Active Chapter Member Rate: Log-in to your member account on the registration page to receive the member rate. Consortium Member Rate: Refers to members of local SHRM chapters that we have entered in to an agreement to offer our discounted member rate to their chapter members (Loudoun SHRM, Fauquier Culpeper SHRM). If an ineligible individual registers with this rate, they will be billed the difference of the applicable non-member rate.
InTransition Rate: To support HR professionals whose jobs have been impacted by an unstable economy, a discounted registration fee is available for our breakfast meetings. Select the "In Transition" option when registering through paypal.
Student Rate: To support individuals enrolled full-time in a HR related degree program, a discounted registration fee is available for our breakfast meetings.
For the first quarter of 2020, The Arc of Greater Prince William has been selected as our outreach campaign. The mission of The Arc is to “provide opportunities for persons with developmental disabilities to achieve their greatest potential for growth and independence.” 50/50 CASH ONLY RAFFLE: (3) for $5.00 and (7) for $10.00
MEETING SPONSOR: Approved for 1 HRCI and 1 SHRM Professional Development Re-certification Credit
Presenter(s): Kristen Stockton, JASKAP Consulting
You don’t have to look far into research to uncover the data and studies showing how to engage the workforce. Clear evidence shows and HR professionals know, that productivity and business performance is higher when the workforce is “engaged”. But what do “we” HR professional mean by engage and what does the “workforce” expect to be engaged. We want our people to go above and beyond for their employer. The worker wants respect for skills and talents, included in discussions that impact their day to day work, and the recognition for their work in meaningful ways, pay equity, benefits and oh yeah one other thing the employee requests for full engagement is, flexibility. Did you just use the “f” word? Yes, Flexibility, the “f” word that sends managers running and HR leaders scrambling. But it doesn’t have to be that way. You as an HR professional can actually use flexibility in how, when and where employees work in ways that support business performance. •Understand the business case for change in where, when and how we work •Explore the shift from “accommodating individuals” to “workplace changes” •Examine evolution of workplace policies and decisions have become best practices for the workplace •Leave with roadmap to evaluate your organizations people strategy and workplace structure for optimizing workplace flexibility