SHRM Activities

List of SHRM recertification activities. 
02 Apr

Exploring the Future of Work Fluidity

Exploring the Future of Work Fluidity

Tuesday, April 2, 2024 (12:00 AM to 11:59 PM)
1 PDCs
Provider: Institute for Corporate Productivity
Course Name: Workforce Planning Exchange 2024

Speaker: Institute for Corporate Productivity
Program Type: Seminar/Workshop
Registration URL: https://www.i4cp.com/meetings/exploring-the-future-of-work-fluidity-workforce-planning-exchange
Exploring the Future of Work Fluidity, Seattle, Washington
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Traditional boundaries of work time, space, and roles are dissolving as technology enables remote collaboration, flexible schedules, and dynamic job roles. This trend reflects a more adaptable and interconnected approach to work, emphasizing individual autonomy, skill versatility, and a departure from rigid structures. This meeting will probe the shifting roles of job descriptions, review gig marketplace implementations, and consider other talent strategies that are evolving along with flexible approaches to work. Members are invited to share how their organizations are designing work fluidity within the context of employees’ work aspirations and projected future business needs. Takeaways: How traditional work boundaries are shifting Strategies to align employees' expectations of fluid work with anticipated future business needs Examples of work fluidity approaches Looking for inspiration before our meeting? Check out these i4cp resources: Waste Management’s Approach to Gigs Vertex Builds Career Hub for Talent Mobility Guidebook: Talent Mobility and Internal Talent Marketplaces

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10 Apr

BUILDING SUSTAINABLE AND STRATEGIC DE&I INITIATIVES- DE&I EXCHANGE

BUILDING SUSTAINABLE AND STRATEGIC DE&I INITIATIVES- DE&I EXCHANGE

Wednesday, April 10, 2024 (12:00 AM to 11:59 PM)
1 PDCs
Provider: Institute for Corporate Productivity
Course Name: Diversity, Equity, and Inclusion Exchange 2024

Speaker: Institute for Corporate Productivity
Program Type: Seminar/Workshop
Registration URL: https://www.i4cp.com/meetings/de-i-exchange-2024-meeting-2
BUILDING SUSTAINABLE AND STRATEGIC DE&I INITIATIVES- DE&I EXCHANGE, Seattle, Washington
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Organizations can create a resilient and sustainable DE&I strategy that goes beyond compliance to foster a culture of inclusion and contribute to long-term organizational success. This meeting, explores the crucial intersection of resilience, sustainability, and strategic DE&I initiatives. We will discuss creating a resilient and sustainable framework for DE&I that not only addresses current challenges, but also positions organizations for long-term success. A key focus: crafting a robust belonging strategy, recognizing its pivotal role in fostering an inclusive workplace culture. Members are invited to share innovative approaches to DE&I that contribute to organizational resilience and belonging. Takeaways: Strategies for building DE&I initiatives that enable resilience during evolving challenges Considerations for sustainable DE&I practices that align with long-term organizational goals How to develop a comprehensive belonging strategy that fosters inclusion at every level Looking for inspiration before our meeting? Check out these i4cp resources: DE&I’s Impact on Belonging Are Your New Chief Diversity Officers Making an Impact? How to Hold Leaders Accountable for the Employee Experience Meeting Details

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16 Apr

MANAGING EMPLOYEE EXPERIENCE WHILE NAVIGATING TRANSFORMATION - EMPLOYEE EXPERIENCE EXCHANGE

MANAGING EMPLOYEE EXPERIENCE WHILE NAVIGATING TRANSFORMATION - EMPLOYEE EXPERIENCE EXCHANGE

Tuesday, April 16, 2024 (12:00 AM to 11:59 PM)
1 PDCs
Provider: Institute for Corporate Productivity
Course Name: Employee Experience Exchange 2024

