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    • May 13, 2021
    • 11:30 AM - 1:00 PM (CDT)
    • Virtual

    Workforce development is an essential component of community economic development and business growth. “What happened to my Daddy’s job” gives an overview of the economic, demographic, and social evolutions that are impacting our hiring practices, corporate expansions, and purchasing. It will provide participants with a better understanding of the significant changes and challenges that may impact talent recruitment and development into the future. Learning objective: Develop a broad understanding of the economic, demographic, and social evolutions impacting workforce practices Increase knowledge and understanding of the changes in the workforce landscape in order to better prepare future employees and improve hiring practices.

    Click here to learn more & to register.

    • May 14, 2021
    • 9:00 AM - 4:00 PM (CDT)
    • Norris Conference Center - Austin
    Register

    • May 17, 2021
    • 2:00 PM - 3:00 PM (CDT)
    • Virtual

    In this session, we’ll discuss the importance of safety committee development and maintenance; we’ll also cover the impact of a healthy safety committee on an organization’s overall safety culture.  The main points of discussion will be the purpose, responsibilities, and functions of the committee.  Following that, we will go over some important considerations for bringing people back to the workplace after covid-19. 

    Speaker: Darren Meyer

    Click here for more information & to register

    • May 19, 2021
    • 12:30 PM - 3:00 PM (CDT)
    • Virtual

    "Mask On! Mask Off!": Future Considerations for COVID

    Session #1: Panel Discussion: Life After COVID
    Presented by: Meyling "Mey" Ly Ortiz, Dustin Paschal, & Brian Snoddy
    Panel Learning Objectives:
    • Now that employers are starting to return many employees to work, what can employers require of their employees, what can employers allow, and what new restrictions are in place for employers?
    • Beyond all the cans, can'ts and don'ts, what should employers be doing?
    • While COVID did alter our daily lives, it has not yet altered the rules.
    • TWC-CRD offers comprehensive mediation program to address challenges that arise from post-COVID considerations.
    • There is no “back to normal” – it’s about the “next normal” – how the pandemic has forever changed the workplace and what are some considerations you may want to think about as you move forward


    Session #2: 2:00-3:00 PM
    Hiring in 2021: What’s Ahead for U.S. Jobs
    Presented by: Jay Denton

    More than 9 million jobs remain lost from the pandemic, but a pivot in the economy is expected. With rising COVID-19 counts entering 2021, and the promising availability of a vaccine, there are themes to watch regarding talent and location strategies for talent acquisition. At the forefront of 2021 planning, there are several questions looming like when the pace of hiring will accelerate, and who will see the impact first.

    This session will help provide key insights on:
    What to expect for jobs, talent supply and hiring across the greater Dallas area
    Recovery timelines for key locations and industries across the U.S.
    Challenges companies and job candidates will face in 2021
    Why diversity measures remain at the forefront of planning in 2021



    Click here to learn more and to register.

    • May 25, 2021
    • 8:00 AM - 9:00 AM (CDT)
    • Virtual

    Join our speaker, TJ Dubeansky of Voya, as he shares with us about the Foundations of Financial Wellness over a cup of coffee. 

    Click here for more information and to register. 



    • June 10, 2021
    • 11:30 AM - 1:00 PM (CDT)
    • Virtual

    Would you like to have your cake and eat it too? The Yellow Cake Principle will show you how. Served up with a blend of actionable ideas and a generous dash of humor, the Yellow Cake Principle provides the ingredients you need to connect, influence, and persuade. The laughter is just the icing. Need to get buy-in from senior leaders, engage staff and employees, or have not-so-fun conversations? Whisk your worries away. After this program, those interactions will be a piece of cake. The laughter is just the icing.

    Warning: The Yellow Cake Principle has zero calories but may be addictive. Learning Objectives:

    1. Implement a three-step influencing model; 
    2. Speak the four languages of influence; 
    3. Improve relationships, results, and revenue

    Click here to learn more & to register.

    • July 08, 2021
    • 11:30 AM - 1:00 PM (CDT)
    • Virtual

    Research on decision making reveals that when individuals are highly aware of their decision-making process, they can see how non-determinant data influences their thinking. This awareness mitigates bias in decision making by giving them access to a more extensive set of choices to reach their intended outcomes. Experiential learning is an integral component of the workshops and the participant development process. The workshops include simulated experiences that transform participant behaviors through awareness. The experiential learning model builds insights by having participants do the actions in a training space that will reduce the effects of bias on decision making. Learning Objectives In this initial workshop, participants will learn what unconscious bias is and how it affects their workplace relationships and decision-making. Through this workshop, participants will: Learn how priming bias works. See how bias can affect their choices at work. Conduct a personal social network analysis. Develop new practices and skills to minimize bias in business decisions. Participants will explore the following questions: What is bias? How does bias affect our lives and the workplace? What biases do I have? What tools are available to me to reduce the effects of bias in my workplace?

