additional Fee & Registration Required
06/23/2019 08:30 AM - 01:30 PM | Additional Fee & Registration Required
Type: Seminar
12.50 SHRM PDCs | Competencies: Communication, HR Expertise, Leadership & Navigation | Intended Audience: Mid-Level

*This program requires preregistration. Additional fees apply.

Program Overview

Managing change is becoming a major focal point for HR professionals as organizations continue to adapt to an ever-changing workplace. In this two-day program, you will use a variety of resources to simulate a change initiative in a realistic work environment. Interact with other students through group discussions, problem solving via a case study, and coaching in a safe learning atmosphere with an experienced change management professional. Gain access to a change management toolkit to reinforce and continue the learning experience outside the classroom.

 

Program Objectives

This program is designed to provide you with the knowledge and skills necessary to:

  • Use SHRM’s six-step change framework to guide your change management efforts
  • Draw from a range of models that focus on the people side of change
  • Develop change initiatives through a case study and simulation
  • Identify tools and techniques for assessing change

 

 

 

Educational Program | Global Hiring: Complying with U.S. Visa Requirements*
06/22/2019 08:30 AM - 05:00 PM | Additional Fee & Registration Required
06/23/2019 08:30 AM - 01:30 PM | Additional Fee & Registration Required
Type: Seminar
15.00 SHRM PDCs | Competencies: Business Acumen, Consultation, HR Expertise | Intended Audience: Early Career

*This program requires preregistration. Registration includes the post conference virtual session. Additional fees apply.

Program Overview

Gain a high-level understanding of concepts and principles used when recruiting and retaining global high-skilled talent. Identify opportunities and limitations of the U.S. immigration system as related to employment. Learn how to maintain compliance with relevant U.S. immigration laws and regulations. Through a final practicum, demonstrate the essential skills required to identify and define key considerations when hiring or retaining a foreign national.

 

Program Objectives

This program is designed to provide you with the knowledge and skills necessary to:

  • Describe basic immigration terms and concepts and how they apply to the hiring process for U.S. residents and foreign nationals.
  • Identify when to use immigrant and non-immigrant visas to manage the visa process and comply with federal laws and regulations associated with temporary and regular employment of foreign professionals.
  • Define the I-9 employment verification process and incorporate best practices.
  • Comply with federal auditing guidelines and legal requirements.
  • Identify and define key considerations when hiring a foreign national by participating in various scenarios via a practical lab.
  • The post virtual seminar delivery option allows real-time Q&As and chats between virtual seminar participants, providing a dynamic virtual classroom experience.
Educational Program | Mastering Your HR Generalist Role*
06/22/2019 08:30 AM - 05:00 PM | Additional Fee & Registration Required
06/23/2019 08:30 AM - 01:30 PM | Additional Fee & Registration Required
Type: Seminar
12.50 SHRM PDCs | Intended Audience: Mid-Level

*This program requires preregistration. Additional fees apply.

Program Overview

Learn how to standout in your organization as an HR Generalist in this two-day course ideal for mid-career professionals who are already working as a generalist or those who are moving from a specialist to a generalist role. Each module takes an in-depth and comprehensive look at today’s business challenges and provides opportunities to apply your existing HR knowledge with practical scenarios, case studies, discussions and activities that incorporate behavioral competencies including business acumen, consultation, communication, and more. Gain stakeholder support by using metrics to build and establish credibility. Network and learn from your peers as well as from a subject-matter expert facilitator.

 

Program Objectives

This program is designed to provide you with the knowledge and skills necessary to:

  • Apply SHRM-based behavioral competencies and U.S. employment laws with actionable skills to be more effective in your Generalist role
  • Gain stakeholder support by using metrics to build a business case for HR initiatives
  • Illustrate best practice communication principles to create credibility throughout the organization
  • Assess your strengths and abilities to determine your unique career path as an HR Generalist
     

 

 

Educational Program | People Analytics: Taking Data-Driven Action*
06/22/2019 08:30 AM - 05:00 PM | Additional Fee & Registration Required
06/23/2019 08:30 AM - 01:30 PM | Additional Fee & Registration Required
Type: Seminar
15.00 SHRM PDCs | Competencies: Communication, Critical Evaluation, HR Expertise | Intended Audience: Mid-Level

*This program requires preregistration. Registration includes the post conference virtual session. Additional fees apply.

Who Should Attend?

Individuals seeking foundational knowledge to understand and analyze people and business data, obtain insights, and make data-driven recommendations and decisions.

Program Overview

Talent is the biggest investment made by today’s organizations; yet, most people-related decisions are made informally. People analytics involves using people-related data to drive HR and organizational decisions. In this course, you will use the people analytics action plan to help propel the analytics program at your organization. You will explore the analytics maturity model and discover the importance of leveraging strategic partnerships as part of building your organization’s analytics potential. Finally, the program will help prepare you to take a greater leadership role as you begin using analytics to influence your organization’s goals and provide decision-makers with greater insight into workforce-related considerations.

Program Objectives

This program is designed to provide you with the knowledge and skills necessary to:

  • Apply the steps in the people analytics action plan
  • Identify business challenges and meaningful areas for investigation
  • Identify tools used to interpret data and support HR decisions
  • Communicate findings in a compelling way
  • Coach other HR professionals in your organization in the use of analytics for business decisions
  • The post virtual seminar delivery option allows real-time Q&As and chats between virtual seminar participants, providing a dynamic virtual classroom experience.
  • All virtual classes are recorded in their entirety for viewing at your convenience.

 

 

Educational Program | SHRM Essentials of Human Resources*
06/22/2019 08:30 AM - 05:00 PM | Additional Fee & Registration Required
06/23/2019 08:30 AM - 01:30 PM | Additional Fee & Registration Required
Type: Seminar
12.50 SHRM PDCs | Intended Audience: Early Career

*This program requires preregistration. Additional fees apply.

Program Overview

Human resources incorporates a number of interrelated job functions with a primary mission of recruiting, selecting, and retaining qualified employees who will assist the organization in achieving its goals and objectives. In this course, you will gain the foundational knowledge necessary to help your organization reduce costs, avoid potential lawsuits, and improve your ability to handle challenging HR issues. This program is ideal if you are just starting out in the HR profession, planning to make a career change into an HR position, or performing HR duties as a part of a non-HR job. Recently updated content reflects changes in legislation and provides an overview of HR roles and responsibilities.

 

Program Objectives

This program is designed to provide you with the knowledge and skills necessary to:

  • Create a stronger alignment between your organizational and HR goals
  • Build your knowledge of HR practices
  • Apply newly learned HR knowledge to practical activities similar to those required on the job
  • Plan for ways to transfer the knowledge and skills learned from training to on-the-job tasks
     
Educational Program | SHRM-CP/SHRM-SCP Certification Preparation*
06/22/2019 08:30 AM - 05:00 PM | Additional Fee & Registration Required
06/23/2019 08:30 AM - 01:30 PM | Additional Fee & Registration Required
Type: Seminar
36.00 SHRM PDCs | Competencies: Business Acumen, Communication, Consultation, Critical Evaluation, Ethical Practice, Global & Cultural Effectiveness, HR Expertise, Leadership, Leadership & Navigation, Relationship Management | Intended Audience: All Levels

*This program requires preregistration. Registration includes six pre and post conference virtual sessions. Additonal fees apply.

Program Overview

Led by qualified and certified HR instructors, our intensive SHRM-CP/SHRM-SCP Certification preparation programs, combined with the SHRM Learning System, present a comprehensive and detailed review of the current SHRM Body of Competency & Knowledge™ (SHRM BoCK™). By attending, you will be able to identify areas of strength and build on them. You will also see where you need further concentrated study in preparation for either exam.

After registering for your program, you will receive the 2019 SHRM Learning System to begin your exam preparation. To gain the greatest benefits from your program, utilize your SHRM Learning System before the program begins. During your program, your SHRM-certified instructor will build upon the foundation you've already established through your studies, guiding you through interactive discussions, sample test questions, and periodic progress checks.

While these programs should not be considered your only preparation for certification, they serve as a very valuable component to help you focus your study efforts and maximize your results.

After the program, a SHRM-certified, highly experienced instructor will provide an additional group coaching session to help prepare and assist students by answering questions about the exam or related material covered during the program.

 

Program Benefits & Features

  • Led by qualified and certified instructors.
  • Classroom environment provides networking opportunities
  • Outside-the-classroom assignments help reinforce program sessions.
  • Sample test questions and periodic process checks keep you confident in your breadth of knowledge.
  • The pre and post virtual program delivery option allows real-time Q&As and chats between virtual program participants, providing a dynamic virtual classroom experience.
    • All virtual programs are recorded in their entirety for viewing at your convenience.
Educational Program | Talent Acquisition: Creating your Organization's Strategy*
06/22/2019 08:30 AM - 05:00 PM | Additional Fee & Registration Required
06/23/2019 08:30 AM - 01:30 PM | Additional Fee & Registration Required
Type: Seminar
15.00 SHRM PDCs | Competencies: HR Expertise, Leadership & Navigation, Relationship Management | Intended Audience: Mid-Level

*This program requires preregistration. Registration includes the post conference virtual session. Additional fees apply.

Program Overview

Ready to win the war for talent? Obtain the necessary skills and understanding to implement a talent acquisition strategy at your organization. Discover the benefits of workforce planning. Learn the steps to improve your candidate experience and employment branding. Explore recruiting and sourcing strategies for developing a diverse and inclusive talent pipeline. Reflect on case studies and newly-acquired expertise to apply what you learn to your organization. 

 

Program Objectives

This program is designed to provide you with the knowledge and skills necessary to:

  • Build your talent acquisition strategy to attract top talent
  • Market an employment brand that positions your organization as an employer of choice
  • Incorporate workforce planning as part of the process for developing a robust talent pipeline
  • Expand strategies for recruiting and sourcing
  • Create a positive candidate experience
  • Evaluate and select candidates that are a right fit for your organization
  • Measure the impact of your talent acquisition strategy using metrics
  • The post virtual program delivery option allows real-time Q&As and chats between virtual seminar participants, providing a dynamic virtual classroom experience.
  • All virtual classes are recorded in their entirety for viewing at your convenience.
Session #701: Succession Planning for the 21st Century: Future Trends and Practical Guidelines for Building Your Talent Pipeline
06/22/2019 01:00 PM - 05:00 PM | Additional Fee & Registration Required
4.00 SHRM PDCs | Competencies: Leadership & Navigation, HR Expertise | Intended Audience: Senior-Level
Presenter:
Amy Hirsh Robinson, Principal, Interchange Group
Workplace Application:
Obtain practical insights to guide succession planning practices that are successful and results-oriented. 

Repeated Sunday at 8:00 a.m.Noon

A new normal for American business is emerging, yet there is little practical discussion about how to retool succession planning and leadership development to meet the evolving challenges that companies face. Demographic shifts, globalization, new communication technologies and economic uncertainty have changed the playing field and requirements for leaders. As a result, most succession plans are irrelevant to today’s business challenges. But organizations large or small that do not engage in succession planning are at great economic risk.

Learning Objectives:

  • Learn key pitfalls of current succession planning initiatives.
  • Discover the impact of future trends on succession planning practices.
  • Hear about a framework for predicting tomorrow’s business and assessing tomorrow’s roles.
  • Learn which leadership competencies are necessary to compete in the next decade.
  • Steps to retool succession planning and leadership development, for simplicity and success.
Session #702: Leadership Skills for the Senior HR Professional: Mastering the Art of Negotiation
06/22/2019 01:00 PM - 05:00 PM | Additional Fee & Registration Required
4.00 SHRM PDCs | Competencies: Leadership & Navigation, Communication, Business Acumen | Intended Audience: Senior-Level
Presenter:
Valerie M. Grubb, Principal, Val Grubb & Associates, Ltd.
Workplace Application:
Learn how to effectively negotiate with any CEO, vendor or employee through a step-by-step process that creates a win-win scenario for all parties. 

If you think negotiating skills are only for salespeople, think again—every work relationship entails some negotiation. While often linked to sales or business, negotiation actually pervades all aspects of a senior HR professional's work life. You have to negotiate to succeed In all of these situations: trying to increase your company's productivity levels; considering the expansion of product lines (and people); acquiring a competitor or being acquired; leading a team to increase employee engagement; attempting to get the best deal from your new benefits provider; asking for your own well-deserved promotion. A successful negotiation isn't just about getting what you want at all costs. Rather, it's about engaging in a discussion to listen, learn and understand the other party’s goals and objectives, then finding a win-win scenario in which everyone benefits. This workshop takes the mystery out of negotiation by showing you how to create a step-by-step process whereby that can happen.

Learning Objectives:

  • Evaluate the eight critical pre-negotiation success factors from both sides’ perspectives: goals, trade-offs, alternatives, relationships, expected outcomes and consequences, balance of power and win-win solutions.
  • Develop confidence and keep your emotions in check during a negotiation, even if the other side gets personal or nasty.
  • Set the stage for success and stay on track when parties start to filibuster.
  • Prepare to take the lead with practice negotiations.
  • How and when to use five negotiation styles: avoid, accommodate, force, compromise, collaborate.
Session #703: Developing HR as a Strategic Business Partner: HR Transformation 3.0
06/22/2019 01:00 PM - 05:00 PM | Additional Fee & Registration Required
4.00 SHRM PDCs | Competencies: Leadership & Navigation, HR Expertise, Business Acumen | Intended Audience: Senior-Level
Presenter:
Magi Graziano, CEO, KeenAlignment
Presenter:
Tiffany Tremmel, Chief talent strategist, Clow Valve
Workplace Application:
Learn how to develop the space, foundation and environment for culture alignment to occur. 

The number-one driver of employee engagement and workplace performance is culture. So why do so many companies fail to establish a winning culture? Current research suggests that one of three main hiring decisions is based on information insufficient for either the employer or candidate to make an informed choice; similarly, one in three new hires do not make it past their one-year work anniversary. Creating a high-performance organization requires a paradigm shift and an increased focus on workforce engagement.

Learning Objectives:

  • Revamp the function of HR from process department to strategic business partner.
  • Create a talent management strategy that utilizes attraction, selection, development and retention processes.
  • Gain awareness of how to transform a workplace: from an environment of stifled communication, distrust, and low employee morale, into a culture of aligned relationships, high performance and productivity, empowered leadership, and elevated employee engagement.
Session #704: The Realities of Employee Engagement and the Employee Experience
06/22/2019 01:00 PM - 05:00 PM | Additional Fee & Registration Required
4.00 SHRM PDCs | Competencies: Relationship Management, Global & Cultural Effectiveness | Intended Audience: Senior-Level
Presenter:
David S. Cohen, Founder and contrarian consultant, DS Cohen & Associates
Workplace Application:
Learn how to unbundle concepts of employee engagement, employee experience, employee value proposition, and employee lifetime value, in order to focus on what is meaningful for your employees. 

Employee engagement is an overused, variously defined term that causes much confusion. While engagement is something that every employee hopes for and every employer desires, surveys say that engagement is low and disengagement high. The issue is how to distinguish the concept of employee engagement from the concept of a good employee experience. A company that can retain its staff and meet its objectives can be the right place for an individual employee; from a practical perspective, however, it may not be the right place for every employee. What is a great work environment for some may not be great for others. Focusing on what is meaningful for your employees isessential for a talent-driven company. There is no one right answer.

Learning Objectives:

  • Ask the correct questions to define employee engagement, employee experience, employee value proposition, and employee lifetime value in your company.
  • Understand the definitions, decode the anachronisms, differentiate between the concepts, and learn their impacts.
  • Understand the drivers of employee engagement: what executives say they will do for people, versus what they and other managers actually do.
  • Know the six key factors that determine employee engagement, which leads to productivity, innovation and retention.
  • Put into perspective the rhetoric and consultant-speak concerning employee engagement.
Session #705: Future Skills: Critical Thinking for HR
06/22/2019 01:00 PM - 05:00 PM | Additional Fee & Registration Required
4.00 SHRM PDCs | Competencies: Leadership & Navigation, Critical Evaluation, Business Acumen | Intended Audience: Senior-Level
Presenter:
Karl James Ahlrichs, Senior consultant, Gregory and Appel
Workplace Application:
Learn to become a better critical thinker and decision-maker. 

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 savvy, sharp critical thinkers can cut through ambiguity and information overload, to quickly zero in on what is really important. Yet years of leadership experience do not automatically provide critical thinking skills; something more than experience must be necessary, since even highly experienced business leaders sometimes make bad decisions that damage themselves and their organizations. This workship will cover cognitive techniques and critical thinking tools to enhance decision-making under pressure and strengthen your impact. 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.

Learning Objectives:

  • Critical thinking theory and practice, with case studies focused on HR decision making.
  • Group dynamics that apply to HR issues.
  • Methods that work in group environments that you can apply to your organization.
Session #706: Managing Up: How to Succeed with Any Type of Boss
06/22/2019 01:00 PM - 05:00 PM | Additional Fee & Registration Required
4.00 SHRM PDCs | Competencies: Relationship Management, Leadership & Navigation, Communication | Intended Audience: Mid-Level
Presenter:
Mary Elizabeth Abbajay, President, Careerstone Group LLC
Workplace Application:
Learn how to succeed with your own managers and supervisors, as you help other employees succeed. 

Like it or not, our bosses have enormous influence over our ability to succeed and advance in our organizations, careers and journeys toward leadership. Establishing strong, productive working relationships with those above us is essential for career success. But difficult bosses don't have to derail your career. This lively, interactive presentation provides proven strategies and techniques to increase cooperation and collaboration between those with different power levels, perspectives and personalities.

Learning Objectives:

  • Raise awareness of leader/follower dynamics.
  • Understand and manage personality differences that have an impact on manager/staff relationships.
  • Recognize the different leadership styles, and explore adaptive strategies for communicating and collaborating with each.
  • Understand supervisors’ “hot buttons.”
  • Take ownership of professional success.
Session #707: Business Acumen: A Workshop for HR Departments of One
06/22/2019 01:00 PM - 05:00 PM | Additional Fee & Registration Required
4.00 SHRM PDCs | Competencies: Consultation, Critical Evaluation, Business Acumen | Intended Audience: Mid-Level
Presenter:
Jennifer Currence, SHRM-SCP, MBA , President, OnCore Management Solutions, LLC
Workplace Application:
Learn practical solutions for implementing skills in business acumen, critical evaluation and consultation in your job. 

Examine the behavioral competencies in the business cluster of the SHRM Body of Competency and Knowledge (BoCK) and how they apply to small businesses. Learn about each competency, hear real-life case studies of the competencies in practice, and discover practical ways to customize and implement the competencies in your HR job and throughout the workplace.

Learning Objectives:

  • A solid understanding of the three behavioral competencies within the SHRM BoCK business cluster.
  • Real-life examples of each of the competencies.
  • Practical implementation tactics to use on the job.
  • Ideas for sharing the competencies with others in the organization via HR policies, procedures and programs.

06/23/2019

Educational Program | California HR: Applying CA Law to Employment Practices*
06/22/2019 08:30 AM - 05:00 PM | Additional Fee & Registration Required
06/23/2019 08:30 AM - 01:30 PM | Additional Fee & Registration Required
Type: Seminar
15.00 SHRM PDCs | Competencies: Consultation, Critical Evaluation, HR Expertise | Intended Audience: Mid-Level

*This program requires preregistration. Registration includes the post conference virtual session. Additional fees apply.

Program Overview

Updated for 2019, attendees will experience the full scope of dynamic and unique challenges human resource professional’s face on a daily basis while leading workforces in California. Throughout the seminar, engage in frequent practical exercises and collaborative discussions designed to hone the competencies needed to interpret and implement human resource practices in California. Gain the knowledge to develop employment guidelines that satisfy the intricate California labor code, minimize potential litigation risks, and meet the strategic objectives of your organization.

 

Program Objectives

This program is designed to provide you with the knowledge and skills necessary to:

  • Gain awareness with the new employment laws taking effect January 1, 2019.
  • Accurately apply California wage and hour rules and regulations.
  • Adhere to California benefits and workers’ compensation rules and regulations.
  • Accurately apply California regulations regarding leaves of absence when calculating employee leave.
  • Interpret and apply California employment regulations regarding security, safety and privacy.
  • The post virtual program delivery option allows real-time Q&As and chats between virtual seminar participants, providing a dynamic virtual classroom experience.
  • All virtual classes are recorded in their entirety for viewing at your convenience.
Educational Program | Change Management: Leading Successful Transformations*
06/22/2019 08:30 AM - 05:00 PM | Additional Fee & Registration Required
06/23/2019 08:30 AM - 01:30 PM | Additional Fee & Registration Required
Type: Seminar
12.50 SHRM PDCs | Competencies: Communication, HR Expertise, Leadership & Navigation | Intended Audience: Mid-Level

*This program requires preregistration. Additional fees apply.

Program Overview

Managing change is becoming a major focal point for HR professionals as organizations continue to adapt to an ever-changing workplace. In this two-day program, you will use a variety of resources to simulate a change initiative in a realistic work environment. Interact with other students through group discussions, problem solving via a case study, and coaching in a safe learning atmosphere with an experienced change management professional. Gain access to a change management toolkit to reinforce and continue the learning experience outside the classroom.

 

Program Objectives

This program is designed to provide you with the knowledge and skills necessary to:

  • Use SHRM’s six-step change framework to guide your change management efforts
  • Draw from a range of models that focus on the people side of change
  • Develop change initiatives through a case study and simulation
  • Identify tools and techniques for assessing change

 

 

 

Educational Program | Global Hiring: Complying with U.S. Visa Requirements*
06/22/2019 08:30 AM - 05:00 PM | Additional Fee & Registration Required
06/23/2019 08:30 AM - 01:30 PM | Additional Fee & Registration Required
Type: Seminar
15.00 SHRM PDCs | Competencies: Business Acumen, Consultation, HR Expertise | Intended Audience: Early Career

*This program requires preregistration. Registration includes the post conference virtual session. Additional fees apply.

Program Overview

Gain a high-level understanding of concepts and principles used when recruiting and retaining global high-skilled talent. Identify opportunities and limitations of the U.S. immigration system as related to employment. Learn how to maintain compliance with relevant U.S. immigration laws and regulations. Through a final practicum, demonstrate the essential skills required to identify and define key considerations when hiring or retaining a foreign national.

 

Program Objectives

This program is designed to provide you with the knowledge and skills necessary to:

  • Describe basic immigration terms and concepts and how they apply to the hiring process for U.S. residents and foreign nationals.
  • Identify when to use immigrant and non-immigrant visas to manage the visa process and comply with federal laws and regulations associated with temporary and regular employment of foreign professionals.
  • Define the I-9 employment verification process and incorporate best practices.
  • Comply with federal auditing guidelines and legal requirements.
  • Identify and define key considerations when hiring a foreign national by participating in various scenarios via a practical lab.
  • The post virtual seminar delivery option allows real-time Q&As and chats between virtual seminar participants, providing a dynamic virtual classroom experience.
Educational Program | Mastering Your HR Generalist Role*
06/22/2019 08:30 AM - 05:00 PM | Additional Fee & Registration Required
06/23/2019 08:30 AM - 01:30 PM | Additional Fee & Registration Required
Type: Seminar
12.50 SHRM PDCs | Intended Audience: Mid-Level

*This program requires preregistration. Additional fees apply.

Program Overview

Learn how to standout in your organization as an HR Generalist in this two-day course ideal for mid-career professionals who are already working as a generalist or those who are moving from a specialist to a generalist role. Each module takes an in-depth and comprehensive look at today’s business challenges and provides opportunities to apply your existing HR knowledge with practical scenarios, case studies, discussions and activities that incorporate behavioral competencies including business acumen, consultation, communication, and more. Gain stakeholder support by using metrics to build and establish credibility. Network and learn from your peers as well as from a subject-matter expert facilitator.

 

Program Objectives

This program is designed to provide you with the knowledge and skills necessary to:

  • Apply SHRM-based behavioral competencies and U.S. employment laws with actionable skills to be more effective in your Generalist role
  • Gain stakeholder support by using metrics to build a business case for HR initiatives
  • Illustrate best practice communication principles to create credibility throughout the organization
  • Assess your strengths and abilities to determine your unique career path as an HR Generalist
     

 

 

Educational Program | People Analytics: Taking Data-Driven Action*
06/22/2019 08:30 AM - 05:00 PM | Additional Fee & Registration Required
06/23/2019 08:30 AM - 01:30 PM | Additional Fee & Registration Required
Type: Seminar
15.00 SHRM PDCs | Competencies: Communication, Critical Evaluation, HR Expertise | Intended Audience: Mid-Level

*This program requires preregistration. Registration includes the post conference virtual session. Additional fees apply.

Who Should Attend?

Individuals seeking foundational knowledge to understand and analyze people and business data, obtain insights, and make data-driven recommendations and decisions.

Program Overview

Talent is the biggest investment made by today’s organizations; yet, most people-related decisions are made informally. People analytics involves using people-related data to drive HR and organizational decisions. In this course, you will use the people analytics action plan to help propel the analytics program at your organization. You will explore the analytics maturity model and discover the importance of leveraging strategic partnerships as part of building your organization’s analytics potential. Finally, the program will help prepare you to take a greater leadership role as you begin using analytics to influence your organization’s goals and provide decision-makers with greater insight into workforce-related considerations.

Program Objectives

This program is designed to provide you with the knowledge and skills necessary to:

  • Apply the steps in the people analytics action plan
  • Identify business challenges and meaningful areas for investigation
  • Identify tools used to interpret data and support HR decisions
  • Communicate findings in a compelling way
  • Coach other HR professionals in your organization in the use of analytics for business decisions
  • The post virtual seminar delivery option allows real-time Q&As and chats between virtual seminar participants, providing a dynamic virtual classroom experience.
  • All virtual classes are recorded in their entirety for viewing at your convenience.

 

 

Educational Program | SHRM Essentials of Human Resources*
06/22/2019 08:30 AM - 05:00 PM | Additional Fee & Registration Required
06/23/2019 08:30 AM - 01:30 PM | Additional Fee & Registration Required
Type: Seminar
12.50 SHRM PDCs | Intended Audience: Early Career

*This program requires preregistration. Additional fees apply.

Program Overview

Human resources incorporates a number of interrelated job functions with a primary mission of recruiting, selecting, and retaining qualified employees who will assist the organization in achieving its goals and objectives. In this course, you will gain the foundational knowledge necessary to help your organization reduce costs, avoid potential lawsuits, and improve your ability to handle challenging HR issues. This program is ideal if you are just starting out in the HR profession, planning to make a career change into an HR position, or performing HR duties as a part of a non-HR job. Recently updated content reflects changes in legislation and provides an overview of HR roles and responsibilities.

 

Program Objectives

This program is designed to provide you with the knowledge and skills necessary to:

  • Create a stronger alignment between your organizational and HR goals
  • Build your knowledge of HR practices
  • Apply newly learned HR knowledge to practical activities similar to those required on the job
  • Plan for ways to transfer the knowledge and skills learned from training to on-the-job tasks
     
Educational Program | SHRM-CP/SHRM-SCP Certification Preparation*
06/22/2019 08:30 AM - 05:00 PM | Additional Fee & Registration Required
06/23/2019 08:30 AM - 01:30 PM | Additional Fee & Registration Required
Type: Seminar
36.00 SHRM PDCs | Competencies: Business Acumen, Communication, Consultation, Critical Evaluation, Ethical Practice, Global & Cultural Effectiveness, HR Expertise, Leadership, Leadership & Navigation, Relationship Management | Intended Audience: All Levels

*This program requires preregistration. Registration includes six pre and post conference virtual sessions. Additonal fees apply.

Program Overview

Led by qualified and certified HR instructors, our intensive SHRM-CP/SHRM-SCP Certification preparation programs, combined with the SHRM Learning System, present a comprehensive and detailed review of the current SHRM Body of Competency & Knowledge™ (SHRM BoCK™). By attending, you will be able to identify areas of strength and build on them. You will also see where you need further concentrated study in preparation for either exam.

After registering for your program, you will receive the 2019 SHRM Learning System to begin your exam preparation. To gain the greatest benefits from your program, utilize your SHRM Learning System before the program begins. During your program, your SHRM-certified instructor will build upon the foundation you've already established through your studies, guiding you through interactive discussions, sample test questions, and periodic progress checks.

While these programs should not be considered your only preparation for certification, they serve as a very valuable component to help you focus your study efforts and maximize your results.

After the program, a SHRM-certified, highly experienced instructor will provide an additional group coaching session to help prepare and assist students by answering questions about the exam or related material covered during the program.

 

Program Benefits & Features

  • Led by qualified and certified instructors.
  • Classroom environment provides networking opportunities
  • Outside-the-classroom assignments help reinforce program sessions.
  • Sample test questions and periodic process checks keep you confident in your breadth of knowledge.
  • The pre and post virtual program delivery option allows real-time Q&As and chats between virtual program participants, providing a dynamic virtual classroom experience.
    • All virtual programs are recorded in their entirety for viewing at your convenience.
Educational Program | Talent Acquisition: Creating your Organization's Strategy*
06/22/2019 08:30 AM - 05:00 PM | Additional Fee & Registration Required
06/23/2019 08:30 AM - 01:30 PM | Additional Fee & Registration Required
Type: Seminar
15.00 SHRM PDCs | Competencies: HR Expertise, Leadership & Navigation, Relationship Management | Intended Audience: Mid-Level

*This program requires preregistration. Registration includes the post conference virtual session. Additional fees apply.

Program Overview

Ready to win the war for talent? Obtain the necessary skills and understanding to implement a talent acquisition strategy at your organization. Discover the benefits of workforce planning. Learn the steps to improve your candidate experience and employment branding. Explore recruiting and sourcing strategies for developing a diverse and inclusive talent pipeline. Reflect on case studies and newly-acquired expertise to apply what you learn to your organization. 

 

Program Objectives

This program is designed to provide you with the knowledge and skills necessary to:

  • Build your talent acquisition strategy to attract top talent
  • Market an employment brand that positions your organization as an employer of choice
  • Incorporate workforce planning as part of the process for developing a robust talent pipeline
  • Expand strategies for recruiting and sourcing
  • Create a positive candidate experience
  • Evaluate and select candidates that are a right fit for your organization
  • Measure the impact of your talent acquisition strategy using metrics
  • The post virtual program delivery option allows real-time Q&As and chats between virtual seminar participants, providing a dynamic virtual classroom experience.
  • All virtual classes are recorded in their entirety for viewing at your convenience.
Session #801: Creating a Leadership Development Program in Your Company
06/23/2019 08:00 AM - 12:00 PM | Additional Fee & Registration Required
4.00 SHRM PDCs | Competencies: Leadership & Navigation, HR Expertise | Intended Audience: Senior-Level
Presenter:
Joe Urbanski, Chief operations officer , Total Solutions Group
Workplace Application:
Learn a process for defining and ultimately creating a leadership development initiative. 

Leadership development is not just a program—it's an experience. To deliver unparalleled value, you must do more than improve skill in leadership; you must have a sustainable and transformative capability to lead and build people, performance and processes. To create the leadership development approach your organization needs for the executive team as well as first-time managers, you will be guided from start to finish, big picture to small details, implementation to performance optimization.

Learning Objectives:

  • Learn a framework for setting up a leadership development experience that's right for your culture.
  • Dive into the specific purpose, four-year vision and overall setup for your leadership and training initiatives.
  • Explore content, design and delivery aspects, to increase engagement and drive lasting performance improvements.
  • Build a plan for implementation and evaluation using your own customized training programs, to help your company increase its leadership capacity over the next four years.
Session #802: The Power of Stay Interviews for Engagement and Retention
06/23/2019 08:00 AM - 12:00 PM | Additional Fee & Registration Required
4.00 SHRM PDCs | Competencies: Relationship Management, HR Expertise, Communication | Intended Audience: Mid-Level
Presenter:
Richard Finnegan, Chief executive officer, C-Suite Analytics
Workplace Application:
Learn to implement stay interviews, which can cut turnover and improve engagement in your organization. 

Trust of one’s supervisor is the top reason an employee becomes engaged and stays; accordingly, stay interviews are the solution for employee engagement and retention. Stay interviews build trust primarily because employees are invited to a meeting about themselves. Learn to ask targeted questions, probe, build stay plans, and forecast how long each employee will stay. Enhance your stay interview skills—and your career.

Learning Objectives:

  • The five questions shown by research to elicit important responses during stay interviews.
  • How to build one-on-one stay plans based on each employee's individual interests and needs.
  • How to train your managers to implement company-wide stay interviews.
Session #803: The Benefit Builder Workshop: Understanding Design and Implementation of Responsive Total Rewards
06/23/2019 08:00 AM - 12:00 PM | Additional Fee & Registration Required
4.00 SHRM PDCs | Competencies: HR Expertise, Consultation, Critical Evaluation | Intended Audience: Mid-Level
Presenter:
Jason Sheffield, Senior technical advisor and managing attorney, Health & Benefits, Willis Towers Watson
Presenter:
Marina A. Galatro, SHRM-CP , Human resources coach, HR Services, Paychex
Workplace Application:
Learn various approaches and considerations relevant to designing and implementing responsive total rewards platforms. 

Higher-than-ever ROI expectations, competing interests, and regulatory, legal, demographic and executive demands can make benefits plan design and implementation a daunting task, but delivering a comprehensive and responsive benefits platform is a satisfying achievement. In Part I of this highly interactive workshop, you’ll explore benefit plan design and implementation, reinforcing your knowledge; in Part II, you’ll apply this knowledge to hypothetical real-world benefit design situations, in the setting of a team-based competition of strategy and tactics. The result of this two-part process is a stronger working knowledge of plan design schematics, and practical experience with resolving conflicts and mitigating impediments to total rewards implementation.

Learning Objectives:

  • The basics of ERISA, consumer-directed plans and cafeteria plans.
  • An introduction to plan funding methodologies.
  • The basics of PPACA, including reporting and Cadillac tax review.
  • An introduction to HIPAA for plan sponsors, including health outcomes.
  • Benefit considerations of the multigenerational workforce.
Session #804: Preparing to Lead: Critical Project Management Skills for the HR Professional
06/23/2019 08:00 AM - 12:00 PM | Additional Fee & Registration Required
4.00 SHRM PDCs | Competencies: Leadership & Navigation, Consultation, Critical Evaluation | Intended Audience: Mid-Level
Presenter:
Valerie M. Grubb, Principal, Val Grubb & Associates, Ltd.
Workplace Application:
Learn to manage any size project with step-by-step instructions and easy-to-implement tools for success. 

You have the unique opportunity to spearhead projects that can directly impact your company's bottom line (from global outsourcing to workplace analytics to company-wide change management initiatives), and managing them can be challenging (especially if they span multiple divisions, time zones and countries). To lead, your project management skills must be at their peak and at the ready. This interactive workshop prepares you for success with in-depth, step-by-step instructions and tools for managing and executing projects big or small, delivering results, and meeting budget and schedule deadlines.

Learning Objectives:

  • Essentials of project management: in-depth analysis of pre-project planning; identifying goals, deliverables and requirements; creating a work breakdown structure (illustrating what needs to be accomplished, in what order and when); developing comprehensive time and cost estimates that fit within your organization's financial objectives; targeting messages to influence and gain support of key stakeholders.
  • Defining deliverables in financial terms that senior leaders care about—and will pay attention to.
  • Developing metrics to determine the best employees (in terms of organizing and inventory skills, knowledge, personality, previous experience) for your project team to meet its defined goals.
  • Conducting comprehensive analysis (risk probability versus impact) to predict the likeliest causes for project derailment and delays, then planning for and overcoming those challenges.
  • Easy-to-implement project planning and management tools: gap and SWOT analyses; fishbone/cause-and-effect diagrams; goal breakdown structure diagram; RACI matrix; Gantt charts.
  • Organizing and tracking software tools: Microsoft Project and/or Excel; Mind-Mapping software; SharePoint; Smartsheet; Basecamp.
Session #805: Your Communication IQ: Developing Skills and Strategies to Improve Your Communication Culture
06/23/2019 08:00 AM - 12:00 PM | Additional Fee & Registration Required
4.00 SHRM PDCs | Competencies: Leadership & Navigation, Communication, Global & Cultural Effectiveness | Intended Audience: Senior-Level
Presenter:
Magi Graziano, CEO, KeenAlignment
Workplace Application:
Learn to create a culture of communication that accelerates your business initiatives, inspires trust and cooperation, and empowers your employees to speak up. 

Communication is the engine that drives the culture, productivity and even the reputation of your company. Clear, open and skillful communication fosters peak performance, accelerated productivity, increased employee engagement and exceptional customer service. But murky, confusing or inconsistent communication can plague your organization with misunderstandings, mistakes and conflicts, which cost time, money and your best employees and customers.

Learning Objectives:

  • Four levels of listening that dissolve communication barriers, build trust, and foster cooperation and commitment.
  • How to positively influence and enroll others through your presence and your words.
  • The communication keys that inspire and encourage a higher level of employee commitment, alignment and collaboration.
Session #806: Investigating Harassment Claims
06/23/2019 08:00 AM - 12:00 PM | Additional Fee & Registration Required
4.00 SHRM PDCs | Competencies: HR Expertise, Communication, Critical Evaluation | Intended Audience: Mid-Level
Presenter:
Jonathan A. Segal, Partner, Duane Morris, LLP
Workplace Application:
Learn about the appropriate and inappropriate ways in which to handle a harassment claim investigation. 

