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HR Daily Advisor 2019 Annual Conference

HR Daily Advisor 2019 Annual Conference

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Expires August 13, 2018

HR Daily Advisor 2019 Annual Conference

March 12-13, 2019 — San Antonio, Texas

CONFERENCE SNAPSHOT: Access research-backed strategies to help motivate your workforce, increase employee engagement, and boost productivity. 

Does your employee engagement program have what it to takes to beat out the competition to attract and retain top top talent? HRDA 2019 will arm you with the tools and tactics you need to motivate your workforce, improve employee experience, and implement wellness and feedback programs that really make a difference.

You will discover:

  • Why employee experience is HR’s biggest strategic power play yet
  • How to engage employees during times of transition and turmoil
  • How to improve the benefits experience
  • The experiences that shape high-potential talent
  • What must be done to fix the broken performance management system
  • Why strategic onboarding is the best tactic to reduce turnover
  • And so much more!


Day 1  — Tuesday, March 12, 2019

Kickoff Keynote: Why EX Is HR’s Biggest Strategic Power Play Yet
8:00 a.m. – 9:00 a.m.

Forward-thinking companies like AirBnB have carved out a game-changing role for HR devoted to employee experience (EX). And, the burgeoning chief employee experience officer (CEEO) position has a critical business mission: to tap into the needs of the workforce as a means to keep them engaged, which is an important driver of employee performance, organizational growth, and talent retention. Whether you have the budget right now to devote an entire job to EX or not, there is much to be learned from those currently serving in the capacity as CEEO. This case study will reveal:

  • Revolutionary insights on how CEEOs are promoting company values and developing a more strategic role for HR within the organizational structure and how small-to-mid-size companies without big budgets can translate big-company ideas into actionable plans to enhance their organizations’ employee experience 

  • Tips on what a CEEO from one of the nation’s top employment brands does to get the right people into the organization, regardless of which jobs are open at a given time

  • Winning  strategies for reaching the end goal of better candidate attraction, onboarding, performance management, retention, and employee engagement

  • How their company made diversity and inclusion a top priority—and how it’s paid off 

  • A game-plan for jumpstarting EX focus at your company, including tips on how to get the CEO’s buy-in and budgetary backing needed to launch a successful EX program


The Rules of Engagement for Candidate Attraction: How What You’re Doing—Or Not Doing—Could Be Sabotaging Your Recruitment Efforts
9:10 a.m. – 10:10 a.m.

In today’s flourishing economy, jobseekers have the upper hand in many ways—and businesses need to adapt their approach to recruiting so that they can make the process as easy and impactful as possible. To succeed at recruiting, it’s important to pay close attention to how candidates perceive your organization and what their experience is throughout the process. By the end of this session, you’ll have a road map for evaluating how your company’s current recruiting practices are helping our hurting your goal of attracting talent that’s not only right for a given job but is right for your business’s culture, mission, and values. 

This session will cover:

  • How to evaluate the strength of your organization’s external-facing persona—what do you want to communicate—and how—to social media users, website visitors, etc.?

  • And, what does your current persona really say about your company’s value proposition, your culture, and your brand?How candidate personas can effectively be used to attract talent that aligns with your company’s present and future needs

  • The latest—and greatest—ways to create a candidate attraction strategy that’s engaging, easy to use, and holds the user’s attentionHow to walk through each step of your hiring process—from the application process to the offer or the rejection—to identify deficits that could be tanking your underlying recruiting strategy

  • Examples of well-structured candidate journeys and the biggest mistakes to avoid when designing or revising your candidate attraction strategyHow blockchain could revolutionize how the process for verifying candidates’ background—and the impact it could have on the candidate experience as a wholeAnd more!

Networking Break, Refreshments & Exhibits Open
10:10 a.m. – 10:30 a.m.

Design Thinking for Strategic Onboarding: How to Develop a ‘Welcome to the Team’ Strategy to Enhance New Employees’ Experience and Contributions—and Reduce Turnover
10:30 a.m. – 11:30 a.m.