    Click here to learn more & to register.

    • July 13, 2021
    • (CDT)
    • July 22, 2021
    • (CDT)
    • 4 sessions
    • Virtual


    As an HR Department of One (DOO) your wings have grown strong and your solo flights proven successful— now it’s YOUR time to stand out and shine.

    Invest in yourself, your future, and your career
    with the SHRM HR Department of One Specialty Credential.

    Are you an HR Department of One?
    Click here to learn more about this amazing opportunity!

    “The SHRM HR Department of One Specialty Credential gives you the information and empowerment you need to take your career to the next level and truly start making a greater impact in your organization."

    - Jennifer Currence
    MBA, SHRM-SCP, ACC, President, The Currence Group, LLC.


    • August 12, 2021
    • 11:30 AM - 1:00 PM (CDT)
    • Virtual

    As the legalization of marijuana continues to have a direct impact on workplaces across the country, the Substance Abuse and Mental Health Services Administration (SAMHSA) published guidelines for lab-based oral fluid drug testing (OFMG) on October 25, 2019. For many years urine testing has been considered by many to be a “gold standard” for drug testing. However, the OFMG now establishes a similar standard for oral fluid testing, which will likely motivate many HR professionals and employers to investigate how oral fluid testing compares to urine testing. This is particularly pertinent given that the legalization of marijuana in many states has created a new emphasis on recent-use detection in drug testing which SAMHSA believes may be more effectively accomplished with oral fluids.

    Click here to learn more & to register.

    • August 18, 2021
    • 7:30 AM - 4:00 PM (CDT)
    • Virtual or In Person

    Join SAHRMA at our 15th Annual Employment Law Conference and hear from the Keynote Speaker: James L Banks Jr., J.D. SHRM's General Counsel.

    Click here for more Information and to register:

      


    • September 09, 2021
    • 11:30 AM - 1:00 PM (CDT)
    • Virtual

    Remote work, social distancing, and variable hybrid in-person/remote team configurations can leave everyone feeling demotivated and disconnected. Add in increased home demands and people can start “fraying at the edges.” This presentation addresses both the psychological and logistical challenges of keeping teams connected, focused, and engaged whether working remotely, in shifts, or in some hybrid configuration. Participants will leave with actionable insights they can begin applying immediately with no additional tools or training. Bonus benefit – these same practices can be used to improve both the “home team” and in-person team effectiveness as well!

    Click here to learn more & to register.



    • October 14, 2021
    • 11:30 AM - 1:00 PM (CDT)
    • Virtual

    The future workforce will consist of three segments: traditional, agile and Artificial Intelligence “workers.” The latter two are, by far, the faster growing, driven by employee preference, financial pressure and a necessary ability to pivot at moment’s notice. Within the next few years, 40% of a businesses’ workforce should be agile, deployable at any time. Jim Link will discuss steps HR leaders can take to rethink and redesign their employment models to ensure business sustainability. Learning Objectives: Understand why and how to make AI, robotics and automation a true employee segment, anticipating from it more than small 10-20% efficiency gains and, instead, using it as a scalable means of handling entire tasks and interactions. Uncover which functions are prime for agile workers, even core functions that can be completed as tasks and projects be contractors or AI rather than full- or part-time dedicated employees, and how to model what an ideal mix is based on the outputs your company needs. Learn how to set up an infrastructure for agile workers, starting with the hiring and evaluation processes. HR leaders need to start helping hiring managers think in these terms of what needs can be accomplished through a non-full-time employee and in breaking with the traditional way of evaluating workers – longevity and promotions can’t be the mechanism by which people are judged for a job. Learn how to tap into the existing agile talent pool and cultivate a network of talent through things employers have already been leveraging for years, such as alumni networks, reverse-mentoring and referrals. Companies need to effectively utilize these people and deliver an experience to them (in exchange for their output), and if they do so, they’ll have a group of people who are willing to gain their next work experience with them or come back in the future. Gain insight into how to sell the agile workforce into management and talent, as it’s generally a lucrative relationship for both. Companies can employ people on a more demand-based model, contract with talent with perfect skills for the task at hand and benefit from agile workers’ results-first mentality as they maintain their reputation. Workers can benefit financially, in diversity of work and work-life balance.

    Click here to learn more & to register.

    • November 11, 2021
    • 11:30 AM - 1:00 PM (CST)
    • Virtual

    To ensure all participants understand the rights of citizens to keep and bear arms per the U.S. Constitution’s 2nd Amendment, Texas authority to create and enforce laws related to weapons possession in public, and employers’ duty to provide safe and productive work environments. To reinforce the need for continuing education on the Texas Health and Safety and Occupations Codes, and the Occupational Safety and Health Administration laws regarding employee’s rights to a safe and healthy workplace, and employers’ responsibility to provide same. To emphasize the students’ understanding of the most basic and paramount safety values: Protection of property is subservient to the preservation of life, especially their own.

    Click here to learn more & to register.