Harassment is the most common claim in most organizations. This interactive workshop covers every aspect of a harassment investigation from beginning to end, with emphasis on avoiding good-faith mistakes that are often exploited in litigation. Includes lessons learned based on the presenter’s experience with the EEOC Select Task Force on Harassment.

Learning Objectives:

  • How to respond to issues that arise during a harassment claim investigation; proper and improper responses.
  • How to avoid common good-faith mistakes.
  • How to document harassment claims properly.
  • Various other issues surrounding an investigation.
Session #807: Redirect and De-Escalate Conflict to Get to Dialogue
06/23/2019 08:00 AM - 12:00 PM | Additional Fee & Registration Required
4.00 SHRM PDCs | Competencies: Relationship Management, HR Expertise, Communication | Intended Audience: Mid-Level
Presenter:
Robert Bogue, President, Thor Projects
Presenter:
Terri Bogue, Chief operations officer, Thor Projects
Workplace Application:
Learn how to approach and resolve conflict from a constructive, emotionally intelligent perspective. 

Conflict is everywhere, takes many forms, and is unavoidable. Many of us are not as good as we'd like to be at effectively resolving conflict, but we just have to figure out how to use the different navigation tools at our disposal. This highly interactive workshop addresses the full range of conflicts, from the critical to the chronic, and what to do about each. (For instance, how to redirect an agitated employee or manager from a situation, de-escalate their anger, and help them get into a dialogue about solving the problem.) You’ll learn to identify the conditions that create conflict, the specific causes that trigger it, and the techniques to resolve it—to reach understanding, even if agreement isn't possible. Includes small group exercises for you to demonstrate what you’ve learned.

Learning Objectives:

  • Techniques to redirect and de-escalate conflict wherever it occurs.
  • Quick techniques to help improve the emotional intelligence of employees and managers.
  • Evaluating the causes for conflict and what can be done about them.
  • Creating solutions for conflict.
Session #808: California HR Bootcamp
06/23/2019 08:00 AM - 12:00 PM | Additional Fee & Registration Required
4.00 SHRM PDCs | Competencies: Leadership & Navigation, HR Expertise, Consultation | Intended Audience: Mid-Level
Presenter:
Lauraine Bifulco, President, Vantaggio HR
Workplace Application:
Obtain tools for navigating the complex California employment landscape and learn practical skills for reducing liability. 

This training session is designed for companies headquartered outside of California with in-state operations, and for those just entering the California HR arena. We'll visit some of California's complex and often confusing employment laws, including danger zones where HR professionals need to be savvy. We’ll exercise your brain and tone your HR muscles so that you’re able to recognize issues that can present risks to your organization in California.

Learning Objectives:

  • Key elements of California wage and hour law: timekeeping, meal and rest periods, make-up time, final wages, etc.
  • Exempt and non-exempt employee classifications, and how California's rules differ from federal guidelines.
  • Leave administration: California's unique laws, pregnancy disability leave, California Family Rights Act, bone marrow/organ donation, military spousal leave, children's school leave, etc.
  • Harassment and discrimination: a primer on California's protected categories and unique procedures for handling complaints.
  • Employee benefits regulations: vacation, sick, paid time off, kin care, etc.
Session #809: Rewarding Performance in a Globalized Gig Economy
06/23/2019 08:00 AM - 12:00 PM | Additional Fee & Registration Required
4.00 SHRM PDCs | Competencies: HR Expertise, Global & Cultural Effectiveness | Intended Audience: Mid-Level
Presenter:
Robert James Greene, SHRM-SCP, SPHR, GPHR, Chief executive officer, Reward Systems, Inc.
Workplace Application:
Learn performance-rewarding strategies that are appropriate for culturally diverse workforces of employees as well as outsiders. 

Global workforces require talent strategies suited to cultural diversity; workforces in which a large share of work is done by outsiders (contractors, consultants, freelancers) require strategies that satisfy diverse interests. To be effective, the workers must view how the organization defines, measures and rewards performance as equitable, competitive and appropriate. For there to be alignment between organizational and worker interests, the right accommodations must deal with diverse beliefs, values and priorities.

Learning Objectives:

  • Understand the implications of talent mobility across the globe and the resulting cultural diversity issues.
  • Find out about performance and rewards strategies that can be effective for culturally diverse workforces.
  • Understand the implications of using outsiders in an organization and how their work must be integrated with the work of employees.
  • Find out about performance and rewards strategies that can be effective for both employees and outsiders who do the organization's work.
  • Evaluate the nature of the workforce to adopt strategies that will attract, retain and motivate the required talent.
Session #810: Sherlock Holmes... or Inspector Clouseau? How to Conduct Effective Internal Investigations
06/23/2019 08:00 AM - 12:00 PM | Additional Fee & Registration Required
4.00 SHRM PDCs | Competencies: HR Expertise, Consultation, Critical Evaluation | Intended Audience: Mid-Level
Presenter:
Glen E. Kraemer, Partner, Hirschfeld Kraemer, LLP
Workplace Application:
Learn how to effectively conduct investigations involving harassment, discrimination or retaliation. 

This workshop explores the essential skills necessary for conducting internal investigations into claims of employee misconduct, including charges of harassment, discrimination, retaliation and violence. Using interactive case studies, you’ll engage in a step-by-step fact-finding process, practicing techniques for questioning and credibility assessment. Model forms and guidance on preparing unassailable documentation of process and conclusions are included throughout.

Learning Objectives:

  • Learn effective questioning techniques and investigation process considerations.
  • Understand how to deal with the reluctant claimant, angry respondent and uncooperative witness.
  • Develop confidence in the proper use of tools for credibility assessment, including witness demeanor and bias, and integration of corroborating and circumstantial evidence into your conclusions.
  • Prepare bulletproof documentation of your process and findings of fact.
Session #811: Succession Planning for the 21st Century: Future Trends and Practical Guidelines for Building Your Talent Pipeline
06/23/2019 08:00 AM - 12:00 PM | Additional Fee & Registration Required
4.00 SHRM PDCs | Competencies: Leadership & Navigation, HR Expertise | Intended Audience: Senior-Level
Presenter:
Amy Hirsh Robinson, Principal, Interchange Group
Workplace Application:
Obtain practical insights to guide succession planning practices that are successful and results-oriented. 

Repeated from Saturday at 1:00 p.m.

A new normal for American business is emerging, yet there is little practical discussion about how to retool succession planning and leadership development to meet the evolving challenges that companies face. Demographic shifts, globalization, new communication technologies and economic uncertainty have changed the playing field and requirements for leaders. As a result, most succession plans are irrelevant to today’s business challenges. But organizations large or small that do not engage in succession planning are at great economic risk.

Learning Objectives:

  • Learn key pitfalls of current succession planning initiatives.
  • Discover the impact of future trends on succession planning practices.
  • Hear about a framework for predicting tomorrow’s business and assessing tomorrow’s roles.
  • Learn which leadership competencies are necessary to compete in the next decade.
  • Steps to retool succession planning and leadership development, for simplicity and success.
Session #812: Mentoring Maximized: Creating a Formal Mentoring Program that Actually Works and Pays For Itself
06/23/2019 08:00 AM - 12:00 PM | Additional Fee & Registration Required
4.00 SHRM PDCs | Competencies: Leadership & Navigation, HR Expertise | Intended Audience: Mid-Level
Presenter:
Bryan J. Deptula, CEO, BKD Leaders
Workplace Application:
Learn to apply knowledge that creates synergy in mentorships, reduces training costs and improves career outcomes. 

Everyone needs a mentor, from CEOs to first-line employees, younger and older. Mentoring is a low-cost/high-return form of personnel and career development that can do a lot: drive organizational results; accelerate personal and career growth; clarify professional identity; improve performance; raise rates of promotion and total compensation; enhance competency in providing and receiving support. This interactive workshop uses a combination of experiential learning and skill-building activities to teach executives and employees at all levels how to use mentoring techniques in practical ways. HR professionals learn how to develop and maintain an effective long-term formal mentoring program that will realize individual and organizational relationships and benefits, driving revenue to pay for itself. This training transfers directly back to the job as new knowledge, skills and abilities.

Learning Objectives:

  • Identify, create and evaluate high-quality, synergistic matches between mentors and proteges.
  • Train mentors to provide coaching and career support and development.
  • Grow a network of mentors and developers.
  • Find out why mentoring programs fail and how to avoid tragic mistakes.
  • Convert a mentoring program into business development and optimize its value.
  • Attract employees through mentoring programs.
  • Leverage the processes of reverse mentoring, co-mentoring, collaboration, coordination, resource distribution, knowledge generation, expertise complementarity, and more.
Session #813: Work Wonders: A Crash Course in How to Be an Amazing Coach
06/23/2019 08:00 AM - 12:00 PM | Additional Fee & Registration Required
4.00 SHRM PDCs | Competencies: Relationship Management, Leadership & Navigation, Communication | Intended Audience: Mid-Level
Presenter:
Karlyn Borysenko , Principal, Zen Workplace
Workplace Application:
: Learn foundational coaching concepts to solve common problems that get in the way of high-functioning teams. 

Great coaches help people see their problems in new ways, boost individual confidence, and nip squabbles in the bud; they help employees to take personal responsibility for their work experiences. This four-hour crash course teaches the foundational concepts for being an amazing coach, with special focus on how to solve the problems that plague organizational productivity: reducing individual stress, enhancing communication, fixing interpersonal conflict, and building an empowering, optimistic perspective. This workshop’s mix of lecture and practical application gives participants the opportunity to practice live coaching and receive real-time feedback on the spot, to hone their skills. You’ll leave with new coaching strategies to apply immediately in your organization.

Learning Objectives:

  • How to coach employees through the most common problems affecting productivity.
  • Reduce employee stress and support wellness.
  • Enhance communication.
  • Fix pesky interpersonal problems that pop up.
  • Get employees to embrace an optimistic perspective that helps them feel fully empowered.
Session #814: Managing Within the Law: Basic Highlights of What Every Manager Should Know About Employment Laws
06/23/2019 08:00 AM - 12:00 PM | Additional Fee & Registration Required
4.00 SHRM PDCs | Competencies: HR Expertise, Consultation, Communication | Intended Audience: Mid-Level
Presenter:
Gregory J. Hare, Employment attorney, Ogletree Deakins
Workplace Application:
Groom managers to become front-line problem-solvers who understand how to handle and reduce risk in compliance with the law. 

Front-line managers are the first line of defense for a company that wants to minimize its exposure to costly litigation and government investigations. They are the first to field complaints, investigate incidents and respond to workplace tragedies, yet they often receive very little training on how to handle these critical duties. This workshop illustrates how to give managers annual training and education on: their role as agents of the company; which employment laws apply to them; handling discrimination and harassment complaints; managing leave under various federal laws; complying with wage payment laws; union issues; hiring, disciplining and firing; and best practices for minimizing legal exposure.

Learning Objectives:

  • Groom managers to understand their role as agents of the company, making them effective extensions of the HR function on the floor of your workplace.
  • Train managers to communicate with employees in positive ways.
  • Use the front-line management team effectively to enhance the organization’s compliance strategies.
Session #815: Everything You Need to Know About Corporate Universities: Launching, Managing and Evaluating
06/23/2019 08:00 AM - 12:00 PM | Additional Fee & Registration Required
4.00 SHRM PDCs | Competencies: HR Expertise, Critical Evaluation | Intended Audience: Senior-Level
Presenter:
Mark Allen, Ph.D., Professor , Pepperdine University
Workplace Application:
Learn how to successfully launch, manage and evaluate a corporate university that delivers business results. 

The corporate university has gone from being nice-to-have to must-have; the difference lies in its level of sophistication and the extent of its contribution to the organization’s strategic success. Using a combination of research and best practices, we will explore the launch, management and evaluation elements of the most successful corporate universities, to ensure that yours delivers business results.

Learning Objectives:

  • What a corporate university really is.
  • How the best corporate universities help their organizations execute their strategic goals.
  • Designing and launching (or re-launching) a corporate university.
  • Running a corporate university so that everything you do contributes directly to the achievement of business objectives.
  • How an evaluation program that measures the right things will demonstrate the value of your corporate university.
CHANGE-MAKERS SERIES Delivering Happiness
06/23/2019 01:00 PM - 02:00 PM | Room: TBD
Track: Talent

1.00 SHRM PDCs | Competencies: Leadership & Navigation, Relationship Management | Intended Audience: Mid-Level
Presenter:
Jenn Lim , CEO and chief happiness officer , Delivering Happiness
Workplace Application:
Experience the story of two companies, Zappos and Delivering Happiness, as told by their co-creator. 

The co-creator of Zappos will share the story of how the company became the thriving example of culture as a brand, with happiness as its business model—a $1 billion-dollar-a-year sensation built on “wow” customer service and a values-based company culture. Personal life lessons and discoveries, tips and techniques, and actionable takeaways about values and culture combine to present a model that can be applied to your organization immediately. Learn how prioritizing happiness at work and in life can create change in the world.

Learning Objectives:

  • How happiness as a business model equals profits, passion and purpose.
  • Understand why culture is your brand and brand is your culture.
  • Ways to build company culture and enhance both customer experience and engagement.
  • Understand the process and key elements of building a culture of happiness, positivity and well-being into a strong brand.
  • Flexible thinking skills and leadership strategies and techniques to explore and develop conscious leadership.
HR 4.0: HR as the Architect of Exponential Organizations
06/23/2019 01:00 PM - 02:00 PM | Room: TBD

1.00 SHRM PDCs | Competencies: Global & Cultural Effectiveness, HR Expertise, Relationship Management | Intended Audience: Senior-Level
Presenter:
Arthur Chagas Diniz, CEO, Crescimentum
Workplace Application:
Rethink, discuss and problematize the roles and functions of HR in this era of exposure. 

Technology has invaded not only our personal lives, but also our businesses and their products and services. Now more than ever, HR needs to act as a decision-maker, star of corporate change, and architect in building exponential organizations—because HR deals with human capital, the most important asset of all. To ensure that organizations are more agile, sustainable and prepared for a future of opportunities and challenges, we must abandon paradigms and follow great examples of HR in revolutionizing policies and processes.

Learning Objectives:

  • Conversations, cases, examples and exchanges about new possibilities and approaches provide participants with ideas for building exponentially successful companies.
  • Learn from exponential companies that have different ways of thinking (and doing) about people management and the employee lifecycle.
  • Understand why it is important for HR to know how to talk about technology, including how new technologies can impact business and HR processes.
  • Discover the equation: Organizational Culture vs. HR Strategies x Leadership = Success and Business Continuity.
  • Find out about companies that have a transformative and massive purpose, how to create more balanced and sustainable cultures, how to create brand fans, how to delight internal employees, among other possibilities.
MEGA SESSION Banish Stress and Cultivate Extreme Resilience: A Proven Methodology
06/23/2019 01:00 PM - 02:00 PM | Room: TBD
Type: Mega Session

1.00 SHRM PDCs | Competencies: Leadership & Navigation | Intended Audience: Mid-Level
Presenter:
Srikumar S.Rao, Ph.D., CEO and founder, The RAO Insitute
Workplace Application:
Learn how to greatly reduce the stress in your life and recover rapidly from reversals in your professional or personal life. 

Workplace stress is at an all-time high, but it is possible to greatly reduce and even eliminate it. Most people believe that their stress is caused by finances, relationship problems, health issues, career concerns and other factors, but this is false. While such factors do exist, they can be dealt with effectively and efficiently without experiencing high levels of stress. Resilience is the ability to bounce back after a reversal. Stress and resilience are related: those who do not feel stressed are more likely to be resilient, and vice versa. The key is to change our mental models of stress, resilience and life itself. This session shows you how to identify these models and make appropriate changes.

Learning Objectives:

  • The real reason we feel stress (about which most people are dead wrong).
  • Five proven methods to significantly reduce stress.
  • Two proven methods to cultivate resilience.
  • Exercises to make you happier as a person as joy comes flooding back into your life.
MEGA SESSION Leap! The Net Will Appear: How to Crash Through Comfort Zones and Overcome Fear
06/23/2019 01:00 PM - 02:00 PM | Room: TBD
Type: Mega Session
Track: Leadership

1.00 SHRM PDCs | Competencies: HR Expertise, Leadership & Navigation, Relationship Management | Intended Audience: Mid-Level
Presenter:
Bruce D. Christopher, Psychologist, speaker & humorist, Bruce Christopher Seminars
Workplace Application:
Are you an optimist or a pessimist? Optimists tend to be hired, promoted and recognized in the workplace over pessimists. 

There are three kinds of people: those who make things happen, those who watch things happen, and those who say, “What happened?” While everyone secretly wants to be a mover and shaker, fear of failure holds many prisoner. This highly interactive and humorous session shows you how to leap from procrastination, crash through comfort zones, make fears disappear, visualize goals, move forward, and have fun doing it. Discover how attitude creates success, shapes mood, is contagious, and has tremendous impact on personal and professional effectiveness and performance. Studies have shown the impact of a positive attitude.

Learning Objectives:

  • Learn to manage your mood even under difficult circumstances.
  • Explore how the power of attitude is contagious and can change office morale and organizational culture.
  • Discover the three secrets only optimists know.
  • Increase confidence by breaking through behavioral barriers.
  • Rearrange neural pathways toward positive and optimistic thinking patterns.
MEGA SESSION Spreading Contagious Enthusiasm™: Creating a Culture of Kindness
06/23/2019 01:00 PM - 02:00 PM | Room: TBD
Type: Mega Session
Track: Talent

1.00 SHRM PDCs | Competencies: Relationship Management, HR Expertise | Intended Audience: Mid-Level
Presenter:
Barbara Glanz, CSP, CPAE, President, Barbara Glanz Communications, Inc.
Workplace Application:
Learn how to build a culture that embraces and instills kindness and has a positive impact on employee engagement. 

As we become more technologically advanced, busier and stressed, we are in desperate need of simple kindness and caring in our workplaces, cities and homes. We often don't even see the opportunities to be kind that are around us every day. By learning the KIND acronym—Kinesthetic, Imaginative, Neighborly, Deliberate—you’ll awaken to these chances to make a small difference in someone's day, with a positive impact on your bottom line.

Learning Objectives:

  • Learn many inspirational, concrete and simple ways to change your culture and your lives to ones of kindness and caring.
  • Add more purpose and joy to each day of your life and the lives of others with whom you interact, from the CEO to the frontline worker.
MEGA SESSION The New Language of Leadership: Get Ready for 2020
06/23/2019 01:00 PM - 02:00 PM | Room: TBD
Type: Mega Session
Track: Leadership

1.00 SHRM PDCs | Competencies: Ethical Practice, Leadership & Navigation, Relationship Management | Intended Audience: Senior-Level
Presenter:
Jill Birch, CEO, BirchGrove Inc.
Workplace Application:
Enhance leadership behavior in an age of disruption by harnessing new principles, processes and practices based on five years of research and the insights of 50 CEO interviews. 

For years, leaders have been taught to trust their instincts, rely on experience, and develop innate talent—but this is no longer enough. “Relational leadership” is a new way to unlock a deeper understanding of what it means to be a successful leader in our socially networked world. It involves five principles that show how leadership actually happens among people; the practices that bring this leadership to life; and proven ways to support leaders in creating real and transformative change. Learn how you can build collective team intelligence, foster healthier cultures, and support faster and more informed decision-making.

Learning Objectives:

  • Five major trends now affecting how we lead and develop others.
  • Five new principles, processes and practices that enhance leadership behavior—to harness for yourself and for those you coach or support.
  • Eight different kinds of change that leaders commonly face today, and how to work with them.
  • A leadership blueprint for your current HR development strategy.
  • A leadership toolkit packed with insights, the latest research and examples, which you can use immediately to support yourself, your team and your HR needs.
Network Like an Introvert: Valuable Tips for All Personality Styles
06/23/2019 01:00 PM - 02:00 PM | Room: TBD
Track: Communication

1.00 SHRM PDCs | Competencies: Communication, Relationship Management | Intended Audience: Mid-Level
Presenter:
Erich K. Kurschat, Founder , Harmony Insights
Workplace Application:
Network more effectively as an introvert and connect more genuinely with introverts in the workplace. 

Whether you're looking to connect with others at work, find a new job, or simply expand your circles of influence, you need to be intentional about building your network. Introverts are often mischaracterized as being at a disadvantage when it comes to the art of networking, but this session uncovers how all personality styles can learn from the natural strengths of introverts. Put newfound strategies to immediate use.

Learning Objectives:

  • Learn the differences between introverted and extraverted personality styles.
  • Examine common misconceptions associated with introverts.
  • Identify the natural strengths that introverts bring to networking opportunities.
  • Define your own networking strengths and potential limitations.
  • Gain new perspectives on what it means to network effectively, plus tips for the immediate application of lessons learned.
The Age of Engage: How to Create Engagement
06/23/2019 01:00 PM - 02:00 PM | Room: TBD
Track: Talent

1.00 SHRM PDCs | Competencies: Communication, Leadership & Navigation, Relationship Management | Intended Audience: Mid-Level
Presenter:
Roger Haskett, Owner, artistic director , Engagement Unlimited
Workplace Application:
Discover tangible tools that will inspire you to be more productive, creative and successful in your work. 

Engagement means active participation in your desired company culture, a greater buy-in to your brand, and improved bottom-line results. It is the secret sauce that makes your team magic. This highly interactive session combines case studies and fascinating new research in neuroscience and psychology with stories, theory, applications and a team-based game, priming participants to learn (and have fun!). The speaker’s unique insights (as an award-winning actor and team-building educator) and forward-thinking approach to workplace dynamics challenge participants to rethink attitudes and discover exciting new ways to deliver more value to clients and others.

Learning Objectives:

  • Understand the power of active participation and the neuroscience behind emotional contagion, mindfulness, social pain and more.
  • Learn how shifts in education, media and cultural values have shaped the meaning of engagement.
  • Learn how to create and measure engagement across all aspects of our lives.
  • Discover how to be more engaging and harness this power for improved creativity, productivity and bottom-line results.
The Top Five Priorities for an HR Department of One
06/23/2019 01:00 PM - 02:00 PM | Room: TBD

1.00 SHRM PDCs | Competencies: Communication, HR Expertise, Leadership & Navigation | Intended Audience: Mid-Level
Presenter:
Jennifer Currence, SHRM-SCP, MBA , President, OnCore Management Solutions, LLC
Workplace Application:
Discover the top five priorities for HR in small businesses and practical, inexpensive solutions for addressing them. 

HR in small businesses is often pulled in so many different directions that it's easy to lose sight of the new priorities facing our profession. Learn practical and strategic tools to overcome this year's hot topics in this interactive session, with recommendations based on a survey of actual small business HR professionals who have brought to light the issues you face.

Learning Objectives:

  • The top five priorities facing HR in small businesses.
  • Why they are priorities: changes in laws, the business environment, economic drivers and more.
  • Practical, inexpensive—even free!—solutions that small businesses can use right away to address these priorities.
General Session featuring Johnny C. Taylor, Jr., SHRM-SCP and Martha Stewart
06/23/2019 02:30 PM - 04:00 PM | Room: TBD
1.50 SHRM PDCs | Competencies: Global & Cultural Effectiveness, Leadership & Navigation
Presenter:
Johnny C. Taylor, Jr., SHRM-SCP, President & Chief Executive Officer, SHRM
Presenter:
Martha Stewart, Emmy Award-Winning Television Show Host, Entrepreneur, Bestselling Author

A Conversation with Martha Stewart

Martha Stewart is an Emmy Award-winning television show host, entrepreneur, best-selling author, and America’s most trusted lifestyle expert. As founder of Martha Stewart Living Omnimedia, she has found wild success in a variety of business ventures. She is a branding powerhouse who reaches approximately 100 million consumers every month across all media platforms.

In this conversation, learn how Stewart has become one of the most recognized and celebrated entrepreneurs in the world—with a media empire and line of products that have enriched so many lives. She has demonstrated resilience in her decades long career, overcoming odds and rising again and again in the face of personal and professional challenges. But she came back stronger than ever…reinventing herself and her brand. She is the perfect example of second chance and stunning comebacks. Stewart has been steadfast in supporting diversity and inclusion within Martha Stewart Living. Martha Stewart Weddings famously introduced same-sex couples into its pages in 2009—long before the landmark 2015 Supreme Court ruling in favor of same-sex marriage. Last year she was named one of Forbes “100 Greatest Living Business Minds.” During this session, you will hear about her journey and learn:

  • The strategies she used to transition careers and how to rebrand yourself.
  • How diversity and inclusion strengthen company cultures and the bottom line.
  • How creativity and entrepreneurship are the keys to business success.
  • How to embrace change and inclusiveness.

06/24/2019

Drive Business Success with Workplace Flexibility
06/24/2019 07:15 AM - 08:15 AM | Room: TBD
Track: Talent

1.00 SHRM PDCs | Competencies: Leadership & Navigation, Communication, Business Acumen | Intended Audience: Mid-Level
Presenter:
Cassidy Solis , Workplace Flexibility Program Specialist , SHRM
Workplace Application:
Build the business case for workplace flexibility, customize a workflex program, and get tips on implementation. 

To remain competitive, organizations must develop innovative policies and practices that are responsive to employees’ needs, enabling them to have more control over how they accomplish their work and responsibilities. That’s why top employers are making flexible work, or workflex, part of their strategy to attract, retain and engage the best talent. Workflex is a fundamental element of the 21st century workplace, shaped by advanced technologies, shifting demographics and a 24/7 global economy. Learn how to drive business success by harnessing the power of workflex to support your organizational goals and strategy. SHRM’s When Work Works Initiative, which encompasses nationwide research, best practices and award-winning organizations, will demonstrate how workflex can boost critical outcomes.

Learning Objectives:

  • Understand how workflex is a rethinking of how, when and where people do their best work in ways that work for all.
  • Build a business case for workflex.
  • Design and implement a workflex program that fits your organization’s needs and culture.
Employee Offboarding Matters: Three Reasons Why HR Should Give Exiting Employees the Red-Carpet Treatment
06/24/2019 07:15 AM - 08:15 AM | Room: TBD
Track: Talent

1.00 SHRM PDCs | Competencies: Business Acumen, Communication, Consultation | Intended Audience: Senior-Level
Presenter:
Raymond Lee, CEO, Careerminds Group Inc
Workplace Application:
Great offboarding practices have a dramatic impact on talent acquisition strategy and the employee experience, yielding a direct return on investment. 

Offboarding is an often overlooked area of the employee lifecycle—less than 30% of organizations have a formal offboarding process—but it is becoming more important as the internet-driven workforce changes. Poor offboarding practices can affect an organization’s bottom line, tarnish reputations, and directly influence future talent acquisition. The good news, however, is that organizations are starting to see this impact, causing them to improve the entire employee experience from interview to exit. Exiting employees who get red-carpet treatment will be better brand ambassadors, spokespeople and allies, telling talented colleagues about your organization and possibly even working for you again.

Learning Objectives:

  • Understand the impacts of offboarding and learn to properly offboard employees with red-carpet treatment.
  • Monitor your employer brand, and protect it in the event of large layoffs and firings.
  • Develop alumni networks to engage former employees as brand ambassadors and sources for candidate referrals.
  • Reframe the exit interview conversation into a feedback interview.
  • Develop a strategy for allowing employees to leave on their own/transition due to performance issues, versus being fired.
  • Recognize the benefits of hiring boomerang employees, who already understand your company culture and industry.
Global, Complex and Focused on the Cause: HR and Business Challenges in International Nonprofits
06/24/2019 07:15 AM - 08:15 AM | Room: TBD
Track: Global HR

1.00 SHRM PDCs | Competencies: Relationship Management, HR Expertise, Global & Cultural Effectiveness | Intended Audience: Mid-Level
Presenter:
Howard Wallack, SHRM-SCP , Deputy chief human resources and administrative officer, global human resources , Jhpiego
Workplace Application:
Understand how a global nonprofit manages complex HR and business challenges, particularly in lower-resourced nations of Africa, Latin America and the Caribbean, and Southeast Asia. 

Being nonprofit is a tax status, not a business model. Mission-driven international nonprofit organizations working globally face a wide variety of intense HR and business challenges, including those listed below. Hear how a matrixed global nonprofit manages its operations with 3,900 employees working in 40 countries.

Learning Objectives:

  • Growth and contraction.
  • Multiple levels of compliance.
  • Stakeholder and funder relationships.
  • Worldwide security and duty of care.
  • Organizational culture.
  • Recruitment and talent management.
  • Learning and staff development.
How to Create a Bully-Proof Organization
06/24/2019 07:15 AM - 08:15 AM | Room: TBD
Track: Compliance

1.00 SHRM PDCs | Competencies: Relationship Management, Leadership & Navigation, Communication | Intended Audience: Senior-Level
Presenter:
Shawn Kent Hayashi , CEO and founder, executive coach & high performing teams consultant, The Professional Development Group
Workplace Application:
To address bullying, identify the characteristics of high-performing teams, apply the competencies of emotional intelligence, and access solutions. 

How do you create organizations that are resistant to harassment and bullying? Build high-performing teams who are well versed in emotional intelligence (EQ). Raising the EQ of an organization empowers its people to hold difficult conversations, work through conflict productively, and build an environment of trust. Find out what EQ is and how to nurture it, highlighting case studies from organizations that have minimized the risk of negative behaviors by developing emotionally intelligent leaders and teams.

Learning Objectives:

  • Identify the eight characteristics of high-performing teams.
  • Develop an emotionally intelligent organization able to combat negative behaviors that undermine relationships.
  • Gain an awareness of tools and solutions to address bullying behaviors (even when those behaviors come from the top).
Implementing Strategies to Avoid Workplace Retaliation Claims
06/24/2019 07:15 AM - 08:15 AM | Room: TBD
Track: Compliance

1.00 SHRM PDCs | Intended Audience: Mid-Level
Presenter:
Christine Howard, Managing partner, Fisher Phillips
Workplace Application:
Learn what constitutes retaliation and enhance your ability to create policies and procedures to minimize problems, claims and lawsuits 

The number of retaliation claims has nearly tripled since 1997; retaliation now is the most frequently filed charge with the Equal Employment Opportunity Commission. Even if a discrimination or harassment claim fails, a retaliation claim may prevail, which can bring harm to your organization's reputation and bottom-line results. Retaliation is not an HR issue; it is a leadership issue.

Learning Objectives:

  • Evaluate and align your current policies to address retaliation; provide multiple avenues for employees to express their concerns.
  • Implement proper training to enhance managers’ and leadership's knowledge of retaliation, which can alleviate retaliation claims on the front lines.
  • Ensure that applied policies and practices are in place.
It's Not About the Coffee: Leadership and Culture Lessons from the Ups and Downs at Starbucks
06/24/2019 07:15 AM - 08:15 AM | Room: TBD
Track: Leadership

1.00 SHRM PDCs | Competencies: Leadership, Relationship Management, Ethical Practice | Intended Audience: Senior-Level
Presenter:
Jason Barger , Founder , Step Back Leadership Consulting
Presenter:
Howard Behar, Former president , Starbucks Coffee
Workplace Application:
Learn how to proactively develop leaders and culture in times of rapid change. 

The rise of Starbucks Coffee, one of the world's most iconic brands, involved astonishing growth and global success as well as internal and external challenges. This session features a riveting dialogue with the former president of Starbucks, which will motivate and equip you to proactively shape the culture and leadership of your team or company.

Learning Objectives:

  • Introduction to the “6A process” for leading change.
  • The top three lessons of leadership from a life at Starbucks.
  • How high-performing cultures shift mindsets from reactive to proactive.
  • Two “vulnerable leadership” tips every leader needs in order to deal with failure.
  • Inspiration and clear advice to implement in your personal journey.
Keeping the Human in HR: How AI and Technology Change Everything
06/24/2019 07:15 AM - 08:15 AM | Room: TBD
Track: Technology

1.00 SHRM PDCs | Competencies: Ethical Practice, HR Expertise, Leadership & Navigation | Intended Audience: Senior-Level
Presenter:
Ira S. Wolfe, President, Success Performance Solutions
Workplace Application:
Don’t underestimate the scope and pace of exponential change in automation and artificial intelligence (AI); know the benefits and risks, and how HR can make change work. 

The robots aren't coming, they're here—jumping off the pages of science fiction into the workplace, disrupting jobs and changing the environment. Automation, AI, machine learning and other technologies allow humans to work on high-value tasks, which can significantly boost productivity, reduce errors and waste, and promote employee engagement . But what are the ethical traps that organizations and individuals face? How can HR lead the way?

Learning Objectives:

  • A crash course in the future of work.
  • Good versus evil outcomes from AI and other technologies.
  • What HR must do to keep the human in HR.
LGBTQ+ Knowledge for the HR Professional: Awareness, Etiquette and Best Practices
06/24/2019 07:15 AM - 08:15 AM | Room: TBD
Track: Talent

1.00 SHRM PDCs | Competencies: Relationship Management, Communication, Global & Cultural Effectiveness | Intended Audience: Mid-Level
Presenter:
Tara B. Taylor, Education and Outreach director , Maryland Commission on Civil Right
Workplace Application:
Learn proactive and responsive strategies for workplace scenarios involving LGBTQ+ (lesbian, gay, bisexual, transgender, questioning, queer, other) employees. 

Efforts have been made in recent years to advance equality for gender and sexual minorities, but there are still many instances where LGBTQ+ people find themselves excluded, unwelcome and uncomfortable in the workplace. According to the Human Rights Campaign, an average of 50 percent of employees report hiding their sexual orientation at work due to hostility, prejudice, discrimination and mistreatment. This interactive session helps attendees develop a greater understanding of the lived experiences of LGBTQ+ individuals. Explore and discuss specific HR scenarios that involve LGBTQ+ workers, and learn to develop strategies to create more welcoming and inclusive workplaces.

Learning Objectives:

  • Become more familiar with LGBTQ+-inclusive terminology and language, including appropriate pronoun usage.
  • Learn the differences in the dimensions of biological sex, sexual orientation, gender identity and gender expression.
  • Hear statistical data on LGBTQ+ workers and workplace trends.
  • Develop effective ways to address questions and issues involving LGBTQ+ workers.
MEGA SESSION Please Sue Me: 2019
06/24/2019 07:15 AM - 08:15 AM | Room: TBD
Type: Mega Session
Track: Compliance

1.00 SHRM PDCs | Competencies: HR Expertise, Consultation, Business Acumen | Intended Audience: Mid-Level
Presenter:
Hunter Lott, Owner, HunterLott.com
Workplace Application:
Compliance alone may not be the answer; strategic HR is about the practical application of employment law principles to better, more effective business decision-making. 

Find the sweet spot linking successful management of employees with legal compliance. This session blends employment practices and case law with humor to help you confront some of today's toughest workplace challenges with confidence. Merge legal concepts and common sense to convince management at all levels to initiate safe HR practices (and get out of the babysitting business).

Learning Objectives:

  • Develop, influence and execute strategies for managing organizational change that balance the expectations of the organization, employees and the law.
  • Gain a real-world understanding of applicable federal and state regulations, and the ability to audit your own business for risky practices.
  • Learn the effects of company HR policy on such front-line practices as hiring, documentation, workplace behavior and performance management.
  • Leave with sample policies that mitigate your legal risk.
MEGA SESSION Six Great Mind Hacks for Helping Your Organization Navigate Change
06/24/2019 07:15 AM - 08:15 AM | Room: TBD
Type: Mega Session

1.00 SHRM PDCs | Competencies: Consultation, Leadership & Navigation, Relationship Management | Intended Audience: Mid-Level
Presenter:
Paul Meshanko, CEO, Legacy Business Cultures
Workplace Application:
Learn strategies to lessen the negative effect of unconscious biases, both cognitive and implicit, on decision-making and interactions with professional peers. 

We all know how important it is to be adaptable in a changing work environment of new initiatives, restructurings, mergers and evolving business priorities. It is crucial for HR professionals to have flexible mindsets and behaviors, in order to effectively set the pace for others. But even simple changes rarely are. As creatures of habit, we unconsciously push back on the unfamiliar, so change doesn’t come easily—and that’s just with managing ourselves. Add the complexity of co-workers, peers and subordinates going through their own changes, and leading an organization through change becomes downright daunting. Explore the science and biology that enables or hinders our efforts at behavior change in this interactive, humorous program. Learn and practice six powerful techniques—tested and validated by over 100,000 individuals experiencing organizational changes—to help you navigate future changes with greater success and less stress.

Learning Objectives:

  • The brain’s automatic preference for doing things the same way it has done them in the past, and why unpredictability is so unsettling.
  • How to pay closer attention to and manage your own “self-talk” as a first step in locking onto more productive future attitudes and behaviors.
  • The importance of relationships, and why it is crucial to surround yourself with supportive peers and friends when going through change.
  • Why establishing personal accountability and proactivity are the greatest deterrents to falling into a “victim of change” mindset.
  • Sound “change hygiene” basics, especially sleep and the cultivation of gratitude.
MEGA SESSION The Nine Faces of HR
06/24/2019 07:15 AM - 08:15 PM | Room: TBD
Type: Mega Session
Track: Communication

1.00 SHRM PDCs | Competencies: Relationship Management, HR Expertise, Business Acumen | Intended Audience: Mid-Level
Presenter:
Kris Dunn, Chief People Officer, Kinetix
Workplace Application:
Gain a deeper understanding of how one’s behavioral profile contributes to or limits success in the world of HR. 

You've heard the buzzwords about becoming a great HR leader: find a seat at the table; get strategic; know the business. But the hard yet compelling reality is that every HR professional can be classified as one of only nine “faces” or personas. Some can find the seat, get strategic, and know the business—and others can't. This session looks at the HR landscape and profiles the Nine Faces of HR (complete with comparisons to the Kardashians, Jacksons, TMZ, Silicon Valley and Van Halen!).

