BAS Business Acumen & HR Strategy
Building general business knowledge, judgment and ability to understand and apply information to contribute to the organization’s strategic plan including the organization’s mission, vision, values, strategic goals and objectives; formulating policies; guiding and leading the change process; and evaluating organizational effectiveness as an organizational leader.
What the CEO Wants You to KnowPresented by Danyelle Ackall
- Define business acumen
- Identify the importance of speaking in monetary terms
- Look at the business as an investor for important new perspectivetive
CEOs use their CHRO like the CFO – a trusted advisor. To build this trust, HR professionals must understand the essence of business thinking, learn to cut through to the bottom line, identify business priorities, grow the people, and execute with an edge. Following Ram Charan,’s book by the same name, we’ll explore how HR professionals can prepare to take a seat at the table and tackle the C Suite with confidence.
Employee EnCAGEment or Engagement? 6 Tactics to Unleash Employee PotentialPresented by Davis Robinson
- Understand the difference between enCAGEment strategies and engagement strategies
- Explain the psychological enablers of employee engagement
- Apply at least two tactics to their engagement strategies
According to research conducted by SHRM, today’s executives believe enhancing employee engagement is one of their top five global business strategies. Research conducted by the Gallup Organization predicted that companies would spend over 1.5 billion to solve the engagement problem. However, the same report shows employee engagement is at a record low of 13%. With the money being spent on Employee Engagement, company executives placing a priority on engagement, and the sharp focus on moving the engagement needle, why aren’t companies reaping the rewards of its efforts? Are the ways organizations going about enhancing engagement really enCAGEing their employees rather than engaging them?
ELL Employment Law & Labor Relations
Maintaining compliance and remaining compliant with the latest changes in labor legislation. Developing, implementing/administering and evaluating the workplace in order to maintain relationship and working conditions that balance employer/employee needs and rights in support of the organization’s goals and objectives. Also includes a focus on California specific legal requirements.
Like a Fine Wine, Some People Get Better with AgePresented by Michael Deponte
- Identify conscious and unconscious biased against older workers
- Recognize the contributions and advantages of hiring older workers
- Learn to retain older workers and develop succession plans for retiring employees
As baby boomers approach the end of their careers, employers need to recognize the contribution these individuals can continue to make. Unfortunately, ageism in the workplace has preconceived perceptions of the work these individuals can perform. This session will assist employers with hiring, retaining, and utilizing the benefits brought by older workers.
Mental Health in the Workplace – A Legal ReviewPresented by Paul Simon
- Understand the ramifications of mental health issues within the ADA, including how to avoid “regarded as” claims and how to engage in the reasonable accommodation process with mental health disabilities
- Understand relevant leave issues involving the ADA, FMLA leave and gratuitous leave such as PTO
- Recognize the potential for workplace safety issues and prevent negligence claims
No matter the setting, mental health is always a sensitive and delicate topic to address. It becomes even more sensitive when mental health issues cross into the workplace. Despite the delicate nature of the issues involved, it is vitally important that human resources understand the legal implications and ramifications. There are a host of concerns, not the least of which are disability accommodation and discrimination issues, leave issues, and workplace safety. Every workplace and every HR professional should be prepared to address this topic as it becomes more and more prevalent in the workplace.
GLO Global Hr & Cultural Effectiveness
Valuing and considering all perspectives and backgrounds on an international level in relation to strategic HR management, talent acquisition and mobility; global compensation/benefits; organizational effectiveness, talent development, workforce relations and risk management practices for HR practitioners with cross-border HR responsibilities.
Harnessing the Uncertainty of the 2020’s Global Economic and Political TrendsPresented by Scott Wayne
- Learn which sociopolitical trends are impacting industries everywhere
- Learn how to identify and navigate opportunities and threats
- Learn how to leverage negotiation and embrace change
During this session, participants will walk through the international political trends in the news that will shape who wins and losses in the next decade—and how the role of HR provides advantages to clients/employees during times of ambiguity and uncertainty. Participants will learn to recognize patterns, and breaks in patterns, and how to evaluate threats and opportunities from multiple perspectives. The audience will also be guided through common negotiation tools and how they can be deployed to generate new insights.
