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Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
THE 115th CONGRESS AND THE TRUMP ADMINISTRATION: THE WASHINGTON OUTLOOK FOR HR PUBLIC POLICY
As we head into the second year of the congressional term and a mid-term election, the Trump Administration and Congress face in 2018 many HR public policy issues, each having a significant impact on the workplace. These include an effort to repeal/amend the Affordable Care Act, efforts on interior immigration enforcement, including worksite enforcement, initiatives to combat sexual harassment, and proposals to expand paid leave and workplace flexibility. This session looks at how these issues will affect employers and employees in your organization and how you can best engage and prepare for them. The discussion of current congressional and federal regulatory and judicial activity will also cover how to make sure your voice is heard with Members of Congress on these important issues.
HR REGULATORY AND JUDICIAL OUTLOOK FOR THE TRUMP ADMINISTRATION
The federal agencies, under the Trump Administration, have significantly changed their approach to regulatory enforcement of the workplace. Areas of focus under the Trump administration include easing regulatory burdens on the workplace and potentially undoing many of the regulations put into place at the end of the previous administration. Learn about these issues and their impact for HR professionals.
HR STATE PUBLIC POLICY OUTLOOK
Given the increased partisanship and gridlock embracing Washington, workplace issues that used to be the domain of the federal government are now being debated in state legislatures across the country. As the 2018 elections draw nearer, find out what HR public policy proposals are emerging in the states, including the trends SHRM is seeing in HR legislation, depending on the political party that controls each state legislature and governorship. In addition, find out about the role SHRM members can play in advancing the HR perspective in these public policy debates.
ADVOCACY: SHAPING HR PUBLIC POLICY
As an HR Professional, you are uniquely positioned to shape the development of federal and state workplace laws and regulations. This presentation takes you through the basic steps of becoming involved in the public policy process; best practices for contacting, meeting, and building lasting relationships with elected officials and their staffs; and effective ways to communicating the HR professional's perspective on key workplace issues.
CALIFORNIA HR PUBLIC POLICY OUTLOOK
Donald Trump's election as the 45th U.S. President and the Republican Party's control of both houses of Congress are having a significant impact on issues of importance to California. These and other more local issues have come into focus following the Democratic Party's regaining its supermajority in both the California State Senate and State Assembly, while Jerry Brown serves out his fourth term as Governor of California. Find out how these issues and potential legislation could affect California HR professionals and your organization, including paid sick leave, workplace flexibility, and predictive scheduling. You will also explore how SHRM members can become involved in your state legislative process.
GLOBAL HR STRATEGIES FOR TODAY'S CULTURALLY DIVERSE WORKFORCE
Business success today often hinges on a company's ability to bridge cultural differences and build a productive, cohesive workforce spanning multiple countries. Understanding these challenges is the first step towards preparing for them and leveraging them for competitive advantage. This session will provide an overview of today's global workforce, the impact of cultural diversity on this global workforce, and the HR strategies needed to succeed in it. It will also look at global and cultural expertise as a key HR competency and important support resources to help HR professionals navigate this area.
THE FUTURE OF HR: PROMOTING BUSINESS SUCCESS IN A CHANGING GLOBAL WORKPLACE
As an HR professional, you can play a significant role in promoting the success of your organization by understanding your business objectives and the changing environment – nationally and globally – in which you compete. In this session, you will learn the business skills you need to develop to become a strong contributor to the “bottom line.” You will also review ways to leverage three key tools – analytics, leadership development, and workplace flexibility – to more effectively engage your human capital assets in fulfilling your business goals.
SOCIAL MEDIA: BUILDING A SUSTAINABLE AND STRATEGIC PRESENCE
In this session, you will learn what social media isn’t and why it’s so hard, as well as the need to define your audience and objectives before you do anything else. In addition, you will explore the rules to live by so that you can develop an enduring social media presence, build a sustainable team, and foster strategic growth. Finally, you will look at tips regarding specific social media platforms.