Speaker: Institute for Corporate Productivity
Program Type: Seminar/Workshop
Registration URL: https://www.i4cp.com/meetings/managing-employee-experience-while-navigating-transformation
MANAGING EMPLOYEE EXPERIENCE WHILE NAVIGATING TRANSFORMATION - EMPLOYEE EXPERIENCE EXCHANGE, Seattle, Washington
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Managing change while shifting the employee experience is not easy. During periods of uncertainty, is important to consider employee engagement and morale and to apply powerful tools (like personas) to understand and address the diverse needs and concerns of employees. How do teams incorporate employee experience design tools with formalized change management strategies? Where does change management stop and employee experience begin? Members are invited to share the employee experience strategies, tools, and interventions they use to navigate periods of change and uncertainty successfully. Takeaways: Examples of powerful tools, such as personas, to unlock employee diversity insights Considerations for employing specialized listening measures Strategies for managing the employee experience during organizational transformations Success stories and lessons learned for navigating change and uncertainty Looking for inspiration before our meeting? Check out these i4cp resources: The 3 A’s of Organizational Agility The 5 Essential Elements to Manage Continuous Disruption The People Side of Mergers and Acquisitions Dick's purpose-driven organization

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07 May

UNVEILING NEW LEADERSHIP FRAMEWORKS AND MEASURING BUSINESS IMPACTS - LEADERSHIP DEVELOPMENT EXCHANGE

UNVEILING NEW LEADERSHIP FRAMEWORKS AND MEASURING BUSINESS IMPACTS - LEADERSHIP DEVELOPMENT EXCHANGE

Tuesday, May 7, 2024 (12:00 AM to 11:59 PM)
1 PDCs
Provider: Institute for Corporate Productivity
Course Name: Leadership Development Exchange 2024

Speaker: Institute for Corporate Productivity
Program Type: Seminar/Workshop
Registration URL: https://www.i4cp.com/meetings/sharing-leadership-frameworks-and-metrics-that-support-culture-renovation-leadership-development-exchange
UNVEILING NEW LEADERSHIP FRAMEWORKS AND MEASURING BUSINESS IMPACTS - LEADERSHIP DEVELOPMENT EXCHANGE, Seattle, Washington
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Today’s leaders need different skills to lead, and frameworks to make sense of the changing business environment and support healthy cultures. As a result, organizations are creating new leadership capabilities and integrating them across the organization. Members are invited to share specific business imperatives that dr demand new leadership frameworks, what those structures look like, and measurements of success. Takeaways: Underlying factors that compel organizations to reevaluate and reconstruct their leadership paradigms Common characteristics and principles of new leadership models Insights into the methodologies and key performance indicators used to measure the effectiveness of new leadership frameworks Looking for inspiration before our meeting? Check out these i4cp resources: Leadership Redefined Series 14 Leadership Behaviors Essential for the Future

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08 May

EQUITABLE PERFORMANCE MANAGEMENT - DE&I AND PERFORMANCE MANAGEMENT EXCHANGES

EQUITABLE PERFORMANCE MANAGEMENT - DE&I AND PERFORMANCE MANAGEMENT EXCHANGES

Wednesday, May 8, 2024 (12:00 AM to 11:59 PM)
1 PDCs
Provider: Institute for Corporate Productivity
Course Name: Diversity, Equity, and Inclusion Exchange 2024

Speaker: Institute for Corporate Productivity
Program Type: Seminar/Workshop
Registration URL: https://www.i4cp.com/meetings/de-i-and-pm-exchange-2024-meeting-3
EQUITABLE PERFORMANCE MANAGEMENT - DE&I AND PERFORMANCE MANAGEMENT EXCHANGES, Seattle, Washington
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High-performance organizations address bias, promote inclusivity, and foster a culture of equality through their performance management processes. This joint meeting examines how organizations reshape performance evaluations, feedback mechanisms, and recognition systems to ensure a level playing field for all employees. The discussion will cover strategies for building recognition systems that are fair and inclusive, and potential uses for data and analytics to uncover patterns of bias and inform decision-making for more equitable outcomes. In this meeting, members are invited to share examples on how they aim to eliminate unconscious bias, promote transparency, and establish clear criteria for performance assessments. Takeaways: Examples of effective methods to identify and mitigate unconscious biases in performance management Considerations in designing feedback mechanisms that promote inclusivity and consider diverse perspectives How to communicate the importance of transparency in setting and sharing performance expectations and criteria Looking for inspiration before our meeting? Check out these i4cp resources: Bias Audit Checklist for Performance Management Eliminating Bias in Performance Management

