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    Gateway SHRM 11/21/2024 - Changing Landscapes – How current changes are affecting the HR Admin

    Date: November 21, 2024, 5:30pm – 8:30pm
    Location:
    Gateway SHRM 11/21/2024 - Dorrian's - 555 Washington Blvd. Jersey City, NJ 07310
    Event Type:
    Meeting
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    Gateway SHRM 11/21/2024 - Changing Landscapes – How current changes are affecting the HR Admin -

    Our speaker: Judy Sailer is the Director of Learning and Development for Primepoint HR & Payroll. She holds a Masters Degree in Management & Organizational Leadership from Springfield College, received her Human Resources Cert from Rutgers University, and is a certified SHRM CP and PHR.  She has presented for NJBIA, CCSNJ, NJACP, Tri-State SHRM and Garden State SHRM and has been featured in Forbes and Jersey Matters.  She is well-versed in all aspects of management and leadership; her passion is staff development. 

    Changing Landscapes: How Current Changes Affecting HR Administration

    Adapting HR Strategies for 2025 and Beyond

    Introduction

    • Overview: The HR landscape is evolving rapidly due to changing employee expectations, technological advancements, and regulatory shifts. This presentation covers key areas HR Admins need to focus on to thrive in 2025 and beyond.
    • Key Topics:
      • Employee engagement and retention
      • Well-being and mental health
      • Inclusive workplace cultures
      • Future trends in HR
      • Navigating new HR requirements
    • Employee Engagement and Retention Strategies for 2025
    • Challenge: Increasing competition for top talent.
    • Key Strategies:
      • Personalized Career Development: Tailoring career paths to individual employees’ strengths and goals.
      • Flexible Work Options: Offering hybrid/remote models to meet employees’ work-life balance needs.
      • Recognition Programs: Implementing frequent recognition and reward systems.
      • Upskilling and Reskilling: Investing in training and development to maintain motivation.
      • Data-Driven Insights: Utilizing employee engagement surveys to identify retention risks.
    • Well-being and Mental Health
    • Importance: Employee well-being is essential for productivity and retention.
    • Actionable Strategies:
      • Mental Health Programs: Provide access to mental health resources such as counseling and mindfulness apps.
      • Work-Life Balance Initiatives: Offer flexible working hours and additional paid leave.
      • Culture of Support: Train managers to recognize and respond to mental health challenges.
      • Burnout Prevention: Encourage regular breaks and time off to reduce stress.
    • Cultivating an Inclusive Culture
    • Goal: Foster a culture where every employee feels valued and included.
    • Practical Tips:
      • Diverse Hiring Practices: Focus on eliminating unconscious bias in recruiting and promotions.
      • Employee Resource Groups (ERGs): Create ERGs to promote inclusion and diversity across the organization.
      • Inclusive Leadership: Train leaders to demonstrate empathy and inclusiveness in decision-making.
      • Feedback Mechanisms: Establish regular feedback loops to ensure diverse voices are heard.
    • Shaping HR in the Future
    • Emerging Trends:
      • AI and Automation: Automating administrative tasks and focusing on strategic HR functions.
      • People Analytics: Leveraging data to predict workforce trends and inform decision-making.
      • DEI Prioritization: Diversity, Equity, and Inclusion initiatives becoming integral to business success.
      • Gig Economy and Contingent Workforce: Managing an increasing number of freelancers and contract workers.
    • Year-End HR Checklist
    • Key Areas to Cover:
      • Employee Evaluations: Ensure all performance reviews are completed.
      • Benefits Enrollment: Review and finalize benefits packages for the upcoming year.
      • Payroll Compliance: Audit payroll processes for compliance with tax laws and regulations.
      • HR Technology Audit: Ensure all HR software systems are up to date and secure.
    • Employee Learning and Development Programs
    • Focus: Prepare employees for future challenges with continuous development.
    • Key Components:
      • Skills Mapping: Identify future skills needed and create development pathways.
      • Mentorship Programs: Pair senior employees with junior staff for knowledge sharing.
      • Digital Learning Platforms: Use online tools for on-demand learning.
      • Cross-Training: Encourage employees to gain experience in multiple roles to build versatility.