Onboarding is one of the most important touchpoints of the employee experience process because if you fail at onboarding there’s a good chance you’ll lose talent. A survey by Robert Half reveals a staggering 25 percent of new hires are willing to quit within the first 90 days of employment if they aren’t happy and the cost of identifying and onboarding a replacement may cost as much as nine months of that employee’s salary, according to SHRM. The writing is clearly on the wall—if you fail at onboarding, your company will likely tank in the retention department, too. Given the time and expense that goes into recruiting, interviewing, hiring, and training new talent, it’s evident that the negative business implications of lackluster onboarding practices can be disastrous. To nail employee engagement and achieve healthy retention rates, it’s critical to invest in your onboarding experience. And, the time has come to take the focus off of the process-driven aspects of onboarding and opt for a more human-centric—and strategic—approach that will serve your company’s needs while enhancing new hires’ expectations.

This session will teach you:

  • How to apply design thinking principles to your approach to onboarding, so your efforts resonate well will all sectors of your workforce—from Millennials and other younger subsets of the workforce to Gen Xers and Baby Boomers 

  • Examples of employee preferences to consider when designing or re-designing your onboarding program 

  • How to build the types of strong onboarding experiences that will set your company apart from the rest of the pack, including the latest on using platforms like Trello and other task-list organizer managers to kickstart new employees’ involvement 

  • How to align new hires’ personal goals to your company’s purpose from day 1 so those employees feel connected, engaged, and pumped about performing at a high level

  • The types of meaningful opportunities you should be providing so new hires can connect with coworkers and managers from day 1

11:30 a.m. – 12:30 p.m.


Fixing Today’s Broken Performance Management System by Designing Feedback, Performance, and Development Goals Around Personal Employee Fulfillment
12:30 p.m. – 1:30 p.m.

Traditional performance management approaches aren’t working well—and there are good reasons why.  To succeed, the workplace of today must be more agile and adaptive to business and market demands. This, in many cases, means more frequent organizational restructurings, shifting resources and business priorities, the integration of new technology, and finding new ways of completing work. But, where does your talent fit into this equation? Nowadays, many businesses are focused taking new approaches to goal setting and appraisal systems, but without a concurrent and continued focus on how the company is engaging its people, the new way of addressing performance management is likely to fail because an on-going dialogue about performance is a key facet to employee engagement success. To succeed at performance management in today’s environment, it’s important to take a holistic approach that factors in the personal fulfillment for each employee, and this session will show you how.  We’ll cover:

  • Examples of performance management strategies designed to align employees’ personal goal with your business goals to bolster performance and retention 

  • How companies with the most forward-thinking approaches to performance management are helping the workforce attain personal fulfillment while excelling at business performance 

  • Multi-generational issues that factor into performance management as a piece of the employee experience pie 

  • What HR can do to align organizational and employee goals in a more effective and holistic manner

  • How to identify which skills employees want to develop and find a way to align their development goals with your business needs to optimize their personal fulfillment and your company’s growth 

  • How to create a framework for identifying the fundamental competencies and skills for each role—and career mapping examples that show how those skills and competencies can be linked to employees’ personal goals to drive their productivity, satisfaction, and retentionThe role career mapping can play in your succession planning strategy


People Analytics: How to Develop a Continuous Listening Structure and Cross-Functional Data-Sharing Pipeline—and How to Interpret and Act on That Data to Align with Your EX Strategy
1:40 p.m. – 2:40 p.m. 

It’s clear that making an investment in improving EX throughout the employment lifecycle can give you a competitive edge. But, getting to the point of actually improving your current talent-management system is the end-game—to get where you want, it’s important to take a data-driven approach so you can interpret relevant data and take actions to enhance EX. That’s where people analytics and particularly the concepts of continuous listening and data-sharing come in. This session will explore:

  • What continuous listening is and successful methods for collecting and analyzing your workforce’s feedback regarding how they’re managed, presented with opportunities for professional growth, etc. to pinpoint ways to improve their EX and your business outcomes 

  • How social networking and company blogs can be used to mine for data on employees’ perceptions about their experience at various stages of the employment lifecycle 

  • How to strike the right balance so you’re not gathering everything under the sun in way of feedback and how to test whether your feedback-collection process does a good job at providing data that’s relevant and comprehensive to provide meaningful insights 

  • How to use direct, indirect, and inferred feedback from performance management discussions and other communications, as well as relationship and transactional surveys, to get the data you need to make informed decisions related to your people 

  • The #1 challenge organizations face and how to develop a cross-functional data-sharing and integration strategy to bust through the traditional siloed HR approach to data collection and analysis

Networking Break, Refreshments & Exhibits
2:40 p.m. – 3:00 p.m.


