Speaker Opportunites

Monday, April 30, 2012 - Tuesday, May 1, 2012
Henry B. Gonzalez Convention Center
San Antonio, Texas

Speaker opportunities

CALL FOR SPEAKERS OR PRESENTATIONS

Submit Your Presentation Proposal for 2012 South Texas HR Symposium (STXHRS) (STXHRS is a division of the San Antonio Human Resource Management Association, Inc.)
Theme:	Rev Up Your HR Engine!
Conference Dates:	Monday, April 30 - Tuesday, May 1, 2012
Location:	Henry B. Gonzalez Convention Center, San Antonio, Texas
Deadline to Submit presentations:	January 20, 2012
Successful presenters will be notified by :	February 17, 2012

About the South Texas Human Resources Symposium (STXHRS)

The purpose of the STXHRS is to provide HR professionals with the opportunity for personal and professional growth. This is accomplished through concurrent educational sessions and keynote presentations. It is our goal to offer educational opportunities that will increase knowledge, provide new experiential opportunities and allow HR professionals to earn HRCI credits (regular strategic, and international) toward recertification as PHR, SPHR, and GPHR.

Come share your experience and expertise with the Human Resource community at the 8th Annual South Texas Human Resources Symposium!

The theme of the conference is “Rev Up Your HR Engine!” and focuses on the role of HR in building and maintaining strong organizations, strengthening the HR profession, and HR’s role in strengthening our communities.

All selected speakers are eligible to receive a complimentary Symposium registration.

Attendees will include Directors and Managers of HR and Recruitment, HR Subject Matter Experts, and other HR Professionals.

Attendees will represent Public and Private Sector Organizations, For Profit and Not-for-Profit Organizations, Corporate, Governmental and Educational Organizations, Small organizations and Fortune 100 Companies.

Go to Demographics for detailed information on 2011 Attendees and Exhibitors/Sponsors.

We are looking for concurrent session speakers and topics that focus on strengthening organizations and their workforces, strengthening an HR Professional’s knowledge of business operations, changes in HR law, HR best practices, etc.

Click on the following link to review the list of recommended topics listed by participants in the 2011 symposium: Recommended Topics for STXHRS 2012

This year, there will be 30 concurrent educational sessions covering a wide variety of HR topics. The sessions will be divided into 7 learning tracks corresponding to SHRM's HR Body of Knowledge. The table below illustrates the learning tracks with a general description of the body of knowledge and possible topics (though not all inclusive) that could be presented in each track:
Track	General/Strategic	International	Possible Topics
Tune-Up	HR Basics For those who are new to HR or who have taken on HR responsibilities in their organizations and need to understand the basics of hiring, paying, training and evaluating employees.		Fundamental HR Law; Essential Skills for HR Managers; Small Company HR; Recruiting, Interviewing and Selection Methods; Key Elements of Total Compensation; Wage and Hour and Base Pay Issues; Employee Orientation, On-boarding, Training and Development; Performance Evaluation; Legal Issues Around Discipline and Terminations
Map it	Strategic Management Developing, contribution to and supporting the organization’s mission, vision, values, strategic goals and objectives; formulating policies; guiding and leading the change process; and evaluating HR’s contributions to organizational effectiveness.	Strategic HR Management The development of global HR strategies to support the organization’s short- and long-term business goals and corporate values.	HR as a Strategic Business Partner; Developing Strategic Goals Aligned with Company Objectives; Leading Change; Global Trends Affecting Strategic Human Resources; HR’s role in Defining a Company’s Culture; The Power of Trust; The Balanced Scorecard; How to Use ROI to Develop and Make Your Business Case; HR Metrics to Drive Business Processes; Building Business Acumen
Overhaul	Workforce Planning and Employment Developing, implementing and evaluating sourcing, recruitment, hiring, orientation, succession planning, retention, and organizational exit programs necessary to ensure the workforce’s ability to achieve the organization’s goals and objectives.	Global Talent Acquisition and Mobility The development, implementation, and evaluation of global staffing strategies to support organizational objectives in a culturally and contextually appropriate manner. This includes utilization of the employer brand; job and cost analysis; and the recruitment, hiring, preparation, and global mobility of employees to meet business needs.	Hiring for Diversity, Succession Planning Best Practices; Recruiting and Social Media; Workforce Planning; Global Staffing Strategies and Immigration; Employer Branding and Recruiting; Job Analysis; Rewards, Recognition and Retention; Re-hiring Practices; Employee Records Management; Employee Engagement and Morale; Exit Interviews - What Do We Really Learn?
Alignment	Human Resource Development Developing, implementing and evaluating activities and programs that address employee training and development, performance appraisal, talent and performance management, and the unique needs of employees, to ensure that the knowledge, skills, abilities and performance of the workforce meet current and future organizational and individual needs	Organizational Effectiveness and Talent Development The design, implementation, and enrichment of organizational structures, programs, and processes to effectively develop and engage a global workforce aligned with the organization’s business needs, culture, and values.	SHRM Competency Model; Training and Development; Performance Management; Training Needs Analysis; Job/Task Analysis; Effectively using the ADDIE Model and Kirkpatrick’s 4 Levels; Designing Training that Aligns with Business Objectives; Performance Improvement Discussions; Emotional Intelligence; Effective Mentoring and Coaching
Fill up	Total Rewards Developing, selecting, implementing, administering and evaluating compensation and benefits programs for all employee groups that support the organization’s strategic goals, objectives and values.	Global Compensation and Benefits The establishment and ongoing assessment of a global compensation strategy including remuneration, benefits, and perquisites programs aligned with the company’s business objectives.	Compensation, Salary Surveys, Salary Structures; Job Classifications; Exempt vs. Non-exempt Classifications and Issues; Understanding Health Care Reform; What Each Generation Wants and Needs from Benefits; Work-Life Balance; Employee Wellness Programs
Crank up your pistons	Employee and Labor Relations Analyzing, developing, implementing, administering and evaluating the workplace relationship between employer and employee, in order to maintain relationships and working conditions that balance employer and employee needs and rights in support of the organization’s strategic goals, objectives, and values.	Workforce Relations and Risk Management The establishment of processes and practices that protect or enhance organizational value by managing risk and addressing employee rights and needs on a global basis.	Federal EEO Legislation, EEOC and Affirmative Action; Background/drug Screening, Ability vs. Disability; Employment Law and Labor Relations Legislative Update; Union Organizing and Collective Bargaining; Unfair Labor practices; Discrimination in the Workplace; Lilly Ledbetter Fair Pay Act of 2009; DOL’s New Emphasis on FLSA Violations; Complying with GINA - Genetic Information Nondiscrimination Act of 2008; Employment at Will; Negligent Hiring; Creating and Revising an Employee Handbook; Harassment; Union Activity in the Workplace – What HR needs to know; Conducting Effective Investigations
Preventive Maintenance	Risk Management Developing, implementing, administrating and evaluating programs, plans and policies that provide a safe and secure working environment and to protect the organization from liability.		Managing Risk, Successful OSHA Investigations and Preparing for OSHA Audit; Accident Investigation; Risk Management in the Global Workforce; Risk Analysis; Job/Task Safety Analysis; HR’s Role in Emergency Preparation and Management; Becoming a VPP Compliant Organization (Voluntary Protection Program)