DRIVE BUSINESS SUCCESS WITH WORKPLACE FLEXIBILITY
Demographic and technological transformations are the new workplace reality, forcing HR and organizations to reimagine how work gets done to ensure business competitiveness. Learn how you can drive business success by harnessing the power of workplace flexibility (“workflex”) to manage these workforce changes and support your organizational goals and strategy. Explore how workflex can add value to the bottom line at your organization by improving retention and employee health and well-being, reducing absenteeism and real estate costs, and increasing productivity with better engagement and a solid business continuity strategy. This session will also help you make a strong business case for the value of workflex to your leadership team, using strategic workforce planning data and performance metrics, and by benchmarking your worklife offerings and leveraging other resources available under the SHRM-Families and Work Institute partnership.
THE HR PROFESSIONAL COMPETENCY MODEL: A ROAD MAP FOR SUCCESS
If you or your organization want to understand the critical technical and behavioral competencies needed for individual success and growth at all levels of an HR career, come to this session. You will learn about the HR Professional Competency Model, which SHRM recently developed to allow HR professionals to systematically analyze their competency needs and to help organizations develop performance appraisal tools and other HR systems. In addition, you will learn how several SHRM competency self-development tools can accelerate your professional growth and increase your ability to contribute to the success of your organization.
HR AND THE AGING WORKFORCE: STRATEGIES AND BEST PRACTICES
Can your organization afford to lose your reservoir of talented, experienced older workers in the coming years? If not, have you done serious strategic workforce planning to analyze the impact of baby boomer retirements and to identify potential skills gaps that could result? This session will look at key HR strategies that should be integrated into an overall talent management program for today’s multi-generational workforce. It will also look at lessons to be learned from recent research -- including the 2014 SHRM Aging workforce Survey –and from best practice case studies of the Vita Needle Company and Scripps Health.
HIRING AND ENGAGING VETERANS: WHY IT MAKES BUSINESS SENSE AND HOW TO DO IT
With the U.S. labor market at historically low unemployment rates, why should your organization focus more on the talent pool represented by the 300,000+ men and women leaving the military each year? This session seeks to answer that question by reviewing six key factors: 1) The current status of vets in the workforce 2) Why it make business sense to hire them 3) Best ways to attract and recruit vets 4 ) Strategies to retain and engage vets 5) Success stories of veteran employment, and 6) Federal Government, private sector, and SHRM and other non-profit organizational support resources.
SUCCESSFUL HR STRATEGIES FOR BUILDING AN ETHICAL WORKPLACE CULTURE
This presentation will help you assess the degree to which your organization has an ethical culture and the steps needed to build a stronger one that will contribute to your business success. You will look at the current status of workplace ethics, the reasons good ethics equal good business, the elements of an ethical workplace culture, HR strategies to build a stronger culture, and the importance of ethical practice as an HR competency.
EFFECTIVE WORKPLACE COMMUNICATION: PROMOTING SUCCESS THROUGH A CULTURE OF TRUST AND BELIEF
SHRM and other research studies indicate that effective workplace communication plays a key role in business success. For HR professionals, the ability to communicate effectively is a critical competency to be able to contribute to that success. In this session, you will learn the benefits of effective workplace communication, strategies for building a culture of trust and belief, the importance of effective communication as an HR competency, and the skills you need to develop to be a proficient communicator.
SIX KEY ELEMENTS OF AN EFFECTIVE TALENT ACQUISITION STRATEGY
With U.S. unemployment at an historically low rate, the competition for talent is heating up, and companies are expected to face increasing competition for the best people to help them succeed. In this session, you will learn about current recruiting trends and how to develop an effective talent acquisition strategy with six key elements: 1) Workforce Planning 2) Brand Building 3) Sourcing and Recruiting 4) New Technologies 5) Comprehensive Onboarding, and 6) Use of Data Analytics..
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