CALL FOR PRESENTATIONS
2013 Iowa SHRM State Conference
“HR Rocks!”
October 2 - 4, 2013
Coralville Marriott
You are invited to submit a proposal to share your experience and expertise with colleagues in the human
resource profession at the 2013 Iowa SHRM State Conference. Others will benefit from your experience while
you make a valuable contribution to the profession. Our goal is for people to experience educational, informative,
inspirational, and entertaining professional development.
The conference attracts about 700 attendees, many of which have direct responsibility for and decision-making
authority over the provision of HR services, solutions, and practices. Year after year, it draws a loyal following of
participants eager to learn about – and be able to implement – the latest ideas, best practices, and relevant
approaches in human resource management.
In 2013, the Iowa SHRM State Conference will offer five (5) Conference Tracks, each linked to the Human
Resource Management Body of Knowledge (Human Resource Certification Institute):
 Track 1: Strategic Management (Business Management and Strategy)
 Track 2: Talent Management (Workforce Planning and Employment)
 Track 3: Organizational Culture (Human Resource Development)
 Track 4: Total Rewards (Compensation and Benefits)
 Track 5: HR Administration (Employee and Labor Relations, and Risk Management)
Proposals for the 2013 Conference must link presentation content and learning objectives to the Body of
Knowledge (see Track descriptions below for more information). We are especially interested in presentations
which have already been approved for HRCI credit, particularly strategic credit (usually having to do with creating
strategy, adding value, and implementing and assessing the impact of HR interventions). Attendees express a
strong desire for presentations that are engaging, enjoyable, and applicable in the “real world” of HR. Other
desirable features:
 Leading-edge information and emerging trends in the field of human resources;
 Practical strategies for improvement and innovative, non-traditional approaches;
 “How to” best practices and case studies, including tangible implementation tool(s) and
 Demonstration of measurable impact and use of effectiveness measures/metrics.
Proposal Submission Timeline
Submission process opens:
Submission process closes:
Notification of acceptance/rejection:
Submission of Session Handouts for website:
Conference presentation dates:
December 1, 2012
March 31, 2013 deadline for submitting
May 1, 2013
August 15, 2013
October 2 - 4, 2013
Benefits of Speaking
The Iowa SHRM State Conference provides a powerful platform to network with 700+ HR professionals
and to share knowledge, lessons learned, and best practices in the field of HR. As a not-for-profit
entity, the Iowa SHRM State Conference does not provide speaking fees. Instead, we ask that
presenters share their expertise in the spirit of furthering the professional development of their
colleagues. In exchange, we offer presenters the following:
 Complementary conference registration including access to all events
 Reasonable reimbursement of expenses for meals associated with required travel and conference
attendance (receipts required)
 Valuable experience presenting at one of the best SHRM state-level conferences;
 Networking opportunities with and visibility to 700+ HR professionals;
 Travel expenses including coach air fare (pre-approval required for reimbursement) and/or mileage
for out-of-town presenters;
 Required lodging at the conference hotel for out-of-town presenters (should be pre-approved and
will be arranged by program committee);
 Assistance in shaping the presentation to meet attendee needs and presenter goals
Logistics
Each session will last 75 minutes, and we encourage you to leave time at the end for questions.
The Conference always sells out! Because of space constraints, all sessions are in rooms set theater
style (chairs only; no tables) for maximum occupancy as deemed by the facility and in accordance with
local fire safety codes. Presenters should anticipate an audience size of approximately 30 to 120
people per session (more in some cases), and should design their presentation approaches with the
facility logistics in mind. Please note that we are unable to modify or alter seating arrangements/setups for individual sessions. Rooms are equipped with standardized audio-visual: projection unit/screen
and a microphone; any other A/V needs are arranged for by the presenter.
Description of Conference Tracks for the 2013 Iowa SHRM State Conference
Track 1: Business Management and Strategy
Definition: Developing, contributing to, and supporting the organization’s mission, vision, values,
strategic goals, and objectives; formulating policies; guiding and leading the change process; and
evaluating organizational effectiveness as an organizational leader.
Proposals in this track will highlight emerging trends/ideas, best practices, and relevant approaches to
Business Management and Strategy and will permit attendees to explicitly acquire or enhance
knowledge of one or more of the following:
 The organization’s mission, vision, values, business goals, objectives, plans, and processes;
 Strategic planning process and implementation;
 Management functions, including planning, organizing, directing, and controlling;
 Techniques to promote creativity and innovation; and
 Transition techniques for corporate culture, restructuring, M&A, offshoring, etc.