Learning Objectives:

  • Understand the changing HR marketplace in terms of innovation, change management and adding value.
  • See how cognitive profiles and behavioral dimensions (such as assertiveness, rules orientation, detail orientation, etc.) converge to shape one's work world-view.
  • Learn the “Nine Faces of HR” and use the model to build self-awareness and assist in team construction.
  • Gain awareness of how others around you perceive your HR capability.
  • Prepare yourself for change as it relates to HR, regardless of your profile.
MEGA SESSION Things Would Be Different If I Were in Charge: Learning to Lead at Any Level
06/24/2019 07:15 AM - 08:15 AM | Room: TBD
Type: Mega Session
Track: Leadership

1.00 SHRM PDCs | Competencies: Relationship Management, Leadership & Navigation, Consultation | Intended Audience: Mid-Level
Presenter:
Workplace Application:
Learn practical ways to influence anyone regardless of your seat in the organization. 

Leadership is about influence, not position. As leaders positioned in the middle of the organization, HR faces numerous challenges; this engaging session exposes those challenges and teaches how to overcome them. Learn practical ways to influence your leaders, peers, employees, and others in your organization, without being in charge or at the top. The people who have the most influence in an organization are those in the middle. The next time you feel helpless, remember this new perspective.

Learning Objectives:

  • Explore tangible ways to influence those in the C-suite by adding value.
  • Learn the importance of influencing peers and doing so effectively.
  • Be a leader to those in lower positions by helping them reach their potential through development and encouragement.
  • Realize that as leaders in the middle, HR brings incredible value to the organization.
Small But Mighty: HR for Small Business Success
06/24/2019 07:15 AM - 08:15 AM | Room: TBD

1.00 SHRM PDCs | Competencies: Business Acumen, Consultation, Leadership & Navigation | Intended Audience: Mid-Level
Presenter:
Beth Kelly, Founder and president , HR Collaborative
Workplace Application:
How to provide big HR services on a small HR budget. 

Large or small, your organization needs to attract and keep the best talent to grow your business. How do you compete with a big-company HR department on a small-company budget? Learn to leverage resources in meaningful and creative ways to create the work environment that everyone wants to be part of. Get tips, ideas and stories to help turn your workforce into secret weapons for business success. Participant interactions will reveal HR hacks and best practices to take back to the workplace.

Learning Objectives:

  • How to align people strategy with business strategy by using a company's business plan to shape and craft the HR work plan.
  • The critical data points and arguments needed to present a compelling case for a robust HR strategy.
  • Various ways to organize and structure the HR department for maximum impact at minimum cost.
  • Which areas of HR management yield the greatest return on investment.
The Future of Health Insurance Is About Health, Not Insurance
06/24/2019 07:15 AM - 08:15 AM | Room: TBD

1.00 SHRM PDCs | Competencies: HR Expertise, Critical Evaluation | Intended Audience: Senior-Level
Presenter:
Mike Serbinis, Founder and CEO , League Inc.
Workplace Application:
The changing health insurance landscape and what to keep in mind when building your own health insurance plans. 

With a multigenerational workforce and a changing workplace comes a disruption in the traditional health insurance model. Today's employees expect personalized, preventive, always-on service; 90 percent demand a digital experience; and by 2025, less than 20 percent will be satisfied by complex, archaic, “one-size-fits-none” plans.  The presenter explains why the future of health insurance is about health, not insurance, and about empowering employees to be healthy every day.

Learning Objectives:

  • Changing market dynamics: employees of the past, present and future.
  • Why health matters and why it is no longer just about insurance.
  • The gap between employee expectations and current offerings, and how to bridge it.
The Top 10 Signs Your 401(k) Plan Is Aging
06/24/2019 07:15 AM - 08:15 AM | Room: TBD

1.00 SHRM PDCs | Competencies: Leadership & Navigation, HR Expertise, Critical Evaluation | Intended Audience: Senior-Level
Presenter:
Jeanne J. Fisher, Senior advisor, retirement plan specialist, ARGI Investment Services
Workplace Application:
Determine whether your 401(k) plan needs an at-a-glance review. 

The 401(k) and retirement plan industry has changed rapidly over the last five years, largely attributable to advancements in technology. Unfortunately, many plans are really starting to show their age. Know the top 10 red flags indicating that your company's retirement plan is due for an upgrade.

Learning Objectives:

  • Are you receiving the administrative support typical in the industry now?
  • Guidelines for establishing a retirement plan committee and completing due diligence.
  • At-a-glance review of investment options: are they following industry trends?
  • At-a-glance review of your plan fees: are they transparent and reasonable?
Use Big Data to Reimagine Your Talent Support Strategy
06/24/2019 07:15 AM - 08:15 AM | Room: TBD

1.00 SHRM PDCs | Competencies: HR Expertise, Business Acumen | Intended Audience: Mid-Level
Presenter:
JD Dillon, Principal , LearnGeek
Workplace Application:
Learn how to apply advanced people analytics to provide personalized learning and support experiences for every employee. 

HR professionals are in a difficult spot: support the needs of a few individual employees, or provide generic options to the entire company? With our limited resources, unfortunately, scale usually wins, but one-size-fits-all training doesn't engage employees or drive results. Overcome this challenge through the application of big data: learn how to capture, analyze and apply data to give every employee personalized experiences.

Learning Objectives:

  • The value of personalized talent management in the modern workplace.
  • Why big data is set to transform talent management.
  • Types of data that can inform and enable personalized learning and support.
  • Tactics for capturing and applying big data in your talent management strategy.
Work Inspired: How to Build an Organization Where Everyone Loves to Work
06/24/2019 07:15 AM - 08:15 AM | Room: TBD
Track: Talent

1.00 SHRM PDCs | Competencies: Ethical Practice, Leadership & Navigation, Relationship Management | Intended Audience: Senior-Level
Presenter:
Christopher Mullen, Ph.D., SHRM-SCP, Director, Strategic Advisory , Kronos Incorporated
Workplace Application:
Learn lessons from Kronos on how to evaluate your company culture to determine whether and how your treat employees as your organizations’ greatest asset. 

Anything is possible when people are inspired, and there is a direct connection between an inspired culture and business success. Culture unites not just recruitment, retention and employee engagement, but also customer satisfaction, innovation and overall performance – and Kronos Incorporated has proof. Since Aron Ain took over as CEO in 2005, Kronos – led by HR’s strategic guidance – transformed its culture by investing in employee development and engagement as growth strategies while focusing on managers as the linchpin to company-wide success. It’s no coincidence that, as Kronos engagement skyrocketed, company revenue tripled to $1.4 billion and Kronos has been awarded many coveted “best place to work” distinctions along the way. This session, led by Kronos HR Evangelist Chris Mullen, will teach leaders who manage teams of five or 500,000 how to create an inspired culture in their own organizations by following surprisingly simple rules to replicate Kronos’ success.

Learning Objectives:

  • Build of culture of trust.
  • Develop humble yet inspiring “un-leaders.”
  • Over-communicate with truth-telling.
  • Hold managers accountable for being great leaders.
  • Give employees their time back.
  • Empower the next-generation workforce.
     
General Session featuring Brené Brown
06/24/2019 08:30 AM - 09:45 AM | Room: TBD
0.00 TBD
Presenter:
Brené Brown, Author and Researcher, University of Houston

Dare to Lead

Leaders in organizations ranging from small entrepreneurial startups and family-owned businesses to nonprofits, civic organizations, and Fortune 50 companies, are asking the same question: 

“How do you cultivate braver, more daring leaders, and how do you embed the value of courage in your culture?” Based on 20 years of research, including the past seven studying leadership, Brené Brown found the answer: Daring leadership is a collection of four skill sets that are 100% teachable, observable, and measurable.   It’s learning and unlearning that requires brave work, tough conversations, and showing up with your whole heart. In this program, Brown uses research, stories, and examples to explore:

  • The ten cultural barriers to courageous leadership.
  • The four skill sets that underpin courage:
    1. Rumbling with Vulnerability
    2. Living into Our Values
    3. Braving Trust
    4. Learning to Rise
  • The difference between armored leadership and daring leadership.
  • Why curiosity and grounded confidence are at the heart of brave work and tough conversations.

Brown writes, “The skill sets that make up courage are not new; they’ve been aspirational leadership skills for as long as there have been lead­ers. Yet we haven’t made great progress in developing these skills in leaders, because we don’t dig into the humanity of this work—it’s too messy. It’s much easier to talk about what we want and need than it is to talk about the fears, feelings, and scarcity that get in the way of achieving all of it. Basically, and perhaps ironically, we don’t have the courage for real talk about courage. But it’s time. And if you want to call these “soft skills” after you’ve tried putting them into practice—go for it. I dare you.” 

ACA and ERISA Compliance: 11 Steps to Avoid (or Survive) a DOL Audit
06/24/2019 10:45 AM - 11:45 AM | Room: TBD

1.00 SHRM PDCs | Competencies: Communication, Consultation, Critical Evaluation | Intended Audience: Mid-Level
Presenter:
Gary B. Kushner, CBP, President and chief executive officer, Kushner & Company
Workplace Application:
Review these items to to ensure you have the processes and documentation you’ll need for a Department of Labor (DOL) audit of your health and welfare plans. 

After passage of the Affordable Care Act (ACA), there are even more requirements to be met by employers that sponsor health and other welfare plans under the Employee Retirement Income Security Act (ERISA), which they’ll need to ensure they are performing if subject to audit.

Learning Objectives:

  • What the DOL looks for when it does an audit.
  • What you can do to be totally prepared in the event of an audit.
  • Identify the pitfalls that can show up on audit, which many employers miss when sponsoring plans.
Become a Best Employer: Master the Six-Step Process to Build Your Unique Employment Brand
06/24/2019 10:45 AM - 11:45 AM | Room: TBD
Track: Talent

1.00 SHRM PDCs | Competencies: Leadership & Navigation, HR Expertise, Consultation | Intended Audience: Mid-Level
Presenter:
Bob Kelleher, Author of Louder Than Words, and CEO, The Employee Engagement Group
Workplace Application:
Create an “employer value brand” to create and maintain an engaged and productive workforce. 

In this dynamic multimedia session, an employee engagement expert will share best practices from organizations that consistently top lists of “best companies to work for.” Learn a hands-on, six-step process for building the framework for your customized employer brand—the first step to smarter hiring and more engaged employees—using proven methods, tools and current case studies.

Learning Objectives:

  • Connect your organization's values and mission to your hiring practices.
  • Build the framework to create your own unique employer brand.
Building Management Teams in International Businesses: The Need for Cross-Cultural Emotional Cohesion
06/24/2019 10:45 AM - 11:45 AM | Room: TBD
Track: Global HR

1.00 SHRM PDCs | Competencies: Global & Cultural Effectiveness, Leadership & Navigation | Intended Audience: Senior-Level
Presenter:
Jonathan Smilansky, Professor , Tel Aviv University Business School
Workplace Application:
Better understand management team dynamics in global organizations and how to handle them effectively. 

Employing managers from different countries of origin in global organizations does not usually create problems, since most are used to functioning within similar management processes. In times of significant business pressure, however, managers feel elevated levels of stress, and their country of origin suddenly becomes a significant factor. Find out how to address the impact of business pressure on interpersonal dynamics within multicultural management teams, including suggestions for organizational development approaches to handle them effectively.

Learning Objectives:

  • Understand the complexity of cross-cultural management teams in global organizations.
  • Assess the level of personal stress that is associated with significant business challenges in global organizations, and its impact on the behavior of managers from different countries of origin.
  • Examine an organizational development approach for effectively handling cross-cultural dynamics in international management teams.
California Employment Law for Non-Californians
06/24/2019 10:45 AM - 11:45 AM | Room: TBD
Track: Compliance

1.00 SHRM PDCs | Competencies: Consultation, HR Expertise | Intended Audience: Mid-Level
Presenter:
James J. McDonald, Managing partner, Fisher & Phillips, LLP
Workplace Application:
Unique aspects of California employment law applicable to California-based employees of employers that are based elsewhere. 

California can be a scary place for employers not based in the state. The author of the SHRM-published book California Employment Law: An Employer's Guide covers the unique aspects of California employment law that out-of-state employers must be aware of.

Learning Objectives:

  • How California's “ban the box” laws affect the hiring process.
  • Special rules for paying commissioned and piece-rate employees; pay stub rules; deadlines for final paychecks.
  • Paid sick leave laws; rules for meal rest breaks; overtime.
  • Mandatory harassment prevention training.
  • The extent to which covenants not to compete are enforceable in California.
CHANGE-MAKERS SERIES Wisdom @ Work: The Making of a Modern Elder
06/24/2019 10:45 AM - 11:45 AM | Room: TBD
Track: Talent

1.00 SHRM PDCs | Competencies: Global & Cultural Effectiveness, HR Expertise, Leadership & Navigation | Intended Audience: Senior-Level
Presenter:
Chip Conley, Strategic advisor, Hospitality and Leadership, former Global head, Hospitality, Airbnb
Workplace Application:
Ignite an urgent conversation about ageism in the workplace: treat age as another type of diversity, but also repurpose and value the wisdom that comes with age. 

In a world that venerates the shiny and new, many who are neither are feeling invisible, undervalued, and threatened by “digital natives” rising up the ranks. But experience is on the brink of a comeback, according to speaker Chip Conley. A well-known hotelier recruited at age 52 by the 20-something founders of Airbnb to help them grow their start-up, Conley had the industry experience but lacked the digital fluency of his younger colleagues. Later he realized that while he'd been hired as a teacher and mentor, he was also a student and intern: a “Modern Elder.” Companies are finally waking up to the value of the humility, emotional intelligence, and wisdom that come with age. Digital skills might have a shelf life, but the human skills that mid-career workers possess—good judgment, specialized knowledge, and the ability to collaborate and coach—never expire. Thriving in midlife means learning to marry wisdom and experience with curiosity, a beginner's mind, and a willingness to evolve.

Learning Objectives:

  • Liberate the term “elder” from the stigma of “elderly.”
  • Embrace wisdom as a path to growing whole, not old, as a Modern Elder.
  • Be inspired to write your next chapter—whether you've been forced to make a mid-career change, are choosing to work past retirement age, or are struggling to keep up with Millennials.
Emerging Trends in Performance Management and Compensation
06/24/2019 10:45 AM - 11:45 AM | Room: TBD

1.00 SHRM PDCs | Competencies: Business Acumen, Consultation, HR Expertise | Intended Audience: Senior-Level
Presenter:
Jeremy Spake, Principal, Thought Leadership and Advisory Services, Cornerstone
Workplace Application:
Explore three case studies of companies that changed their annual performance review processes and compensation administration. 

An emerging trend in performance management is to have more frequent conversations about performance rather than the standard one conversation per year. Some companies have even adopted ratingless performance reviews,which have obvious implications for compensation. Gain a clear understanding of these trends by examining three case studies of companies that are operationalizing the ratingless performance management process as well as their associated compensation activities.

Learning Objectives:

  • The increased focus on ratingless performance management.
  • How to assess and operationalize this type of performance management.
  • The impact this initiative may have on employee performance and compensation programs and practices.
Employee Trauma: What Happened in Vegas Didn't Stay in Vegas
06/24/2019 10:45 AM - 11:45 AM | Room: TBD
Track: Talent

1.00 SHRM PDCs | Competencies: Business Acumen, HR Expertise, Relationship Management | Intended Audience: Mid-Level
Presenter:
Lisa D. Murfield, SHRM-SCP, HR manager , Hill Ward Henderson
Workplace Application:
Be able to articulate to all levels of the organization why compassion is the best strategy for business. 

When employees face traumatic situations—mass shootings, deaths of family members, serious illness, natural disaster—how do we react as employers? We say that employees are one of the most important assets in our organizations, but what happens when the effects of trauma linger after headlines fade? The approaches that leaders and organizations take toward their employees will influence morale, engagement and retention. Learn how to foster strategic and spontaneous compassion to help employees and the organization survive pain, strengthen culture, and enhance peak performance, production and profits.

Learning Objectives:

  • Assess the current and future impact of employee trauma in your organization.
  • Identify the types of compassion and understand how each type works to minimize the effects of trauma, proactively and reactively.
  • Craft a variety of effective HR policies, procedures and practices.
How Can HSAs Boost Retirement Plans
06/24/2019 10:45 AM - 11:45 AM | Room: TBD

1.00 SHRM PDCs | Competencies: Business Acumen, HR Expertise, Leadership & Navigation | Intended Audience: Mid-Level
Presenter:
Robert Massa, Managing director, Qualified Plan Advisors, LLC
Workplace Application:
Learn many of the unknown benefits of HSAs beyond what they've been told and how they can help employees maximize their effectiveness. 

HSAs have become the latest tool to help employers reduce benefit expenses while also empowering employees to make healthcare decisions that are more consumer driven. But many people don't realize how they can also help employees prepare for retirement. In this session, we'll review the concepts of 'High Deductible Health Plans' (HDHP) and some of their advantages as a benefit to employers and employees. We'll also discuss using HSAs as a retirement savings tool and how they can be coupled with a 401(k) plan to increase retirement readiness in an era of increasing healthcare costs.

Learning Objectives:

  • Advantages of consumer driven health strategies for employers and employees.
  • Market trends for Health Savings Accounts (HSAs).
  • Effects of healthcare costs on retirement savings and spending.
  • The many advantages and uses of HSAs for employers and employees.
How to Design an Effective Ethics Training Program
06/24/2019 10:45 AM - 11:45 AM | Room: TBD

1.00 SHRM PDCs | Competencies: Ethical Practice | Intended Audience: Mid-Level
Presenter:
Chuck Gallagher, President , Ethics Resource Group
Workplace Application:
Learn to design an ethics training program that impacts the organization in a positive way. 

“Seeing Orange” exposes the truth about emotions, ethical behavior, and why we do what we do. When companies help management and employees understand what motivates ethical employee behavior, the roadmap to success becomes easier to follow. Do your employees truly realize the power behind the choices they make on a daily basis? More importantly, what's the risk to your company if they don't?

Learning Objectives:

  • Learn how easy it is for ethical people to make unethical choices—and what to do about it.
  • Understand the impact of life's choices and how that affects your performance, both personally and professionally.
  • Develop a framework for making ethical and values-driven business decisions, thereby creating an ethical culture based on core organizational values.
  • Discover the importance of raising concerns early, and reporting even suspected code and policy violations.
  • Gain a fresh perspective that will raise ethics awareness to a new level, reducing the likelihood of fraud and other unethical behaviors that put your business at risk.
HR Metrics That Matter, and Making Metrics Matter
06/24/2019 10:45 AM - 11:45 AM | Room: TBD

1.00 SHRM PDCs | Competencies: Business Acumen, Communication, Leadership & Navigation | Intended Audience: Senior-Level
Presenter:
Shane Yount, Principle/author, Competitive Solutions, Inc.
Workplace Application:
Review an outline of the process for developing, tracking, communicating, and presenting HR business goals and objectives. 

Repeated Tuesday at 2:00 p.m.

 

Learn methods for tracking and communicating business results for HR that are specific, measurable, attainable, relevant and timely. With more than 25 years of scorecard development experience, the speaker has the knowledge and understanding to teach you how to begin implementing practical, auditable business scorecard techniques in your individual work environments.

Learning Objectives:

  • Drive key business objectives from top-level management throughout the HR function.
  • Develop, track and implement key business objectives for HR.
  • Use business scorecards to drive accountability processes to generate results.
  • Move employees from selective engagement to collective accountability.
  • Create scorecards that educate, facilitate and motivate.

 

MEGA SESSION 20 Strategies for Resolving Conflict Quickly and Effectively
06/24/2019 10:45 AM - 11:45 AM | Room: TBD
Type: Mega Session
Track: Communication

1.00 SHRM PDCs | Competencies: Communication, Relationship Management | Intended Audience: Mid-Level
Presenter:
Randy Anderson, Productivity improvement specialist, E3 Professional Trainers
Workplace Application:
Unlock strategies to effectively reduce and resolve conflict within your organization. 

Are you able to facilitate conflict resolution as effectively as you would like? HR professionals are often forced to serve as referee, psychologist and parent to get everyone to “play well”; become a conflict resolution specialist by unlocking new strategies. These approaches help you better equip people at all levels of the organization to work through disagreements before they evolve into major conflicts. 

Learning Objectives:

  • Create and foster an atmosphere that lessens the occurrence of conflicts, and within which conflicts can be proactively resolved when they arise. 
  • Facilitate a professional, constructive confrontation that allows both parties to voice their opinions and hear the others’ perspectives.
  • Separate facts from feelings and determine root causes, to eliminate actual problems and not just symptoms.
  • Discover the importance of constructive phrasing to open lines of communication while working to reduce or resolve conflict.
  • Clearly establish and proactively manage expectations to reduce the likelihood of conflicts arising when expectations are unmet.
MEGA SESSION Business Readiness: Ensuring Our Teams Are Ready for What's Next
06/24/2019 10:45 AM - 11:45 AM | Room: TBD
Type: Mega Session

1.00 SHRM PDCs | Competencies: Relationship Management, Business Acumen | Intended Audience: Mid-Level
Presenter:
Cy Wakeman, Cy Wakeman, Inc.
Workplace Application:
Simple tools and practical strategies are provided for the modern leader to ensure that teams and talent are able to quickly align, adapt and deliver. 

Resistance to change is among the top five generators of workplace drama, which can translate into hours of employee unproductivity. (Do employees request time to “grieve” when necessary changes are made for the organization to stay competitive? Do they complain that change is too hard?) But change isn't hard—it's only hard for the unready. This counterintuitive session is a call to greatness for the modern leader, whose role is to cultivate teams and talent to be ready for what's next. This can be achieved by debunking the change myths that fuel the need to sympathize with employees, preventing readiness for change. Leave with simple tools and practical strategies to ensure that your teams are able to quickly align, adapt and deliver per the organization’s need to meet the competitive demands of the market and customers.

Learning Objectives:

  • Define a modern leadership philosophy that focuses on business readiness and dispels myths and traditional theories of change management.
  • Provide ways in which leaders can conserve team energy and succeed with maximum ROI, in spite of the limiting beliefs that create “change fatigue.”
  • Practice strategies to ensure that the focus of leadership is to make change least disruptive to the business, rather than to the people.
  • Embrace a new model and mindset for readiness—a game-changing approach to transforming cultures that respond well to adversity and drive innovation and results.
  • Illustrate practical techniques and tools for leaders to align their teams with organizational direction and shift energy from “why we can't” to “how we can.”
MEGA SESSION Hide Your Goat™: Strategies to Stay Positive When Negativity Surrounds You
06/24/2019 10:45 AM - 11:45 AM | Room: TBD
Type: Mega Session
Track: Communication

1.00 SHRM PDCs | Competencies: HR Expertise | Intended Audience: Mid-Level
Presenter:
Steve Gilliland, CSP, CPAE, Best-selling author & speaker, Steve Gilliland, Inc.
Workplace Application:
Have the means necessary to protect yourself from those who delight in getting your goat. 

Problem employees delight in getting your goat—they perform poorly, make it tough for everyone to do their jobs, and their venom produces bad attitudes, resistance to change and personality conflicts as by-products. They cost plenty in terms of productivity and morale while masquerading as managers, supervisors and co-workers. Learn why people have bad attitudes and explore ways to confront them about it, while heading off conflict. Armed with this information, you'll be on your way to finding win-win solutions for you and your colleagues to work effectively—together.

Learning Objectives:

  • How to head off conflict when negativity runs rampant.
  • How to improve your own outlook.
  • How to deal with the by-products of bad attitudes.
  • How to assign the right value to every situation and not give people permission to ruin your day.
MEGA SESSION Speak Up: Turning Your Greatest Fear into Your Greatest Asset
06/24/2019 10:45 AM - 11:45 AM | Room: TBD
Type: Mega Session
Track: Communication

1.00 SHRM PDCs | Competencies: Leadership & Navigation, HR Expertise, Communication | Intended Audience: Senior-Level
Presenter:
David Rittof, President, Modern Management, Inc.
Workplace Application:
Improve your presentation and public speaking skills, to build trust in the organization and advance your career. 

Public speaking is said to be one of the greatest fears of business professionals. This session provides you with an array of skill-building strategies, whether you’re facilitating a meeting, making a formal presentation, or providing commentary on a panel discussion. Increase your comfort level in getting up in front of groups and become a better, more effective public speaker, no matter what career stage you're in. This short, prescriptive approach can improve anyone's ability to be more persuasive, less fearful, and show fewer signs of nervousness when speaking in public.

Learning Objectives:

  • Identify the different types of speaking opportunities and receive style suggestions for each.
  • Discover methods to improve when engaging in each of the various public-speaking models.
  • Learn strategies to increase persuasiveness.
  • Leave with templates that give your speeches structure and ease of execution.
Sexual Harassment Case Studies
06/24/2019 10:45 AM - 11:45 AM | Room: TBD
Track: Compliance

1.00 SHRM PDCs | Competencies: HR Expertise, Leadership & Navigation | Intended Audience: Mid-Level
Presenter:
Jonathan A. Segal, Partner, Duane Morris, LLP
Workplace Application:
Guidance for how HR can contribute to the creation of a safe, respectful and inclusive culture, in terms of what is done—and not done—by those at the level of supervisor and above. 

Avoiding and responding to sexual and other harassing behaviors is top of mind for all responsible organizations. Harassment is not just a legal issue, but also a hardcore business issue—and HR alone does not “own” civility. Harassing and disrespectful behaviors, even if not unlawful, harm employees as well as other individuals and organizations. Those at the level of supervisor and above must do more than avoid unacceptable conduct; they must be active bystanders. Yet bystander interventions, if not thought through carefully, can escalate a problem. In some areas, what is unacceptable is (or should be) obvious; but there are also potential gray areas, such as hugs and compliments. Some individuals, concerned about being perceived as engaging in sexual harassment, are avoiding or limiting their exposure to those who they fear may bring a claim against them. Discriminatory avoidance, however, cannot be a strategy to avoid sexual harassment claims.

Learning Objectives:

  • Breaking down bad conduct into different categories (e.g., an inappropriate comment on someone’s appearance, versus a sexual assault).
  • Behaviors that may or may not be okay, depending on the circumstances (e.g., a hug).
  • How those at the level of supervisor and above should respond in the moment to complaints, as well as to sexually harassing conduct that they see, hear or become aware of—even in the absence of a complaint or objection.
  • Promising practices for supervisors to set the right tone in the middle; the tone at the top is not enough.
  • Envisioning some of the adverse consequences of the “great awakening” around sexual harassment (e.g., men avoiding women to avoid claims), and ways to mitigate risk.
  • Suggested strategies for increasing buy-in from front-line supervisors and other business leaders; HR cannot effectively fight this battle without their support.
The Good, Bad, and Ugly: Creating a Culture of Feedback
06/24/2019 10:45 AM - 11:45 AM | Room: TBD
Track: Talent

1.00 SHRM PDCs | Competencies: Relationship Management, Leadership & Navigation, Communication | Intended Audience: Senior-Level
Presenter:
Brad Karsh, Founder and CEO, JB Training Solutions
Workplace Application:
This session will show you how to lay the foundation for honest communication and trust among managers, staff and colleagues. 

That guy from accounting is showing up late, bullying his direct reports and missing deadlines—but who wants to tell him? We all know it's important to have critical conversations at work, yet we struggle, because giving clear, honest, constructive feedback is, quite possibly, the most difficult thing to do. Many organizations are moving away from annual evaluations and toward creating a company culture of ongoing, informal coaching and feedback. But it's one thing to make a change and another to have employees actually embrace it. In this captivating interactive program, you'll discover the six steps to giving feedback, and receive a toolbelt of practical tips. You'll even learn what a spinach salad, George Carlin, and speed dating have to do with delivering effective feedback.

Learning Objectives:

  • Empower others to give honest reactions without candy-coating or lecturing.
  • Listen interactively, lower tension, and defuse defensiveness.
  • Provide day-to-day spot coaching and course corrections.
  • Address exceptionally hot issues swiftly and decisively.
  • Adjust for bosses, co-workers and management.
The Strategic HR Department of One: Act Like a CHRO to Improve Your Organization
06/24/2019 10:45 AM - 11:45 AM | Room: TBD

1.00 SHRM PDCs | Competencies: Consultation, HR Expertise, Leadership & Navigation | Intended Audience: Mid-Level
Presenter:
Amanda Haddaway, SHRM-SCP, Managing director, HR Answerbox
Workplace Application:
Focus on the same things that CHROs focus on in larger organizations, to demonstrate value of HR in your organization as a Department of One (DOO). 

Repeated Tuesday at 3:30 p.m.

 

What does being “more strategic” in our work as HR professionals really mean? Discuss the differences between traditional HR and strategic HR, as well as the business elements in which a DOO needs to focus. Have examples of what being strategic looks like in succession planning, performance management, and compliance.

Learning Objectives:

  • The difference between traditional and strategic HR.
  • Being strategic in succession planning, performance management and compliance.
  • How to show the value of HR through key metrics.
Trouble in the Suez: An Employer's Duty of Care to Employees Based Overseas
06/24/2019 10:45 AM - 11:45 AM | Room: TBD
Track: Global HR

1.00 SHRM PDCs | Competencies: Global & Cultural Effectiveness, HR Expertise | Intended Audience: Mid-Level
Presenter:
Kelly Dobbs Bunting, Shareholder, Greenberg Traurig, LLP
Workplace Application:
Understand the risks in sending an employee overseas or placing an employee in an overseas position, and the company's legal duty of care to that employee. 

An employer's duty of care to its employees in the U.S. and overseas goes beyond the usual health benefits and 401(k) plan. Even when U.S.-based employees travel overseas, the company has a heightened duty of care to ensure their safety, especially if they are being sent to areas of the world currently experiencing political unrest or instability. Identify and understand the basic obligations of the company and best practices for ensuring employee comfort and safety.

Learning Objectives:

  • The most common risks to U.S. employees living or traveling overseas.
  • How HR can minimize those risks.
  • How to respond in the event of a crisis.
Alcoholism, Substance Abuse, and Mental Health Issues in the Workplace
06/24/2019 01:30 PM - 02:30 PM | Room: TBD
Track: Compliance

1.00 SHRM PDCs | Competencies: Relationship Management, HR Expertise, Consultation | Intended Audience: Mid-Level
Presenter:
Lara de Leon, Shareholder, Ogletree, Deakins, Nash, Smoak & Stewart, P.C.
Workplace Application:
This presentation will explore ways to address the complicated and sensitive issues raised by employees with addiction and mental health concerns. 

Working with, accommodating, and supporting employees who struggle with alcoholism, substance abuse, or mental health issues can be a complex task due to the sensitive nature of the situation and the numerous employment laws that may be implicated. Addiction and mental health issues can lead to absenteeism, poor performance, on-the-job injuries, or even workplace violence. This session will provide HR with practical guidance on how to handle the complex issues that can arise when addressing addiction and mental health in the workplace, as well as ensuring that safety in the workplace is not compromised.

Learning Objectives:

  • This presentation will discuss the legal protections provided to individuals suffering from addiction and mental health issues in the workplace. 
  • This presentation will explore available resources and means to resolve these issues, including drug or alcohol testing, last chance agreements, and reasonable accommodations.  
  • This presentation will provide attendees with real-world scenarios to help develop practical skills in addressing workplace issues involving employee addiction and mental health.
Defining and Communicating Your Personal Brand to Increase Your Visibility, Credibility and Career Opportunities
06/24/2019 01:30 PM - 02:30 PM | Room: TBD
Track: Communication

1.00 SHRM PDCs | Competencies: Communication, Leadership & Navigation, Relationship Management | Intended Audience: Mid-Level
Presenter:
Workplace Application:
You will learn how to effectively package and position yourself to create opportunities for professional growth within your organization, your industry and in your career. 

The concept of personal branding may seem like a catchphrase being thrown around by authors and self-help gurus; however, the concept isn't new. You already have a personal brand whether you know it or not. Your personal brand is an important aspect of your career and impacts everything from future career aspirations to your existing compensation opportunities. Once you understand what drives you, as well as the qualities and skill-sets that are unique to you, you must know how to leverage what you have by knowing how to package, position and promote yourself to the constituencies that matter.

Learning Objectives:

  • Understand how to create an effective personal brand.
  • Discover how to build a personal brand that closes the gap from where you are to where you want to be.
  • Understand who your audience is and how to get them to take notice of you.
  • Identify ways to package, position and promote your personal brand for greater visibility and success.
  • Clearly and effectively communicate your value to increase interest in who you are and what you do for greater personal and professional opportunities. 
Design and Develop Business-Centric KPIs in Performance Management: Singapore's Experience
06/24/2019 01:30 PM - 02:30 PM | Room: TBD
Track: Global HR

1.00 SHRM PDCs | Competencies: Business Acumen, Communication, HR Expertise | Intended Audience: Mid-Level
Presenter:
Henrich Tan, SHRM-SCP, Director , Academy of Competency Enhancement Pte Ltd
Presenter:
Martin Lee, SHRM-SCP, HR manager, Baker Hughes, a GE company/SHRI
Workplace Application:
Learn how to design and develop meaningful, evaluative key performance indicators (KPIs) that contribute to business goals and organizational needs. 

Companies often use such criteria as job knowledge, quality of output, and ability to meet deadlines in performance appraisals, but these subjective criteria cannot be measured. Worse, employees cannot see the connection of these criteria to organizational objectives. The experiences of companies in Singapore, however, demonstrate how KPIs can be connected to business goals. Further, KPIs can be developed using the S.M.A.R.T. (Specific, Measurable, Achievable, Relevant, Time-Oriented) principle, and employees' KPIs can be evaluated objectively during performance management.

Learning Objectives:

  • Connect KPIs business goals and organizational needs.
  • Develop KPIs using the S.M.A.R.T. principle.
  • Evaluate outcome-based KPIs in performance management.
Earning Your SHRM-CP or SHRM-SCP: Tips for Testing
06/24/2019 01:30 PM - 02:30 PM | Room: TBD
Track: Leadership

1.00 SHRM PDCs | Competencies: Communication, HR Expertise | Intended Audience: All Levels
Presenter:
Alexander Alonso, Ph.D., SHRM-SCP, Chief knowledge officer, SHRM
Workplace Application:
Learn about SHRM certification and get helpful tips for taking the exam. 

Are you ready to take your career to the next level? Show employers that you have the HR skills and knowledge needed to drive organizational success by earning your SHRM-CP or SHRM-SCP credential—the only HR certification backed by SHRM’s nearly 70 years of service to the industry. This session will benefit anyone with an interest in HR certification, planning to apply for a SHRM credential, or already scheduled to sit for the SHRM-CP or SHRM-SCP exam.

Learning Objectives:

  • How to choose which exam is right for you.
  • Best practices for studying.
  • Tips and tools to put you on the path to success.
Enforcing Attendance Rules But Offering Reasonable Accommodation
06/24/2019 01:30 PM - 02:30 PM | Room: TBD
Track: Compliance

1.00 SHRM PDCs | Competencies: Ethical Practice, HR Expertise, Relationship Management | Intended Audience: Mid-Level
Presenter:
Gregory J. Hare, Employment attorney, Ogletree Deakins
Workplace Application:
Review HR best practices for ensuring productivity within the complex and intertwined demands of the Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA), and employee relations. 

How does a company comply with its wide-ranging legal obligations when an employee is perpetually absent—ill or injured and allegedly unable to work? When must it hold the job open and offer the employee an opportunity for reinstatement? How can the company offer the employee “reasonable accommodation” without changing the job’s essential functions,and when must it offer an alternative light-duty job? When can the company enforce its attendance policy and actually terminate the employee for missing work? Get answers from an employment lawyer with a 25-plus-year history of advising companies and an accomplished HR professional with abundant on-the-ground experience. These presenters help you realistically evaluate your company's options and exposures when trying to ensure employee productivity.

Learning Objectives:

  • Business efficiency: how to regain control when employees unfairly try to take advantage of the broad protections afforded to them under federal law, allowing them to miss work for extended periods yet keep their jobs.
  • Risk management: how to effectively manage absenteeism situations without incurring legal liability.
  • Employee relations: how to keep morale high even when reliable employees are burdened by an extra workload because other employeesare excessively absent.
How to Assess a Candidate's Attitude Using Motivation-Based Interviewing
06/24/2019 01:30 PM - 02:30 PM | Room: TBD
Track: Talent

1.00 SHRM PDCs | Competencies: Critical Evaluation, HR Expertise | Intended Audience: Mid-Level
Presenter:
Carol Quinn, CEO, Hire Authority
Workplace Application:
This powerful interviewing technique will enable you to improve your organization's quality-of-hire. 

Attitude is the number-one predictor of future performance and success. Hiring decisions based on a candidate's skill level alone actually decrease hiring success, because it takes more than skill to succeed. A job skill suggests that a person can do a job, but it doesn't guarantee that the person will go above and beyond. This fast-paced, fun and interactive session shows you how to incorporate attitude assessment into your interview process so you can hire high-performers.