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15 May

ASSESSING EXTERNAL RISKS TO A RESILIENT WORKFORCE - EMPLOYEE WELL-BEING EXCHANGE

ASSESSING EXTERNAL RISKS TO A RESILIENT WORKFORCE - EMPLOYEE WELL-BEING EXCHANGE

Wednesday, May 15, 2024 (12:00 AM to 11:59 PM)
1 PDCs
Provider: Institute for Corporate Productivity
Course Name: Employee Well-Being Exchange 2024

Speaker: Institute for Corporate Productivity
Program Type: Seminar/Workshop
Registration URL: https://www.i4cp.com/meetings/assessing-external-risks-to-a-resilient-workforce-employee-well-being-exchange
ASSESSING EXTERNAL RISKS TO A RESILIENT WORKFORCE - EMPLOYEE WELL-BEING EXCHANGE, Seattle, Washington
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A PESTEL analysis is a strategic tool that organizations can use to assess and consider external factors that may impact their operations. The acronym stands for Political, Economic, Social, Technological, Environmental, and Legal factors. By integrating insights from a PESTEL analysis into organizational strategies, companies can enhance workforce resiliency and agility. This includes: Proactive planning: Anticipate changes in the external environment and create contingency plans to adapt swiftly or develop communication strategies to handle crises and controversial issues Flexible policies: Develop policies that can accommodate changes driven by external factors, ensuring agility in response to shifting conditions Continuous learning: Provide employees with ongoing training and development opportunities to enhance adaptability in the face of technological and environmental changes Employee support programs: Implement programs that support mental and physical well-being, recognizing the impact of external factors on employee stress and resilience Members are invited to apply PESTEL analysis to their organizations and share strategies and current opportunities to enhance employee happiness, health, and productivity, while ensuring resilience and agility in the face of external challenges. Takeaways: Explore a powerful tool for proactive planning Examples of organizational agility to accommodate shifts driven by external factors Current opportunities to enhance employee happiness, health, and productivity Looking for inspiration before our meeting? Check out these i4cp resources: The 3 A’s of Organizational Agility How to Decide What to Say in Times of Crisis Your Company’s Stance on Controversial Issues Matters

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04 Jun

Identifying Critical Roles for Today and the Future

Identifying Critical Roles for Today and the Future

Tuesday, June 4, 2024 (12:00 AM to 11:59 PM)
1 PDCs
Provider: Institute for Corporate Productivity
Course Name: Workforce Planning Exchange 2024

Speaker: Institute for Corporate Productivity
Program Type: Seminar/Workshop
Registration URL: https://www.i4cp.com/meetings/identifying-critical-roles-for-today-and-the-future-workforce-planning-exchange
Identifying Critical Roles for Today and the Future, Seattle, Washington
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Critical roles are high-impact jobs that contribute value to stakeholders and are difficult to fill with available talent in the market. Identifying those roles provides the organization with critical information needed to analyze and forecast best allocation of scarce resources. How do organizations go about this process, especially as AI and technology change what work looks like and how it’s structured? The meeting explores i4cp’s 7-Step Strategic Workforce Planning Process and dives into step two of that model: talent segmentation. Members are invited to share their processes, ongoing changes, and lessons learned in identifying critical roles (now and future) for their organizations. Takeaways: How critical roles are changing within organizations, and how that impacts the identification process Member examples: Identifying critical roles and lessons learned along the way Looking for inspiration before our meeting? Check out these i4cp resources: 7-Step Strategic Workforce Planning Process Critical Role Identification How-To

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18 Jun

UNLEASHING THE POWER OF EVP AND BRAND ALIGNMENT IN TALENT ACQUISITION - EMPLOYEE EXPERIENCE EXCHANGE

UNLEASHING THE POWER OF EVP AND BRAND ALIGNMENT IN TALENT ACQUISITION - EMPLOYEE EXPERIENCE EXCHANGE

Tuesday, June 18, 2024 (12:00 AM to 11:59 PM)
1 PDCs
Provider: Institute for Corporate Productivity
Course Name: Employee Experience Exchange 2024