HIPO Development Programs: How to Develop Experiences that Align with the Factors that Shape High-Potential Talent
3:00 p.m. – 4:00 p.m. 

Are your high-potential employees (HIPOs) satisfied with the learning and development experiences you provide? If you’re not paying close attention to how you cater to this important segment of your workforce, you’ll at a big disadvantage.

This session will cover:

  • The distinguishing traits HIPOs share and how to identify who within your organization is likely a HIPOHow to evaluate how your HIPO-development program stacks up against the competition

  • Why all the formal and informal training in the world means nothing if you don’t give HIPOs challenging experiences from which they can build and grow competencies

  • Why it’s important to focus on how HIPOs are presented with opportunities to learn in your workplaceHow to identify the external and internal factors that shape HIPOs, so you can create customized experiences that align with their professional and personal aspirations

  • The importance of recognizing the difference between high potential and high performing employees and how to capitalize on HIPOs key attributes to develop them into leaders as part of your succession planning strategyAnd more!

Closing Day 1 The Barefoot Spirit
4:10 – 5:10 p.m.

Networking Reception
5:10 p.m. – 6:15 p.m.


Day 2  — Wednesday, March 13, 2019

Day 2 Keynote

[TBD]8:00 a.m. – 9:00 a.m.


Workshop | Culture Mapping Techniques for Better EX:  Charting Your Path to Talent Attraction and Retention
9:15 a.m. – 10:15 a.m.

We’re busting out the sticky notes for this one! A culture mapping expert will walk you through how to evaluate the many moving parts of your company’s culture and where there’s room for improvement. The goal of this intensive exercise is to get your thinking about how to actively engage the workforce to create inspired employee experiences. By the end of this session, you’ll have a better sense of which internal and external activities your company is currently using to sustain a strong culture, which activities you’re not incorporating but could, and how those activities fit into your overall cultural pillars, which likely include your core mission and values, communication, employer-sponsored events, leadership, the work environment, diversity and inclusion, learning and development, benefits and perks, employee recognition, community involvement, and more. And, because each attendee will be performing this visualization exercise, at the end, you’ll have a roadmap on the table in front of you that you can snap a picture of to take back to the office and share your thoughts on how your company can grow and improve your culture and your employee experience.

Networking Break, Refreshments & Exhibits
10:15 a.m. – 10:30 a.m.

Peer Roundtables
10:30 a.m. – 11:15 a.m.


The Latest Strategies for Improving the Benefits Experience, Attracting and Retaining Talent While Lowering Costs –Hot Topic Power Talks!
11:20 a.m. – 12:25 p.m.

Hot Topic Power Talk #1—Behavioral Economics: Using Neuroscience for Smart Incentive- and Recognition-Based Program Design 
11:20 a.m. – 11:50 a.m.

If your incentives and rewards programs don’t initiate a positive response in the audience their designed for—your employees—what good are they? For years, employment incentives and recognition focused on extrinsic motivators—think cash bonuses, awards, etc. But, if you don’t have a grasp on what really motivates your workforce to act, you’re missing an integral piece of the puzzle. And, if you don’t make it easy for employees to take advantage of what you’ve got to offer, you could lose them. Consider, too, that big data is playing an increasing role in the future of employee benefits. Data analytics offer employers insights into how to improve their benefit plan performance all while driving costs down. By employing a mix of cloud and mobile computing technologies, many companies are also seeing increased engagement in their benefits programs. This session will explore what motivates the workforce and explain why businesses need to shift their focus from cost-containment in the Affordable Care Act era to how they can leverage health and welfare benefits to attract and retain talent.

