Join the Texas SHRM Certification Instructor-led Study Course!
*For Re-Testers Only* Must have attempted exam and must have study materials.
Weekly meetings, August 10th through November 11th.
Participants must register for each course to receive the zoom link and supplemental materials prior to that week's meeting.
Attending ALL sessions, as well as personal studying, is highly recommended for higher success rates.
Click here to download the course schedule.
Registration Links (please register for each course individually) August 10 - HR Competencies August 17 - HR Competencies August 24 - Strategic Planning and TA August 31 - Engagement and Retention September 7 - Learning and Development September 14 - Total Rewards September 21 - Structure of the HR Function and OED September 28 - Workforce Management and Tech October 5 - Employee and Labor Relations October 19 - HR in the Global Context and D&I October 26 - US Legislation November 2 - Risk Management and CSR
For more information on the Success Course, contact Texas SHRM Certification Core Area Leaders:
Jeri George: mrs.jerigeorge@gmail.com LaTonya McElroy: lmcelroy@bcsdatacenteroperations.com
By invitation only.
Agenda and room location to be shared as the date approaches.
Click here to learn more & to register.
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.
Program
Diversity Speaker:
Devray Kirkland, Chief Diversity Officer, VP Diversity and Inclusion Cardinal Health.
Title: Diversity… It’s about more than just representation.
Learning Objectives:
Morgan Jones, Senior Manager of Diversity, Equity, Inclusion, and Belonging with Spurs Sports and Entertainment.
Title: Elevating Equity: Asking the Right Questions
Learning Objectives: By the end of this talk participants will have:
Inclusion Speaker:Brooke Kearney, who is the Chief Mission Officer with Morgan's Inclusion Initiative. Title: Inclusion in ActionLearning Objectives:
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.
As business recovers from the pandemic recruiting has re-emerged as the crucial HR issue of the day. Businesses of all sizes and industries are struggling to find the talent they need. The war for talent is likely back to stay for a while. The Federal Reserve projects unemployment rates in the U.S. at 4.5% by the end of 2021, and falling to 3.8% in 2022 and 3.5% in 2023.
Listen to our panel discussion about these recruiting challenges and how companies can respond. Together we will look at:
Please note the following:
Approved for 1 hour of HRCI & SHRM business credit.
We will hear from a panel of three HR & talent leaders from diverse industries:
After graduating from Texas Tech with a degree in Sociology, Justin attended Southwestern Seminary in Fort Worth to study Marriage and Family Counseling. While attending graduate school, he worked part time at Cellular World in the accounting department. When a position became available in Human Resources it seemed like a much better fit for his background. Since he lacked formal training in HR, Justin decided to attend courses at UTA to learn the basics of the role so that he could pursue certification. Cellular World promoted Justin to HR Manager and then to Director of Human Resources. He has worked in a variety of industries include medical, food and beverage distribution, and is now the Senior HR Business Partner for Freese and Nichols, a civil engineering firm based in Fort Worth. His primary focus is to enhance the candidate and employee experience throughout the lifecycle of their employment. This includes areas such as employee relations, training, HR technology, and employee engagement. From 2017-2018, he was blessed with the opportunity to serve as the President of Fort Worth HR. In 2019 he was recognized by the Fort Worth Business Press in their Top 40 under 40 program.
Diana has over 25 years’ experience leading and being a strategist in Talent Acquisition with focus efficiencies, best practice, innovation, and leading virtual teams. She has held key corporate roles as a Managing Director and Vice President of Talent Acquisition, as well as starting her career as a Recruiter. She has significant experience in global consulting across many industries, including Hospitality, Entertainment, Oil and Gas, Financial Services, Electric, Retail, Technology and Utilities.
Currently Diana leads Talent Acquisition for TDIndustries, one of the Southwest’s most admired companies and a leader in Mechanical Construction, Facilities Services, and Engineering. Prior to this role, she held the position of Managing Director Talent Acquisition for FedEx. Where she led TA for their retail division with over 2,000 stores, 14,000 employees, $2B in Revenue and hired over 10,000 jobs annually. In previous roles, as Principal for Riviera Advisors a global HR consulting firm, Vice President of Talent Acquisition for Wyndham Hotels and Resorts. As Director of Worldwide Recruitment for Westin Hotels & Resorts, she managed the global recruiting function that supported hotels in over 22 countries. She also was responsible for Executive Recruitment and College Relations for American General Hospitality and held corporate HR generalist roles for Embassy Suites, Inc. before the hospitality industry; she worked in other industries such as Healthcare, Executive Search, and the Army and Airforce Exchange Service.
Diana has a Bachelor of Arts, Communications/Business Management from The University of Maryland - College Park and an Associates of Arts, European Studies, The University of Maryland - Munich Campus, Munich, Germany
She has actively engaged in the Human Resources and Talent Acquisition profession by volunteering in key leadership roles in the community: Board of Trustees - DallasHR (local mega chapter for Society of Human Resource Management), Founding member Association Talent Acquisition Professionals, member of DFW Texas Recruiter Network, CareerXRoads Colloquium, The Conference Board, and Society of Human Resource Management
Past President the DFW Staffing Management Association (previously EMA), Board of Director positions for Woman’s Business Council Southwest, Talent Acquisition Executive Board/The Conference Board, SHRM Texas State Council and International Association of Corporate and Professional Recruiters, Wyndham External Diversity Board, Black Enterprise Magazine Board.
Rose Ann Garza, SPHR, SHRM-SCP, is the Chief Human Resources Officer for Kerbey Lane Cafe. Prior to joining Kerbey Lane in 2006, Rose Ann spent years in the restaurant and hospitality industry working with Brinker International and Destination Hotel and Resorts. A member of Kerbey Lane’s Executive Leadership Team, she leads the execution of Kerbey Lane’s people strategy as well as builds organizational capability and team member culture to further enable Kerbey Lane’s growth and impact.
In addition to her role at Kerbey Lane, Rose Ann currently serves on the Texas Society for Human Resources Management (Texas SHRM) Executive Team as State Director Elect strategically working support and guide the direction of the 32 chapters throughout the state of Texas. Rose Ann volunteers with the Austin Human Resource Management Association (AHRMA) where she has held the roles of President, President Elect and Vice President of Programs in addition to being active on several committees. Rose Ann is also an active member of the Society for Human Resource Management (SHRM). Rose Ann received a Bachelor of Arts from Texas State University and a Master of Fine Arts from The University of Texas at Austin. In her spare time, Rose Ann enjoys traveling, spending time with family and friends as well as cheering on the Texas Longhorns. Hook’em!
.png)
.png)