Sample topics include: strategic HR management, strategic alignment, business management,
business acumen, business partnering, culture change, ethics/integrity/corporate social responsibility,
financial literacy, HR competencies, innovation, measurement/metrics/analytics, strategic HR
technology, strategic thinking/planning, transformational change, trends and implications.
Track 2: Talent Management (Workforce Planning and Employment)
Definition: 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.
Proposals in this track will highlight emerging trends/ideas, best practices, and relevant approaches to
Workforce Planning and Employment and will permit attendees to explicitly acquire or enhance
knowledge of one or more of the following:
 Planning techniques (e.g., succession planning, forecasting);
 Staffing alternatives (e.g., temporary / contract, outsourcing, job sharing, part-time);
 Quantitative analyses required to assess past and future staffing effectiveness (e.g., cost-benefit
analysis, costs per hire, selection ratios, adverse impact);
 Recruitment strategies and sources (e.g., Internet, agencies, employee referral) for targeting
passive, semi-active and active candidates;
 Interviewing techniques (e.g., behavioral, situational, panel);
 Use and interpretation of selection tests (e.g., psychological/personality, cognitive, motor/physical,
assessment center); reliability and validity of selection tests/tools/methods;
 International HR / implications of global workforce for workforce planning and employment;
 Voluntary and involuntary terminations, downsizing, restructuring, and outplacement;
 Internal workforce assessment techniques (e.g., skills inventory, workforce demographic analysis);
 Employment policies, practices, and procedures (e.g., orientation and retention); and
 Employer marketing and branding techniques.
Sample topics include: brand, communication, contingent staffing, diversity, downsizing, employment,
engagement, generations, interviewing, mergers and acquisitions, mobile/virtual workforce, motivation,
outplacement, recruitment, redeployment, reference/background checking, relocation, retention,
selection, social media, sourcing, succession planning, talent review, testing, workforce planning.
Track 3: Organizational Culture (Human Resource Development)
Definition: 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.
Proposals in this track will highlight emerging trends/ideas, best practices, and relevant approaches to
Human Resource Development and will permit attendees to explicitly acquire or enhance knowledge of
one or more of the following:
 Career development and leadership development theories and applications;
 OD theories and applications;
 Training program development techniques to create general and specialized training programs;
 Training methods, facilitation techniques, instructional methods, and program delivery mechanisms;
 Performance appraisal methods (e.g., instruments, ranking and rating scales);
 Performance management methods (e.g., goal setting, job rotations, promotions);
 Applicable global issues (e.g., international law, culture, local management approaches/practices);
 Techniques to assess training program effectiveness, including use of applicable metrics (e.g.,
participant surveys, pre- and post-testing); and
 Mentoring and executive coaching.
Sample topics include: assessment, career development, change, coaching, conflict management,
development, e-learning, employee training, facilitation/presentation skills, goal setting, leadership
development, mentoring, organization development, performance consulting/improvement,
performance appraisal/management, team development, workforce learning and performance.
Track 4: Total Rewards (Compensation and Benefits)
Definition: Developing/selecting, implementing/administering, and evaluating compensation and
benefits programs for all employee groups that support the organization’s strategic goals and values.
Proposals in this track will highlight emerging trends/ideas, best practices, and relevant approaches to
Total Rewards and will permit attendees to explicitly acquire or enhance knowledge of:
 Total rewards strategies (e.g., compensation, benefits, wellness, rewards, recognition, EAP);
 Budgeting and accounting practices related to compensation and benefits;
 Job evaluation methods; job pricing and pay structures;
 External labor markets and/or economic factors;
 Pay programs (e.g., incentive, variable, merit);
 Executive compensation methods;
 Non-cash compensation methods (e.g., stock options, ESOPs);
 Benefits programs (e.g., health and welfare, retirement, wellness, EAP, time-off);
 International compensation laws and practices (e.g., expatriate compensation, entitlements); and
 Fiduciary responsibility related to total rewards management.
Track 5: HR Administration (Employee and Labor Relations, Risk Management)
Definition: Analyzing, developing, implementing/administering, and evaluating:
 the employer/employee relationship; maintaining relationships and working conditions that balance
employer and employee needs and rights in support of the organization’s objectives;
 and/or programs, plans, and policies that provide a safe/secure working environment and to protect
the organization from potential liability.
