I’ve been looking at the long list of concurrent sessions at SHRM12, and it’s a little bit frustrating. If it was possible, I’d attend more than 75% of the sessions on the list. However, I only have time for 6-8 in the two and a half days I’m there. I’ve narrowed the list down significantly from my initial sweep, and I’m now working to filter further by which ones will have the greatest likely impact on my work once I head back to the office next Thursday morning.

Monday

  • Unique Obligations of Federal Contractors-I work for a government contractor, but I’ve only been here for a few years. I sometimes still get taken by surprise when something new pops up, so I’m hoping this session will help me shore up any missing pieces in our HR strategy.
  • 7 Steps to Bulletproof Documentation-Of all the areas of HR I get to “play” in, employee relations and performance management are by far the toughest. Knowing how to protect myself and my employer is something I can’t pass up. I call these kinds of sessions “litigation insurance for HR pros.” :-)
  • 5 Keys to Corporate Recruiting Leadership-I already handle the recruiting from opening the req to inprocessing the new hire, but I’m always looking for ways to do this better. Also, as we grow we’ll eventually need someone to do more recruiting, and I’m hoping this session will help me to learn how to manage that person well.
  • Real World of FMLA-We’re almost big enough to have to comply with FMLA, and I’m starting to gather information and tips on how not only “do” it, but to do it well.

Tuesday

  • My Company Went Global. What Now?-We’re always growing, and we have recently been looking at some international opportunities. I always thought the global tracks were going to be for someone else, but now I’m starting to realize how important they’ll be if we do expand internationally.
  • Performance Reviews-Not Just for Lawyers-Just one more opportunity to find out how others handle their performance management process and how I can help our managers and employees to use ours to the fullest extent without feeling like it’s a burden on them.
  • Innovate or Perish: Improving HR Processes-Just like the global track above, as we grow it’s becoming more and more critical that our processes allow us to grow without the bumps and bruises that normally go along with a growth spurt. My (amazing) manager talks often about HR being the leader in the organization, not just trying to keep up. This is one more opportunity to lead the way.

Wednesday

  • Successfully Rolling Out Performance Management¬†Software-We’re looking at a performance management solution and our budget is ready for it. Heck, I’m ready for it. So this session is all about tips and ideas for making that transition from paper (blech) to software (yippee!) with the least amount of problems possible.

Anything on my list that you’ll be attending? What’s your “must see” session?¬†

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