Learning Objectives:

  • Find out exactly what “attitude” is and the powerful role it plays in job performance and success.
  • Understand why skill is not an accurate predictor of future performance.
  • Discover the attitude that all high-performers share.
  • Practice an attitude assessment exercise using music lyrics.
HR as Global Change Agent: Managing Workplace English Across Multiple Cultures Simultaneously
06/24/2019 01:30 PM - 02:30 PM | Room: TBD
Track: Global HR

1.00 SHRM PDCs | Competencies: Communication, Global & Cultural Effectiveness, Leadership & Navigation
Presenter:
Lorelei Carobolante, President & CEO, G2nd Systems
Workplace Application:
Become aware of the issues, challenges and performance consequences caused by the use of English in the multicultural workplace, and learn how to address them. 

It is easy to presume that when we are all speaking the same language, communication happens naturally. Yet in today's multicultural workplace, many factors (such as cultural presumptions, accents, unconscious bias, perceived tone and speech delivery) can prevent messages from being received as intended when native and non-native English speakers interact. Both groups use English differently without realizing it; this leads to their sense that communication has occurred, but as George Bernard Shaw said, “The greatest problem in communication is the illusion that it has been accomplished.” This session is designed to raise awareness of these communication challenges and provide strategies to HR professionals so they may act as facilitators and change agents, ensuring effective, inclusive communication at all levels of the organization and across multiple cultures simultaneously.

Learning Objectives:

  • Understand how the use of English in the workplace can lead to misuse, misinterpretation and presumption of intended meanings.
  • Apply a model to strengthen and improve communication effectiveness and ameliorate communication gaps—internally/externally, at individual/team/organizational levels, and across multiple cultures.
  • Learn pragmatic ways to leverage workforce diversity through improved relationships and inclusiveness.
  • Accelerate team creativity by using a culturally-neutral facilitating approach to enable change and lead to improved results.
I-9 and E-Verification Compliance: What’s New and How You Can Protect Your Business
06/24/2019 01:30 PM - 02:30 PM | Room: TBD
Track: Compliance

1.00 SHRM PDCs | Competencies: Consultation, Global & Cultural Effectiveness, HR Expertise | Intended Audience: Mid-Level
Presenter:
Becki Young, Founding partner , Hammond Young Immigration Law
Workplace Application:
Obtain a high-level understanding of the I-9 and E-Verify processes used when hiring foreign nationals, plus tips to protect your corporation. 

Get thorough information and guidance for maintaining I-9 and E-Verify compliance with relevant U.S. immigration laws and regulations, including recent policy changes. Tips and tools help you master I-9 documentation/E-verification and successfully complete forms, implement policies, and avoid common mistakes. Review interesting I-9 fact patterns and scenarios—actual situations seen firsthand by the presenter in auditing files for clients, as well as hypotheticals shared by SHRM members.

Learning Objectives:

  • Knowledge of the I-9 and E-verify processes, how they work, and best practices.
  • Tips for implementing a compliance policy and avoiding immigration-related discrimination.
  • Recent trends and developments in Immigration & Customs Enforcement strategies, procedures, audits and assessed penalties.
MEGA SESSION Detecting Lies and Deception: Practical Skills for HR Professionals
06/24/2019 01:30 PM - 02:30 PM | Room: TBD
Type: Mega Session
Track: Talent

1.00 SHRM PDCs | Competencies: HR Expertise | Intended Audience: Mid-Level
Presenter:
Michael Wade Johnson, J.D., Chief executive officer, Clear Law Institute
Workplace Application:
Learn skills for spotting signs of deception and truthfulness when interviewing applicants and investigating misconduct. 

HR professionals need to be able to spot deception when they conduct investigations and interview and hire applicants. Most of us are extremely poor at this because we rely on inaccurate stereotypes about how people behave when they lie (such as the mistaken belief that liars are fidgety and don't look you in the eye). Through videos and case studies, you’ll learn scientifically validated methods for spotting signs of deception and truthfulness, which you can apply in your everyday work life. This engaging and interactive session is presented by a former U.S. Department of Justice attorney.

Learning Objectives:

  • Which signs of deception are valid and which are based on myth.
  • Verbal and non-verbal cues.
  • How to spot signs of deception and truthfulness when conducting investigations and interviewing and hiring applicants.
MEGA SESSION Developing a High-Performance Culture That Enables Your Company to Grow and Thrive
06/24/2019 01:30 PM - 02:30 PM | Room: TBD
Type: Mega Session
Track: Talent

1.00 SHRM PDCs | Competencies: Business Acumen, Global & Cultural Effectiveness, HR Expertise | Intended Audience: Mid-Level
Presenter:
Amy Cappellanti-Wolf, Chief human resources officer , Symantec
Workplace Application:
Review case studies and return to the office with proven tools and processes for developing a strong culture that helps your business grow and thrive. 

A strong organizational culture can clearly differentiate a business from its competitors. Companies that align culture with business have 58 percent more growth and 72 percent more profitability. Yet only companies that can relate their cultures directly to their business strategy will perform and grow. Explore how culture and business strategy go hand in hand, and how culture is a key enabler for growing the business.

Learning Objectives:

  • Define the distinguishing factors for a strong and inclusive culture.
  • Learn to implement processes that help build a cohesive culture.
  • Understand how diversity is a strong enabler around culture, and how inclusive environments contribute directly to company success.
MEGA SESSION Disrupt HR: It's Time to Disrupt HR and Approach It in a Whole New Way
06/24/2019 01:30 PM - 02:30 PM | Room: TBD
Type: Mega Session

1.00 SHRM PDCs | Competencies: HR Expertise, Critical Evaluation, Business Acumen | Intended Audience: Mid-Level
Presenter:
Jennifer McClure, President, Unbridled Talent, LLC
Workplace Application:
Discover new ideas and ways of thinking to help companies change the way they approach people and talent, and achieve a competitive advantage. 

Are you tired of the same old approach to HR? If you’re ready to start talking about talent in a whole new way, interested in shaking things up a bit, or simply looking for some new ideas, this session is for you. Hear real-life examples and lessons learned from HR practitioners, CEOs, business owners, and talent acquisition professionals who have taken risks, stirred the pot, and disrupted the future of work in their organizations.

Learning Objectives:

  • Develop and implement new recruiting, retention and leadership development initiatives to address changing business needs and compete for in-demand and scarce talent.
  • Learn the strategies and tactics necessary to sell new and innovative ideas to leadership.
  • Take a long-term, big-picture approach to HR, and ensure alignment of the HR strategic plan with the organization's.
MEGA SESSION Strategic Execution: Driving Breakthrough Performance
06/24/2019 01:30 PM - 02:30 PM | Room: TBD
Type: Mega Session

1.00 SHRM PDCs | Competencies: Business Acumen, Consultation, Leadership & Navigation | Intended Audience: Senior-Level
Presenter:
Kenneth J. Carrig, Former corporate executive vice president and CHRO , SunTrust Banks, Inc
Presenter:
Scott A. Snell, E. Thayer Bigelow research chair in Business Administration and former senior associate dean, Executive Education , Darden School of Business, University of Virginia
Workplace Application:
Apply the key elements of strategic execution into an actionable plan for capability development and breakthrough performance. 

Get an introduction to the 4A (Alignment, Ability, Architecture and Agility) model for effective strategic execution. This framework, based on work with Marriott, Microsoft, UPS, SunTrust and Vail Resorts, helps you ensure that HR and organizational resources are in place to effectively execute your strategy.

Learning Objectives:

  • Understand why CEOs see strategic execution as their biggest challenge.
  • Learn to identify and distill the many elements of execution into a useable and integrated framework for action.
  • Recognize and act on the key elements of the 4A framework.
  • Benefit from the experiences of CEOs and senior executives at major corporations.
  • Find out how to assess your organization’s execution capability and develop an action plan for improvement.
Shaping Hearts, Minds and Corporate Cultures: Effective Prevention Training in the #MeToo Era
06/24/2019 01:30 PM - 02:30 PM | Room: TBD
Track: Talent

1.00 SHRM PDCs | Competencies: Leadership & Navigation, HR Expertise, Communication | Intended Audience: Senior-Level
Presenter:
Glen E. Kraemer, Partner, Hirschfeld Kraemer, LLP
Workplace Application:
Learn to move from check-the-box compliance toward a more results-oriented training program that features fresh content and new instructional methods. 

New York recently legislated sweeping sexual harassment prevention training requirements, and more states are sure to follow. The growing realization is that yesterday’s training has not worked to shape much-needed change within corporate cultures, and we must address that fact. This session re-examines training content, instructional methods, organizational structures and grievance reporting procedures. It explores the requisite skills you need, and the tough decisions you will have to make, to comprehensively address workplace harassment, discrimination and bullying.

Learning Objectives:

  • Understand the training content that informs a candid discussion of gender, power and sexual dynamics in the workplace.
  • Learn effective instructional structures, methods and communications designed to ensure executive and managerial buy-in and support.
  • Understand the powerful role that bystander engagement training can play in creating a proactive response to avoiding harassment and abusive conduct.
  • Learn the revised grievance and investigation procedures that can effectively address the chilling fear of retaliation among complainants, while diminishing concerns of HR bias in favor of executive leadership.
The Death of New Employee Orientation: Start Your Employees Right to Achieve Their Potential Faster
06/24/2019 01:30 PM - 02:30 PM | Room: TBD
Track: Talent

1.00 SHRM PDCs | Competencies: HR Expertise, Leadership & Navigation, Relationship Management | Intended Audience: Senior-Level
Presenter:
Wade Larson, Chief human resources officer , Wagstaff, Inc.
Workplace Application:
Learn the steps to build an effective onboarding program using engagement, enhanced communications, aligned human capital management tools, spaced learning—and fun. 

After you spend time, money and resources to recruit and hire the perfect candidates, do you then subject them to a stack of forms and “death by PowerPoint”? Torturing them with new employee orientation (NEO) sends the wrong message and motivates no one to achieve their best. Learn how one company threw out NEO as we know it and brought in an engagement-focused approach that integrates new employees into the culture faster, acclimates them to the company and department effectively, and helps them become more productive sooner.

Learning Objectives:

  • The five keys to new-employee satisfaction: how to use them within the first few days of employment, when newcomers are deciding how long to stay with you.
  • How to align company values during the onboarding experience, to improve new employees' opportunities to acclimate and succeed in their jobs.
  • The new employee learning roadmap for the first six months of employment: why it is important to maintain engagement during the first full year to enhance retention.
  • Preboarding opportunities that will prepare your new hires to hit the ground running when they get to work.
  • How to maximize online training tools to improve learning, engagement, and employee satisfaction during new employees’ first few months.
The Future of HR Technology: How It Will Impact You and Your Organization
06/24/2019 01:30 PM - 02:30 PM | Room: TBD
Track: Technology

1.00 SHRM PDCs | Competencies: Business Acumen, Consultation, Critical Evaluation | Intended Audience: Mid-Level
Presenter:
Tim Sackett, SHRM-SCP, President, HRU Technical Resources
Workplace Application:
Break down the confusing world of HR technology and find out where it’s headed. 

HR technology is not going away; in fact, it might be the most sought-after HR competency right now. Gone are the days when HR could just sit back and let the IT or finance departments select which technologies we use. Senior leadership now expects HR to be well schooled in the technology being used currently, and to keep up with technology that the organization will need to lead its people practices into the future. This session explains what you need to know, what you don’t need to know, and what you should be keeping your eye on in the fast-moving HR tech landscape.

Learning Objectives:

  • Which HR technologies will have the most impact on the HR function in the future.
  • How to control a HR tech demo to get the most out of it in the least amount of time.
  • What HR tech vendors don’t want you to know about their products and pricing.
What Next?: Communicating Complex HR Subjects to Employees with Short Attention Spans
06/24/2019 01:30 PM - 02:30 PM | Room: TBD

1.00 SHRM PDCs | Competencies: Business Acumen, Communication, Consultation | Intended Audience: Mid-Level
Presenter:
Karl James Ahlrichs, Senior consultant, Gregory and Appel
Workplace Application:
Fix underlying communication problems to solve engagement and motivation problems in the workplace, especially when communicating information about compensation and benefits. 

Getting information through the fog of modern life is a challenge. Young employees have short attention spans, employers have complicated benefits and total rewards programs, and HR departments have high-pressure responsibilities to communicate. Total compensation and benefits is the highest-cost item on the cash-flow statement, yet modern organizations are struggling to leverage that investment into engagement. Let's fix that! This fast-paced presentation outlines the scary HR issues on the horizon, describes what our compensation and benefits strategies should be, and recommends updated communication methods to reach the right audiences.

Learning Objectives:

  • A strategic understanding of the multiple HR issues coming down the pike.
  • A focused discussion of what today’s compensation and benefits strategies should look like.
  • An identification (based on those strategies) of the target audiences to be reached, the challenges posed by the environments in which those audiences work and live, and updated ways to address those communication challenges.
  • Proven, targeted methods for reaching both hard-to-understand, flighty Millennials and the newest generations of employees entering our work lives.
  • Fresh survey data from SHRM Research and other organizational strategy resources concerning advanced communication methods borrowed from the world of marketing/sales, and metrics for measuring success or failure.
Workplace Loneliness Is Killing Us
06/24/2019 01:30 PM - 02:30 PM | Room: TBD

1.00 SHRM PDCs | Competencies: Communication, Global & Cultural Effectiveness, Relationship Management | Intended Audience: Mid-Level
Presenter:
Stuart Chittenden, Founder & principal , Squishtalks
Workplace Application:
Cure workplace loneliness by creating a productive culture of connection—enabling your diverse talent to thrive and your business to flourish. 

Loneliness is plaguing our workplaces and it’s as deadly as smoking, alcohol and obesity. Lonely employees are less healthy and engaged, and lonely workplaces stifle creativity and performance. Curing this plague is a strategic priority for business success. Discover how HR can alleviate loneliness and foster a culture of connection and well-being. This will energize and improve individual employee performance and engagement, break down silos, boost organizational productivity, and nurture happiness and health.

Learning Objectives:

  • The devastating impacts of loneliness on employees, and the benefits of an inclusive, connected workplace culture.
  • How fostering high-quality relationships and a culture of strong social connections can alleviate workplace loneliness.
  • Practical approaches to developing and nurturing employee and organizational connections, turning weak ties into strong ones.
  • New skills, ideas, and specific customized tactics that can be applied directly in your workplace.
You Want Me to Do What?!: Introducing Analytics When You're an HR Department of One
06/24/2019 01:30 PM - 02:30 PM | Room: TBD

1.00 SHRM PDCs | Competencies: Business Acumen, Consultation, Critical Evaluation | Intended Audience: Mid-Level
Presenter:
Rich Huebner, Director, Data Architecture & Data Science , Houghton Mifflin Harcourt
Presenter:
Carla Patalano, SHRM-SCP, Program chair, New England College of Business
Workplace Application:
Implement an initial plan for HR data visualization and analytics within your organization. 

Repeated Wednesday at 10:00 a.m.

Regardless of the size of the HR department, organizations are calling on their HR practitioners to bring practical knowledge of analytics in setting up and executing a people strategy that supports business outcomes. Learn the basics of conducting exploratory data analysis and identify the next steps in growing your organization’s analytics capabilities. Through an interactive case study created specifically for HR professionals new to analytics, discover how to address the challenge created when a CEO says, “Can't we use analytics to solve our people problems?” Data visualizations created with Tableau Desktop provide  valuable insights into workforce trends, and help attendees pinpoint talent management problems and learn how to confirm or deny what the CEO already “knows.”

Learning Objectives:

  • A step-by-step approach to starting your first HR analytics project.
  • Specific data-structuring strategies for analytics and visualization.
  • Different analytics and data visualization approaches (e.g., descriptive, predictive, and prescriptive analytics).
  • Evaluating and creating a plan to grow your organization's analytics capabilities.
A Journey Through the Future of Health Care: First Stop–HR and Analytics
06/24/2019 03:00 PM - 04:00 PM | Room: TBD

1.00 SHRM PDCs | Competencies: Business Acumen, Critical Evaluation, HR Expertise | Intended Audience: Senior-Level
Presenter:
Sheryl Simmons, Chief human resources officer, Maestro Health
Workplace Application:
Leverage data insights to create a more engaged and healthier workforce and realize significant cost savings for your organization. 

Organizations that ignore their employees’ well-being, which ranges from financial to mental health, run the risk of missing an opportunity for cost reduction; after all, an unhealthy employee population costs its employer more than a healthy population. As employers take healthcare matters into their own hands, the future of healthcare parallels the future of HR. HR needs a way to lift the veil on the healthcare experience in order to understand what employers are paying for, help employees get healthier, and reduce costs for all parties. This session explains how employers can manage the holistic health of their workforce, why they should care about it, and how HR can navigate.

Learning Objectives:

  • Techniques and strategies for engaging employees often and effectively via an integrated platform, to motivate them to make the best choices for their personal health.
  • Arm employers with valuable information about the health of the workforce, based on data from employee interaction touchpoints.
  • Identify the most important and actionable insights from available data—with actions leading to more engagement, better decisions and outcomes, and decreased employer costs.
  • Communicate cost savings to the C-suite and take a larger, more strategic role in the organization.
Bringing Consistency, Meaning and Governance to a Global Recognition Program
06/24/2019 03:00 PM - 04:00 PM | Room: TBD
Track: Global HR

1.00 SHRM PDCs | Competencies: Global & Cultural Effectiveness, HR Expertise, Leadership & Navigation | Intended Audience: Senior-Level
Presenter:
Sandra Garcia, Global compensation co-lead for South America, General Motors
Presenter:
Natalie Baumgartner, Chief workforce scientist , Achievers
Workplace Application:
Find out how a globally dispersed organization can implement a cohesive recognition program that improves retention and performance and drives cultural change. 

Sixty different types of employee recognition programs were in play across General Motors’ workforce of 176,000 employees on six continents; new programs were being developed haphazardly, rendering them ineffective. Learn how the company partnered with Achievers to design and deliver a comprehensive, consolidated recognition program. The outcome was a consistent global experience that improved employee engagement and retention, positively influenced the work environment, and accelerated cultural change across regional offices.

Learning Objectives:

  • Create and manage a single, cohesive employee recognition program, localized for a global organization.
  • Integrate employee recognition programs into a culture driven by company values and strategy.
  • Gain insight into how technology adoption, combined with monetary and non-monetary elements, improves employee engagement and drives results.
  • Develop strategies, best practices and tips for empowering recognition across an organization, aligning company with employee values to drive desired behaviors and business outcomes.
  • Before implementing your recognition program, learn the three crucial required elements: creating a compelling business case, securing executive buy-in, and setting clear and measurable objectives.
Conscious Hiring®
06/24/2019 03:00 PM - 04:00 PM | Room: TBD
Track: Talent

1.00 SHRM PDCs | Competencies: Business Acumen, HR Expertise, Leadership & Navigation | Intended Audience: Senior-Level
Presenter:
Magi Graziano, CEO, KeenAlignment
Workplace Application:
Make an impact on your company's organizational effectiveness by ensuring that the people you bring on board are ideal for the job and for your company. 

Conscious Hiring® is a value-based employee selection system that can help you position yourself as a leader in for the 21st-century talent revolution. Risks such as the high cost of recruiting, the insidious price of a mis-hire, and the potential for turnover are daunting, but Conscious Hiring® gives you control over the hiring process to directly impact profitability, workforce effectiveness, and return on people investment. The model is key to employee engagement, retention and optimization in the workplace.

Learning Objectives:

  • Philosophically align new hires with your company's culture to ensure that they are highly qualified, dedicated to their role, and will get results.
  • Conscious Hiring® and development leverages your ability to act as a consultant inside your organization, fostering systemic corporate growth and transformation.
  • Learn and champion a lean recruiting model to increase your company's efficiency in the hiring process.
Fair-Chance Hiring: Shifting from Background-Check Compliance to Talent Strategy
06/24/2019 03:00 PM - 04:00 PM | Room: TBD
Track: Talent

1.00 SHRM PDCs | Competencies: Business Acumen, Ethical Practice, HR Expertise | Intended Audience: Mid-Level
Presenter:
Elizabeth Speck, Founder and principal, MindOpen Learning Strategies LLC
Presenter:
Toney Earl, Jr., Founder and executive director, M.A.D.E. Transitional Services
Presenter:
Roberta Meyers, Director of State Strategy & Reentry, Legal Action Center
Workplace Application:
Understand how to update your hiring process so that all applicants, including those with criminal records, have a fair chance to put their skills to work for you—while protecting your organization. 

You’ve likely heard the statistics on the high number of Americans with criminal records, and are aware of the national “ban-the-box” movement designed to prevent discrimination against such job applicants. But you might not know how to leverage this untapped talent pool while still protecting your company from negligent hiring and discrimination lawsuits. This session cuts through the rhetoric to provide tangible information on the why’s and how’s of hiring these individuals.

Learning Objectives:

  • Learn how to analyze criminal records when making hiring decisions to reduce bias while meeting your compliance obligations.
  • Be introduced to a model decision-making process.
  • Identify action steps to apply in your unique organization.

Get tips on selecting a background-check provider.

Help! I Need to Terminate My California Employee: Now What?
06/24/2019 03:00 PM - 04:00 PM | Room: TBD
Track: Compliance

1.00 SHRM PDCs | Competencies: Critical Evaluation, Ethical Practice, HR Expertise | Intended Audience: Mid-Level
Presenter:
Brenda S. Kasper, SHRM-SCP, SPHR-CA, Partner, Kasper & Frank LLP
Workplace Application:
Comply with the legal rules related to terminating a California employee, to reduce your organization's legal risk. 

California is the world's sixth-largest economy, so odds are that your organization has or will soon have a California employee—one who needs to exit the organization, either voluntarily or without choice. This presentation demystifies California employment law by identifying the essential legal rules that apply to California terminations. Take a deep dive into payroll and wage and hour rules related to termination, including final pay rules and whether terminated employees have earned bonuses, commissions or other post-termination pay. Related topics covered include protecting confidential information, prohibiting unfair competition, and making California termination decisions “litigation-proof.” To defend employee claims in litigation, you’ll get tips on how best to document California personnel actions.

Learning Objectives:

  • Comply with California employment law rules in order to exit employees effectively and reduce the risk of litigation.
  • Multistate employers can use ethical practice in determining how to comply with California employment law rules that conflict with and/or significantly expand employee rights in another state.
  • Audit the company's adherence with California employment law rules while utilizing attorney-client privilege to ensurie legal compliance and mitigate risk.
How to Ensure the Success of Your Variable Pay Program
06/24/2019 03:00 PM - 04:00 PM | Room: TBD

1.00 SHRM PDCs | Competencies: Communication, HR Expertise, Relationship Management | Intended Audience: Mid-Level
Presenter:
John A. Rubino, CCP, CBP, GRP, WLCP, President, Rubino Consulting Services
Workplace Application:
Learn a pragmatic, structured, step-by-step process for successfully designing, implementing and communicating variable pay programs. 

Evolving from a base pay environment to variable rewards is a significant cultural change for your organization, and there are a myriad of environmental, design, implementation and communication challenges that must be identified and addressed. If you're thinking about a new variable pay program but aren’t sure what to do, or if you have a plan operational but it‘s not motivating employees in the way you’d like, this presentation can help, as it offers a specific methodology to use and a series of structured steps to follow. The speaker demonstrates his pragmatic eight-step variable pay design approach, 10 criteria for success for variable pay, and variable rewards template that can be tailored for your organization.

Learning Objectives:

  • The issues and challenges to address and resolve when evolving your organization from base pay to variable rewards.
  • Proven tools for designing, implementing and communicating an organization-wide variable pay program: a step-by-step methodology, template, and 10 success criteria.
How to Transform Your HR Department Through Technology, Even If Your HR Department Is Just You
06/24/2019 03:00 PM - 04:00 PM | Room: TBD
Track: Technology

1.00 SHRM PDCs | Competencies: Business Acumen, Communication, Relationship Management | Intended Audience: Mid-Level
Presenter:
Tracie Sponenberg, SHRM-SCP, Senior vice president, human resources, The Granite Group
Workplace Application:
What you can do to make technology work for your HR department, even with very little money. 

Many HR professionals are afraid of technology, but we shouldn't be. Even those of us with limited knowledge in this area or who are working in small to nonexistent HR departments can use technology to our advantage, making not only our lives easier, but also the lives of our managers and employees. Be inspired by the example of a 500-employee, 35-location wholesale distribution company that transformed its HR functions with new technology and just two (and a half) team members.

Learning Objectives:

  • How to find hidden money in existing contracts to pay for technology upgrades.
  • How to leverage your broker relationship for maximum value.
  • How to source and select potential technology vendors.
  • How to convince the C-suite of the need for new technology.
HR's Already Gone Global: How to Use Social Media to Navigate Your Career
06/24/2019 03:00 PM - 04:00 PM | Room: TBD
Track: Global HR

1.00 SHRM PDCs | Competencies: Global & Cultural Effectiveness, Leadership & Navigation | Intended Audience: Mid-Level
Presenter:
Renee Robson, Learning and Organizational Development manager , YMCA Victoria
Workplace Application:
Get out of your comfort zone and learn how to use LinkedIn, Twitter, Facebook and other tools to help your career. 

HR has already become global. To make real connections with people within your own state or country and across international borders, gain a deeper understanding of social media. Connecting and learning from others will activate your professional development, help you design the career you want, and become a more effective business partner.

Learning Objectives:

  • Understand how to use social media to activate your own career path.
  • Evaluate the effectiveness of social media for navigating HR operations across different countries.
  • Which advice to take and which to ignore when you’re considering the use of social media in a global HR context.
MEGA SESSION Become a Growth Mindset Organization
06/24/2019 03:00 PM - 04:00 PM | Room: TBD
Type: Mega Session

1.00 SHRM PDCs | Competencies: Leadership & Navigation, Consultation, Global & Cultural Effectiveness | Intended Audience: Senior-Level
Presenter:
David Rock, Director, NeuroLeadership Institute
Workplace Application:
In this session, attendees will learn the steps and benefits towards creating a growth mindset culture at the workplace. 

In the world of learning, a growth mindset is the belief that human abilities are not fixed, but instead are developable over time. Research in social psychology has shown that this mindset can make people more likely to improve after setbacks and view change as an exciting challenge, rather than a demotivating threat. On the organizational level, this can translate to greater employee engagement, better teamwork, and the ability to adapt in the face of uncertainty.

Learning Objectives:

  • Explore the research and theory behind organizational growth mindset.
  • Understand the best practices for embedding growth mindset across an organization.
  • Learn how some leading organizations have shifted their entire cultures around the idea.
MEGA SESSION Elevate Your Game: Moving from Tactical Thinker to Strategic Leader
06/24/2019 03:00 PM - 04:00 PM | Room: TBD
Type: Mega Session
Track: Leadership

1.00 SHRM PDCs | Competencies: Leadership & Navigation, Business Acumen | Intended Audience: Senior-Level
Presenter:
Valerie M. Grubb, Principal, Val Grubb & Associates, Ltd.
Workplace Application:
Find out what it takes to be a strategic leader in today's hyper-competitive landscape and what you need to do to step up your game. 

Where are you on the strategic-thinking spectrum? HR professionals are inclined to deal with what's right in front of them or due today, and yes, sometimes you have to take that here-and-now approach. But if you find yourself focused only on tactical issues as days or weeks go—getting lost in the details rather than navigating the bigger picture—you're doing your department, company and career a huge disservice. Keeping pace with tomorrow’s demands requires an HR department that leads company-wide strategic initiatives; your company's very survival may well depend on it, as those that fail to innovate are finding it tougher and tougher to compete. Learn how to elevate your game and move from tactical thinker to strategic leader.

Learning Objectives:

  • What it means to think and lead strategically.
  • How to make time to strategize even when you're already underwater.
  • How to focus on the 20 percent of your efforts that result in 80 percent of the benefits.
  • How to avoid falling into the trap of doing a task simply because it's easy.
  • The six facets of strategic thinking: where you are now on the spectrum; how to improve in each area.
  • How to get from business need to action by creating an implementation plan to accomplish the strategic goals you've identified.
MEGA SESSION HR Rising!! From Ownership to Leadership
06/24/2019 03:00 PM - 04:00 PM | Room: TBD
Type: Mega Session
Track: Leadership

1.00 SHRM PDCs | Competencies: Leadership & Navigation, Communication | Intended Audience: Mid-Level
Presenter:
Steve Browne, SHRM-SCP, SHRM Board Member, Executive director of Human Resources, LaRosas, Inc.
Workplace Application:
Learn how you can evolve your leadership style to continue to demonstrate the value that both you and HR bring to your organization. 

HR has the opportunity to shape, define and implement the people practices that drive a business’s success. The time to move HR from a “support” function to a leadership resource is now. HR can be fully integrated throughout an organization and assume the mantle of leadership while making this a reality. This session will break down the current state of HR and its traditional approach and provide an exciting, relevant alternative that can work in all types of organizations. You will learn how to awaken the leadership attributes that already exist in HR for yourself both personally and professionally.

Learning Objectives:

  • Equip those who manage people to be effective, consistent and supportive.
  • Eliminate (or reduce) the time and practice of “Report and Control.”
  • Leading through all you do intentionally regardless of the level of your HR role.
  • Develop, develop, develop – How growth is an on-going continuum that has no end.
MEGA SESSION It's Not Magic: You Too Can Create a Culture of Futures Thinkers
06/24/2019 03:00 PM - 04:00 PM | Room: TBD
Type: Mega Session
Track: Talent

1.00 SHRM PDCs | Competencies: Business Acumen, Leadership & Navigation | Intended Audience: Senior-Level
Presenter:
Richard Ramsey, Vice president, HR - Walt Disney International, The Walt Disney Company
Workplace Application:
Transform your department or organization into “futures thinkers” equipped to handle a new operating environment. 

Disruption is the new normal. Global organizations have been experiencing aggressive growth targets and challenging labor markets, and media giant The Walt Disney Company is no exception. Walt Disney International’s former vice president of HR tells the story of how he led a multi-phased change management effort across the worldwide enterprise, building a culture of “futures thinkers.” He details the practical lessons learned as HR reframed strategy processes, identified talent and skills gaps, produced future-empowered innovations, and established a new leadership competency.

Learning Objectives:

  • Why strategic foresight is a critical methodology, skill set and mindset for the 21st century.
  • How creating a culture of futures thinking can pressure-test existing strategies, lead to the development of innovative products and services, drive the identification of gaps in talent and skills, and inspire other business segments to take action.
  • The importance of creating a global standardized training program implementing local and custom integrations when rolling out a change management effort.
MEGA SESSION Parlay: Connecting with People in a New Way
06/24/2019 03:00 PM - 04:00 PM | Room: TBD
Type: Mega Session
Track: Communication

1.00 SHRM PDCs | Competencies: Relationship Management, Leadership & Navigation, Communication | Intended Audience: Mid-Level
Presenter:
Jerrod Murr, Co-founder, and director of leadership development, Paradigm Shift
Workplace Application:
How to make meaningful connections with peers and leverage those connections for mutual gain. 

What is the difference in a network and a sphere of influence? In the new global economy, relationships are the currency of choice. The way in which you do business is more relevant than any other time in human history. In this keynote, we will discuss proven strategies for making more meaningful connections with peers, how to strengthen those relationships, and how to leverage those connections for mutual gain.

Learning Objectives

  • Identify 3 ways to more effectively use social media.
  • Change the way they view networking opportunities.
  • Create 2 new strategies for connecting with contemporaries.
MEGA SESSION Seven Steps to Creating Bulletproof Documentation
06/24/2019 03:00 PM - 04:00 PM | Room: TBD
Type: Mega Session
Track: Compliance

1.00 SHRM PDCs | Competencies: Relationship Management, Communication, Critical Evaluation | Intended Audience: Mid-Level
Presenter:
Allison West, Esq., SHRM-SCP, SPHR, Principal, Employment Practices Specialists
Workplace Application:
Learn the seven steps to creating documentation that will withstand the scrutiny of a judge or jury. 

You hear it from your legal counsel all the time: document, document, document. But they never teach you or your managers how. Learn the seven steps to creating solid, bulletproof documentation.  Effectively transcribe your verbal coaching, counseling or disciplinary conversations. Recognize words to avoid and red flags for discrimination. Know the benefits and hazards of electronic documentation. Leave the session with a usable framework and tips for perfecting your documentation.

Learning Objectives:

  • Learn to document expectations, policy violations, performance issues and consequences.
  • Properly document an employee's explanation and action plan.
  • Understand which words and phrases to avoid when documenting.
  • Learn about documentation disasters that create liability.
Mental Health in the Workplace: HR's Role in Promoting Environments of Acceptance and Productivity
06/24/2019 03:00 PM - 04:00 PM | Room: TBD

1.00 SHRM PDCs | Competencies: Consultation, HR Expertise, Relationship Management | Intended Audience: Mid-Level
Presenter:
Joni N. Dolce, Assistant professor , Rutgers, The State University of New Jersey
Workplace Application:
Create mental health-friendly work environments conducive to employee productivity and where stigma is diminished. 

Mental health issues can have a negative impact on an employee's productivity and the overall morale of an organization. Stress, depression, anxiety and other mental health problems may contribute to an employee's increased absenteeism, lateness, and overall drive to do well and succeed in a company. This workshop will explore strategies that HR professionals can utilize to retain workers with mental health problems, and to create supportive and accessible environments that allow for increased productivity.

Learning Objectives:

  • Identify mental health problems in the workplace and understand their consequences.
  • Learn the strategies and locate the resources to accommodate and support employees' mental health and wellness.
  • Recognize the benefits to businesses that promote mental health-friendly practices.
Results-Based KPIs: Demonstrating Your Impact for Bottom-Line Results
06/24/2019 03:00 PM - 04:00 PM | Room: TBD

1.00 SHRM PDCs | Competencies: Business Acumen, Critical Evaluation | Intended Audience: Senior-Level
Presenter:
Zahid Ali Mubarik, SHRM-SCP, CEO , HR Metrics
Workplace Application:
Develop results-based key performance indicators (KPIs) for your teams, department and organization. 

Organizational KPIs are always measurable and results-oriented. Employee KPIs, however (except for sales and operations employees), lack verifiable impact. The following problematic issues are usually seen in employee KPIs: excessive focus on measuring job activities and attributes, rather than results; a blurred line of sight between business and employee KPIs; performance appraisals based on subjective phrases and likes/dislikes, rather than on evidence-based outcomes; no objective criterion to validate individual performance with business performance. This session is designed to share the process of aligning employee KPIs with organizational KPIs for verifiable impact.

Learning Objectives:

  • Analyse the organization's vision, mission, values, goals and objectives.
  • Determine organizational priorities in terms of quantity, cost, timeliness, compliance and quality of work.
  • Develop a framework to align employee KPIs with organization KPIs for verifiable impact.
The Integration Journey from the Public Sector to the Private Sector: The People Story
06/24/2019 03:00 PM - 04:00 PM | Room: TBD

1.00 SHRM PDCs | Competencies: Communication, Leadership & Navigation, Relationship Management | Intended Audience: Senior-Level
Presenter:
Irene Stella Agyenim-Boateng, CEO , Professional HR Consult
Workplace Application:
A story of best practices in people management strategies for business transformation in an African context. 

Repeated Wednesday at 11:30 a.m.

 

The integration journey is the story of how the umanesource management function led a business transformation when the shareholding structure of the company changed. It describes the evolution of a state-owned company into a commercially viable, performance-oriented, culturally agile and customer-centric organization. The transformation, which occurred in a unionized environment in an African setting, made impacts on organizational structures, rebranding, reorganization, retrenchments and other people-related initiatives. The end results were phenomenal and the lessons learned worth sharing.

Learning Objectives:

  • Knowing what people strategies are needed in business transformation.
  • Helping employees handle the psychological impact of retrenchment.
  • Applying multiple communication channels for business transformation.
  • Understanding effective stakeholder management.
The Trust Edge: How Top Leaders and Organizations Drive Business Results Through Trust
06/24/2019 03:00 PM - 04:00 PM | Room: TBD

1.00 SHRM PDCs | Competencies: Relationship Management, Leadership & Navigation, Business Acumen | Intended Audience: Senior-Level
Presenter:
David Horsager, CSP, CPAE, Business strategist, author, CEO , Trust Edge Leadership Institute
Workplace Application:
Get a fresh perspective on trust, and tools for solving organizational challenges. 

Trust is a fundamental, bottom-line issue. Without trust, leaders lose teams, salespeople lose sales, and organizations lose reputations, relationships, revenue, and the retention of good people. With trust, individuals and organizations enjoy greater creativity, productivity, freedom and results.

Learning Objectives:

  • The eight pillars of the most successful leaders and organizations.
  • The “How? How? How?™ Strategy” for sparking momentum, seeing immediate results and inspiring trust.
  • Keys to building morale, sales and customer loyalty.
  • The newest research on how to develop trust—individually, in your team and in your organization—and avoid going extinct in the new economy.
Why Employers Need to Think of Artificial Intelligence as an Employee
06/24/2019 03:00 PM - 04:00 PM | Room: TBD
Track: Technology

1.00 SHRM PDCs | Competencies: Business Acumen, Critical Evaluation, Leadership & Navigation | Intended Audience: Senior-Level
Presenter:
Jim Link, CHRO, Randstad North America
Workplace Application:
Lay the foundation for an agile workforce model that leverages artificial intelligence (AI), project-based, and full-time employees. 

The future workforce will consist of three segments: traditional, agile, and AI “workers.” The latter two are the faster-growing by far—driven by employee preference, financial pressure, and the ability to pivot at moment's notice. Within the next few years, 40 percent of a business’s workforce should be agile: deployable at any time. Companies need to effectively utilize agile workers, delivering experience to them in exchange for output; in return, the employer will have a group of employees willing to have another work experience with them in the future. Companies can use a more demand-based employment model, contracting with workers who possess the skills for the task at hand as well as an agile, results-first mentality. HR leaders should rethink and redesign their employment models to ensure business sustainability, helping hiring managers see how companies’ needs can be met by non-full-time employees.