We’ll cover:

  • How to structure your incentive and recognition programs with an eye on behavioral economics, a psychology-based principle predicated on user emotionsIncentives, rewards, and recognition in a new way—a way that will help you identify how to design and launch workforce motivation programs to achieve better performance, employee morale, and retentionWays to leverage mobile to inform the workforce about what you offer and increase the odds of their participation and engagement 

  • How to adopt a culture of consumerism with respect to your benefits offerings, so employees have more flexible, customizable options that meet their personal lifestyles and goals 

  • How to use data to identify what your employees want and how best to deliver it to them—so you can allocate funding to the products they want most and nix those they don’t care about

Hot Topic Power Talk #2—Managing Stress at Work: How to Strategically Use Paid Time Off, Wellness Benefits and Other Perks to Reduce Employees’ Anxiety                       
11:55 a.m. – 12:25 p.m.

Currently 10 states have passed legislation making paid sick leave mandatory for the care of employee or his or her family member. But, even if there’s no state-law mandate in effect where your company operates, there’s solid evidence supporting the idea that providing paid leave—think sick, parental, etc.—makes good business sense. For starters, the Center for Economic and Policy Research studied the impact of California’s paid leave law and concluded paid leave benefits didn’t generally impact business profitability or performance, Fast Company reported. And, close to 90 percent of the employers it polled said there positive or no negative effects as a result on morale, turnover, or productivity. This session will explore the cost of not offering extended paid leave benefits to your workforce—with particular emphasis on how your decision could impact recruiting and retention. Also, you’ll learn valuable insights into: 

  • The types of paid leave benefits some of the nation’s top employment brands provide, and why Amazon, Adobe, Netflix, Spotify and other companies are leading the charge for paid parental leave policies 

  • Suggestions on what your company can do with your paid leave offerings and stress-management based initiatives if you don’t have the budgets top employment brands have to attract and retain workers 

  • Tips on how to ensure that your strategy to cut employees’ stress and anxiety aligns with your company culture—so your program underscores your commitment to providing an environment that takes a holistic approach to work

12:25 p.m. – 1:25 p.m.


How to Apply Consumer-Based Marketing Techniques to Engage Employees During Times of Transition or Turmoil 
1:25 p.m. – 2:25 p.m.

To effectuate meaningful change requires buy-in and influence from the bottom, not just the top. This session will dispel myths about what it takes to get the results you want when change, due to a reorganization, a merger, a change in mission statement focus or company values, succession planning needs or other potential disruptions are on the horizon. As change marketing expertsNeil Bedwell and Andrew Osterday explained in a recent HR Works podcast, 79% of executives say engagement is a key driver of performance and 90% of HR leaders recognize the value of employee engagement.Research proves that companies with highly engaged employees outperform those with low engagement by 250%. So, if engagement is so critical, why can’t employers seem to improve it? The fact is that 70% of employees remain actively disengaged and a majority of HR professionals admit that companies are bad at turning employee data into action. But, what can be done about it? Fortunately, a lot provided you’re willing to commit to a union between marketing and HR. Through this marriage, your business will be better poised to attain markedly improved employee engagement. During this, you’ll learn:

  • Why preaching things like “we need a change in mindset” and “we need to change our attitude, people” is likely to sink efforts to smoothly manage changes in the workplace 

  • A game plan for sparking impactful conversations with your people about how to develop their suggested approaches, policies, methods, and ideas to support change-based initiatives 

  • How to write a compelling change message using storytelling techniques to get critical buy-in from your people on why something needs to be done differently 

  • How to put the power in the hands of your people when change is needed—so they feel empowered to work out effective solutions with help from the managerial and executive teams    

  • How to apply consumer-grade marketing principles to drive real cultural change, establish a formidable employment brand, and enhance employee-to-customer interactions

  • How to really put the focus on your company’s most important asset—your people—by treating them like your users

  • How to evaluate the way you communicate with employee users, and how to tell if your message and methods for communicating align

  • Tips for enlisting the C-suite and HR’s other business partners to adopt your vision for treating employees as consumers to enhance EX—and, in turn, foster engagement

  • How to apply 3 essential human motivator—growth, impact, and relationships—to build a belief system that works

Conference adjourns
2:25 p.m.



March 12-13, 2019 — San Antonio, Texas

Sheraton Gunter Hotel 
205 E. Houston St.
San Antonio, TX 78205
Hotel Website

Room Rate: $175/night
Call 1-888-999-2089 for Reservations.
Reference HR Daily Advisor Conference room block when making reservation.
Reservation cut-off date: February 18, 2019