The Future of the Global WorkforcePresented by Debi Dault
- Understand the current status of Global HR
- Discuss the current trends impacting our organizations
- Look at what the experts say about the Future Trends of Global HR
- Learn about the Social Organization of the future and how it differs from our current organization
Whether you like it or not, you are expected to move beyond your organization’s mission and strategy statements and reinvent yourself. We face an intensifying combination of global economic, social, and political issues which challenge our business strategies. To stay relevant in your Global HR role, you need to invest in and actively manage the trends that are shaping today’s world. This session will cover the trends both current and those that are at the cusp of realization. Learning what areas of focus are most important will help you to become an indispensable asset in the global workforce. We will look at what the experts tell us to expect. Some key points of this session are changing demographics, technology, talent, benefits, employee engagement, gamification, artificial intelligence and managing a remote workforce. How successful you are will depend on your ability to adapt to the NEW global workforce.
HRD Human Resource & Organizational Development
Developing, implementing and evaluating activities and programs that address employee training and development, performance appraisal, learning, talent and performance management to ensure that the knowledge, skills, abilities and performance of the workforce meet current and future organizational and individual needs.
Coaching to Promote a Feedback CulturePresented by George Benson
- Apply coaching effectiveness research to improve current company practice
- Review examples of coaching initiatives and discuss some of the challenges
- Anticipate challenges of implementing a “check-in process” at your organization
Companies wouldn’t have to guess what employees are thinking if a “feedback culture” were in place. Coaching and performance appraisal systems should support a feedback culture in which managers communicate goals and support employees through frequent and developmental feedback.
HR leaders can implement and promote coaching initiatives as part of a new style performance management system. Hear about coaching effectiveness research, detail case examples of coaching initiatives and discuss some of the challenges in promoting a feedback culture. Participants will review current best practice and research on coaching and feedback in the workplace. Implementing and promoting
Future Leader or Future Loser? – Training Supervisors to SupervisePresented by Barbara Cervantes
- Customize supervisor training
- Implement an effective training program for supervisors
- Utilize a mix of delivery methods – traditional presentation, individual exercises & gamification
Do you have supervisors struggling to appropriately “supervise” their employees? This “train the trainer” session covers three components, Interviewing, performance management, and respectful exits. Training includes suggested delivery methods, including standard presentation delivery, interactive sessions, exercises, and gamification.
LPD Leadership & Personal Development
Enhancing tools, skills and traits enabling HR professionals and employees to be exceptional leaders. Gaining knowledge from experts on leadership, recertification, career advancement, personal power, memory, confidence and attitude, stress, work/life balance and ethics.
Accelerated Leadership: Developing Influence Up, Down and Across the OrganizationPresented by Carolina Caro
- Explore three dimensions of personal power and assess how they may amplify or detract in influencing others.
- Recognize personal power contributions to manage up, down and across the organization
- Create an action plan to strengthen your personal power, and increase your level of influence across the organization
Imagine an organization where employees are engaged and performing in alignment with their full potential and you’ll find leadership with influence across the organization unlike positional power, that is rooted in authority and leaves others feeling diminished, personal power gives permission and space to feel empowered.
Session participants learn that this type of influence originates from mastering three dimensions: our character (who we are), our communication skills (what we are broadcasting) and our confidence (how we embody the former). When we take accountability for stepping into and owning those three dimensions, the ability to influence and manage up, down and across the organization simply becomes an extension of our expression of personal power.
Building an Inclusive Culture on PurposePresented by Tony Bridwell
- Define psychological safety and its role in the experience cycle
- Dig into brain science and learn what we tell ourselves about perception and personal narratives
- Understand and identify the Imposter Syndrome and learn simple tools to disrupt a fixed mindset
Organizations and leaders of today understand the need for an inclusive culture, but few really know how do they get there? Leaders in this session will be given the tools to shape the culture within a team or organization to effectively deliver results. Tony will discuss how you, regardless of your title or tenure within your organization, can impact your story and culture.
REW Total Rewards
Implementing sustainable compensation and benefits rewards strategies including developing/selecting, implementing/administering and evaluating compensation and benefits programs for all employee groups in order to support the organization’s goals, objectives and values and remain competitive and increasing employee satisfaction.
5 Trends Shaping the Employee ExperiencePresented by Theresa Harkins-Schulz
- Understand current employment trends and identify those currently affecting your organization
- Take a deep dive into trends with staying power
- Deploy actionable steps to incorporate these trends into their organization’s programs
The employee experience in today’s workplace is continually transforming. There are always new employee engagement trends that seem worthy of implementation. The challenge is determining which have staying power. Understand how diversity and inclusion programs are evolving, realize the importance of recognizing five generations in the workforce and prepare for how work/life balance is being redefined.
Participants will be introduced to five employee experience trends that are shaping the workplace and influencing the Employee Experience in 2020 and beyond.
