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Welcome to the Institute for Human Resources (IHR) Social Media and Employee Communications! Thank you to everyone for your participation and support thus far in this great IHR Initiative. Following the success of our first year, this event marks the beginning of our second year with the Institute and will be the first event in the series of four. We are delighted with our speakers and attendees thus far! Find out what we have been up to and what we have accomplished these past few months. Join Colleen Peck, Community Facilitator for HR.com’s Institute for Human Resources in Social Media and Employee Communications, as she takes a look at what has been happening within the Institute for Human Resources within the last few months. During this short 20-minute session Colleen will take a quick glance at the Institute for Social Media and Employee Communications thus far; review the certification program, have you signed up? Get an update on the hours accumulated to date. Find out what you have missed, and take a look at what is coming up for the following year. Throughout this session we will: • Introduce you to the Advisory Board • Introduce you to the Institute and the Certification program and eLearning initiative • Introduce you to what’s up and coming at HR.com • Help you become an expert in Social Media and Employee Communications. Learn why this Institute is important to the Social Media and Employee Communications community and how you can contribute to its success. If you are new to the Institute for Social Media and Employee Communications, this introduction will cover not only our past accomplishments, but explain why you should continue to participate and be a part of this community. For those with questions regarding the Institute and its content, this is your chance to share your ideas.
Most often the largest amount of resources and time spent implementing social technologies in an organization is used on the tool. But oddly enough, implementing social technologies within an organization has less to do with the tool than it does the environment and circumstances within which it is implemented.
Unfortunately, the environment is often neglected before, during and after implementation. In the end, too many organizations fail to gain the traction they had hoped and are disappointed that the employees didn’t adopt the tool. They blame it on the tool, the IT department or often just a feeling that social technologies never really did work, but are a fad. What they don’t recognize is that this is about people and culture. These aspects need to be made a top priority.
In this session you will learn the top ways many have failed. Most reasons are not the typical reasons a team would give. By learning these you should be able avoid the same fate. You will also learn the top objections employees have – because you will be hit with many from up and down the organization. What you will learn is that often the objections are not founded in reality and the answers are quite simple.
You will hear case studies of how these have been used to increase performance from organizations like NASA, Lowes, Intel and others. These examples will set a frame work of the possibilities the tools hold when implemented correctly.
In essence, you will get a crash course on how to create an environment in which social technologies will thrive.
Absurdity. Credibility. Dignity. The U.S. Equal Employment Opportunity Commission reported that the most frequently cited employment bias charges in1994 and since were related to hiring and firing practices. Hiring and firing procedures should be carefully reviewed to assess the potential liability hidden within established practices. As importantly, HR professionals and executives must factor two essential components; 1) retaining the dignity of the fired employee; and 2) ensuring increased credibility and minimization of the legal risk to the firing organization, its executives, and even the liability of the volunteer Board members.
At-will employment is a doctrine of American law that defines an employment relationship in which either party can break the relationship with no liability, provided there was no express contract for a definite term governing the employment relationship and that the employer does not belong to a collective bargaining group (i.e., has not recognized a union). Under this legal doctrine:
“any hiring is presumed to be "at will"; that is, the employer is free to discharge individuals "for good cause, or bad cause, or no cause at all," and the employee is equally free to quit, strike, or otherwise cease work.”
Several statutory and judge-made exceptions to the doctrine exist, especially if unlawful discrimination is involved regarding the termination of an employee. These restrictions have been controversial; an empirical study in 1992 by the RAND Corporation showed that imposing exceptions to at-will employment resulted in a long-term drop in aggregate employment of two to five percent.
As a means of downsizing, such as closing an unprofitable factory, a company may terminate employees en masse. However, there are legal limitations upon the employer's ability to terminate without reason.
The doctrine of at-will employment has been criticized as predicated upon flawed assumptions about the inherent distribution of power and information in the employee-employer relationship and for its brutal harshness upon employees. However, scholars in the field of law and economics such as Professors Richard A. Espstein and Richard Posner credit employment at will as a major factor underlying the strength of the U.S. economy. At-will employment has also been stressed as a significant reason for the success of Silicon Valley as an entrepreneur-friendly environment.