Speaker: Institute for Corporate Productivity
Program Type: Seminar/Workshop
Registration URL: https://www.i4cp.com/meetings/unleashing-the-power-of-evp-and-brand-alignment-in-talent-acquisition-employee-experience-exchange
UNLEASHING THE POWER OF EVP AND BRAND ALIGNMENT IN TALENT ACQUISITION - EMPLOYEE EXPERIENCE EXCHANGE, Seattle, Washington
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An employer brand is the perception and reputation of an organization, and the goal is to align it with an authentic employee experience. The discussion will spotlight the contrast between the relatively fixed nature of employer brand and the adaptable, evolving potential of the employee value proposition; and how these investments translate into tangible strategies for talent acquisition professionals. Members are invited to discover who should be the storyteller of the employer brand and gain insights into talent acquisition professionals’ needs for authentic narratives that resonate with both candidates and current employees. Takeaways: The most effective ways to create a cohesive EVP and employer brand Colleagues to involve in creating and sharing the EVP Examples of employer brands as authentic narratives that convey the real employee experience Talent acquisition strategies that share brand narratives to engage potential candidates Looking for inspiration before our meeting? Check out these i4cp resources: The Employer Brand Series

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09 Jul

THE LEADER’S ROLE IN OPTIMIZING ONBOARDING - LEADERSHIP DEVELOPMENT EXCHANGE

THE LEADER’S ROLE IN OPTIMIZING ONBOARDING - LEADERSHIP DEVELOPMENT EXCHANGE

Tuesday, July 9, 2024 (12:00 AM to 11:59 PM)
1 PDCs
Provider: Institute for Corporate Productivity
Course Name: Leadership Development Exchange 2024

Speaker: Institute for Corporate Productivity
Program Type: Seminar/Workshop
Registration URL: https://www.i4cp.com/meetings/the-leaders-role-in-optimizing-onboarding-leadership-development-exchange
THE LEADER’S ROLE IN OPTIMIZING ONBOARDING - LEADERSHIP DEVELOPMENT EXCHANGE, Seattle, Washington
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Leaders play a pivotal role in supporting and nurturing employees throughout their onboarding experience: helping new hires develop critical relationships, encouraging them to embrace team culture, and setting them up for long-term success. This meeting explores the significance of a well-structured onboarding process and ways in which leaders can actively set up new hires for accelerated success and productivity. Members are invited to share specific responsibilities and actions that leaders take within the critical first months of a new hire's journey. Takeaways: Real-life examples highlighting successful leadership approaches during the onboarding phase The pivotal role of onboarding in shaping employee experience and performance Challenges, successes, and future trends in optimizing the onboarding process Looking for inspiration before our meeting? Check out these i4cp resources: Onboarding Toolkit 2.0 Onboarding at Docusign Focuses on the Community 12 Practices and 3 Tools to Ramp Up Onboarding and Reboarding

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10 Jul

Simplifying Performance Management Ratings

Simplifying Performance Management Ratings

Wednesday, July 10, 2024 (12:00 AM to 11:59 PM)
1 PDCs
Provider: Institute for Corporate Productivity
Course Name: Performance Management Exchange 2024

Speaker: Institute for Corporate Productivity
Program Type: Seminar/Workshop
Registration URL: https://www.i4cp.com/meetings/simplifying-performance-management-ratings-performance-management-exchange
Simplifying Performance Management Ratings, Seattle, Washington
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While a completely ratingless performance management system may not be feasible for some organizations currently, most are simplifying ratings to enhance clarity, fairness, and efficiency. This streamlined approach improves the overall employee experience and aligns the performance management process with the organization's strategic goals. However, a simplified rating system may lack the nuances required to accurately capture the complexity of an employee's performance, potentially resulting in a loss of valuable information about individual strengths and areas for improvement. Members will share the ratings they currently use (and why), successes they’ve achieved, and other lessons learned. Takeaways: Examples of ratings used by organizations and the advantages/disadvantages of each approach Rating terms to use and how they can support or damage employee development Other strategies to simplify performance management Looking for inspiration before our meeting? Check out these i4cp resources: Performance Management: Thinking about Going Ratingless? Recording: Managing Performance Development Journeys

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