Learning Objectives:

  • Understand why and how to make AI, robotics and automation a true employee segment, using it as a scalable means of handling entire tasks and interactions (and anticipating more than small efficiency gains).
  • Uncover which functions are prime for agile workers—even core functions capable of being completed as tasks and projects by contractors or AI, rather than by full- or part-time dedicated employees—and model an ideal employee/function mix based on the outputs your company needs.
  • Learn how to set up an infrastructure for agile workers, starting with the hiring and evaluation processes, and break with the traditional way of evaluating employees; longevity and promotions can't be the mechanism by which people are judged for a job.
  • Find out how to tap into the existing pool of agile talent, and cultivate a talent network based on resources that employers have been leveraging for years (such as alumni networks, reverse-mentoring and referrals).
  • Gain insight into how to sell the agile workforce to management and talent acquisition, since it's a lucrative relationship for both; employees can benefit in terms of finances, diversity and work-life balance.

    Lay the foundation for an agile workforce model that leverages artificial intelligence (AI), project-based, and full-time employees.

    The future workforce will consist of three segments: traditional, agile, and AI “workers.” The latter two are the faster-growing by far—driven by employee preference, financial pressure, and the ability to pivot at moment's notice. Within the next few years, 40 percent of a business’s workforce should be agile: deployable at any time. Companies need to effectively utilize agile workers, delivering experience to them in exchange for output; in return, the employer will have a group of employees willing to have another work experience with them in the future. Companies can use a more demand-based employment model, contracting with workers who possess the skills for the task at hand as well as an agile, results-first mentality. HR leaders should rethink and redesign their employment models to ensure business sustainability, helping hiring managers see how companies’ needs can be met by non-full-time employees.

    Learning Objectives:

  • Understand why and how to make AI, robotics and automation a true employee segment, using it as a scalable means of handling entire tasks and interactions (and anticipating more than small efficiency gains).
  • Uncover which functions are prime for agile workers—even core functions capable of being completed as tasks and projects by contractors or AI, rather than by full- or part-time dedicated employees—and model an ideal employee/function mix based on the outputs your company needs.
  • Learn how to set up an infrastructure for agile workers, starting with the hiring and evaluation processes, and break with the traditional way of evaluating employees; longevity and promotions can't be the mechanism by which people are judged for a job.
  • Find out how to tap into the existing pool of agile talent, and cultivate a talent network based on resources that employers have been leveraging for years (such as alumni networks, reverse-mentoring and referrals).
  • Gain insight into how to sell the agile workforce to management and talent acquisition, since it's a lucrative relationship for both; employees can benefit in terms of finances, diversity and work-life balance.
Brace for Impact: Action Planning for When Disaster Strikes
06/24/2019 04:15 PM - 05:15 PM | Room: TBD

1.00 SHRM PDCs | Competencies: Critical Evaluation, HR Expertise, Leadership & Navigation | Intended Audience: Senior-Level
Presenter:
Timothy Mutrie, Senior vice president, Marketing/IT , ACI Specialty Benefits
Workplace Application:
Learn crisis readiness and action-plan steps to protect your workforce during critical incidents, natural disasters and workplace violence. 

In the first six months of 2018, the U.S. experienced 154 mass shootings, 1.5 million acres burned in wildfires, 1,500 residents displaced from Hawaii's volcanic eruption, and 46 deaths in devastating tornadoes, mudslides and severe winter storms. The age of crisis is here. HR leaders have to ask the tough question: Are we prepared for when disaster strikes?

Learning Objectives:

  • Explore the five key areas of crisis readiness for any workplace.
  • Learn how to respond to workplace violence by applying the lessons from a harrowing case study.
  • Review post-incident action steps to address employees’ mental health and restore organizational stability.
  • Understand the new roles and expectations of HR leaders in crisis preparedness, response and resilience.
Building an Army in an HR Department of One
06/24/2019 04:15 PM - 05:15 PM | Room: TBD
Track: Talent

1.00 SHRM PDCs | Competencies: Business Acumen, HR Expertise, Relationship Management
Presenter:
Colleen D. Pfaller, Founder/Talent partner , A Slice of HR
Presenter:
Melanie D. Booher , Chief People officer , MB Consulting
Workplace Application:
Learn to recruit, pay and leverage 1099 employees to meet HR objectives as a Department of One (DOO). 

It's no secret that HR has big-time expectations, and this is amplified when you are the single HR professional for your entire organization. Your company size or budget doesn't justify adding more HR staff; you alone are expected, as a DOO, to recruit an awesome team, build an award-winning benefits package, design flawless training sessions, enter precise data into the HRIS database and much more. Prioritizing works for a while, but you need help: it's time to get creative! How can HR leverage the gig economy to keep you ahead of the game? This interactive session will help you build a virtual team of experts to conquer your most critical projects—without hiring a single full-time employee.

Learning Objectives:

  • Understand the differences between an employee and contractor.
  • Find out about three sources for recruiting 1099 HR contractors.
  • Know the processes and paperwork required to hire a 1099 contractor.
Communicate Your Way to the Top!: Communication Strategies for Female Leaders Who Want to Stand Out
06/24/2019 04:15 PM - 05:15 PM | Room: TBD
Track: Communication

1.00 SHRM PDCs | Competencies: Communication, Leadership & Navigation, Relationship Management | Intended Audience: Mid-Level
Presenter:
Carol Leonie Maria Schulte, Facilitator, Living BIG, Toronto
Workplace Application:
Learn effective communication strategies to be assertive and authentic, so you can speak up, stand up, and stand out. 

 The quality of our life is directly related to the quality of our communication. Effective communication as a female leader in the workplace is a skill that’s more than beneficial—it's essential. Learn how to demonstrate as well as demand respect, regardless of your audience. Understand how and when it pays to be assertive, and what that looks like. Uncover techniques that enable you to engage in powerful conversations with different personalities, cultures and generations.

Learning Objectives:

  • Gain valuable insights into your own communication habits, and leverage an understanding of other communication styles.
  • Learn to craft your communications according to your audience and desired outcomes.
  • Discover the common ground between your personality and the many different personalities of those you work with.
  • Explore the key active-listening techniques that will positively impact your business communications.
  • Understand the differences between passive, assertive, and aggressive communication, and when to utilize each.
Employee Engagement: The Art of Valuing Employees
06/24/2019 04:15 PM - 05:15 PM | Room: TBD
Track: Talent

1.00 SHRM PDCs | Competencies: Communication, Relationship Management | Intended Audience: Senior-Level
Presenter:
Caron Greaves, SHRM-SCP, Managing director, Choice HR Limited
Workplace Application:
Increased productivity speaks directly to your bottom line, so boost profits by incorporating care, fun and value with your teams. 

A motivated and engaged workforce translates into highly productive employees who can help you achieve your business goals. As HR pilots, you must convince the C-suite that employee engagement supports big returns—easier said than done. Play while practicing with tools that foster an environment of increased productivity in your team. Care about and control employee engagement now to avoid unpleasant turbulence later.

Learning Objectives:

  • Discover the employee engagement continuum to appreciate how engagement impacts effectiveness.
  • Leverage approaches that elevate the people side of business, linking engagement with business outcomes and metrics.
  • Apply practical strategies to celebrate workforce stars and keep them “plugged in.”
  • Return to work with practical, ready-to-use tools to support your engagement efforts.
Land O’Lakes’ Lessons Learned: Its Journey to a Holistic Health and Wellness Program
06/24/2019 04:15 PM - 05:15 PM | Room: TBD

1.00 SHRM PDCs | Competencies: Communication, Consultation, Relationship Management | Intended Audience: Senior-Level
Presenter:
Emily Maher, Director of Benefits , Land O’Lakes
Workplace Application:
A holistic well-being approach to employee health, which includes patient satisfaction as a component, realizes value on investment (VOI). 

 

The “LifeEvenBetter” health and wellness program at Land O’Lakes, the third-largest cooperative in the U.S., provides more than 10,000 employees with tools and resources to live a healthier life. The organization takes a total well-being approach to help employees find balance across their physical, financial and emotional health. Land O’Lakes also offers a holistic health center that serves as a hub for its well-being initiatives, meeting employees where they are in their health journeys.

Learning Objectives:

  • Review the components of a holistic well-being employee health and wellness offering.
  • Learn about the increase in patient participation across existing on-site health programs.
  • Understand VOI and how a holistic well-being approach measures up.
Making Work Agile: HR’s Role in Empowering Success
06/24/2019 04:15 PM - 05:15 PM | Room: TBD
Track: Talent

1.00 SHRM PDCs | Competencies: Business Acumen, Consultation, Leadership & Navigation | Intended Audience: Senior-Level
Presenter:
Tracy Brower, Principal, Applied Research + Consulting
Presenter:
Laurent Bernard, Vice president, Global Talent Management , Steelcase
Workplace Application:
See how HR can take a leadership role to support an agile environment and create a holistic experience for work, workers and workplace in new ways. 

“Agile” is the important work process taking hold in IT groups and other areas across organizations, and HR plays a critical part in leading and supporting the initiative. Learn the key tenets of agile work to understand how HR can take a primary role in applying it to shape a positive, holistic work experience—with consideration for leadership, teams and individuals, and for work, workers and workplace. Gain the necessary information about agile work that enables you to make a powerful impact in your organization.

Learning Objectives:

  • Increase your knowledge of what agile means and how to support your internal customers.
  • Understand a new model for creating a holistic work experience in support of an agile workplace.
  • Discover key leadership behaviors you can activate to be successful.
  • Learn about the elements of team dynamics that are most critical to establishing an agile workplace.
  • Empower the HR function to lead and support an agile workplace in new ways.
MEGA SESSION Benefits in the Workplace: An Update, and Competitive Practices for Impact in 2019
06/24/2019 04:15 PM - 05:15 PM | Room: TBD
Type: Mega Session

1.00 SHRM PDCs | Competencies: Consultation, HR Expertise | Intended Audience: Mid-Level
Presenter:
Liz Supinski, Director, Research Projects, , SHRM
Workplace Application:
Explore common trends in the use of competitive practices and behavioral science to design and evaluate your benefits program, to ensure that it is meeting the strategic objectives of your organization. 

SHRM conducts a large-scale annual survey of trends in the strategic use of benefits. This survey investigates how organizations are making use of their benefits to enhance their talent management strategies and the lives of their employees. In this session, data collected from the survey serves as a launchpad for describing how you can make better use of competitive practices and findings from behavioral science to make your benefits programs more strategic and impactful.

Learning Objectives:

  • The most prevalent trends in benefits.
  • How your organization can optimize your benefits program.
MEGA SESSION Candid Conversations That Drive Results
06/24/2019 04:15 PM - 05:15 PM | Room: TBD
Type: Mega Session
Track: Communication

1.00 SHRM PDCs | Competencies: Communication, Leadership & Navigation, Relationship Management | Intended Audience: Mid-Level
Presenter:
Tracy Butz, CSP, Owner, Think Impact Solutions
Workplace Application:
Effectively engage in open, meaningful dialogue to more fully understand one another and achieve enhanced, more productive, positive relationships. 

Stepping up and having a difficult conversation is no fun, easy task: it’s uncomfortable and stressful. But if we choose to not say anything, the issue is unlikely to get better and potentially can get even worse. This session focuses on how to effectively engage in open, meaningful dialogue, which will help us more fully understand one another and achieve enhanced, more productive and positive relationships. Learn to share tough messages in a way that maximizes candor and minimizes defensiveness, using six powerfully effective strategies.

Learning Objectives:

  • When you bring up a concern, realize how the other person’s perception of your intent—why you brought it up—will influence their behavior during the discussion.
  • Determine the correct timing and location for a conversation, and when a face-to-face conversation is not possible, understand the challenges.
  • Begin a conversation in an effective way that invites dialogue, clearly communicating the facts and focusing on the behavior rather than on the person.
  • Encourage the other person to share their thoughts and feelings, acknowledging your understanding of their point of view and asking questions for clarification when appropriate.
  • Discover how to effectively reduce defensiveness when sharing a tough message, to recognize natural tendencies when emotions begin to elevate, and to quickly correct unintentional poor behavior, getting the discussion back on track.
MEGA SESSION Changing the Culture, Not Checking the Box: Management Training in Today's Workplace
06/24/2019 04:15 PM - 05:15 PM | Room: TBD
Type: Mega Session
Track: Compliance

1.00 SHRM PDCs | Competencies: Communication, Consultation, HR Expertise | Intended Audience: Mid-Level
Presenter:
Joseph L. Beachboard, Shareholder, Ogletree Deakins
Workplace Application:
Implement effective training techniques that will help keep trainees interested—and out of the courtroom. 

 

HR professionals have the unenviable task of trying to make routine training for supervisors and managers fresh, interesting and instructive. How can HR change workplace culture—as opposed to just checking a box—around such matters as proper documentation, meaningful performance appraisals, sexual harassment prevention, discipline risks and more? How do you keep the attention of managers who are receiving the same message over and over, year after year? This session offers creative, interactive approaches to management training and explores the essential training topics for 2019.

Learning Objectives:

  • Why harassment, leadership, and diversity and inclusion should be on your list of must-do training.
  • How to engage your audience and keep people’s attention.
  • An examination of unconscious bias and its impact on the workplace.
MEGA SESSION Cultural Transformation at Microsoft
06/24/2019 04:15 PM - 05:15 PM | Room: TBD
Type: Mega Session
Track: Talent

1.00 SHRM PDCs | Competencies: Ethical Practice, HR Expertise, Leadership & Navigation | Intended Audience: Senior-Level
Workplace Application:
Share what Microsoft has learned throughout its ongoing cultural transformation. 

 

Over the last three years, Microsoft has been on a journey to rediscover its soul, transforming its culture from one of “know-it-alls” to one of “learn-it-alls” grounded in a growth mindset. Hear from the key leader and learner in this ongoing process.

Learning Objectives:

  • Growth mindset.
  • Empathetic leadership.
  • Cultural transformation.
MEGA SESSION How to Be a Better Business Partner
06/24/2019 04:15 PM - 05:15 PM | Room: TBD
Type: Mega Session

1.00 SHRM PDCs | Competencies: Business Acumen, Critical Evaluation, Leadership & Navigation | Intended Audience: Mid-Level
Presenter:
Joe Rotella, SHRM-SCP, Chief marketing officer, Delphia Consulting, LLC
Workplace Application:
Become a better business partner so that you can help drive HR's agenda forward while creating alignment with the organization's strategic plan. 

 

Many HR professionals were attracted to the career because they felt they were a “people person.” That's great—those skills have value and make a difference. But if you want others to really value your ideas and insights, trust your judgment and leadership, and leverage your talents, you need to demonstrate that you can think like a business professional—one who happens to have expertise in HR. This workshop shows you how to seize opportunities, make decisions, evaluate costs against a value proposition, prevent problems early on, quickly solve problems that do arise, and present the business case for desired changes in your organization. Transform your thinking and the business around you: learn this process and understand how it relates to successfully presenting your ideas.

Learning Objectives:

  • A strategy for finding and evaluating opportunities against an organization's strategic objectives.
  • Understand the potential value of the result of a decision to determine the return on investment (ROI).
  • Work with others in the organization to find solutions to business problems that affect the bottom line.
The Critical Skills an HR Leader Needs in the Artificial Intelligence Era
06/24/2019 04:15 PM - 05:15 PM | Room: TBD
Track: Technology

1.00 SHRM PDCs | Competencies: Communication, Consultation, Relationship Management | Intended Audience: Mid-Level
Presenter:
Ben Eubanks, SHRM-SCP, Principal analyst, Lighthouse Research, Founder, upstartHR
Workplace Application:
To maintain credibility as business leaders, HR leaders need to understand which high-priority skills will be necessary to succeed in an AI-driven workplace. 

With more and more HR technology providers spotlighting artificial intelligence (AI) to automate HR tasks, what skills will be necessary in the workplace of tomorrow for delivering value as an HR leader? Insights from research and interviews with executives inform the answer to this question, pinpointing the key competencies that HR leaders should prioritize.

Learning Objectives:

  • Identify the skills and competencies necessary for HR leaders to succeed in an automated workplace.
  • Examine some of the key developments impacting HR technology.
  • Recognize how AI is enabling HR to become more human, not less.
Translating HR to Net Profit: Showing the C-Suite the Real Bottom-Line Impact of HR at Your Firm
06/24/2019 04:15 PM - 05:15 PM | Room: TBD

1.00 SHRM PDCs | Competencies: Business Acumen, Consultation, Leadership & Navigation | Intended Audience: Senior-Level
Presenter:
David Lewis, Founder, president and CEO, OperationsInc.
Workplace Application:
Learn how to clearly demonstrate the return on investment (ROI) of HR-related functions, using practical tools to make a strong case for HR. 

 

As the HR function continues to evolve, so too does the increased need to demonstrate that HR related initiatives are in fact paying off and are worth the investment and expense. Yet HR departments and leaders continue to struggle with methods for quantifying their efforts and results. While other functional areas of businesses (e.g., marketing, finance) are laser-focused on converting their efforts into direct ROI, HR professionals are not always clear on what to present, how to present it, and how to convert it to hard data worthy of respect from the C-suite. This session teaches participants to clearly and succinctly demonstrate ROI as it relates to HR-related functions to prove an HR department's value and worth, and provides tools to make the best HR-related decisions for the organization.

Learning Objectives:

  • Employee benefits: Simple methods for quantifying how fully provided, shared cost, and voluntary benefit plans contribute to your orgnaizations’ ability to retain and attract talent.
  • Recruiting and sourcing: Ways to document all associated expenses (e.g., time, postings, testing, agencies, tools, HRIS) to show the resulting ROI.
  • Professional development/training: Tracking the mix of cost consumed for said efforts plus the end results and impact on the businesses.
  • Turnover: How to measure its economic impact on your business, how to use this data to fuel other preemptive initiatives, as well as how to convert the data collected from exit interviews and resulting action items into a dollar value to demonstrate this value and effort.
  • Technology:- Correlating the expense associated with implementing new tech tools in HR and the resulting impact on efficiency and flow of your HR department.
Wage and Hour Compliance: A DOL Update, and Ways to Avoid Overtime Liability Landmines
06/24/2019 04:15 PM - 05:15 PM | Room: TBD
Track: Compliance

1.00 SHRM PDCs | Competencies: Consultation, Critical Evaluation, HR Expertise | Intended Audience: Mid-Level
Presenter:
Robert A. Boonin, Member, Dykema
Workplace Application:
A highlight on the trends employers need to understand to better bring their payroll practices into compliance with the Fair Labor Standards Act (FLSA). 

 

The current administration's leadership and initiatives at the Department of Labor (DOL) have had some time to gel, and new themes and nuances have emerged. Employers can avoid making inadvertent but expensive wage and hour compliance mistakes by attending this discussion of the following developments and more: Where are we with respect to new exemption regulations and other overtime-related regulations? What can we glean from recent Wage & Hour Opinion Letters? What course is the DOL on with respect to wage and hour issues, and is Congress primed to chime in? Have the courts been making it easier or harder for employers to combat overtime lawsuits? What are the most common mistakes employers make in exempting employees and in properly calculating hours worked and the regular rate of pay for overtime purposes? How can employers best avoid these compliance traps?

Learning Objectives:

  • Learn about the latest trends in overtime pay enforcement from the DOL's perspective, the latest DOL compliance and regulatory initiatives, and wage and hour developments from Capitol Hill.
  • See how your employer may be vulnerable to wage and hour litigation, and gain techniques to help avoid litigation, or to position the company to win if it’s confronted by litigation.
  • Grasp the major problems employers face with respect to misclassifying employees as exempt from overtime pay, and discover techniques for analyzing jobs so that employees are properly classified as exempt versus non-exempt.
  • Understand how employers become liable for miscounting time for overtime pay calculation purposes, so that they can avoid such practices in the workplace.
  • Better appreciate the nuances involved in properly calculating the regular rate of pay while paying for overtime, and avoid the liability that employers too often innocently incur.

06/25/2019

Choice as the New Competitor: Use the Employee Experience to Recruit and Retain Top Talent
06/25/2019 07:15 AM - 08:15 AM | Room: TBD
Track: Talent

1.00 SHRM PDCs | Competencies: HR Expertise, Consultation, Business Acumen | Intended Audience: Senior-Level
Presenter:
Stacey Kervin, SHRM-CP, Manager, HR Practice Group, Kronos
Workplace Application:
Learn why employee choice is every organization's biggest competitor, and how to target the right lifecycle milestones for a great employee experience. 

Employers are struggling to attract, retain and engage talent with the skill sets required to meet strategic objectives. At the same time, employees are looking for alternative work arrangements, flexible hours, more control over their time, and a consumer-like experience. What do these new expectations mean for HR? How can you leverage HR technology to provide a great employee experience?

Learning Objectives:

  • Understand changing employee expectations in order to prepare for the future.
  • Identify the key employee lifecycle milestones that influence the overall employee experience.
  • Explore the benefits of integrated business applicationsand emerging technologies that can provide employees with a consumer-grade experience.
Commute as a Benefit: Lessons from Delta Dental of Washington
06/25/2019 07:15 AM - 08:15 AM | Room: TBD

1.00 SHRM PDCs | Competencies: Business Acumen, Critical Evaluation | Intended Audience: Senior-Level
Presenter:
Karen Aliabadi, Chief human resource strategist, Delta Dental of Washington
Workplace Application:
Learn how commute benefits help attract and retain top talent while serving both your bottom line and your business’ mission.  

Commute as a benefit is a priority human resource strategy for Delta Dental of Washington (DDWA). When DDWA decided to move their headquarters just five miles from North Seattle to the South Lake Union neighborhood in downtown Seattle, they surveyed employees and found that the biggest concern during relocation was the commute. As such, DDWA executed a change management process that turned the employee commute from an obstacle to a benefit. DDWA set a goal to retain all employees during the relocation – a goal which they met. By providing commute as a benefit as an HR strategy, DDWA was able to retain all of their employees and also attract new talent. Their employees are happier, healthier, and more productive as a result of their commute benefits. Commute benefits don’t just impact the HR bottom line, but also save money through better parking management and utilization. In conjunction with their relocation, the HR team invested in a telecommuting program which involved technology investments, workplace culture shifts, and manager education. Telecommuting is now their most common commute at 25%. Employees are happier with the flexibility and the HR team packages this as a benefit when hiring new employees. This presentation will explain how DDWA leads with empathy and puts the employee experience at the forefront of their strategy. You will learn about their commute benefits program – powered by the Luum platform – and how it has positively impacted their workplace culture, HR strategy, and bottom line.

Learning Objectives:

  • Understand how commute benefits play a key role in attracting and retaining employees.
  • Review the role of employee commute benefits and identify other key investments to successfully influence employee selection of alternative commute modes.
  • Understand available technologies to support innovative commute benefits administration and parking management.
  • Learn best practice for commute benefits policy and innovation.
How Student Loan Debt Affects Employees Across Generations: Strategies to Help Employees at All Levels
06/25/2019 07:15 AM - 08:15 AM | Room: TBD

1.00 SHRM PDCs | Competencies: Communication, Global & Cultural Effectiveness, Leadership & Navigation | Intended Audience: Senior-Level
Presenter:
Kevin Fudge, Director of consumer advocacy, American Student Assistance
Workplace Application:
Learn practical tips, techniques and ideas to support all generations of employees with the complexities of repaying student loans and saving for college. 

As college costs rises faster than inflation and as student loan debt exceeds $1 trillion, managing the complex and ongoing student loan process is a significant concern for employees across all industries. Young professionals who recently left college are likely repaying undergraduate loans and figuring out how to pay for graduate school; mid-career professionals are repaying undergraduate and/or graduate loans and figuring out how to save for college for their elementary school children; mature professionals are figuring out how to pay for college for their high school children, without taking loans or sacrificing retirement security. This interactive session demonstrates the different ways HR departments can help employees manage student loan debt, before enrollment, during college, and after graduation, and offers answers to questions such as those below.

Learning Objectives:

  • What are employers doing to assist employees with student loan repayment?
  • What are state legislatures and the federal government doing to provide employers with incentives to include student loan repayment as an employee benefit?
  • What is the impact of student loan debt on employee mental health and productivity?
  • What are the pros and cons of private loan consolidation?
  • How can employees of nonprofit organizations have their loans forgiven?
  • Can you have a student loan bill of zero dollars a month?
  • Can you get free money for college by not going to college?
How to Design and Implement a Successful Strategic Management Development Initiative
06/25/2019 07:15 AM - 08:15 AM | Room: TBD
Track: Talent

1.00 SHRM PDCs | Competencies: Leadership & Navigation, Consultation, Business Acumen | Intended Audience: Mid-Level
Presenter:
Mack Munro, Founder & CEO, Boss Builders
Workplace Application:
Effective managers can make your life as an HR professional a whole lot easier, so take the lead in developing those managers. 

Effective managers are key to the success of any organization; training and developing those managers brings the organization to a strategic edge. While working to implement that culture of learning, it is important to balance several elements: performance management; strategic goals and initiatives; wants and needs of employees and managers; and tight budgets. As a result, the organization has managers who are more effective and a workforce that is motivated, educated and experiences infrequent turnover.

Learning Objectives:

  • Properly develop and communicate a management training strategy by using skills in critical thinking and careful diagnosis.
  • Identify managers’ performance gaps and techniques for remedying them.
  • Learn to effectively communicate to senior leadership how the needs, design, process and results of the management development intiative align with corporate strategic initiatives.
How to Manage and Exceed Diversity Return on Expectations (DROEX)®
06/25/2019 07:15 AM - 08:15 AM | Room: TBD

1.00 SHRM PDCs | Competencies: Global & Cultural Effectiveness, Business Acumen | Intended Audience: Mid-Level
Presenter:
Edward E. Hubbard, Ph.D., President & CEO, Hubbard & Hubbard, Inc.
Workplace Application:
Learn to design effective diversity and inclusion (D&I) initiatives that make an impact and meet or exceed stakeholder expectations. 

An essential part of the role of a robust D&I organization is meeting C-suite expectations. By accurately identifying those expectations and meeting or exceeding them consistently, your department is likely to enjoy happier internal and external customers and a healthier perception of D&I’s ability to drive the organization’s bottom line and profits. One major challenge is that expectations are often moving targets: they can grow and shrink, change shape and direction, shift constantly and easily. How satisfied or dissatisfied your customers are is determined by your performance in meeting these expectations. It is therefore critical for D&I professionals to utilize specifically structured techniques and tools based on valid scientific processes designed to tap into these expectations and deliver value.

Learning Objectives:

  • Apply seven critical analysis levels to meet and exceed customer expectations.
  • Use tools and templates to select the right strategic D&I initiatives that align with the organization’s strategic performance outcomes.
  • Use the Diversity Return on Expectations (DROEX)® process for current and upcoming D&I initiatives.
  • Build strategic business partnerships with key stakeholders.
HR Leadership of Tomorrow: How to Dramatically Improve the Success Rates of Your Business Initiatives
06/25/2019 07:15 AM - 08:15 AM | Room: TBD

1.00 SHRM PDCs | Competencies: Leadership & Navigation, Business Acumen | Intended Audience: Senior-Level
Presenter:
Dale J. Albrecht, Senior vice president of People and Performance, Alonos®
Workplace Application:
Recommend and use seven key disciplines that drive strategic changes in organizational capabilities. 

This session builds on the organizational design body of knowledge, exploring approaches to the design of organizations to drive and sustain business performance improvement. Achieve drastically improved success rates by following a multidisciplinary approach with a full view of the business ecosystem. Research shows that more than 75 percent of organizational design efforts fail to achieve desired results; but applying several disciplines into a single effort has a significantly higher success rate.

Learning Objectives:

  • Interpret business models in terms of market value.
  • Identify seven key disciplines that impact organizational capabilities.
  • Recommend work-stream approaches that will dramatically improve success rates.
  • Apply your HR leadership skills to make the greatest impact in business initiatives.
MEGA SESSION Elevate Your Leadership Game: Four Steps to Build Leadership Strength, Flexibility and Endurance
06/25/2019 07:15 AM - 08:15 AM | Room: TBD
Type: Mega Session
Track: Leadership

1.00 SHRM PDCs | Competencies: Leadership & Navigation | Intended Audience: Mid-Level
Presenter:
Timothy J. Tobin, Ed.D., SHRM-SCP, Dean, Choice University, Choice Hotels International
Workplace Application:
Become “leadership fit” with low-cost, high-impact development tools, strategies and practices. 

Being “leadership fit” is not about running or yoga. It’s about operating at your personal best—and continuous improvement. It’s the difference between being a great leader with great results, and being mediocre or worse. How can you develop effectively to have the greatest impact on your business and those you lead? How do you navigate the crowded landscape of leadership development activities? This practical session introduces tools and strategies to elevate your leadership game, guide your ongoing development, and help you maintain peak performance.

Learning Objectives:

  • Use a framework to determine which leadership development activities will yield the best results.
  • Learn low-cost, high-impact ways to continuously develop.
  • Incorporate leadership development techniques into your daily and weekly activities.
  • Discover techniques to build strong self-awareness.
  • Apply a personalized leadership fitness plan template.
  • Understand how to build a strong foundation of leadership capability.
MEGA SESSION My Employees Can Miss How Much Work?!: Managing the Challenges of Leave Under the FMLA and ADA
06/25/2019 07:15 AM - 08:15 AM | Room: TBD
Type: Mega Session
Track: Compliance

1.00 SHRM PDCs | Competencies: Critical Evaluation, HR Expertise | Intended Audience: Mid-Level
Presenter:
Eric B. Meyer, Attorney , FisherBroyles, LLP
Workplace Application:
Master the leave-of-absence issues that challenge even the most sophisticated companies. 

Better understand thorny issues related to the Americans with Disabilities Act (ADA) and Family and Medical Leave Act (FMLA) in a fun-filled session loaded with Hollywood-inspired hypothetical workplace situations as well as practical advice. Discussion highlights include employers’ common ADA and FMLA mistakes, and coordination between federal leave laws. Return to work armed with best practices for effectively administering leave and reducing liability.

Learning Objectives:

  • Better understand the coordination between federal leave laws such as FMLA and ADA.
  • Stay up to date with the latest cases and enforcement trends.
  • Learn how employers can effectively administer leaves to reduce liability.
  • Acquire training tips for managers and supervisors to mitigate risk for the business.
MEGA SESSION Play the “How to Stop New-Hire Turnover” Multiple-Choice Contest
06/25/2019 07:15 AM - 08:15 AM | Room: TBD
Type: Mega Session
Track: Talent

1.00 SHRM PDCs | Competencies: Relationship Management, Leadership & Navigation, Business Acumen | Intended Audience: Mid-Level
Presenter:
Richard Finnegan, Chief executive officer, C-Suite Analytics
Workplace Application:
Learn the importance of stopping new-hire turnover, and, more importantly, how to improve retention. 

Stopping new-hire turnover reduces all turnover. This session provides proven, creative ways to recruit, hire and retain new hires—in the form of a contest. Participants will listen to and consider alternative solutions, vote on the most effective ones, and ultimately learn the best ones, ranked top to bottom. Solutions to achieve retention goals include creative recruiting techniques, realistic job previews, retention-improving job offers, employee referrals, and HR and leadership accountability. Case studies will prove each contest idea's effectiveness.

Learning Objectives:

  • Measure new-hire turnover by length-of-service, location, job and manager.
  • Consider seven proven techniques to reduce new-hire turnover, with case studies.
  • Learn the single best way to improve early retention, with specific techniques to implement immediately back home.
MEGA SESSION The Art of Executive Presence: A Professional Woman's Guide to Commanding the Room
06/25/2019 07:15 AM - 08:15 AM | Room: TBD
Type: Mega Session
Track: Communication

1.00 SHRM PDCs | Competencies: Consultation, Communication, Business Acumen | Intended Audience: Senior-Level
Presenter:
Jennifer Lee, Director of Learning and Development, JB Training Solutions
Workplace Application:
Gain the skills to exude confidence, professionalism and strong executive presence in any situation. 

Women are told to “Lean In,” “DRiVE” and put on their “Bossypants” to achieve success in the working world. Cultural perceptions that associate men with leadership qualities and women with nurturing qualities put women in a tough spot when it’s time to command a room and wow a crowd. This session breaks down the critical components of professionalism and details how you can create a positive impression, walk the line between too formal and too casual, and instill confidence in any audience.

Learning Objectives:

  • Make an action plan for mastering the finer points of business etiquette, to command a room right from the start.
  • Successfully navigate routine business situations, such as presentations and meetings.
  • Enhance your professional image through dress, appearance, interactions and communications.
  • Build executive rapport and trust with both internal and external teams.
Opioids in the Workplace: Legal and Psychological Perspectives
06/25/2019 07:15 AM - 08:15 AM | Room: TBD
Track: Compliance

1.00 SHRM PDCs | Competencies: Consultation, HR Expertise, Relationship Management | Intended Audience: Senior-Level
Presenter:
Michael Peter Elkon, Partner, Fisher Phillips LLP
Presenter:
Andrea Gail Levy Elkon, Clinical psychologist, Alliance Spine and Pain Centers
Workplace Application:
Recognize and address the numerous workplace issues that result from opioid usage. 

The opioid crisis affects every aspect of American society, and the workplace is no exception. In examining the impact of the crisis on employers, this session provides a history of the crisis, identifies the clinical issues associated with opioid use, goes over the nuts and bolts of addiction treatment, and discusses the related legal issues that arise , such as drug testing, reasonable accommodations, leave and termination.

Learning Objectives:

  • The signs of significant opioid usage and how such usage can affect an employee in the workplace.
  • Determining whether opioid usage affects an employee's ability to perform a specific job.
  • How addiction treatment works and what role an employer should play in the process.
  • Issues that arise from having to accommodate an employee's opioid usage under the Americans with Disabilities Act (ADA).
  • How opioid usage fits into an employer's drug testing regime.
Paying a Personal Price: The Risk of Individual Legal Liability for “Going Along” With Wrongdoing
06/25/2019 07:15 AM - 08:15 AM | Room: TBD
Track: Compliance

1.00 SHRM PDCs | Competencies: HR Expertise, Critical Evaluation, Ethical Practice | Intended Audience: Senior-Level
Presenter:
R. Scott Oswald, Managing principle, The Employment Law Group, PC
Workplace Application:
Learn to recognize situations in which an HR professional’s complicity in illegal acts by management may expose the HR professional to individual legal liability. 

HR professionals often get caught in the middle when their employer is contemplating something ill-advised or illegal (e.g., being asked to find a bogus reason for firing a whistleblower, or to approve a wrist-slap for an executive who is clearly a serial harasser). Faced with such pressure and possibly with their own job on the line, HR professionals must consult their conscience, of course; but they also should consider their personal legal risk. Depending on the scenario and the applicable law, an HR professional may be held individually liable in an employee's resulting lawsuit, or may even be convicted in a criminal proceeding. This session identifies the workplace laws that allow for such personal liability, and offers practical advice to avoid being named in a legal action. Walk through four scenarios involving schemes that are recognizably illegal, and get suggestions that should spare HR professionals and their employers a trip to court.

Learning Objectives:

  • Which major workplace statutes do and do not allow for individual liability.
  • How to identify common situations in which a risk of personal liability is present.
  • Behaviors and statements that may increase or decrease an HR professional’s chance of being sued individually.
  • Best practices for deflecting management requests to participate in, or turn a blind eye to, wrongdoing.
Setting Base Pay: Top Strategies for Collaborating with Compensation to Achieve Pay Equity from the Start
06/25/2019 07:15 AM - 08:15 AM | Room: TBD
Track: Compliance

1.00 SHRM PDCs | Competencies: Relationship Management, HR Expertise, Consultation | Intended Audience: Mid-Level
Presenter:
Michele Hester, SHRM-SCP, Senior manager, Client Services, Berkshire Associates
Workplace Application:
Use the right tools and terminology to have educated, thought-provoking, collaborative discussions with the people in your organization who are responsible for setting starting pay. 

Given the continued focus on pay equity and the increase in related state and federal legislation, compliance and compensation practitioners need to collaborate when setting starting pay for new hires. Several states have enacted or proposed pay equity laws that strictly forbid a person’s prior salary to be a determining factor for setting base pay. Unfortunately, many employers are unaware of the nuances of these new laws and/or how to ensure that their own compensation practices are in compliance. Even employers who routinely monitor current compensation for internal pay equity may be putting themselves at risk for pay inequity when making starting pay decisions.

Learning Objectives:

  • Learn about the impact of state pay equity legislation on compensation decisions.
  • Learn methodologies for setting starting base salary.
  • Learn to promote pay equity at all phases of the employee lifecycle.
The Emotional Connection Between Your Brand and Employees
06/25/2019 07:15 AM - 08:15 AM | Room: TBD
Track: Talent

1.00 SHRM PDCs | Competencies: HR Expertise, Communication | Intended Audience: Senior-Level
Presenter:
Dave Edelman, Chief marketing officer, Aetna
Workplace Application:
Learn how to bring together and inspire functional leaders with your company's brand vision, and pull the brand through the organization. 

Creating a brand that customers can connect with and believe in is the primary function of marketing. Consistently and effectively communicating the brand internally inspires employees and boosts their loyalty and performance. The employer brand goes beyond communication: “touch-points” shape the perceptions of existing and prospective employees regarding recruitment, onboarding, career management, professional development, recognition and offboarding.

