SHRM® Talent Conference and Expo

We understand COVID-19 continues to create some uncertainty regarding travel and in-person events. Proposals are being considered for both robust virtual offerings, as well as our traditional in-person presentations. We will only be hosting in-person gatherings if and when safe to do so.

SHRM's 2021 Talent Conference & Expo will take place April 19 - 21 in Las Vegas and virtually, featuring speakers who are thought leaders, published authors, innovators and experts in their field. Our comprehensive conference program is designed to give our attendees a full range of talent-related learnings, from the basics that every HR professional needs, to offerings for c-suite leadership, to the latest innovative ideas that are changing how we seek, retain, and develop with Talent through the entire life-cycle while supporting overall organizational goals and objectives.  

 

Now more than ever, it is imperative that we join together to build the talented teams of the future. As such, we are seeking proposals that will help shape Talent in the “new” normal, and in the following tracks/topic categories:

 

Recommended Talent21 Tracks

High-Level Topics and Short Description

  1. Engagement & Retention 

Employee turnover and poor performance can be extremely costly and disruptive to organizations, which makes retaining high-performing talent key. But how is that done? Learn tips to improve relationships between employees and organizations, develop effective strategies to address appropriate performance expectations and gain knowledge on how to implement effective practices that contribute to a positive organizational culture.  

 

 

  • Retention strategy 
  • Employer of choice 
  • Engagement 
  • Turnover 
  • Culture 
  • Reward and recognition 
  • Morale 

 

Short Description: 

Gather resources to retain top talent through engagement and drive performance.  

 

  1. Sourcing and Recruiting 

Talented people are a competitive advantage. The first challenge here is to find these people, connect with them, and convince them of the value of joining your organization. The second challenge is to assess and refresh the sourcing and recruiting strategies continuously. This way HR can have access to a diverse group of candidates with the most current and relevant skills. 

 

  • Finding talent pools 
  • Connecting with talent 
  • Employer value proposition communication 
  • Relationship development 
  • Passive candidates 
  • Sourcing and recruitment strategy 

 

Short Description: 

Keep pace with challenges of finding, connecting and convincing candidates to join your organization with fresh solutions.  

 

  1. HR and Talent Acquisition Strategic Planning 

Taking a strategic approach to talent acquisition helps the HR team align its activities with the organization’s long-range business goals and strategies. It allows HR to extend its focus beyond immediate staffing needs to the task of acquiring the workforce the organization will need in the future. In the same way that organization leaders consider environmental factors in setting business strategies, HR leaders must understand how internal and external factors can shape their talent acquisition strategy. 

 

 

 

  • Recruitment marketing and employer branding 
  • Workforce and Succession planning 
  • Gap Analysis 
  • Future of work 
  • Aligning talent acquisition strategy with HR and organizational strategy 
  • Company adaptation to the gig economy   
  • How total compensation strategies link to talent management 
  • Skills gap and impact on recruiting and talent management strategies 
  • Talent acquisition and Business ROI 

 

Short Description: 

Align team activities with overall organizational goals and objectives. 

 

  1. Talent Selection Process 

The talent selection process is critical to obtaining new employees in the most efficient manner—minimizing hiring time and costs—and to hiring employees who will succeed in the job and thrive in the organization. In addition, there are ever-changing legal implication to the selection process to be aware of. These sessions will serve as a guide to source, screen and select the very best candidates to join your organization. This track will focus on recruitment and talent acquisition’s best practices across industries and functions to help you hire faster, smarter and easier than ever. 

 

  • Selection 
  • Process and simplification 
  • Interviewing 
  • Assessments 
  • Hiring manager alignment 
  • Reference and background checks 
  •  Negotiating salary and total compensation packages 
  • Closing deals with candidates 
  • Determining the right fit for an organization 
  • Hiring manager alignment 

 

Short Description: 

Get up-to-date industry practices to improve hiring faster, smarter and easier than ever. 

 

  1. Technology & Data Analytics  

Technology and data are at the core of many shifts, transformations, and catalysts for decision making. When implemented correctly, technology can facilitate easy management of data and streamline processes—to be both efficient and accurate. These sessions will showcase current and emerging technology trends from data integrity to artificial intelligence (AI) to startups, and how they are impacting the workplace, as well as how you can understand data trends and how to use them.  

 

  • Current and emerging technology 
  • Artificial intelligence 
  • HR data trends and analysis 
  • Selecting recruitment service vendors 
  • Mobile and electronic recruiting 
  • Collaborative scheduling 
  • Personal productivity 
  • connect recruiting results to the bottom line 
  • System integrations 
  • Enterprise Systems 
  • Tech pivoting to support DE&I initiatives 

 

Short description: 

Discover how technology trends such as data integrity and artificial intelligence (AI) are impacting the world of Talent. 

 

  1. Diversity, Equity & Inclusion 

As a Talent professional, it is important to connect the dots and bridge the gap between a diverse workforce and one that is truly inclusive. These sessions will help you to bridge that gap in your organization – by learning best practices for building and maintaining a diverse workforce that thrives together in a truly inclusive environment.   

 

  • Unconscious bias 
  • Leveraging untapped talent pools 
  • Building and maintaining a diverse and inclusive workforce 
  • Job Evaluation and formulating descriptions to remove unconscious bias 

 

Short description: 

Take away best practices for building and engaging an inclusive workforce where everyone can thrive 

 

  1. Leadership & Development 

Whether you’re ready to take on greater responsibilities, coach teammates to achieve their fullest potential or interested in new ways of exploring emotional, intellectual and career fulfillment, these sessions will guide you on how to bridge the gap between manager and leader—and grow personally. 

 

  • Leadership 
  • personal and employee growth 
  • Skills in managing up, gaining leadership buy-in and support 
  • Role modeling culture 
  • Influence/gaining trust 
  • Emotional Intelligence 
  • Career Planning 
  • Career management 

 

Short description: 

Work on building knowledge for yourself and your teams as continued learning is critical to successful talent management. 

 

 

 



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