The at-will rule has its genesis in a rule in Horace Gray Wood’s 1877 treatise on master-servant relations. Wood cited four U.S. cases as authority for his rule that when a hiring was indefinite, the burden of proof was on the servant to prove that an indefinite employment term was for one year.
The United States is the only major industrial power that maintains a general employment-at-will rule. Canada, France, Germany, Great Britain, Italy, Japan, and Sweden all have statutory provisions that require employers to show good cause before discharging employees.
Beginning in the 1980s, employment at will came under challenge in the United States. Employees had grown increasingly dissatisfied with the rule for a variety of reasons. For one thing, a decline in the number of self-employed individuals—due, in part, to a continuing decline in the number of farmers—meant that most U.S. citizens worked for someone else. For another, a typical worker who was discharged currently lost more than in the past in terms of pension insurance, and other benefits.
As a result, a greater number of discharged workers brought suits alleging Wrongful Termination Discharge from employment. By the 1980s, as concepts of job security expanded, employees became increasingly successful in such suits. In 1987, California juries ruled in favor of the employees in over two-thirds of such cases and granted an average award of $1.5 million.
Social media is changing the way we interact and communicate in an always on and always connected world. That being said, many professionals think of social media as Facebook and LinkedIn and fail to realize the full breadth of opportunities to communicate via social media. Employees, candidates, business partners and competitors are all using this channels, and the savvy HR professional must also understand how these channels are relevant.
This presentation will provide an overview of the entire social media landscape - beyond LinkedIn, Facebook and Twitter (although we'll cover those too)! This presentation will cover more social media communications tools than you knew existed to give you a complete comprehensive overview of social media.
We'll cover the social media landscape: Publishing, Sharing, Social Networks, Micro-Blogging, Collaboration and Co-Creation, Discussion and Review, Public Relations tools and Mobile. This social media landscape presentation will help professionals make sense of the world of social media within the framework of the social media landscape.
In addition to the high-level view of the social media landscape, this presentation will dive in to over 20 different social media tools including Facebook, Twitter, LinkedIn, Pinterest, Google+, Webinars, Podcasts, Slide Share, Scribd, Vimeo, YouTube, Infographics and many, many more sites and tools. By understanding the entire social media landscape, HR professionals will be better equipped to choose the right social media tool for their particular objectives.
Participants will leave this session with a clear understanding of the world of social media and how social media tools can be used as a part of a marketing or communications strategy.
Many of our accomplishments and most of the results we achieve in business happen through our communication and conversations with others. One of the most difficult conversations that any business leader or HR professional will ever have – perhaps falling just short of terminating an employee! – is providing constructive (aka “negative”) feedback to others. During this workshop, we will explore people’s differences and practice using a proven framework for providing effective feedback to others in a way that is less contentious, less confrontational, and best of all produces better business results.
Not all people are alike, so not all business situations – or working relationships for that matter – demand the same type of communication approach. Understanding our natural styles as well as other people’s individual preferences, then, is critical for us as leaders to communicate more effectively with those around us and achieve greater successes together. Through our enhanced awareness and broader capabilities as more adaptive and compassionate leaders, we will be able to transform our experiences at work and enhance our relationships with others to turn our visions into reality!
In this highly interactive and engaging workshop, participants will review several proven techniques for giving positive and constructive feedback to others. We will discuss specific characteristics of effective feedback and understand who to give feedback to – and when. Ultimately, the program delivers the tools and skills all HR leaders need not only to better understand organizational culture but also to positively influence it by coaching employees for enhanced performance and producing better business results together.
THIS WEBCAST WAS CANCELLED. NO HRCI CODE WILL BE GIVEN. ARCHIVE NOT AVAILABLE.
Social media today isn’t just for the marketing team! It doesn’t just consist of browsing the newsfeed on Facebook or Tweeting a funny picture via Twitter. Social media should be a part of every company’s day-to-day operations. What’s more, it must be integrated into a company’s human resources department as a primary engagement tool for establishing an employee community and build the external culture surrounding your social outlets. It is much more than the marketing team talking to the market or the IT team making rules about internal usage. It's about bringing together all the facets of a business to create a Social Enterprise.