Learning Objectives:

  • How to inspire teams around a company brand vision.
  • How to pull brand messaging through the various stages of the employee lifecycle.
  • Best-in-class examples of strong employee brands.
  • How to ensure that brand values come to life at the employee level.
Why Harassment Is No Longer Just a Compliance Issue, But a Brand Issue
06/25/2019 07:15 AM - 08:15 AM | Room: TBD
Track: Compliance

1.00 SHRM PDCs | Competencies: HR Expertise, Ethical Practice | Intended Audience: Senior-Level
Presenter:
Michael Cajer Mason, SHRM-SCP, Shareholder, Greenberg Traurig, LLP
Workplace Application:
Now is the time to uncover and address past instances of harassment, and to implement strong policies and processes to ensure that harassment does not happen again. 

Sexual harassment allegations tarnished some of the most well-known American brands in 2018. Propelled by the large-scale social movements #MeToo and #TimesUp, harassment has quickly grown from a compliance issue to a fundamental brand issue;  such allegations affect recruiting, engagement, retention, morale, productivity, market share, shareholders and consumers. Yet there will never be a more opportune time for HR to address past misconduct complaints, clean up legacy processes, and forge a new and better path forward.

Learning Objectives:

  • Case studies of specific sexual harassment allegations and how companies handled them.
  • Convincing your internal clients that harassment deserves to be prioritized now.
  • Up-to-date statistics regarding harassment lawsuits, charges and internal complaints.
“Old School” Won't Cut It: Retaining Talent with a New Employer/Employee Relationship
06/25/2019 07:15 AM - 08:15 AM | Room: TBD
Track: Talent

1.00 SHRM PDCs | Competencies: Leadership & Navigation, HR Expertise, Global & Cultural Effectiveness | Intended Audience: Senior-Level
Presenter:
Cara Silletto, President & chief retention officer, Crescendo Strategies
Workplace Application:
Only organizations that evolve with the changing workforce will survive—so HR leaders must shift their management mindset. 

Some members of today's workforce are deep-rooted and dependable, but a larger number of positions are a revolving door of turnover. Learn how to slow this revolving door and maximize time with employees. Gain a greater understanding of who you are hiring and their new mindset. Discover tangible operational tools for immediately improving employee retention in your company. This new perspective and management approach leads to greater customer satisfaction and employee engagement when made a priority throughout the organization.

Learning Objectives:

  • Current employee turnover trends and future staffing projections.
  • The real reasons employees why leave most organizations; ways to encourage them to stay.
  • Strategies for preparing your organization to manage shorter-term workers.
General Session featuring Vineet Nayar
06/25/2019 08:30 AM - 09:45 AM | Room: TBD
1.25 SHRM PDCs | Competencies: HR Expertise, Leadership & Navigation
Presenter:
Vineet Nayar, Founder Chairman of Sampark Foundation

Employees First, Customers Second – Unconventional Approach to Organization Transformation

In this candid and personal account, Nayar will recount how he defied the conventional wisdom that companies must put customers first. He believes that since employees are the closest interface with the customer they are the new value zone for companies: the place where value is truly created for customers and therefore organizational accountability should lie first with the employees, and not the other way around. In this keynote Nayar will share the exciting journey of how he and his team implemented the Employee First philosophy by:

  • Creating a sense of urgency by enabling employees to see the truth of the company's current state as well as feel the "romance" of its possible future.
  • Creating a culture of trust by pushing the envelope of transparency in communication and information sharing. Inverting the organizational hierarchy by making the management and the enabling functions accountable to the employees. Unlocking the potential of the employees by fostering an entrepreneurial mindset, decentralizing decision-making and transferring the ownership of ‘change’ to the employees.
  • Refreshingly honest and practical, this session will offer valuable insights for organizations in need for transformation and managers seeking to realize their aspirations to grow faster and become self-propelled engines of change.
Avoid the California Earthquakes - What Strategic HR Professionals Must Know for California
06/25/2019 10:45 AM - 11:45 AM | Room: TBD
Track: Compliance

1.00 SHRM PDCs | Competencies: HR Expertise, Consultation, Critical Evaluation | Intended Audience: Senior-Level
Presenter:
Jonathan A. Siegel, Partner, Jackson Lewis, LLP
Workplace Application:
For the California workplace, determine which strategic issues to address and avoid in 2019 and beyond. 

Repeated Wednesday at 11:30 a.m.

HR professionals can avoid the next California “earthquake” by targeting and reviewing the critical strategic workplace issues discussed in this session.

Learning Objectives:

  • Specific areas to focus on in preparing your organization for the new year.
  • The most common California wage and hour violations leading to class actions, and how to avoid them.
  • Key new legal updates in California.
CHANGE-MAKERS SERIES Leading Ahead of What’s Next: The New Rules of Business
06/25/2019 10:45 AM - 11:45 AM | Room: TBD

1.00 SHRM PDCs | Competencies: Leadership & Navigation, Business Acumen | Intended Audience: Senior-Level
Presenter:
Geoff Colvin, Author and senior editor-at-large, FORTUNE magazine
Workplace Application:
Understand the new rules of business and how to apply them in your organization. 

Competing and winning in business today requires extraordinary leadership at every level of the organization. The world of business is changing fast in historic and profound ways, due to massive shifts in technology, government, and the global economic power balance. Political winds may blow toward trade and immigration restrictions, but strong technological trends are favoring a friction-free economy. As the economy transforms, barriers to entry are coming down in almost every business. These observations are among many shared by FORTUNE magazine’s Geoff Colvin, whose unique perspective is rooted in long-standing relationships with the world’s top business and government leaders. He knows what they’re seeing, thinking and planning, and reveals how you can learn from their choices and response to today’s challenges.

Learning Objectives:

  • Why skills involving deep human interaction—sometimes mistakenly considered inherent traits—are becoming high-value skills in this economy as technology advances.
  • How technology will take over some skills involving emotion and human interaction—but not all.
  • Organizations training in these skills today.
Compliance Conundrum: Top 10 Issues That a Department of One Must Address
06/25/2019 10:45 AM - 11:45 AM | Room: TBD
Track: Compliance

1.00 SHRM PDCs | Competencies: HR Expertise, Leadership & Navigation | Intended Audience: Mid-Level
Presenter:
Lori Kleiman, SHRM-SCP, President , HR Topics
Workplace Application:
Ensure that you stay on top of trending compliance obligations and understand their impact on initiatives in the small HR department. 

As an HR Department of One (DOO), you’re pulled in different directions every day. You stay on top of HR programs, manage and ensure compliance, and guide the organization through regulations while trying not to become a roadblock to moving the business forward, as you wonder if something is slipping through the cracks. But you don't have to figure it out on your own. Understand the path for 2019 compliance—the top 10 non-negotiable compliance obligations that must be incorporated in your operation—and how to comply as a DOO while still getting the rest of your job done.  Learn effective methods for securing resources to move initiatives forward and  keep up with information for the future.

Learning Objectives:

  • Understand the impact of new laws and legal precedents on your small HR department.
  • Identify areas that will require changes in process or procedure to comply.
  • Share tools that other small HR departments use to ensure ongoing compliance.
  • Get an introduction to laws under consideration and find out how to voice your opinion.
Do the Right Thing: A Workplace Harassment Prevention Simulation
06/25/2019 10:45 AM - 11:45 AM | Room: TBD
Track: Compliance

1.00 SHRM PDCs | Competencies: HR Expertise, Critical Evaluation | Intended Audience: Senior-Level
Presenter:
Brad Karsh, Founder and CEO, JB Training Solutions
Workplace Application:
The program provides employees the knowledge and tools to identify sexual harassment and foster a safe work environment. 

Finally, a sexual harassment training that won’t leave you bored to tears! In this highly-interactive, simulation-style training, participants step into a management role at a fictitious company and start seeing and hearing things that might be, that could be…sexual harassment. Over the course of the training, you are presented with information about what people are doing and saying in the company and you’ll have to decide if (and how) you’re going to respond. But don’t worry, this training will also arm you with the information you need to identify and address sexual harassment.

The bottom line is that harassment prevention is not the sole responsibility of HR — every employee, manager, and leader should be involved. In this program, we help you arm employees at all levels with the skills to define harassment and address the business risks associated with tolerating unacceptable behaviors.  It’s guaranteed to be both eye-opening and engaging.

 Participants leave this program with the ability to: 

  • Understand the critical distinction between impact and intent.
  • Identify quid pro quo vs. hostile work environment harassment, and retaliation.
  • Take action if you do experience or witness harassment.
  • Know what to do if an employee shares a harassment complaint with you.
  • Avoid unintentionally contributing to a hostile environment for others.
Do You Need to Raise Your Wages?: A Step-By-Step Guide to Evaluating Your Wage Practices
06/25/2019 10:45 AM - 11:45 AM | Room: TBD

1.00 SHRM PDCs | Competencies: Communication, Consultation, Critical Evaluation | Intended Audience: Senior-Level
Presenter:
Mary Ila Ward, SHRM-SCP, Owner, Horizon Point Consulting Inc.
Workplace Application:
How to evaluate wage rates to determine whether there is a business case for increasing them. 

With low unemployment and a record number of job openings, many of us are considering what we need to do to attract and retain talent. While there are multiple drivers to attraction and retention, wages is one of the most clear-cut considerations. Learn a step-by-step process for evaluating your company's wage levels and practices, to determine whether raising wages will contribute positively or negatively to its bottom line.

Learning Objectives:

  • Learn how to find and interpret relevant market data, to determine the external competitiveness of your wage rates.
  • Know the key drivers of your company’s attraction and retention challenges, to determine whether wages are a top concern.
  • Understand variable compensation components, to determine whether adjustments will lead to positive business outcomes.
  • Analyze what an increase in varying degrees of wage rates will cost the business, relative to the cost of  turnover and unfilled positions.
Doing Business Globally with Multicultural Teams: Strategies to Manage Integration
06/25/2019 10:45 AM - 11:45 AM | Room: TBD
Track: Global HR

1.00 SHRM PDCs | Competencies: Global & Cultural Effectiveness, HR Expertise, Relationship Management | Intended Audience: Senior-Level
Presenter:
Sol Adriana Echeverría, Partner, BDS Factor Humano
Workplace Application:
Use cultural intelligence to increase your organization's capabilities for designing and managing high-performance multicultural teams. 

With globalization, corporations are expanding to tap into new markets, profiting from higher efficiencies due to lower production costs, and diversifying their activities. As a result, they require new workforces in different countries. The richness of diversity in multicultural teams comes with the challenges of managing them. For these teams to succeed, it is important to understand the underlying cultural causes of possible conflict (which can include language barriers, cultural communication gaps, power relationships, decision-making styles and more). The presenter analyzes two business cases featuring companies that have successfully buildt effective, highly integrated multicultural workforces. Global organizations that create mutually supportive groups with a diversity of perspectives and backgrounds gain a perpetually self-renovating resource: human potential at its best.

Learning Objectives:

  • Develop your cultural awareness and acquire specific tools to measure and develop your teams’ cultural competencies.
  • Design effective multicultural teams and know how to assess their performance.
  • Understand and apply cultural intelligence methods to increase your organization's capabilities for attaining global business goals.
Immigration Strategies: Sponsoring H-1B and Other Foreign Professionals During the Trump Administration
06/25/2019 10:45 AM - 11:45 AM | Room: TBD
Track: Compliance

1.00 SHRM PDCs | Competencies: Business Acumen, Consultation, Relationship Management | Intended Audience: Mid-Level
Presenter:
Rebecca Peters, Director of Government Affairs, Council for Global Immigration
Workplace Application:
Identify and understand the immigration options for existing and prospective employees, and how to advise employers of each option’s advantages and risks. 

A successful and legally compliant immigration program requires proactive strategies that account for a shifting adjudications and enforcement environment. After the “Buy American and Hire American” Executive Order was issued in 2017, the administration instituted subregulatory measures that make it more challenging for U.S. employers to attract and retain foreign professionals, and for foreign nationals to seek entry into the U.S.; policy memoranda regarding these measures direct U.S. Customs and Immigation Services (USCIS) adjudicators to scrutinize H-1B visa petitions more closely, challenge eligibility for H-1B benefits more often, and increase enforcement through audits and investigations. This session helps HR professionals understand such evolving business immigration policies and trends. The presenters recommend useful tools and strategies to ensure that employers can access and retain foreign professional talent while remaining in compliance with the law.

Learning Objectives:

  • Be able to explain to stakeholders the current environment for business immigration sponsorship, and the impact of Trump Administration policies on workforce plans that include access to international talent.
  • Identify the costs, opportunities and risks associated with job candidates who require immigration sponsorship.
  • Understand the regulatory requirements for H-1B and related work permits, to help recruiters determine whether job applicants are suitable for sponsorship (and avoid discrimination in the recruitment and onboarding process).
  • Respond strategically to government challenges to sponsorship applications (e.g., USCIS Requests for Evidence (RFE)) while reducing costs and increasing speed to market.
  • Prepare employees entering the U.S. to face new levels of scrutiny at airports (e.g., documentation requests and electronic equipment searches) and to know their rights and obligations.
  • Evaluate the soundness of corporate compliance programs/obligations (including I-9/E-Verify, Labor Condition Applications (LCA), Program Electronic Review Management (PERM), etc.) and recommend actions to help your organization be prepared for government audits and investigations.
International Trade Secrets: A Strategic Overview
06/25/2019 10:45 AM - 11:45 AM | Room: TBD
Track: Global HR

1.00 SHRM PDCs | Competencies: Business Acumen, Critical Evaluation, Leadership & Navigation | Intended Audience: Senior-Level
Presenter:
William David Wright, Partner, Fisher & Phillips LLP
Workplace Application:
Advanced HR professionals with experience managing and enforcing trade secret protections can discover new strategies for protecting business interests at an international level. 

Design and implement a global strategy to address trade secret issues and understand the compelling need to protect key company information globally. Review and discuss such topics as the viability of “global” noncompete restrictions; nonsolicit requirements; alternatives to traditional employment-related agreements for protecting business interests (including “claw back” provisions, bonus restrictions, restricted equity and phantom equity); and related trends concerning a global workforce (including employment process, benefits, compensation, taxation, data privacy, severance and more). Specific examples from China, India, Brazil, the United Kingdom, Germany, Australia, Mexico and other jurisdictions are highlighted throughout the program.

Learning Objectives:

  • Recognize new alternatives for protecting business information and trade secrets.
  • Develop new strategies for enhancing the scope and ability to implement and manage an effective trade secrets protection program on a worldwide basis.
  • Recognize the legal, cultural and relationship challenges to the enforcement of agreements related to trade secrets.
  • Understand how the various and very different rules among jurisdictions can be managed with respect to business decisions.
  • Appreciate the legal and cultural limitations to restrictions on employment.
  • Hone the skills to inform and advise fellow senior leadership, and to influence the management of new hires and departures at the senior level to ensure the retention of critical business information.
MEGA SESSION Ditch the Drama: Innovation and Collaboration Are Your Natural State When the Drama's Gone
06/25/2019 10:45 AM - 11:45 AM | Room: TBD
Type: Mega Session

1.00 SHRM PDCs | Competencies: Relationship Management, Leadership & Navigation | Intended Audience: Mid-Level
Presenter:
Cy Wakeman, Cy Wakeman, Inc.
Workplace Application:
Find out about the high cost of drama in the workplace, and learn proven strategies to reveal our natural state of innovation. 

There is a cost to drama in the workplace, both in the happiness of employees and in millions of dollars of waste in organizations. Employees spend almost two and a half hours per day indulging in ego-driven behaviors (e.g., low accountability, resisting change, withholding buy-in, blaming, venting), our natural human reaction to change and challenging situations. This energy can be conserved and reinvested with a few simple changes in how we think, how we lead and how we work. By using good mental processes, we can bypass the ego, ditch the drama, and reveal our natural state of innovation and collaboration. This opens us up to endless possibilities and create a whole new level of potential for ourselves and results for the organization.

Learning Objectives:

  • Identify the differences between the “high self,” the “low self,” and the ability to toggle between them.
  • Ensure that you are using your best self to ditch the drama in challenging situations and circumstances.
  • Recognize that accountability drives engagement.
  • Identify ways to positively impact relationships and strategic organizational goals.
MEGA SESSION Making a Difference™: A Matter of Purpose, Passion and Pride
06/25/2019 10:45 AM - 11:45 AM | Room: TBD
Type: Mega Session
Track: Talent

1.00 SHRM PDCs | Competencies: Relationship Management, Leadership & Navigation | Intended Audience: Mid-Level
Presenter:
Steve Gilliland, CSP, CPAE, Best-selling author & speaker, Steve Gilliland, Inc.
Workplace Application:
Learn the three essentials necessary to create a culture that differentiates you and your organization. 

This powerful yet down-to-earth presentation offers fresh perspectives and practical strategies to help HR professionals become strategic partners, administrative experts and employee champions. Learn how to meet and defeat challenges at work using personal antidotes; perform better and more consistently with useful tools. Find out what it takes to be a difference-maker and to accentuate human capital.

Learning Objectives:

  • Take an inspiring look at how you can be driven by purpose, passion and pride to enhance employee engagement.
  • Understand the knowledge, skills and attributes of leadership necessary for people to follow your vision.
  • Learn how to improve communication and performance and create a more revitalizing work environment.
  • Find your “leadership voice” to influence and motivate people to be more productive.
MEGA SESSION Optimizing HR Strategy for Organizational Effectiveness
06/25/2019 10:45 AM - 11:45 AM | Room: TBD
Type: Mega Session

1.00 SHRM PDCs | Competencies: Business Acumen, Leadership & Navigation | Intended Audience: Mid-Level
Presenter:
Gary B. Kushner, CBP, President and chief executive officer, Kushner & Company
Workplace Application:
How to determine your human capital needs and the strategy that will help you get the most out of your people. 

In most organizations today, optimizing the selection, deployment and retention of human capital is the paramount differentiator of organizational success or failure. This fast-paced session outlines what it takes to uncover your organization’s human capital needs, develop proven and leading-edge strategies to optimize workforce contributions, and the appropriate metrics to determine the effectiveness of your chosen approaches. HR leaders learn specific steps for how to be (and remain being) seen as a business leader; non-HR organizational leaders learn next steps for determining if the organization’s HR group is functioning at its peak strategic level.

Learning Objectives:

  • How to link HR strategy to overall organizational strategy
  • How to lead your organization's human capital strategies.
  • How HR metrics should and should not be used.
MEGA SESSION The First 90 Days Will Make or Break Your New Hire
06/25/2019 10:45 AM - 11:45 AM | Room: TBD
Type: Mega Session
Track: Talent

1.00 SHRM PDCs | Competencies: Communication, Relationship Management
Presenter:
Amy Hirsh Robinson, Principal, Interchange Group
Workplace Application:
Gain new insights and practical guidelines for onboarding new employees to increase the engagement, retention and performance of your top talent. 

Because their expectations contrast so greatly with their actual experience, 64 percent of Millennials, who represent the largest generation in the U.S. workforce, say they plan to leave their employer in the near-term. This costly attrition threat can be mitigated by effective onboarding, which prepares employees of all generations for success. This session takes a critical look at the transition from recruiting to onboarding, and provides strategies to increase engagement during the first 90 days and boost retention and performance over the long term.

Learning Objectives:

  • Five successful strategies for integrating new employees into your organization and maximizing their retention and engagement.
  • How to gain buy-in and support for onboarding from executives and line managers.
  • Key phases and activities that new employees should experience during their first 90 days.
  • What really belongs in your new employee orientation program.
  • 10 pitfalls to avoid when onboarding new hires.
MEGA SESSION “That Wasn't My Intention!”: A Coaching Framework to Close the Gap Between Intention and Impact
06/25/2019 10:45 AM - 11:45 AM | Room: TBD
Type: Mega Session
Track: Talent

1.00 SHRM PDCs | Competencies: Relationship Management, Consultation, Communication | Intended Audience: Mid-Level
Presenter:
Sarah Noll Wilson, Chief edge officer, Sarah Noll Wilson, Inc.
Workplace Application:
Learn a transformative coaching framework to help your team members increase their self-awareness, explore possibilities and take action. 

Most people wake up intending to do good work and to make a positive difference, not to be a barrier to success. Yet sometimes there is a gap between our intention and our impact. Learn a new transformative coaching framework that will change the way you coach peoples’ behaviors, so they can do the great work they intend to do.

Learning Objectives:

  • Define the factors that influence the impact that you or others have on a situation.
  • Develop a deeper understanding of self-awareness and how to build it in yourself and others.
  • Discover coaching strategies with the Gap Coaching Tool, to help your team members close the gap between their intention and impact.
Moving Beyond Unconscious Bias in the Workplace
06/25/2019 10:45 AM - 11:45 AM | Room: TBD
Track: Talent

1.00 SHRM PDCs | Competencies: Global & Cultural Effectiveness, Relationship Management
Presenter:
Steve Pemberton, Chief human resources officer , Globoforce
Workplace Application:
Understand the impact of unconscious bias on company culture, morale and employee perceptions, and the importance of addressing it. 

Unconscious bias is an aspect of building diverse and inclusive workplaces that may go unnoticed or unchecked. Even in organizations that advocate for greater equality and respect, unconscious bias is often seen in the hiring and promotion process. An inclusive workplace free of unconscious bias is one in which all employees, regardless of nationality, color or race, feel respected, have a voice and a strong sense of belonging, and are comfortable bringing their whole, true selves to work. The presenter draws on his personal and professional experiences to illustrate why addressing unconscious bias is critical in order to achieve true inclusiveness in the workplace—a theme central to his own life. The reassurance that diversity is a strength, not a setback, can motivate employees to give their best at work, boost confidence, and enhance relationships.

Learning Objectives:

  • Identify unconscious bias as a first step toward building a more diverse and inclusive workplace.
  • Recognize the difficulties and issues pertaining to unconscious bias and address them constructively.
  • Understand how creating a more inclusive environment—supporting, advocating, recognizing and, most importantly, celebrating different perspectives—helps attract and retain the talent, customers and business partners who are critical to an organization’s success.
  • Recognize the carry-over effects that a positive workplace experience can have on employees’ work and personal lives.
People Analytics for Beginners
06/25/2019 10:45 AM - 11:45 AM | Room: TBD

1.00 SHRM PDCs | Competencies: Communication, Critical Evaluation, Business Acumen | Intended Audience: Mid-Level
Presenter:
Giovanni Everduin, SHRM-SCP, Head of strategic HR, communications & change, Tanfeeth (Emirates NBD Group)
Workplace Application:
Everything you need to get started on people analytics and deliver an initial set of analytical insights. 

Repeated Wednesday at 11:30 a.m.


Building an HR analytical capability may be overwhelming, but with the structured approach presented in this session, anyone can do it in any context. Understand the importance of addressing strategic questions before starting the journey. Learn how and where to start, using a 10-step plan to get from inception to tangible outcome. Get an explanation of data cleansing and validation, and their significance for successful analytics. Sneak a peek into the future of analytics and what the latest technologies (such as machine learning, natural language processing) can do. Practical take-home examples provide instant, insightful analytics for calculations, required data sets, storytelling and more.

Learning Objectives:

  • The critical steps to set up HR analytics.
  • How to use analytics to solve business problems, based on real examples easily replicated in your organization.
  • How to use data and insights for storytelling.
  • What the future holds.
Redesigning HR for the Digital Age: Driving an Organization Through Significant Change
06/25/2019 10:45 AM - 11:45 AM | Room: TBD

1.00 SHRM PDCs | Competencies: Communication, Ethical Practice, Leadership & Navigation | Intended Audience: Senior-Level
Presenter:
Angela Santone, Executive vice president and global CHRO, Turner Broadcasting System
Workplace Application:
Reimagine HR to stay competitive in the digital landscape and navigate through constant change. 

Enterprise structures based on linear hierarchy and scalable efficiency are no longer thriving in digital age, in which experimentation, adaptability and faster time-to-market are paramount. Forward-thinking enterprise leaders are striving to redesign their structures. Flatter and more flexible and collaborative networks of teams are connected by agile information systems and a shared culture of continuous learning. Strong workplace culture and high engagement levels hold teams together and enable organizations to thrive. Studies have shown that organizations with a sense of purpose and well-defined values have more engaged and productive employees, and, as a consequence, outperform their competitors. Learn from the experiences of Turner Broadcasting System and how it is reimagining HR to stay competitive in media industry.

Learning Objectives:

  • Implement innovative talent management to keep consumers creatively engaged.
  • Promote an employee-first mentality that enables listening and continuous feedback.
  • Partner with business leaders to reorganize teams to be smaller, interconnected, and project-based.
  • Establish new learning strategies to help develop next-generation leaders.
  • Navigate through industry change to stay competitive for current and potential talent.
Talent Strategies for Employing Contractors and External Workers
06/25/2019 10:45 AM - 11:45 AM | Room: TBD
Track: Talent

1.00 SHRM PDCs | Competencies: Business Acumen, Consultation, HR Expertise
Presenter:
Trent Burner, SHRM-SCP, Vice president, Research , SHRM
Presenter:
Liz Supinski, Director, Research Projects, , SHRM
Presenter:
Steven T. Hunt, Senior vice president, Human Capital Management Research, SAP SuccessFactors
Presenter:
Autumn Krauss, Principal scientist, SAP SuccessFactors
Workplace Application:
Gain insights from an extensive investigation of practices for accessing, recruiting and managing the growing segment of external labor in the workforce. 

The future of work will involve the employment of a lot more external, contingent, contract and temporary workers. Many companies say could not operate without external employees and rely on them extensively to meet business needs; their use is expected to grow in almost every industry. A large-scale research project conducted by SHRM and SAP SuccessFactors explores the key challenges created by increasing reliance on external workers. Review the findings and learn how to build a strong culture that integrates internal and external workers in a way that maximizes collaboration and minimizes conflict.

Learning Objectives:

  • Questions to ask and factors to consider when discussing when and how to use external workers, with the C-suite, operations leaders, managers and independent contributors.
  • The different types of external workers, their motives and career goals.
  • How to source, select, hire, onboard, engage, develop and motivate high-quality external workers without creating legal risk.
  • The role of technology in the ability to efficiently manage and transition external workers into and out of the organization.
  • Handling turnover and knowledge transfer.
  • Impact on the attitudes of full-time employees.
The Big, Bad Retirement Plan RFP
06/25/2019 10:45 AM - 11:45 AM | Room: TBD

1.00 SHRM PDCs | Competencies: Critical Evaluation, Ethical Practice, Leadership & Navigation | Intended Audience: Senior-Level
Presenter:
Jeanne J. Fisher, Senior advisor, retirement plan specialist, ARGI Investment Services
Workplace Application:
The do's and don'ts of running a retirement plan request-for-proposals (RFP). 

You know that it’s time to start “shopping” your retirement plan—the Department of Labor recommends doing so every three to five years—but you don't know how to begin. Fortunately there's no need to recreate the wheel: this presentation gives you step-by-step instructions for running a prudent and organized RFP for your retirement plan. Learn from others’ experiences and save time, money and your sanity.

Learning Objectives:

  • How to draft a retirement plan RFP, and who to send it to and communicate with.
  • Evaluating RFP responses and holding interviews.
  • Guiding your committee through the decision-making process and making a final decision.
  • What due diligence to document.
Active Shooter: Educating the Public to Be Prepared
06/25/2019 02:00 PM - 03:00 PM | Room: TBD
Track: Talent

1.00 SHRM PDCs | Competencies: Critical Evaluation, HR Expertise, Relationship Management | Intended Audience: Senior-Level
Presenter:
Michael Peterson, Chief operations officer, The Orsus Group
Workplace Application:
Review the basic principles and procedures of ALICE (Alert, Lockdown, Inform, Counter and Evacuate), which are used by law enforcement officers in safety and security situations. 

This training addresses active-shooter preparation and reactions, adverse terminations, and workplace violence situations—among the most pressing issues facing companies today. Learning to identify, investigate and respond to such incidents helps minimize the risk of their occurrence. This training is designed for and has been given to HR professionals, management and associates in diverse industries in the U.S., Europe and Latin America; participants report feeling empowered and better aware and prepared.

Learning Objectives:

  • Why it is important to be educated about and prepared for these situations.
  • Why it is an advantage to train and educate others on this topic.
  • ALICE procedures: how to prepare, respond and react.
  • Skills for interrupting the physical and mental act of accurate shooting.
  • Additional things we can do to save lives during these situations.
He Said, She Said—Now What Do I Do?: Tips for Effectively Assessing Credibility
06/25/2019 02:00 PM - 03:00 PM | Room: TBD
Track: Compliance

1.00 SHRM PDCs | Competencies: Relationship Management, Communication, Critical Evaluation | Intended Audience: Mid-Level
Presenter:
Allison West, Esq., SHRM-SCP, SPHR, Principal, Employment Practices Specialists
Workplace Application:
Use various factors to effectively assess the credibility of witnesses and evidence, and make sound findings. 

You just completed an investigation interview. Now comes the hard part: assessing credibility. Sometimes the facts and credibility of the complainant, subject and witnesses are clear; but often, they’re all credible, or it’s a close call as to who is more credible. Nevertheless, the investigator must reach a conclusion: giving up and saying “inconclusive” is not an option. Credibility assessments are imperative in helping the investigator determine which testimony and evidence is more credible. In the era of #MeToo and #TimesUp, employers must confidently rely on investigation findings that are based on credibility assessments in order to support their employment decisions. The presenter, an experienced attorney investigator, shows you how to effectively assess credibility using factors such as plausibility, prior record, corroboration, consistency and motive.

Learning Objectives:

  • Learn about the various factors used by experienced investigators to make credibility determinations.
  • Learn to effectively analyze testimony in order to assess credibility.
  • Get tips for asking insightful and probing questions to determine witnesses’ credibility.
How to Harness the Power of Intentional Communication as an HRDOO
06/25/2019 02:00 PM - 03:00 PM | Room: TBD
Track: Communication

1.00 SHRM PDCs | Competencies: Communication, Consultation, Relationship Management | Intended Audience: Mid-Level
Presenter:
Jennifer Currence, SHRM-SCP, MBA , President, OnCore Management Solutions, LLC
Workplace Application:
Information and guidance that enable you to intentionally control the power of your communication with all stakeholders. 

Communication affects every aspect of our day; even when we're not communicating, we're communicating. As an HR professional, you deal with managers who are frustrated with their employees, employees who are frustrated with their managers, and employees who are frustrated with their peers and upper management. By taking ownership of how we communicate with others, so we can receive enhanced communication from others, eventually resulting in stronger relationships, resulting, in turn, in stronger employee retention. Get the information and tips that allow you to intentionally control the power of your communication.

Learning Objectives:

  • The three components of communication.
  • Three tips for enhancing your listening skills.
  • The four-step approach to a difficult conversation.
  • Tips for delivering effective messages.
HR Metrics That Matter, and Making Metrics Matter
06/25/2019 02:00 PM - 03:00 PM | Room: TBD

1.00 SHRM PDCs | Competencies: Business Acumen, Communication, Leadership & Navigation | Intended Audience: Senior-Level
Presenter:
Shane Yount, Principle/author, Competitive Solutions, Inc.
Workplace Application:
Review an outline of the process for developing, tracking, communicating, and presenting HR business goals and objectives. 

Repeated from Monday at 10:45 a.m.


Learn methods for tracking and communicating business results for HR that are specific, measurable, attainable, relevant and timely. With more than 25 years of scorecard development experience, the speaker has the knowledge and understanding to teach you how to begin implementing practical, auditable business scorecard techniques in your individual work environments.

Learning Objectives:

  • Drive key business objectives from top-level management throughout the HR function.
  • Develop, track and implement key business objectives for HR.
  • Use business scorecards to drive accountability processes to generate results.
  • Move employees from selective engagement to collective accountability.
  • Create scorecards that educate, facilitate and motivate.
Learn Why Empathy Is the Single Biggest Engagement Driver
06/25/2019 02:00 PM - 03:00 PM | Room: TBD
Track: Talent

1.00 SHRM PDCs | Competencies: Relationship Management, Leadership & Navigation, Communication | Intended Audience: Mid-Level
Presenter:
Bob Kelleher, Author of Louder Than Words, and CEO, The Employee Engagement Group
Workplace Application:
Managers obtain practical tools to coach employees on personal engagement—an investment in both the individual and the organization. 

Learn why the empathetic manager is the secret source to maximizing the engagement of employees. Employee engagement is not linear—we all have good and bad days—so it is often predicated by what happens after work; it is also often seen as a top-down process driven by organizational management. Tomorrow's organizations need to foster improved relations between the manager and employee. Based on the presenter's book, I-Engage: Your Personal Engagement Roadmap (2016, BLKB Publishing), and latest research.

Learning Objectives:

  • Find out why empathy is a critical competency for tomorrow's manager and leader.
  • Learn the seven motivational drivers and how to use them to guide development and growth.
  • Discover numerous models for better understanding the employees who work with you.
  • Use strategies to get employees and managers to work "in the zone" by developing their appropriate skills before they take on challenges.
Managing a Global and Virtual Leadership Development Program
06/25/2019 02:00 PM - 03:00 PM | Room: TBD
Track: Global HR

1.00 SHRM PDCs | Competencies: Global & Cultural Effectiveness, HR Expertise, Relationship Management | Intended Audience: Mid-Level
Presenter:
Howard Wallack, SHRM-SCP , Deputy chief human resources and administrative officer, global human resources , Jhpiego
Workplace Application:
Discover the elements of a successful global leadership development initiative that strengthens employees' managerial and interpersonal skills. 

The Jhpiego Leadership Development Program focuses on 13 managerial and interpersonal competencies that effective global leaders need. Elements of the global cohort-based program include pairing mentors in a mix of supply-side assessments and training with demand-side learner self-directed activities. The initiative was launched to develop future leaders and enhance our worldwide talent management strategy in an organization with 3,900 employees in 40 countries, and it is based on a “low-dose/high-frequency” philosophy adapted from clinical training and capacity efforts, as well as a content curation model.

Learning Objectives:

  • The key elements of a content curation model for learning.
  • The do's and don'ts of launching a new global leadership development effort, and then maintaining an existing program.
  • Tips for keeping a program fresh for learners, mentors and program administrators.
MEGA SESSION 99 Problems and Lawsuits Ain't One: Top 10 HR Strategies That Will Keep You Out of the Courtroom
06/25/2019 02:00 PM - 03:00 PM | Room: TBD
Type: Mega Session
Track: Compliance

1.00 SHRM PDCs | Competencies: Business Acumen, Critical Evaluation, HR Expertise | Intended Audience: Mid-Level
Presenter:
Shayna Helene Balch, Partner, Fisher & Phillips, LLP
Workplace Application:
Respond and react to behaviors and conduct in the workplace in an effective manner that will reduce legal exposure. 

From medical marijuana to the #MeToo movement, companies are presented with new and growing employment challenges every year. Companies that fail to take a proactive approach to these challenges will inevitably pay a price in terms of public image and legal liability. The presenters discuss 10 HR strategies to help you avoid employment litigation.

Learning Objectives:

  • The latest enforcement trends by plaintiffs' attorneys and governmental agencies.
  • The top policies and practices that need to be changed immediately to avoid an employment lawsuit.
  • Strategies for revising existing policies to ensure compliance with the law.
  • How to roll out new policies without triggering claims under existing policies.
MEGA SESSION Competencies and Strategies for Leading When You're Not Sure What's Coming Next
06/25/2019 02:00 PM - 03:00 PM | Room: TBD
Type: Mega Session
Track: Leadership

1.00 SHRM PDCs | Competencies: Business Acumen, Communication, Leadership & Navigation | Intended Audience: Senior-Level
Presenter:
Shawn Kent Hayashi , CEO and founder, executive coach & high performing teams consultant, The Professional Development Group
Workplace Application:
Develop futuristic thinking skills, understand current disruptive trends, and learn methods for overcoming resistance to change. 

Transform the anxiety related to disruption into creativity. Given the ramped-up pace of change, the key competencies that leaders and teams need to develop are futuristic thinking and emotionally intelligent communication. Mastering these skills is essential for creating and nurturing a culture of innovation and growth and combatting resistance to change. Opportunities can come from disruption; this presentation empowers HR professionals to take the steps to ensure that their organizations are poised to seize them.

Learning Objectives:

  • Promote the development of futuristic thinking, a vital skill that only 3 percent of the population has mastered.
  • Use emotionally intelligent communication to combat resistance to change.
  • Develop new strategic plans within HR and across the organization, based on the opportunities that disruption brings.
MEGA SESSION Leading By Influence: How to Get Enthusiastic Buy-In and Cooperation Even If You Don't Have Authority
06/25/2019 02:00 PM - 03:00 PM | Room: TBD
Type: Mega Session
Track: Leadership

1.00 SHRM PDCs | Competencies: Communication, Leadership & Navigation, Relationship Management | Intended Audience: Mid-Level
Presenter:
Paul Endress, Founder and CEO, Maximum Advantage
Workplace Application:
Ask questions instead of using persuasion or logic to motivate and get buy-in from HR staff and other stakeholders in support of HR's vision and goals. 

As a leader, you are frequently expected to manage and obtain results from people and situations over which you lack managerial authority (you don't have it or can't use it, in the traditional sense of “do as I say”). To create win/win solutions, learn how to quickly find each person’s personal motivators and align your goals with them. Ask empowering questions of people, to help them discover unknown resources, solve their own problems, and take ownership of the solutions.