The Secret Code of Pay ConversationsPresented by Lane Transou
- Understand why communicating pay is essential
- Discover the secrets all managers should know when discussing pay
- Learn the truth about pay and employee engagement
Let’s face it, conversations about pay can be tough – especially when they involve disagreement or confusion around pay decisions. It is important to equip yourself and your managers with tools to navigate these conversations successfully. Join us as we focus on the most common conversations around pay and how to make these discussions engaging and productive. We will discuss how to prepare; what information can be shared and what cannot be shared along with basic principles to keep in mind.
RSK Risk Management
Mitigating risk and upholding organizational values by supporting the development of ethical practices. Developing, implementing/administering and evaluating programs, procedures and policies in order to provide a safe, secure working environment and to protect the organization from potential liability.
Watch Out for Red Flags & Red Herrings – Pay Equity in Today’s WorkplacePresented by Allison Hoeinghaus and Judy Garner
- Identify steps to conduct a pay equity analysis
- Recognize common fact patterns that can hide or fail to uncover a real issue
- Understand legal considerations and best practices to limit legal exposure
Recent headlines have been filled with the gender pay gap and pay equity here in the U.S. and abroad. Many companies are appropriately paying their employees without regard to gender, but issues at a small number of high-profile companies have cast further scrutiny on this subject matter.
Session participants will discuss the practical side of determining whether any pay equity issues (both gender and race) exist at a company and how the calculations may not be as straightforward as they seem once you get below the surface. Also explore 5 common fact patterns that can either fail to raise a red flag on an issue or inadvertently be a red herring.
What to Do When an Employee Gets ArrestedPresented by Mike Coffey
- Recognize the kinds of off-duty employee conduct that may affect a business’ operations
- Understand the elements of an arrest/incident self-reporting policy
- How to investigate suggestions of red-flag off-duty conduct
Don’t get caught flat-footed when an employee gets caught red-handed! Employees’ off-duty conduct is often relevant to their on-duty responsibilities. Even minor criminal behavior or traffic infractions may be advance warning that an employee’s decision-making, safety awareness, or credibility may be compromised, making the individual an “insider threat.”
Ignoring such insider threats can damage an employer’s ability to mitigate liability if an employee commits an unsafe or criminal act in the course of their employment. At the same time, many employers are hesitant to delve unnecessarily into their employees’ personal lives or are uncertain as to how to respond when an employee is arrested.
Participants will learn the kinds of insider threats about which employers may need to be aware. He will also review policy considerations to ensure that red-flag incidents are identified and evaluated fairly. These considerations include employee self-reporting of certain incidents, periodic background checks, evaluating job-specific risks suggested by incidents, and appropriate responses to job-relevant incidents.
TAW Talent Acquisition & Workforce Planning
Effectively finding and keeping talent, creating an environment where people thrive and engaging your workforce. Developing, implementing and evaluating sourcing, recruitment, hiring, orientation, succession planning, retention and organizational exit programs necessary to ensure the workforce’s ability to achieve the organization’s goals and objectives.
Employee Offboarding Matters – 3 Reasons Why HR Should Give Exiting Employees the Red Carpet TreatmentPresented by Raymond Lee
- Develop and effective offboarding strategy that will impact your bottom line and employer brand
- Develop an effective employee alumni networks to engage your alumni employees in being brand ambassadors
- Create policies and practices that drive successful offboarding, giving employee the ‘red-carpet treatment’
Offboarding practices have a direct ROI because they can dramatically impact your talent acquisition strategies, who buys your products, and how well your company is prepared for a changing workforce. By giving employees the red-carpet treatment during their exit, they will be better brand ambassadors, better spokespeople, and allies, telling their talented colleagues about your organization and possibly even working for you again.
Take Your Succession Plan from Good to GreatPresented by Michael Timms
- Discover the talent mindset that sets industry-leading companies apart from their competitors
- Learn the key characteristics of a world class succession plan and what it takes to get there
- Identify the most common mistakes organizations make in succession planning and strategies and tools to avoid them
The Baby Boomer exodus from the workforce has kicked into full gear, and yet very few business leaders believe their organization is doing enough to fill the talent gap. Some organizations have taken the initial steps to implement a succession plan, but most are struggling to implement a process to increase the pipeline of qualified internal candidates. Taking Your Succession Plan from Good to Great highlights the most common mistakes organizations make in succession planning, and provides strategies and tools used by world-class organizations to overcome them.
Are you a student, recent grad or new to the field of HR?
A variety of our concurrent education sessions are labeled as “HR-101”. These sessions fall within each of the tracks above. Look for HR-101 courses to serve as a roadmap for the best introductory overview to the world of HR.