Proposals in this track will highlight emerging trends/ideas, best practices, and relevant approaches to
Worker’s Compensation, FMLA, ADAAA, Employee and Labor Relations and/or Risk Management, and
will permit attendees to explicitly acquire or enhance knowledge of one or more of the following:
 Applicable federal, state and local laws affecting employment in union and nonunion environments,
such as antidiscrimination laws, sexual harassment, labor relations, and privacy (e.g., WARN Act,
Title VII, NLRA, OSHA, ADA, HIPAA, Sarbanes/Oxley);
 Techniques for facilitating positive employee relations (e.g., employee surveys, focus groups,
dispute resolution, labor/management cooperative strategies and programs);
 Employee involvement strategies (e.g., employee-mgt committees, self-directed work teams);
 Individual employment rights issues and practices (e.g., employment at will, negligent hiring,
defamation, employees’ rights to bargain collectively);
 Workplace behavior issues/practices (e.g., absenteeism and performance improvement);
 Unfair labor practices (e.g., employee communication strategies and management training);
 The collective bargaining process, strategies, and concepts (e.g., contract negotiation and
administration);
 Occupational injury and illness compensation and/or prevention programs;
 Investigation, monitoring, and surveillance procedures; incident and/or response plans;
 Workplace safety and/or security risks, including potential workplace violence conditions;
 General health and safety practices (e.g., evacuation, hazard communication);
 Data integrity, technology applications; and
 Financial Management practices and Fiduciary policies.
Speaker(s) / Presentation(s) Proposal
First name:
Last name:
Name of your primary contact if other than you:
Telephone:
-
-
ext.
-
ext.
Email:
Your (Presenter’s) Title:
Organization:
Telephone:
-
Email address:
Mailing address:
City, state and zip:
,
-
Speaker / Organization web site address:
Brief biographical sketch (100 words or less):
If you’ve presented at an Iowa SHRM State Conference before, please indicate when:
SHRM member?
Certified?
Available to present on the following date(s):
Preference for:
Morning
Afternoon
PHR
SPHR
Thursday, Oct 3
Any constraints:
GPHR
Friday, Oct 4 (am only)
Title of the presentation as you suggest it be published (10 words or less):
Brief summary/description of presentation (100 words or less):
Web address/ link to sample of presentation
List the top three to five (3-5) learning objectives of your presentation (using action verbs and explicitly
linked to HR body of knowledge):
1.
2.
3.
If this presentation has been approved for HR Certification Institute recertification credit in the past,
please list the ORG PROGRAM number:
Type of Credit:
General
International
Strategic
International and Strategic
Please indicate which track your presentation is best suited for:
If applicable, title of the second presentation as you suggest it be published (10 words or less):
Brief summary/description of presentation (100 words or less):
Web address/ link to sample of presentation
List the top three to five (3-5) learning objectives of your presentation (using action verbs and explicitly
linked to HR body of knowledge):
1.
2.
3.
If this presentation has been approved for HR Certification Institute recertification credit in the past,
please list the ORG PROGRAM number:
Type of Credit:
General
International
Strategic
International and Strategic
Please indicate which track your presentation is best suited for:
Please list other SHRM, SHRM – affiliated, or other organization events where you have presented
and/or are scheduled to present, including the title(s):
Please provide the name, organization and phone number of two references who can attest to the
quality of your previous presentations:
Name:
Organization:
Telephone:
-
-
ext.
Name:
Organization:
Telephone:
-
-
ext.
Referred to the Iowa SHRM State Conference by (if applicable):
Please provide the names of other speakers you’d recommend for our conference:
Please indicate if your organization is interested in being an exhibitor or sponsor:
Yes
No
In submitting this proposal, I certify that I am available for the date(s) designated above. I understand
that I will not receive a speaking fee for the presentation(s). If selected, I agree to abide by the
deadlines and other conditions of presenting. I understand that my conference presentation is not a
showcase for promoting my business, practice or product, and I will not sell my products or services
from the speaker platform. I understand I will provide summary updates or blog material prior to the
conference for marketing materials.
I have read and understand the statement above.
Please save this form and attach it to an email to programs@iashrm.org. Please also attach a
photograph of at least 300 dpi in jpg or tif format to be used for marketing purposes if selected.
Upon evaluation by our Program Committee, we will contact you as a follow-up. If you are selected as
a speaker, we will communicate with you further regarding specific arrangements.
Thank you very much for your interest in being a part of a great conference experience!