Learning Objectives:

  • Get enthusiastic buy-in for HR initiatives from internal and external stakeholders by aligning your initiatives with their natural motivators.
  • Motivate staff and others to enthusiastically support your vision and goals (without changing them) by customizing your approach.
  • Create win/win solutions to problems by uncovering shared objectives, even when there don't appear to be any.
  • Influence leadership and staff at all levels—including those who are naturally change-resistant—to support organizational change.
  • Overcome objections and resistance by using the counterintuitive strategy of agreeing, rather than arguing.
MEGA SESSION The Top 10 Workplace Trends For 2019
06/25/2019 02:00 PM - 03:00 PM | Room: TBD
Type: Mega Session

1.00 SHRM PDCs | Competencies: Business Acumen, HR Expertise, Leadership & Navigation | Intended Audience: Senior-Level
Presenter:
Dan Schawbel, Partner & research director, Future Workplace
Workplace Application:
Learn about the biggest workplace trends for 2019 that will have an impact on HR departments, as informed by research, insights and case studies. 

The modern workplace is in a state of flux, due to an ever-changing economy, globalization, automation, and the increased adoption of new technologies. As a result, today's companies face major challenges that will affect how they do business and compete for the best talent. Workplace trends like these appear in the presenter’s annual published list, which is based on primary research from his firm, secondary research from over 450 different sources, and conversations with his network of HR executives. His presentation of the top trends for 2019 will change the way you view your organization, help you better prepare for the future, and improve your talent management strategy. Learn what each trend means for your business, review case studies from companies that are already implementing programs to take advantage of these changes, and get tips for putting your organization at the forefront of a new movement.

Learning Objectives:

  • Learn how employees can co-exist with robots to eliminate repetitive tasks while increasing efficiencies.
  • Hear about the epidemic of loneliness plaguing the workplace, and see how to create a more engaging culture that embraces co-worker relationships.
  • Understand the labor shortage and how companies are filling the skills gap.
  • Listen to why companies are modernizing office spaces and creating a healthier environment for employees to attract and retain them.
MEGA SESSION Transforming HR with Design Thinking
06/25/2019 02:00 PM - 03:00 PM | Room: TBD
Type: Mega Session

1.00 SHRM PDCs | Competencies: Business Acumen, HR Expertise, Leadership & Navigation | Intended Audience: Mid-Level
Presenter:
Stuart Chittenden, Founder & principal , Squishtalks
Workplace Application:
Revolutionize your approach to innovation and the employee experience by leveraging the principles of design thinking. 

Rapid, robust employee and organizational learning is a strategic priority of modern business, and it demands a radical rethinking of HR's traditional people processes. HR must assume leadership in creating cultures of innovation, collaboration and empowerment, revolutionizing its approach to talent and the employee experience. HR can transform itself by leveraging key principles from design thinking: find out what they are are and how to apply them in this stimulating hands-on session.

Learning Objectives:

  • Explore how design thinking  can reframe and transform traditional HR approaches
  • Learn the key principles of design thinking and explore their practical application.
  • Gain new skills, ideas and customized strategies directly applicable to your roles and workplace.
Nine Minutes on Monday: The Quick and Easy Way to Go from Manager to Leader
06/25/2019 02:00 PM - 03:00 PM | Room: TBD
Track: Leadership

1.00 SHRM PDCs | Competencies: Relationship Management, Leadership & Navigation | Intended Audience: Mid-Level
Presenter:
James Robbins, President, The Robbins Group
Workplace Application:
Follow a quick and simple blueprint for increasing the engagement, motivation and productivity of your staff. 

Managers around the world are feeling the pressure of having too many plates to spin, but this inspirational, funny and highly practical session can help transform your leadership. Following this simple, easy-to-follow framework to see an increase in employee engagement, greater loyalty and motivation in your staff, and higher morale in your team.

Learning Objectives:

  • A simple framework that's easy to implement and sustain, to increase employee engagement.
  • The nine employee needs that lead to higher morale and ownership.
  • Three simple questions to help create more purposeful workplaces.
  • The three essential ingredients for employees’ jobs to motivate them.
  • How to increase an employee's sense of autonomy at work.
Rethink Learning in the Digital Age
06/25/2019 02:00 PM - 03:00 PM | Room: TBD
Track: Talent

1.00 SHRM PDCs | Competencies: Leadership & Navigation, Consultation, Global & Cultural Effectiveness | Intended Audience: Senior-Level
Presenter:
David Rock, Director, NeuroLeadership Institute
Workplace Application:
This session will provide attendees clear and actionable steps to adjusting the learning practices of an organization in this fast-paced digital age. 

Breakthroughs in technology and innovation are forcing organizations to rethink learning. As learning becomes more digital, it is important we create experiences that are nevertheless human. Join Dr. David Rock (Director, NeuroLeadership Institute) to explore these and other urgent questions to help you create a learning ecosystem fit for the new world of work.

Learning Objectives:

Provide answers on: 

  • How can we make digital experiences more in step with how the brain learns? 
  • How can we curate better learning 'pathways'? 
  • How can we dramatically simplify talent development? 
  • How do we design learning with real behavior change in mind?
The Tech Effect: Creating “Smart Shoppers” Through Your Benefits Enrollment Platform
06/25/2019 02:00 PM - 03:00 PM | Room: TBD

1.00 SHRM PDCs | Competencies: Business Acumen, Consultation, HR Expertise | Intended Audience: Senior-Level
Presenter:
Rob Harkins, Private Exchange Practice Leader, Willis Towers Watson
Presenter:
Tricia Collins-Schmidt, Senior director, National Brokerage & Advisory Growth leader,, And Midwest Region leader, Health & Benefits, Willis Towers Watson
Workplace Application:
Technology platforms that create “smart shoppers” in a diverse workforce result in cost savings and engaged employees. 

The right technology platform for benefits enrollment and healthcare will transform participants into savvy shoppers who are better able to make informed decisions. They will also remain engaged, utilizing their benefits year-round and optimizing results for themselves and your organization.

Learning Objectives:

  • Understand how technology platforms can create an engaged workforce through a smart online “shopping” experience.
  • Use a technology-based benefits platform to obtain data-driven insights into participants’ buying habits and ongoing engagement.
  • Recognize that informed participants will make smarter benefits choices, often resulting in cost savings for the employer.
Top 10 Things Employers Do to Get Sued by Their Employees in California
06/25/2019 02:00 PM - 03:00 PM | Room: TBD
Track: Compliance

1.00 SHRM PDCs | Competencies: Consultation, Critical Evaluation, HR Expertise | Intended Audience: Mid-Level
Presenter:
Lauraine Bifulco, President, Vantaggio HR
Workplace Application:
How to identify the mistakes that your organization may be making, and the practical steps for implementing change. 

Every day, employers make common mistakes without realizing the potential consequences, creating significant liability for their companies in California. What may seem to make good business sense is often completely in violation of the law. Many mistakes happen because the laws are not always intuitive, yet others would be avoidable with better management training and consistent practices. Explore and address these situations with some real-world examples.

Learning Objectives:

  • Identify which of the most common mistakes may be happening in your organization.
  • Understand which matters should—and should not—be handled to avoid potential litigation (including final paychecks, workers' comp, overtime, independent contractors, training, pay, COBRA, handbooks, FMLA/CFRA and probation).
  • Discuss real-world stories and how they might have been handled differently.
Using Artificial Intelligence to Enhance the Employee Experience
06/25/2019 02:00 PM - 03:00 PM | Room: TBD
Track: Technology

1.00 SHRM PDCs | Competencies: Business Acumen, HR Expertise, Leadership & Navigation | Intended Audience: Senior-Level
Presenter:
Jeanne Meister, Partner, Future Workplace
Workplace Application:
Learn about the fundamentals of artificial intelligence (AI) and how it is being deployed in HR to source, screen, develop and engage employees. 

As AI finds its way into the workplace, HR needs to take on a leadership role in pioneering how its use will transform every aspect of the employee lifecycle (including candidate screening and sourcing, new-hire onboarding, employee engagement, career development, performance management, internal talent mobility, coaching and more). Early-adopter HR leaders are deploying AI across a range of HR solutions and realizing sizable business results for their organizations. The latest research conducted among 600 heads of HR reveals the many benefits and barriers of AI inside the enterprise. Discover the new HR job roles, skills and training programs that utilize AI, and learn a new framework for developing your AI strategy and assembling your team to create a shared vision. The presentation conclydes with a call to action for HR to be a change agent and catalyst, preparing the organization for the new world of work.

Learning Objectives:

  • The fundamentals of AI, machine learning and deep learning, and their many workplace applications.
  • HR case studies detailing how HR pioneers across industries and company sizes are utilizing AI to enhance the candidate and employee experience.
  • An examination of the AI technology landscape, profiling HR solutions organized by function, plus the criteria for making the build-versus-buy decision.
  • A five-step strategic framework to get started using AI for HR, including creating urgency, identifying a business problem that AI can solve, assembling a cross-functional team of stakeholders, and developing AI proofs of concepts to leverage for HR.
  • A discussion of the new job roles emerging over the next decade, making use of both technical and human skills, as AI is integrated across the workplace.
When Smoke Gets in Your Eyes: Legal Issues and Hiring Strategies in Era of Legalized Marijuana
06/25/2019 02:00 PM - 03:00 PM | Room: TBD
Track: Compliance

1.00 SHRM PDCs | Competencies: HR Expertise, Critical Evaluation | Intended Audience: Mid-Level
Presenter:
James Reidy, Shareholder, Sheehan Phinney Bass + Green, PA
Workplace Application:
Learn how to adjust employee handbooks, policies, procedures and operations manuals in light of legalized marijuana use. 

With one form or another of marijuana use legalized in more than 30 states, employers find themselves having to update their hiring policies and practices and make other difficult choices as to drug testing. This session reviews the legal issues associated with drug and alcohol policies and testing procedures, and offers some suggested hiring strategies for these hazy times.

Learning Objectives:

  • Gain a better understanding of the need for and application of important policies related to legalized marijuana.
  • Discuss the legal basis for these policies.
  • Find out how these policies interact with or complement others.
  • Understand the risks of not having these policies.
You Can't Handle the Truth: Resolving Conflict
06/25/2019 02:00 PM - 03:00 PM | Room: TBD
Track: Communication

1.00 SHRM PDCs | Competencies: Relationship Management, Communication | Intended Audience: Mid-Level
Presenter:
Jennifer Lee, Director of Learning and Development, JB Training Solutions
Workplace Application:
Receive guidance in resolving issues respectfully with colleagues, managers, business partners and executives. 

You wait for the right moment to address an issue, then things go off the rails: an edgy email starts a silent war, your boss goes from annoying to micromanaging, your co-worker cuts you out of the loop. It's time to have “the talk”—and not in a text message. Anyone you work with has the ability to affect your day-to-day work environment, so be wary. Conversations with colleagues should be exactly that: conversational. Sharing concerns with colleagues, managers, executives or even business partners takes skill, practice and finesse. To ensure that you're not being tuned out, you have to ask questions, endorse opposing opinions and find common ground.  This program provides tactful tools for HR professionals to approach conflict with co-workers at all levels, including helpful tricks to elicit conversation, encourage participation and achieve consensus.

Learning Objectives:

  • Understand the importance of strong listening.
  • Determine when conflict is worth discussion.
  • Lead feedback conversations with questions and endorsements.
  • Provide recommendations that align with team or business impact.
  • Know when to be deferential or concede on certain issues.
  • Discuss issues directly to avoid misunderstandings and derailers.
10 Things Your HR Team Must Know Before Greenlighting Global Expansion
06/25/2019 03:30 PM - 04:30 PM | Room: TBD
Track: Global HR

1.00 SHRM PDCs | Competencies: Global & Cultural Effectiveness, HR Expertise, Leadership & Navigation | Intended Audience: Mid-Level
Presenter:
Debbie Millin, Chief operating officer, Globalization Partners

Our economy is global, which means growing companies are pushing to expand into new markets. Your sales, marketing and operations departments are ready, but is your HR team prepared to support new global growth? That includes navigating the legal and financial challenges that come with hiring and managing international employees. Do you know where the worst dangers and best opportunities lie? This session will walk you through ten of the biggest mistakes HR teams make when they go global, along with best practices and common obstacles to consider.

Learning Objectives:

  • How—or whether—to establish an international subsidiary.
  • The challenges of creating equitable cross-border benefits.
  • Avoiding the trap of hiring independent contractors overseas.
  • Managing and exiting employees without breaking the law.
  • Factors to consider when deciding your global expansion plans.
  • The steps for creating your workforce management plan.
  • Considerations in hiring your global team, including local labor laws, payroll and benefits.
Be Your Best: The Best Buy Approach to Creating a Culture of Well-Being
06/25/2019 03:30 PM - 04:30 PM | Room: TBD

1.00 SHRM PDCs | Competencies: Communication, Consultation | Intended Audience: Mid-Level
Presenter:
Dale Grenolds, Executive vice president, ComPsych
Workplace Application:
See how best practices in program promotion and engagement can support employee mental health and well-being. 

The life of a retail employee can be quite stressful. To address this, Best Buy partnered with its employee assistance program (EAP) provider, ComPsych, to launch the “Be Your Best” campaign to raise awareness of mental health and boost utilization of available support programs. This informative session shows how best practices in program promotion and employee engagement result in better overall well-being for employees.

Learning Objectives:

  • Enable managers to be advocates for well-being and support.
  • Recruit executive sponsorship of programs and campaigns.
  • Promote the most popular and needed facets of EAPs and work-life programs with utilization data.
Benefits Policy Crystal Ball: A Conversation with Washington Insiders
06/25/2019 03:30 PM - 04:30 PM | Room: TBD

1.00 SHRM PDCs | Competencies: Business Acumen, Critical Evaluation, HR Expertise | Intended Audience: Senior-Level
Presenter:
Tracy Watts, Senior partner, Mercer
Presenter:
Chatrane Birbal, Senior advisor, Government Relations, Society for Human Resource Management (SHRM)
Workplace Application:
From the perspective of current issues, gain insights into the future of benefits-related policy issues at the federal level. 

Keeping up with the latest policy issues in Washington, D.C. is always challenging. Join a conversation with a panel of Washington insiders to get an update on benefits-related policy issues at the federal level, as well as thoughts on what the future might bring—and what that means to employers.

Learning Objectives:

  • Impact of the 2018 midterm elections on benefit policies in 2019.
  • The future of the ACA and what state flexibility means to employers.
  • Expanded Medicare and Medicare for all and whether change is likely.
  • Mandated time-off benefits and what it will take to get a safe harbor.
  • Wellness program compliance and the need for clarity.
  • Future expectations for employer-sponsored health and benefit plans.
Building Competencies Through Designations: A Global Trend or the Answer to Real-Time Career Management?
06/25/2019 03:30 PM - 04:30 PM | Room: TBD
Track: Global HR

1.00 SHRM PDCs | Competencies: Business Acumen, Consultation, Leadership & Navigation | Intended Audience: Senior-Level
Presenter:
Constantine Vasilios Kiritsis, SHRM-SCP, Founder and CEO, StudySmart
Workplace Application:
Explore the value of professional designations and related issues in the global competitive environment. 

There are numerous justifications for the worldwide shift, since the late 20th century, toward professional qualifications (PQs): the practical knowledge offered by these programs, their global character, the fact that they certify one’s competency and employability through continuing professional development, and the continuous renewal of their syllabi in response to the needs of organizations and professions, which must be practical, adapt quickly to change, and update constantly. In an era of academic inflation, the university degree does not necessarily provide differentiation. Do PQs differentiate professionals and provide a competitive advantage to the organizations that embrace them? It is important to have a way to guarantee competence, professionalism and employability. Associations seem to be taking the lead when it comes to employee requirements, advancement and mobility. This session looks at cases and examples from the U.S., Europe, the Middle East and Asia to evaluate the trend within the context of change, talent development and management.

Learning Objectives:

  • Discover the value of professional designations and how to best assess them for different career paths.
  • Apply policies within your organization to embed international designations as options for development and for raising employability levels.
  • Evaluate and discover trends and practices outside the U.S., useful for multinational firms operating abroad that seek a standardized approach to career management and development.
  • Examine such issues as hyper-specialization, continuing professional development, the corporate academy, employability and motivation.
  • Are you certified and up to date in your area of expertise? Does your organization have a policy in support of certification training?
Crowdsourced Compensation Data: Do We Trust It?
06/25/2019 03:30 PM - 04:30 PM | Room: TBD

1.00 SHRM PDCs | Competencies: Consultation, Critical Evaluation, HR Expertise | Intended Audience: Senior-Level
Presenter:
Jeremy Spake, Principal, Thought Leadership and Advisory Services, Cornerstone
Workplace Application:
Arm yourself with critical methods for identifying and understanding issues of data integrity and pay transparency. 

Compensation professionals must remain informed of trends in compensation data and of sources that employees, managers and HR business partners are exposed to. This includes platforms launched by LinkedIn, Glassdoor and other social media sites, where users submit and research compensation data on current and potential roles in the market. Explore the emergence of such crowdsourced compensation data, and gain a clear understanding of the methodologies used by major suppliers of this information. Acquire tools to effectively navigate the introduction of new data sources into pay equity conversations, and to identify sources that should not be used.

Learning Objectives:

  • Compensation survey methodology; identifying data integrity issues.
  • How to choose the right data and evangelize an organizational compensation philosophy.
  • The benefits of embracing pay transparency; communicating how pay decisions are made to employees, hiring managers, candidates and recruiters.
Diversity for Hire: Attract a Talent-Rich Workforce That Improves Your Organization's Results
06/25/2019 03:30 PM - 04:30 PM | Room: TBD
Track: Talent

1.00 SHRM PDCs | Competencies: Global & Cultural Effectiveness, HR Expertise, Leadership & Navigation | Intended Audience: Mid-Level
Presenter:
Scott Wintrip , President , Wintrip Consulting Group
Workplace Application:
Learn a process for efficiently filling jobs from an inclusive talent pool, and understand how to create a more diverse workplace. 

Many organizations have made the commitment to improve diversity, a decision that requires changing how you hire. Learn a step-by-step process for swiftly and efficiently filling jobs from an inclusive, high-quality talent pool. Discover how to increase the flow of diverse candidates, improve the accuracy of interviews while removing bias, and build a pool of ready-to-hire people. As a result, your organization will be more innovative, competitive and financially successful.

Learning Objectives:

  • Understand why traditional hiring methods fail to draw in enough diverse talent, perpetuate bias, and cause hiring delays.
  • Find out about specific organizations that have increased the flow of diverse top talent, and how you can do the same.
  • Learn a four-step interviewing process that counters unconscious bias.
  • Gain an approach that keeps jobs filled while making diversity a cultural imperative.
If They Do Not Know What You Believe In, How Do You Expect Them to Follow You?
06/25/2019 03:30 PM - 04:30 PM | Room: TBD
Track: Leadership

1.00 SHRM PDCs | Competencies: Business Acumen, Communication, Leadership & Navigation | Intended Audience: Senior-Level
Presenter:
Kirk Ginn, Vice president, HR, Atlas Sand
Workplace Application:
Insights, examples, excitement, and action items that enable you to infuse your company’s beliefs into your employees. 

Too often we tell ourselves that we need to watch and study other companies or industries to better mirror them. Instead of concerning ourselves with how much cooler and more agile or attractive others are, we should consider the fact that we may already work for an amazing company—we just don’t know how to identify and communicate what makes it a fantastic place to work.

Learning Objectives:

  • Know your organization’s true value to itself.
  • Distinguish between what you are told and what you actually believe.
  • Discover what you need to believe, communicate, and live your value.
  • Actively move forward to “you doing you.”
Maintaining Your SHRM-CP or SHRM-SCP: Tips for Recertifying with Purpose
06/25/2019 03:30 PM - 04:30 PM | Room: TBD
Track: Leadership

1.00 SHRM PDCs | Competencies: Communication, HR Expertise | Intended Audience: All Levels
Presenter:
Alicia Crittendon, Manager, Community Relations, Certification, SHRM
Workplace Application:
Learn about the SHRM recertification process and make the most of the many recertification resources available. 

Now that you have your SHRM credential, don’t lose it! Find out how to maximize the flexibility of SHRM’s recertification program. Whether you’ve just earned your SHRM-CP or SHRM-SCP or you’ve had it for a few years, this informative session can help you create a recertification plan to achieve your career and professional development goals. Learn about all the tools and resources SHRM offers to make the process of maintaining your credential as efficient as possible.

Learning Objectives:

  • Create a plan to meet your recertification goals with purpose.
  • Get tips for utilizing all the recertification tools and resources available to you.
MEGA SESSION FLSA “Jeopardy” 2019
06/25/2019 03:30 PM - 04:30 PM | Room: TBD
Type: Mega Session
Track: Compliance

1.00 SHRM PDCs | Competencies: Ethical Practice, HR Expertise | Intended Audience: Mid-Level
Presenter:
Louis Richard, SHRM-SCP, Partner, Brown & Connery, LLP
Workplace Application:
Get the latest information and case law involving the Fair Labor Standards Act (FLSA)—and find out what you should do next. 

Every payday is a new adventure. Are you fully prepared for what the day will bring? Or do you worry about facing a Department of Labor audit, keeping up with the latest FLSA and wage and hour issues, and making mistakes over exempt/nonexempt employees? Stop being afraid and channel your focus—you are a winner! This engaging, high-adrenaline session shares knowledge through competition. The situations presented will provide ideas and strategies to assist you in being better prepared for the next payday or interaction with the DOL.

Learning Objectives:

  • Understand the latest FLSA regulatory changes.
  • Learn ways to avoid potential challenges under the FLSA and the impact on salary projections.
  • Develop a plan to deal with specific types of positions and planning for salary development to circumvent FLSA issues.
MEGA SESSION How to Build Curiosity to Improve Innovation, Engagement and Productivity
06/25/2019 03:30 PM - 04:30 PM | Room: TBD
Type: Mega Session
Track: Talent

1.00 SHRM PDCs | Competencies: Business Acumen, Relationship Management | Intended Audience: Mid-Level
Presenter:
Diane Hamilton, Author, speaker, nationally syndicated radio show host, Dr. Diane Hamilton LLC
Workplace Application:
Unleash and reward employees’ curiosity to improve engagement, innovation and productivity. 

Employees can be more innovative, engaged and productive by improving their natural curiosity, but they must be trained to do so and be rewarded for their efforts. Harvard Business Review found that while 83 percent of C-suite executives believe they encourage curiosity, only 52 percent of employees feel they are rewarded for their curiosity—and are therefore less likely to provide innovative ideas to the organization. HR professionals and leaders can benefit from recent groundbreaking research discoveries regarding what affects curiosity. Once organizations recognize and overcome the four factors that hold people back from being curious, they can develop training and development plans to unleash it.

Learning Objectives:

  • Determine how four factors—Fear, Assumptions, Technology, and Environment (FATE)—have an impact on curiosity.
  • Learn strategies for overcoming the factors that hold back curiosity.
  • Discover the Curiosity Quotient (CQ) and Curiosity Code Index (CCI).
  • Recognize the importance of leaders who reward improvement in curiosity.
MEGA SESSION Simple Truths of Appreciation and Recognition: Low-Cost or No-Cost Ideas to Keep Employees Engaged
06/25/2019 03:30 PM - 04:30 PM | Room: TBD
Type: Mega Session
Track: Talent

1.00 SHRM PDCs | Competencies: Communication, Relationship Management | Intended Audience: Mid-Level
Presenter:
Barbara Glanz, CSP, CPAE, President, Barbara Glanz Communications, Inc.
Workplace Application:
Learn how you can engage your employees for little or no cost. 

The second-most important thing people want from their jobs is full appreciation, yet 65 percent of American workers have said they received no appreciation last year for the good work they did. In these times of having to do more with less, it is critical to find ways to keep employees engaged that don’t cost much money. This session offers solutions that you can apply immediately.

Learning Objectives:

  • The 10 simple truths of appreciation.
  • Dozens of creative ways to keep your employees happy and productive for little or no cost.
MEGA SESSION The Future of Work - Why Having a Culture of High Trust is Not Only Important, It's Essential
06/25/2019 03:30 PM - 04:30 PM | Room: TBD
Type: Mega Session

1.00 SHRM PDCs | Competencies: Ethical Practice, Leadership & Navigation, Relationship Management | Intended Audience: Mid-Level
Presenter:
Richard Fagerlin, President, Peak Solutions, Inc.
Workplace Application:
Obtain practical ideas, tools and resources on how give, get and grow trust. 

We are often told that you can't trust people, business, government, media, and others. Is this the world we want to live in? Leaders want to rely on people to do their jobs, represent our brands, and leave a legacy for those who follow. How do we get there? It's time to look at trust a different way. Creating a culture of high trust is not an accident, and doesn't happen overnight; it takes intentionality, self-discipline, and leaders willing to gain and share wisdom. This session will present: an effective model for achieving a high-trust culture and getting results; the top seven reasons for the trust gap; 10 practical solutions for building high-trust relationships; and a simple model for evaluating trust that participants can use to measure trust in their organizations.

Learning Objectives:

  • Discuss the top “trust lies” affecting you and your organization.
  • Understand a simple three-part model for measuring, monitoring and managing trust.
  • Learn why the trust gap exists and what you can personally do about it.
  • Identify the organizational keys to a successful high-trust culture.

Hear how leaders in organizations around the world are improving and increasing trust

MEGA SESSION You Can Be Perfect… Or You Can Be Happy™
06/25/2019 03:30 PM - 04:30 PM | Room: TBD
Type: Mega Session
Track: Leadership

1.00 SHRM PDCs | Competencies: Communication, Relationship Management | Intended Audience: Mid-Level
Presenter:
Karith Foster, Humorist, speaker
Workplace Application:
Laugh while learning to accept our perfectly imperfect lives. 

We have two choices: to be perfect or to be happy. The former is an impossibility; as for the latter, how do we find happiness in our imperfection? The presenter uses humorous stories, entertaining exercises, and some serious reality checks to answer that question, as we attempt the crazy balancing act called life. Be brought to a place of gratitude and acceptance of our perfectly imperfect lives.

Learning Objectives:

  • Dispel the myth that perfection equals happiness. Confirm that happiness is a choice, not a constant.
  • Understand how seeking assistance or mentorship indicates strength and courage; end the perception that it indicates weakness.
  • See how our words, thoughts and actions can powerfully change the course of our lives.
MEGA SESSION Zen Your Work: Creating a More Mindful Work Experience
06/25/2019 03:30 PM - 04:30 PM | Room: TBD
Type: Mega Session
Track: Talent

1.00 SHRM PDCs | Competencies: Communication, Leadership & Navigation, Relationship Management | Intended Audience: Mid-Level
Presenter:
Karlyn Borysenko , Principal, Zen Workplace
Workplace Application:
Explore ways to integrate mindfulness into the work experience—reducing stress, enhancing productivity, and building better relationships. 

Mindfulness isn't just about meditation, breathing, or focusing on one thing at a time; it can also be used to reduce stress, enhance self-mastery and confidence, and build better working relationships. To create a better work experience, integrate mindfulness. Get information and learn exercises that you can use for yourself and share throughout your organization.

Learning Objectives:

  • Learn what mindfulness is.
  • Understand how mindfulness strategies support a productive, focused work experience for professionals at all levels.
  • Get practical tips for integrating mindfulness into your day-to-day activities, which you can use on your own and share with stakeholders throughout your organization.
Seeing the Big Picture: Business Acumen to Build Your Credibility, Career and Company
06/25/2019 03:30 PM - 04:30 PM | Room: TBD

1.00 SHRM PDCs | Competencies: Business Acumen, Critical Evaluation | Intended Audience: Mid-Level
Presenter:
Kevin Cope, President and chief executive officer , Acumen Learning
Workplace Application:
By building your business acumen, you’ll improve the ways in which HR partners with the organization’s core business functions, driving corporate strategy and financial results. 

Business acumen is, fundamentally, about seeing the big picture. As an HR professional, you are in a position to help your CEO grow the business in a way no one else can. This session demonstrates how HR initiatives affect the five business drivers that every CEO uses to measure company success and performance. Developing your business acumen and that of your team helps you develop a big-picture mentality, giving you and your company an invaluable edge.

Learning Objectives:

  • Understand how your company operates and makes money with a review of five business drivers.
  • Consistently make the right strategic bets for your company.
  • Develop an “executive mentality.”
  • Speak the language of your CEO and CFO.
  • Learn the keys to improving employee engagement.
The Strategic HR Department of One: Act Like a CHRO to Improve Your Organization
06/25/2019 03:30 PM - 04:30 PM | Room: TBD

1.00 SHRM PDCs | Competencies: Consultation, HR Expertise, Leadership & Navigation | Intended Audience: Mid-Level
Presenter:
Amanda Haddaway, SHRM-SCP, Managing director, HR Answerbox
Workplace Application:
Focus on the same things that CHROs focus on in larger organizations, to demonstrate value of HR in your organization as a Department of One (DOO). 

Repeated from Monday at 10:45 a.m.

What does being “more strategic” in our work as HR professionals really mean? Discuss the differences between traditional HR and strategic HR, as well as the business elements in which a DOO needs to focus. Have examples of what being strategic looks like in succession planning, performance management, and compliance.

Learning Objectives:

  • The difference between traditional and strategic HR.
  • Being strategic in succession planning, performance management and compliance.
  • How to show the value of HR through key metrics.
Unleashing Creativity and Innovation
06/25/2019 03:30 PM - 04:30 PM | Room: TBD

1.00 SHRM PDCs | Competencies: Leadership & Navigation | Intended Audience: Mid-Level
Presenter:
Serely Geraldine Alcaraz, Country head, ITD World Philippines
Workplace Application:
Build a skill set to unleash creativity and spark innovation in the workplace. 

Adopt the mindset of “there must be a better way.” Undergo creativity workout exercises to unleash your fluency, flexibility and originality of thought. Follow two client organizations in their journeys to unleash creativity and innovation in their workplaces. Learn from these case studies to develop your game plan for building organizational capacity and competencies for creativity and innovation.

Learning Objectives:

  • Differentiate between creativity and innovation.
  • Learn and use tools for creative thinking and innovation.
  • Create a game plan to unleash creativity and innovation in the workplace.
What a Difference Two Years Makes: The Trump Effect on the NLRB and Employee Relations
06/25/2019 03:30 PM - 04:30 PM | Room: TBD
Track: Compliance

1.00 SHRM PDCs | Competencies: Communication, Relationship Management | Intended Audience: Mid-Level
Presenter:
Timothy A. Davis, Managing partner, Constangy, Brooks & Smith & Prophete, LLP
Workplace Application:
Learn all there is to know about the new rules and key strategies of the National Labor Relations Board (NLRB) for effective labor/employee relations in 2019. 

After spending his first year erasing the actions of the Obama-era NLRB, President Trump’s board has set its sights on locking in employer-friendly rules for the next decade. The era of a pro-union NLRB is officially over, which has led to increased union organizing and organic, spontaneous employee protests. This session covers key new decisions at the NLRB, the tactics and organizing strategies now being deployed by labor unions, and how employers can respond. It concludes with an interactive discussion of how to develop a comprehensive seven-step program for maintaining effective employee relations and avoiding the challenges that can arise if a workforce is not effectively engaged.

Learning Objectives:

  • Learn how the NLRB continues to change rules on union elections, joint employers, and handbooks, policies and practices.
  • Review strategies for effective pro-employee labor relations practices.
  • Successfully and legally manage union organizing campaigns.
When Looks Deceive: Detecting and Accommodating Invisible Disabilities
06/25/2019 03:30 PM - 04:30 PM | Room: TBD
Track: Compliance

1.00 SHRM PDCs | Competencies: Relationship Management, HR Expertise, Consultation | Intended Audience: Mid-Level
Presenter:
Lara de Leon, Shareholder, Ogletree, Deakins, Nash, Smoak & Stewart, P.C.
Workplace Application:
Address the complicated issues raised by employees with mental health and other latent medical conditions in the workplace. 

According to the Centers for Disease Control and Prevention, one out of every five American adults has a disability. Employees may appear completely healthy, but in reality may be dealing with invisible afflictions (e.g., debilitating pain, cognitive challenges, learning differences, mental health disorders, or other conditions). Those with no visible impairment or assistive devices may still present accommodation needs. This session will explore best practices for detecting and accommodating invisible disabilities, including strategies for educating co-workers and addressing attendance or other issues.

Learning Objectives:

  • Legal protections for individuals suffering from disabilities in the workplace.
  • Available resources and means for working through these issues, including manager/co-worker communications and analysis of reasonable accommodations.
  • Real-world scenarios to help develop practical skills in addressing workplace issues involving mental health and other latent medical conditions.

06/26/2019

Advanced Internal Investigations: Tips, Tools and Cautionary Tales
06/26/2019 10:00 AM - 11:00 AM | Room: TBD
Track: Compliance

1.00 SHRM PDCs | Competencies: Consultation, HR Expertise, Leadership & Navigation | Intended Audience: Senior-Level
Presenter:
Michael Cajer Mason, SHRM-SCP, Shareholder, Greenberg Traurig, LLP
Workplace Application:
Learn to apply a simple framework to internal investigations and understand the importance of effective, timely investigations in employment-related cases. 

Investigations can cover a wide range of different issues, from allegations of harassment, discrimination and retaliation, to policy violations, safety incidents and disagreements between co-workers. The timeliness and effectiveness of an internal investigation is often at the crux of later scrutiny by a government agency, auditor, judge or jury. Get tips and tools to help you define and proceduralize an effective approach to internal investigations.

Learning Objectives:

  • Tips for analyzing fact patterns and identifying the type of investigation to be conducted.
  • Determining who should conduct an investigation.
  • Determining what are the objectives of the investigation and what is the deliverable.
  • Tools and techniques for conducting your investigation.
  • Legal implications of timely and effective internal investigations.
Beyond the Illusion of Inclusion: Leveraging the Talents of Employees with Disabilities
06/26/2019 10:00 AM - 11:00 AM | Room: TBD
Track: Compliance

1.00 SHRM PDCs | Competencies: Ethical Practice, HR Expertise, Relationship Management | Intended Audience: Mid-Level
Presenter:
Judy Young, Associate director, Scheinman Institute of the ILR School, Cornell University
Presenter:
Susan W. Brecher Esq., Director, human capital development, legal programs, Cornell University
Workplace Application:
Expand your appreciation of employees with disabilities and their multiple diversity dimensions, to support inclusive workplaces. 

Inclusion goes beyond employing individuals with diverse backgrounds; it means building a culture of engagement and respect. Organizational policies and practices affect the way this message is communicated. This interactive session offers a case-study exercise as well as tools and strategies to mitigate unconscious bias and increase cultural competence. Learn effective communication skills and best practices for leveraging the innovation and creativity of all employees. Gain insight into and appreciation of employees’ multiple diversity dimensions, to ensure inclusion beyond illusion.

Learning Objectives:

  • Gain information about the business case for expanding diversity initiatives that capitalize on the skills and abilities of all employees, including those with disabilities.
  • Learn effective methods for managing unconscious bias, which may affect morale and impede the contributions of all employees.
  • Demonstrate best practices and communication tools for engaging in productive interactions with employees, to drive business success.
  • Apply insights gained in the session through an interactive case study exercise.
Cultural Competence: The Intersection of Culture and Engagement
06/26/2019 10:00 AM - 11:00 AM | Room: TBD
Track: Talent

1.00 SHRM PDCs | Competencies: Global & Cultural Effectiveness, HR Expertise, Relationship Management | Intended Audience: Mid-Level
Presenter:
Cynthia M. Schuler, SHRM-CP, CPRW, Chief human resources officer , Sterne, Kessler, Goldstein & Fox P.L.L.C.
Workplace Application:
Acquire a toolkit of ideas on how to create and maintain a positive organizational culture in your organization. 

A discussion of the meaning of culture, how HR professionals can create a culture in which employees will thrive, and why there must be a positive culture if employees are to be engaged. Participants will be energized to implement change back in the workplace.

Learning Objectives:

  • An understanding of the true meaning of culture.
  • Why it is important to foster a positive organizational culture.
  • Ways to create a positive organizational culture.
  • How culture and engagement are intertwined.
Effective Talent Management Strategies in Southeast Asia
06/26/2019 10:00 AM - 11:00 AM | Room: TBD
Track: Global HR

1.00 SHRM PDCs | Competencies: Consultation, Global & Cultural Effectiveness, HR Expertise | Intended Audience: Mid-Level
Presenter:
Martin Lee, SHRM-SCP, HR manager, Baker Hughes, a GE company/SHRI
Presenter:
Chien Ping (CP) Tham, SHRM-SCP, CPLP, Regional HRBP/senior associate consultant, Lazada Group/Singapore HR Institute
Presenter:
Henrich Tan, SHRM-SCP, Director , Academy of Competency Enhancement Pte Ltd
Workplace Application:
Help your organization adapt best practices in talent management in Southeast Asia. 

HR practitioners from multinational corporations that are currently operating in or planning to establish a presence in Southeast Asia will find this session most relevant. Gain insights into the emerging human capital trends in the region and learn why HR is so different there. The presenters will share case studies to demonstrate talent management practices that have been proven to be effective in the region, as well as practical HR tips useful for foreign companies new to Southeast Asia.

Learning Objectives:

  • Understand emerging HR trends in Southeast Asia.
  • Appreciate the human capital challenges facing organizations in the region.
  • Apply lessons learned to enhance the effectiveness of your talent management practices in this part of the world.
Employer's Guide to Workplace Flexibility, Compliance with State Leave Laws, and Avoiding Related Claims
06/26/2019 10:00 AM - 11:00 AM | Room: TBD
Track: Compliance

1.00 SHRM PDCs | Competencies: HR Expertise, Critical Evaluation | Intended Audience: Mid-Level
Presenter:
James Reidy, Shareholder, Sheehan Phinney Bass + Green, PA
Workplace Application:
Learn the legal requirements and common-sense benefits of workplace flexibility policies and practices. 

Review workplace flexibility requirements under federal and state laws, as well as proven methods and best practices for applying workplace flexibility strategies as recruitment, accommodation and retention tools or resources.

Learning Objectives:

  • Understand the requirements of federal and state workplace flexibility laws.
  • Discover how workplace flexibility strategies benefit recruitment, accommodation and retention.
  • Review such areas as workers’ compensation, light duty, maternity/paternity and other family or sick leave plans.
Hit Your Bullseye: Communication Techniques to Collaborate, Execute and Succeed
06/26/2019 10:00 AM - 11:00 AM | Room: TBD
Type: Mega Session
Track: Communication

1.00 SHRM PDCs | Competencies: Communication | Intended Audience: Mid-Level
Presenter:
G. Riley Mills, Co-founder & COO, Pinnacle Performance Company
Workplace Application:
Increase your ability to effectively exchange information with stakeholders by influencing behavior to achieve desired outcomes. 

Because you play a critical role in the experience of every employee, from C-suite executive to summer intern, your ability to communicate effectively is critical to your personal and professional success. Whether you’re delivering clear and concise information, providing constructive feedback, leading efficient meetings, listening actively, helping people consider new perspectives, or openly discussing other points of view, you will learn to master communication and influence behaviors to achieve desired reactions—using the secret techniques that leaders and professional performers have used for centuries.

Learning Objectives:

  • Learn how to influence behavior and achieve desired outcomes by influencing emotion.
  • Understand the power in aligning your voice and body language to clearly communicate your messages.
  • Discover a universal, three-step process for influential communication, which helps improve how you provide feedback, lead meetings and deliver information.
Intergenerational Collaborations: Leading the 21st Century Workforce
06/26/2019 10:00 AM - 11:00 AM | Room: TBD
Track: Talent

1.00 SHRM PDCs | Competencies: Global & Cultural Effectiveness, HR Expertise, Relationship Management | Intended Audience: Mid-Level
Presenter:
Brian K. Dickens, SHRM-SCP, Certified executive coach and consultant, vice president, HR, , Ithaca College
Workplace Application:
Strategies you can use to attract and retain Millennials. 

This session is designed for business leaders with futuristic mindsets, who want to understand demographic shifts. With Baby Boomers retiring and Millennials entering the workforce at a record pace—by 2025 they will comprise 75 percent of the workforce—it is essential to identify all generations in the current workforce and focus on engaging Millennials now, to be able to fulfill talent shortages in the near future. Unfortunately, many organizations use off-target management practices and are not prepared to attract, engage and retain Millennials.

Learning Objectives:

  • Understand the need to engage Millennials now, not later.
  • Get to know techniques for engaging Millennials at the organizational level.
  • Develop a strong leadership pipeline and expertise for business continuity.
Managing Risk for Global Teams in the Era of Data Privacy
06/26/2019 10:00 AM - 11:00 AM | Room: TBD
Track: Global HR

1.00 SHRM PDCs | Competencies: Ethical Practice, Global & Cultural Effectiveness, Relationship Management | Intended Audience: Senior-Level
Presenter:
Nancy Cremins, Chief administrative officer/general counsel, Globalization Partners
Workplace Application:
Find out how to successfully navigate complex data privacy laws around the world. 

Your company is global; is your privacy policy? The European Union’s General Data Protection Regulation (GDPR) has mandated huge changes in how global teams approach privacy; is it enough or only the bare minimum? Is your organization prepared for regulatory requirements on privacy beyond the GDPR? This session is designed for anyone trying to grapple with new data privacy regulations. Get a comprehensive breakdown of global privacy laws, plus details on regulatory emerging requirements in countries beyond Europe, including Canada, Australia and China.

Learning Objectives:

  • How to track the changing global legal landscape as it pertains to employee data privacy.
  • Understand the ramifications of noncompliance with global labor laws.
  • Stay in bounds ethically, not just legally.
MEGA SESSION Hit Your Bullseye: Communication Techniques to Collaborate, Execute and Succeed
06/26/2019 10:00 AM - 11:00 AM | Room: TBD
Type: Mega Session
Track: Communication

1.00 SHRM PDCs | Competencies: Communication, Relationship Management | Intended Audience: Mid-Level
Presenter:
G. Riley Mills, Co-founder & COO, Pinnacle Performance Company
Workplace Application:
Increase your ability to effectively exchange information with stakeholders by influencing behavior to achieve desired outcomes. 

Because you play a critical role in the experience of every employee, from C-suite executive to summer intern, your ability to communicate effectively is critical to your personal and professional success. Whether you’re delivering clear and concise information, providing constructive feedback, leading efficient meetings, listening actively, helping people consider new perspectives, or openly discussing other points of view, you will learn to master communication and influence behaviors to achieve desired reactions—using the secret techniques that leaders and professional performers have used for centuries.

Learning Objectives:

  • Learn how to influence behavior and achieve desired outcomes by influencing emotion.
  • Understand the power in aligning your voice and body language to clearly communicate your messages.
  • Discover a universal three-step process for influential communication, which helps improve how you provide feedback, lead meetings and deliver information.
MEGA SESSION Reflective Listening: The New Way to Solve Problems and Get Cooperation
06/26/2019 10:00 AM - 11:00 AM | Room: TBD
Type: Mega Session
Track: Communication

1.00 SHRM PDCs | Competencies: Communication, Leadership & Navigation, Relationship Management | Intended Audience: Mid-Level
Presenter:
Paul Endress, Founder and CEO, Maximum Advantage
Workplace Application:
Reduce conflict and increase cooperation, even in the most difficult situations, by understanding what people really mean by what they say. 

Effective communication is one-third talking and two-thirds listening. The new science of reflective listening helps you understand what people really mean by what they say, so that you can respond in ways that stop conflict, build rapport and strengthen relationships. Learn to use physiology, feedback loops, emotional validation, bounce-back questions and other proven strategies to build safety, break down defensiveness and encourage open, productive communication.

Learning Objectives:

  • Listen reflectively to understand the true meaning, context, motive and reasoning behind any communication.
  • Use emotional validation to encourage others to share their views and concerns, and to understand their feelings and emotions even if you don't agree with them.
  • Welcome other points of view without becoming defensive, even if past experience has been negative.
  • Apply the four types of deeper-dive questions to gather information and clarify ambiguity.
  • Defuse conflict quickly by using the neutral listening physiology to let others know they are being heard.
MEGA SESSION Return on Integrity: Unleashing the Potential of Your Real ROI
06/26/2019 10:00 AM - 11:00 AM | Room: TBD
Type: Mega Session
Track: Communication

1.00 SHRM PDCs | Competencies: Ethical Practice, Global & Cultural Effectiveness, Leadership & Navigation | Intended Audience: Senior-Level
Presenter:
John G. Blumberg, CSP, President, Keynote Concepts, Inc.
Workplace Application:
Develop a deeper understanding of personal and organizational integrity to unleash its genuine potential on alignment, engagement and service. 

What if your ROI was far greater than you imagined? Not the amount – the definition. Richer. Deeper. Enduring. What you think “ROI” is about to be changed ... forever. Welcome to your Return on Integrity. Beyond a presentation, you'll embark on an exploration of the potential of personal and organizational core values unlike ever before. Never has there been a more critical time to do so it's a return worth your investment!

Learning Objectives:

  • Rethink and redefine the very essence of integrity … its depth, its richness and its potential.
  • Dig beneath the band-aid veneers of forced behaviors, wants and needs ... to intentionally unearth the core values that naturally fuel them.
  • Discover a day-to-day traction and ultimately the momentum for realizing an endless return on integrity.
MEGA SESSION The Cost of Distrust and How to Avoid It
06/26/2019 10:00 AM - 11:00 AM | Room: TBD
Type: Mega Session

1.00 SHRM PDCs | Competencies: Communication, Leadership & Navigation, Relationship Management | Intended Audience: Mid-Level
Presenter:
Sarah Noll Wilson, Chief edge officer, Sarah Noll Wilson, Inc.
Workplace Application:
You will learn about the biology of trust and distrust and gain new perspectives for minimizing distrust. 

Everyone knows trust is critical to relationships and team health. Without it, productivity decreases, innovation disappears, and absences increase. How do we mitigate distrust when it is often invisible? The latest neuroscience helps us understand ways in which we intentionally and unintentionally build or break trust. Together we will explore how the brain reacts to stress, how that stress contributes to distrust, and explore ways for you to build trust.

Learning Objectives:

  • Explore the neuroscience of stress and how it impacts trust.
  • Learn about the concept of Amygdala Hijacking on the brain.
  • Identify four default stress responses and how they influence relationships.
MEGA SESSION The Future of HR: Four Strategies to Meet Business Challenges and Deliver Maximum Impact on Results
06/26/2019 10:00 AM - 11:00 AM | Room: TBD
Type: Mega Session

1.00 SHRM PDCs | Competencies: Business Acumen, Critical Evaluation, Leadership & Navigation | Intended Audience: Senior-Level
Presenter:
Jennifer McClure, President, Unbridled Talent, LLC
Workplace Application:
Understand the evolution of the competencies required for effective HR leadership, and where today's leaders can deliver maximum business impact. 

To thrive in the business environment of the future, the competencies and capabilities of HR professionals must evolve. HR leaders must know the business, focus strategically, solve business problems and understand how to influence change. HR leaders who master these skills are able to effectively align the HR strategic plan, establish key relationships, and drive maximum impact on results. As a result, they will deliver more value and find greater executive support within their organizations.

Learning Objectives:

  • Increase understanding of the business and take a longer term, big-picture approach to HR, in order to participate in the organization's strategic planning process as a contributing partner.
  • Improve HR’s capabilities for aligning people strategies with organizational objectives.
  • Collaborate effectively with internal and external partners to deliver products and services that enable the organization to be agile, innovative and responsive to the needs of customers and employees.
  • Use data to develop systems and processes to measure and quantify results, in order to gain executive support.
Shyft: How to Create an HR Analytics Strategy
06/26/2019 10:00 AM - 11:00 AM | Room: TBD

1.00 SHRM PDCs | Competencies: Business Acumen, Critical Evaluation, HR Expertise | Intended Audience: Senior-Level
Presenter:
Wellington O’Neil Hepburn, Senior manager, Organizational Development, Training and Development, Commonwealth Bank
Workplace Application:
Learn the practical steps required to create an HR analytics strategy for your organization. 

The prevalence of data has grown significantly in our personal lives and in the corporate world. Many companies are proactively finding ways to utilize and capitalize on data to drive and improve decision-making, gain competitive advantage, and provide greater value in the marketplace. Why does the average HR department still underutilize data analysis and analytics? Analytical ability is one of the critical skills that HR professionals must have to effectively support their organizations, yet many lack this skill set, significantly reducing their impact and overall effectiveness. Organizations possess tremendous amounts of people-related data that, if analyzed correctly, can add tangible value to the development of HR strategies for better managing our most valuable assets: employees.

Learning Objectives:

  • Understand what HR data analytics is and distinguish its three primary categories.
  • Review the role of analytics in the HR competency model and its importance to HR strategy development.
  • Apply a structured process for initiating an HR data analytics framework, including consideration of HR key performance indicators (KPIs).
  • Identify and discuss the relevant drivers that have an impact on HR KPIs.
  • Address the common mistakes made during an analytics initiative.
  • Link HR analytics to their influence on strategic business outcomes.
Strategic and Nontraditional Steps to Bend Your Company's Health Care Curve
06/26/2019 10:00 AM - 11:00 AM | Room: TBD

1.00 SHRM PDCs | Competencies: Business Acumen, HR Expertise, Leadership & Navigation | Intended Audience: Senior-Level
Presenter:
Wade Larson, Chief human resources officer , Wagstaff, Inc.
Workplace Application:
Learn what steps to take to build a comprehensive, effective, wellness-driven health benefits program that engages employees and cuts costs. 

Tired of uncontrollable healthcare costs and feeling like there's nothing you can do to stop them? Finding a solution to make healthcare affordable for both employers and employees without cutting benefits seems nearly impossible, but one employer partnered with employees to take healthcare reform into its own hands, dramatically bending the cost curve while improving benefits. Its solution merged the best practices of comprehensive employee wellness, cost containment, employee engagement, nontraditional alternative healthcare solutions, travel benefits, medical tourism and more. The presenter walks you through solutions you won't get from any broker or find in any manual. He follows up on last year's popular session about the strategies his company uses to shift from a model of sick care to preventive wellness-based care, saving money for both employee and employer—$1 million in the first year alone.

Learning Objectives:

  • Measures for implementing a wellness program that people are excited to fully engage in.
  • Preparatory steps to lay the foundation for an effective healthcare model that focuses on preventive care to drive down future costs.
  • How to move from a traditional to a strategic benefits program that motivates and improves employee retention, increasing workforce competitiveness.
  • A step-by-step model to build a program that includes the specific elements that every effective wellness program must include to achieve strong financial success.
  • One employer’s unique, non-traditional, outside-the-box strategies to lower healthcare costs while maintaining and even improving employee benefits.
The “Superstar” Harasser: Managing Sexual Harassment Claims, Post-#MeToo Movement
06/26/2019 10:00 AM - 11:00 AM | Room: TBD
Track: Compliance

1.00 SHRM PDCs | Competencies: Business Acumen, Critical Evaluation, HR Expertise | Intended Audience: Mid-Level
Presenter:
Shayna Helene Balch, Partner, Fisher & Phillips, LLP
Presenter:
Pavneet Singh Uppal, Partner, Fisher & Phillips, LLP
Workplace Application:
How to limit your organization's potential legal exposure by properly investigating allegations of harassment and taking remedial action. 

Companies in every industry are wrestling with how to respond to allegations of workplace harassment involving C-suite and “superstar” employees. Responding properly and conducting investigations are a necessary but challenging process. There is no one-size-fits-all response, and investigation tactics must be tailored to fit the nature and severity of the allegations, but when properly conducted, investigations and resulting remedial action can significantly decrease an employer's exposure to liability.

Learning Objectives:

  • How company leadership can effectively manage and respond to employee complaints.
  • The proper steps for conducting an internal investigation.
  • The right and wrong way of dealing with he said/she said scenarios and innuendos.
  • Best practices to proactively minimize the occurrence of allegations in the future.
Violence in the Workplace: A Personal Experience
06/26/2019 10:00 AM - 11:00 AM | Room: TBD
Track: Talent

1.00 SHRM PDCs | Competencies: Relationship Management, Consultation, Communication | Intended Audience: Mid-Level
Presenter:
Kathleen H. McComber, SHRM-SCP, President , The HeaRt Group
Workplace Application:
Learn how to implement a program to deal with violence in the workplace, including policy, prevention, training and worksite audit components. 

Understand workplace violence by examining the statistics, preventive measures, and tools for being aware of warning signs. Any organization and its management team will be able to enhance their workplace violence prevention program using the key steps and resources provided. Ideas include: open communication and sensitivity training for employees; prescreening and selection tips to lower the risk of negligent hiring; risk and threat assessment information; employee assistance programs; and handling terminations to reduce the threat of violence. The presenter will share her personal experience with tragedy at her company and lessons learned.

Learning Objectives:

  • Know the warning signs regarding employees who could act violently in the workplace.
  • Train managers and employees to recognize warning signs and alert leaders.
  • Conduct training on violence in the workplace.
  • Develop and implement a workplace violence policy.
  • Develop and implement hiring practices to reduce risk in hiring possible offenders.
  • Conduct a workplace threat and risk assessment.
Why a Comprehensive Well-Being Strategy Is a Business Imperative, and How to Make It So
06/26/2019 10:00 AM - 11:00 AM | Room: TBD

1.00 SHRM PDCs | Competencies: Business Acumen, Consultation, HR Expertise | Intended Audience: Senior-Level
Presenter:
Autumn Krauss, Principal scientist, SAP SuccessFactors
Workplace Application:
Integrate well-being into your people strategy in a way that is based in science and that leverages advanced technologies. 

Most employees worldwide are performing below their potential because they aren't engaged—imagine what that does to an organization's bottom line. Business leaders are recognizing that the costs of unsustainable workforce practices are growing, while healthy workplaces have a significant impact on business results. Companies need precise, timely, detailed information about what employees really need and want in order to make the right investments to engage a diverse, demanding, dynamic workforce. This lively session explains how integrating the latest scientific findings and technological innovations can help improve the employee experience and increase health, well-being, engagement and, ultimately, performance.

Learning Objectives:

  • The latest research findings in organizational well-being culture and individual employee well-being.
  • How intelligent technologies (e.g., machine learning) can proactively deliver to employees personalized well-being recommendations and support.
  • How to integrate employee well-being into your human capital management practices, to build a strong and positive well-being culture.
  • How well-being is best integrated into your organization's people strategy.
  • How to assess the maturity of your organization's well-being culture and change readiness , which will inform your well-being strategy.
You Want Me to Do What?!: Introducing Analytics When You're an HR Department of One
06/26/2019 10:00 AM - 11:00 AM | Room: TBD
1.00 SHRM PDCs | Competencies: Business Acumen, Consultation, Critical Evaluation | Intended Audience: Mid-Level
Presenter:
Rich Huebner, Director, Data Architecture & Data Science , Houghton Mifflin Harcourt
Presenter:
Carla Patalano, SHRM-SCP, Program chair, New England College of Business
Workplace Application:
Implement an initial plan for HR data visualization and analytics within your organization. 

Repeated from Monday at 1:30 p.m.

 

Regardless of the size of the HR department, organizations are calling on their HR practitioners to bring practical knowledge of analytics in setting up and executing a people strategy that supports business outcomes. Learn the basics of conducting exploratory data analysis and identify the next steps in growing your organization’s analytics capabilities. Through an interactive case study created specifically for HR professionals new to analytics, discover how to address the challenge created when a CEO says, “Can't we use analytics to solve our people problems?” Data visualizations created with Tableau Desktop provide  valuable insights into workforce trends, and help attendees pinpoint talent management problems and learn how to confirm or deny what the CEO already “knows.”

Learning Objectives:

  • A step-by-step approach to starting your first HR analytics project.
  • Specific data-structuring strategies for analytics and visualization.
  • Different analytics and data visualization approaches (e.g., descriptive, predictive, and prescriptive analytics).
  • Evaluating and creating a plan to grow your organization's analytics capabilities.
Avoid the California Earthquakes - What Strategic HR Professionals Must Know for California
06/26/2019 11:30 AM - 12:30 PM | Room: TBD
Track: Compliance

1.00 SHRM PDCs | Competencies: HR Expertise, Consultation, Critical Evaluation | Intended Audience: Senior-Level
Presenter:
Jonathan A. Siegel, Partner, Jackson Lewis, LLP
Workplace Application:
For the California workplace, determine which strategic issues to address and avoid in 2019 and beyond. 

Repeated from Tuesday at 10:45 a.m.

 

HR professionals can avoid the next California “earthquake” by targeting and reviewing the critical strategic workplace issues discussed in this session.

Learning Objectives:

  • Specific areas to focus on in preparing your organization for the new year.
  • The most common California wage and hour violations leading to class actions, and how to avoid them.
  • Key new legal updates in California.
Avoid the California Earthquakes: What Strategic HR Professionals Must Know for California
06/26/2019 11:30 AM - 12:30 PM | Room: TBD
Track: Compliance

1.00 SHRM PDCs | Competencies: Consultation, Critical Evaluation, HR Expertise | Intended Audience: Senior-Level
Presenter:
Jonathan A. Siegel, Partner, Jackson Lewis, LLP
Workplace Application:
For the California workplace, determine which strategic issues to address and avoid in 2019 and beyond. 

Repeated from Tuesday at 10:45 a.m.

 

HR professionals can avoid the next California “earthquake” by targeting and reviewing the critical strategic workplace issues discussed in this session.

Learning Objectives:

  • Specific areas to focus on in preparing your organization in 2019 and beyond.
  • The most common California wage and hour violations leading to class actions, and how to avoid them.
  • Key new legal updates in California.
Coming Soon to a Community Near You: Worker Centers
06/26/2019 11:30 AM - 12:30 PM | Room: TBD
Track: Compliance

1.00 SHRM PDCs | Competencies: HR Expertise, Consultation, Critical Evaluation | Intended Audience: Senior-Level
Presenter:
David Rittof, President, Modern Management, Inc.
Workplace Application:
Gain a thorough understanding of worker centers and how to respond to their approach in unionizing the workplace. 

In the wake of declining union membership, worker centers have become an increasingly dominant force in the labor movement, cropping up in communities across the U.S. You may think they are focused only on the fast-food industry in the fight to get workers a $15-an-hour wage, but worker centers are gaining formidable influence, organizing all kinds of employees without a union while operating outside the jurisdiction of the rules that typically govern union initiatives. Proactive employers need to prepare their leadership team to respond to and deal with this new movement in the workplace.

Learning Objectives:

  • Get an overview of worker centers, which do not call themselves unions but nonetheless act as the bargaining representative for employees.
  • Educate yourself about worker center methods and approaches for gaining employee support.
  • Learn strategies to protect your organization from worker center tactics.
  • Gain insight into how to improve the overall employee relations environment.
Demystify HR for the Department of One
06/26/2019 11:30 AM - 12:30 PM | Room: TBD

1.00 SHRM PDCs | Competencies: HR Expertise, Leadership & Navigation | Intended Audience: Mid-Level
Presenter:
Lori Kleiman, SHRM-SCP, President , HR Topics
Workplace Application:
An HR Department of One (DOO) is often looking for guidance to handle everything—but with a plan of attack, it’s the best job around. 

HR in small business doesn't have to be mysterious; sharing tips and tricks is one of the best benefits of the DOO community. Business leaders know the importance of compliance and employee management, but in the midst of benefit enrollment, recruiting and payroll, who has time? The typical HR DOO is doing all it can to keep employees happy and work with leadership on the bottom line. If you’re doing HR on your own, this interactive program will walk you through what you need to know to meet the organization’s needs,  implement initiatives that will transform your business, and keep your sanity. You’ll get tools and tips that work, are simple and budget-friendly, and can be used tomorrow!

Learning Objectives:

  • Communicate with executives to initiate the projects you need to get off the ground.
  • Develop resources to help get the job done efficiently and economically.
  • Manage risk for the organization—without being the person who always says “no.”
  • Define the strategic position of your HR DOO within the larger context of your organization.
Help, the Auditors are Coming!: Audit Your Independent Contractors Before the Government Does
06/26/2019 11:30 AM - 12:30 PM | Room: TBD
Track: Compliance

1.00 SHRM PDCs | Competencies: Consultation, Critical Evaluation, HR Expertise | Intended Audience: Mid-Level
Presenter:
Lauraine Bifulco, President, Vantaggio HR
Workplace Application:
Learn how to correctly classify contractors and perform internal audits to protect your organization from costly government fines. 

Distinguishing between independent contractors and employees has never been an easy task for employers. While the consequences for getting it wrong have always been significant, the stakes just got higher. The federal government has allocated $25 million and 100 new investigators to detect and deter inappropriately classified independent contractors, an effort projected to raise $7 billion from employers over the next decade. Refresh your understanding of the rules regarding classification, understand how penalties are calculated, get practical how-to's to help you establish whether someone is truly a contractor, and learn how to perform an internal audit to shore up your practices—before you get a costly knock on the door.

Learning Objectives:

  • A detailed review of the various government agency rules regarding classification of independent contractors versus employees.
  • An explanation of how audits are triggered and how penalties are calculated.
  • Practices for hiring and managing independent contractors that help ensure compliance.
  • How to perform an internal audit.
  • How to correct misclassification of individuals.
Hindsight Is Insight: Real Observations of OFCCP Enforcement Under the Latest Directives
06/26/2019 11:30 AM - 12:30 PM | Room: TBD
Track: Compliance

1.00 SHRM PDCs | Competencies: Consultation, HR Expertise, Relationship Management | Intended Audience: Mid-Level
Presenter:
Beth Ronnenburg, President, Berkshire Associates
Workplace Application:
Learn how to better manage compliance under the most recent Office of Federal Contractor Compliance Programs (OFCCP) guidelines, and how to leverage the OFCCP’s transparency and collaboration mission to successfully meet compliance obligations. 

The OFCCP’s 2018 release of five directives in two months was the most issued in the shortest period of time. Their purpose was to support the OFCCP’s mission to ensure transparency and collaboration in all stages of its compliance activities. They included rules on transparency in compliance, analysis of compensation practices during reviews, focused compliance reviews, and programs to recognize contractor best practices. Has OFCCP stayed the course since the directives’ release? Have enforcement practices changed for the better? In this session, the presenter will share experiences and observations from real OFCCP interactions, discuss lessons learned, and provide practical recommendations for handling OFCCP compliance under the agency’s latest rules.

Learning Objectives

  • Learn about the most recent OFCCP directives.
  • Learn how to approach pay equity compliance by understanding how the OFCCP analyzes pay practices.
  • Proactively meet OFCCP compliance obligations by understanding how the agency performs compliance reviews.
  • Leverage the OFCCP’s mission to be transparent and more collaborative, making use of the resources available to support federal contractor compliance.
MEGA SESSION Emotional Intelligence: Control Emotions to Positively Influence Actions and Performance
06/26/2019 11:30 AM - 12:30 PM | Room: TBD
Type: Mega Session
Track: Communication

1.00 SHRM PDCs | Competencies: Communication, Leadership & Navigation, Relationship Management | Intended Audience: Mid-Level
Presenter:
Tracy Butz, CSP, Owner, Think Impact Solutions
Workplace Application:
Control emotions to more positively influence actions and performance, and achieve higher levels of success for yourself and your organization. 

Recall when a co-worker was angry, your supervisor was frustrated or a friend was sad. The ability to understand, interpret and respond to others’ emotions has a crucial impact on professional and personal success. Discover how greater understanding and better management of our own emotions can influence the emotions of others—as well as increase self-confidence, significantly enhance performance levels, build stronger and more collaborative relationships, and achieve higher levels of personal and organizational success.

Learning Objectives:

  • Discover four core abilities that determine one's level of emotional intelligence and its impact on performance in the workplace.
  • Realize how your emotions and actions affect the people around you, and how you are viewed when they get the best of you.
  • Better control the emotions that have a negative impact on decision-making abilities and behavior.
  • Learn and apply key skills to develop your emotional intelligence and enhance your abilities.
MEGA SESSION How to Identify “Strategy Blind Spots” During Strategic Planning
06/26/2019 11:30 AM - 12:30 PM | Room: TBD
Type: Mega Session
Track: Leadership

1.00 SHRM PDCs | Competencies: Business Acumen, Critical Evaluation, Leadership & Navigation | Intended Audience: Senior-Level
Presenter:
Sherrin Ross Ingram, Chief Executive Officer, Int'l Center for Strategic Planning
Workplace Application:
Improve strategic execution by learning how to use effective vetting techniques and tools to expose the blind spots in your strategies. 

Leaders often invest a great deal of time and money into developing the right goals to grow their business and outperform their competition. They often fail to protect these investments, however, by failing to develop actionable strategies or to vet their strategies before implementing them. They also neglect to carefully devise a plan to develop the real drivers of success: the right mindset and personal attributes for fully executing specific goals and strategies. This content-rich interactive session teaches simple step-by-step processes for turning strategies from average to actionable, and for accelerating development of the mindset and attributes needed for success. Leaders will also learn how to avoid common strategic planning mistakes.

Learning Objectives:

  • Understand how to use the nine filters for vetting a strategy.
  • Proactively identify the blind spots in your strategies.
  • Link company growth and personal development to create an organizational competitive advantage.
  • Learn how to avoid common mistakes in strategic planning.
  • Recognize hidden strategy pitfalls that undermine employee engagement and stifle consistent progress.
MEGA SESSION The Neuroscience of Change
06/26/2019 11:30 AM - 12:30 PM | Room: TBD
Type: Mega Session

1.00 SHRM PDCs | Competencies: Consultation, HR Expertise | Intended Audience: Mid-Level
Presenter:
Richard Solomon, Managing director and principal consultant, Development Consulting Center Ltd.
Workplace Application:
Become better able to design and facilitate change strategies that take neuroscience into consideration—the human side of change. 

Change has always been with us; some say it is the only constant. What, then, is so different about change at this time? Things seems to be moving faster and with a disruptive unpredictability. Our biology, evolution, education and experiences have not readied us to easily navigate this path. Many people muddle through, always wondering if they will be able to stand the next test of change. Employees are not prepared. HR has a crucial role in helping people and organizations position themselves “just right” to win in times o change. This workshop focuses on understanding the neuroscience of human change, explains why it can be so difficult for people to adapt, and explores key practical strategies for leading the human side of change.

Learning Objectives:

  • Understand how the brain reacts during times of change.
  • Better position the role of HR during organizational change.
  • Learn to identify key neuroscientific considerations when designing change interventions and strategies.
Outsourced Fiduciary Soup: 3(16), 3(21), 3(38) and Me
06/26/2019 11:30 AM - 12:30 PM | Room: TBD

1.00 SHRM PDCs | Competencies: Business Acumen, Ethical Practice, Leadership & Navigation | Intended Audience: Senior-Level
Presenter:
Kevin Mahoney, Senior institutional consultant, accredited investment fiduciary analyst®, The Mahoney Group of Raymond James
Presenter:
Kristen Koluch, CFA, Investment Portfolio associate, The Mahoney Group of Raymond James
Workplace Application:
Help employers understand their fiduciary responsibilities under the Employee Retirement Income Security Act (ERISA) and the opportunities and risks of hiring an outsourced fiduciary. 

Employers have a fiduciary obligation to their employees when they offer retirement plans and benefits. The Employee Retirement Income Security Act (ERISA) imposes an extremely high regulatory burden, establishing significant organizational as well as personal fiduciary responsibilities on employers. The retirement plan marketplace offers numerous outsourced fiduciary services and models to reduce and manage that burden. What are 3(16), 3(21), and 3(38) fiduciaries? What are the benefits and risks of hiring an outsourced fiduciary? This session will review fiduciary responsibilities and obligations under ERISA, define the various outsourced models, and review the ongoing obligations employers have even when they use an outsourced fiduciary.

Learning Objectives:

  • Understand the employer’s fiduciary obligations under ERISA.
  • Define who is an ERISA fiduciary.
  • Learn what responsibilities can be outsourced and what cannot be outsourced.
  • Compare the various outsourced fiduciary models available in the marketplace today.
  • Learn to manage the roles and responsibilities of the committee, recordkeeper, administrator, trustee, and advisors.
People Analytics for Beginners
06/26/2019 11:30 AM - 12:30 PM | Room: TBD

1.00 SHRM PDCs | Competencies: Business Acumen, Communication, Critical Evaluation | Intended Audience: Mid-Level
Presenter:
Giovanni Everduin, SHRM-SCP, Head of strategic HR, communications & change, Tanfeeth (Emirates NBD Group)
Workplace Application:
Everything you need to get started on people analytics and deliver an initial set of analytical insights. 

Repeated from Tuesday at 10:45 a.m.

 

Building an HR analytical capability may be overwhelming, but with the structured approach presented in this session, anyone can do it in any context. Understand the importance of addressing strategic questions before starting the journey. Learn how and where to start, using a 10-step plan to get from inception to tangible outcome. Get an explanation of data cleansing and validation, and their significance for successful analytics. Sneak a peek into the future of analytics and what the latest technologies (such as machine learning, natural language processing) can do. Practical take-home examples provide instant, insightful analytics for calculations, required data sets, storytelling and more.

Learning Objectives:

  • The critical steps to set up HR analytics.
  • How to use analytics to solve business problems, based on real examples easily replicated in your organization.
  • How to use data and insights for storytelling.
  • What the future holds.
Technology Meets HR: Selecting and Justifying the Right Solution
06/26/2019 11:30 AM - 12:30 PM | Room: TBD
Track: Technology

1.00 SHRM PDCs | Competencies: Business Acumen, Communication, Critical Evaluation | Intended Audience: Mid-Level
Presenter:
Joe Rotella, SHRM-SCP, Chief marketing officer, Delphia Consulting, LLC
Workplace Application:
Learn to write an effective business case to justify a technology investment to decision-makers. 

Technology can help free you from “administrivia” so you can focus on strategic goals. Discover why technology is important to HR. Learn how to use a seven-step framework to select the right technical solution, then how to write an effective business case to justify the investment to decision-makers. Analyze the structure of a business case, explore your needs to support HR, and learn how to calculate return on investment (ROI) to support your case.

Learning Objectives:

  • How to develop a business case to propose a change within the organization.
  • How to evaluate the ROI of a proposed solution.
  • How to effectively communicate a business proposal to key stakeholders.
The Global Assignment: An Overview of the Components of a Successful and Compliant Expatriate Assignment
06/26/2019 11:30 AM - 12:30 PM | Room: TBD
Track: Global HR

1.00 SHRM PDCs | Competencies: Critical Evaluation, Global & Cultural Effectiveness, Relationship Management | Intended Audience: Senior-Level
Presenter:
William David Wright, Partner, Fisher & Phillips LLP
Workplace Application:
Learn to implement the major best practices principles applicable to a globally mobile workforce. 

This is a comprehensive overview of the various components necessary to achieve a compliant and successful expatriate assignment. The session addresses special issues related to U.S.-based employers sending employees abroad ,and/or accepting inbound employees from abroad, for assignments of one year or more. Topics covered include social security and tax equalization, housing and relocation, employee benefits and compensation, contractual obligations, application of local laws, and overall best practices for handling globally mobile employees—all presented with practical examples.

Learning Objectives:

  • Understand the essential components for successful management of globally mobile employees.
  • Have a basic foundation in best practices for managing and implementing expatriate assignment agreements.
  • Understand the key issues related to tax equalization and social security agreements in connection with expatriate assignments.
  • Understand employer obligations with respect to the health and safety of internationally assigned employees.
The Integration Journey from the Public Sector to the Private Sector: The People Story
06/26/2019 11:30 AM - 12:30 PM | Room: TBD

1.00 SHRM PDCs | Competencies: Communication, Leadership & Navigation, Relationship Management | Intended Audience: Senior-Level
Presenter:
Irene Stella Agyenim-Boateng, CEO , Professional HR Consult
Workplace Application:
A story of best practices in people management strategies for business transformation in an African context. 

Repeated from Monday at 3:00 p.m.

 

The integration journey is the story of how the umanesource management function led a business transformation when the shareholding structure of the company changed. It describes the evolution of a state-owned company into a commercially viable, performance-oriented, culturally agile and customer-centric organization. The transformation, which occurred in a unionized environment in an African setting, made impacts on organizational structures, rebranding, reorganization, retrenchments and other people-related initiatives. The end results were phenomenal and the lessons learned worth sharing.

Learning Objectives:

  • Knowing what people strategies are needed in business transformation.
  • Helping employees handle the psychological impact of retrenchment.
  • Applying multiple communication channels for business transformation.
  • Understanding effective stakeholder management.
The Skills Quotient: How to Determine the Skills of Your Organization
06/26/2019 11:30 AM - 12:30 PM | Room: TBD
Track: Talent

1.00 SHRM PDCs | Competencies: Critical Evaluation, HR Expertise, Leadership & Navigation | Intended Audience: Mid-Level
Presenter:
Kelly Palmer, CLO, Degreed
Workplace Application:
Discover the skills that your employees have now and what they need for the future using the Skills Quotient. 

The world of work is going through a large-scale transition, evolving to the “next big thing” while most of us struggle to keep up. How can companies upskill and reskill their workforces? This session presents research, case studies and a workshop to show how forward-thinking companies are adapting to change and focusing on skills. With the Skills Quotient, organizations can use data to understand their employees' current skills as well as the skills they are building. HR professionals are challenged to let go of traditional ways to close the skills gap, and CEOs and business leaders are challenged to embrace the urgency of reskilling and upskilling the workforce.

Learning Objectives:

  • Trends in the workforce: acceleration, automation, digitization; the new mindset; the 60-year career.
  • How today's skills are becoming obsolete; why predicting future skills is difficult.
  • Trends in corporate learning: personalized learning, talent analytics, technology ecosystems.
  • Applying the Skills Quotient to create a skills inventory and an internal career marketplace, to focus on skills (instead of degrees) for both internal and external recruiting.
What Is HR's Role in Data Protection and Privacy?
06/26/2019 11:30 AM - 12:30 PM | Room: TBD

1.00 SHRM PDCs | Competencies: Business Acumen, Ethical Practice, HR Expertise | Intended Audience: Mid-Level
Presenter:
Kim Lessley, Director, Solution Management, SAP SuccessFactors
Workplace Application:
Learn why HR needs to take a leadership role when it comes to data protection and privacy. 

Whether employees realize it or not, they are regularly exposed to sensitive data. We live in a world of increasing threats to data security, along with fast-evolving international regulations for data protection and privacy. HR naturally needs to take a lead in establishing a data security culture and in setting expectations of behavior around data protection. But should HR’s responsibilities go beyond employee awareness and training?

Learning Objectives:

  • Why data privacy is important to HR.
  • The impact of the EU General Data Protection Regulation (GDPR) on HR globally.
  • Specific steps that HR can take to prepare for future data privacy regulations.