The key to social media is understanding its capacity to be a double-edged sword; use it properly and watch your organization grow. But poorly manage your online presence, and you could drive your company into the ground.
In this webinar we will:
- review social media 101 (types of social media)
- discuss examples of organizations who exhibit best and worst practices in this area and the resulting impacts
- discuss using social media for Talent aquistion
- discuss social media as a internal communication tool
- discuss how to optimize training via social media
- help determine your social media readiness and the steps you need to be thinking about
This webinar will teach you best practices for social media utilization with easy tips on how to start using it to its fullest potential to benefit both your HR practice and your organization as a whole. Social Enterprise concepts will help you look at your organization from an end to end perspective and recognize opportunities to improve how you engage with your customers and employees.
HR Professionals and recruiters ignore the power of social networking at their peril. Professional social networking sites like LinkedIn have become critical in building a network and connecting with candidates, colleagues, partners and alumni and screening new employees.
As social networks go LinkedIn, which launched in May 2003, is the social media site of choice for professionals and is the world’s largest professional network with over 160 million registered members. Of the big three social networks; LinkedIn, Facebook and Twitter – LinkedIn is the oldest and the only business oriented social network.
LinkedIn gives you the tools to control your professional identity online. Have you Googled yourself or your business lately? If you have a completed LinkedIn profile chances are it will appear in the top 10 search results. This allows you to control the first impression people get when searching for you online, an important aspect of the HR process.
LinkedIn helps professionals connect with customers, candidates, partners and prospects. LinkedIn is the one social network HR professionals can continually use to enhance connect with potential candidates and stay abreast of what’s happening in their industry. The best way to do that is to make sure you are using the full power of LinkedIn to maximize your potential.
This is not a ‘LinkedIn is cool’ presentation. This presentation leads with strategy. I will walk you through the ten critical steps to growing your network, building your brand, finding, screening and communicating with new candidates as well as strengthening your corporate culture on LinkedIn.
Many HR professionals are key sponsors or agents to major, transformational changes in their organizations. Many are experienced in pulling together the right communications plans, change impact assessments and other critical tools. But do you know how to harness the potential of social media to help, not harm, the organizational change efforts?
With significant experience in assisting organizations through growth or restructuring, we've learned that ignoring the social media component of change is foolish. When information can be instantly shared in 140 characters or posted to a not-so-private web page, HR professionals need to have a strategy for leveraging social media for change initiated in their organizations.
This session addresses the role of social media in organizational change and provides guidance on how to integrate and define boundaries for leaders, employees, and stakeholders. Key concepts addressed are:
1) Segmenting social media tools by the demographics that exist among your stakeholder base (active employees, customers, suppliers, retirees, etc)
2) Understanding how different social media tools can be most useful at the different stages of the change journey.
3) Identifying the right boundaries and how to gain executive sponsorship for them.
At the end of this session, participants will be able to better understand:
1) The role of social media in organizational change
2) Social media tools that match best to key stakeholder demographics
3) Which social media tools align most closely to the different stages of organizational change
4) What to ask the sponsors of organizational change when integrating social media into the communication and change assessment plans
Organizational change is difficult. Leveraging social media in the right way is a winning strategy.
Do you have challenges building your tech savvy teams? Would you like to tap the power of your Gen Y team members? Would you like to use a communication mechanism that over 4.2 billion people have with over a 90% read rate?
Welcome to TextTeams, Digital Team Building With Texting Phones. In this session, you’ll learn to harness the #1 most used data service in the world for team building, discover creative uses for texting to improve communication, trust and results in your business. You’ll experience 3 texting team building events using your own phone and you’ll take away at least one inspiring or effective idea on how to use texting to improve team performance and productivity in your company.
In this session, you will learn:
• New texting technologies that increase team performance for little or no money.
• How 3 texting team building games work
• Decide on at least one action you can take to increase results at work.
TextTeams is a fast-paced, experiential session with infographics and video to create an impactful look at how texting is being used around the world to solve real problems and how texting can be used for team building to improve communication and trust. Using your texting phone, you will have the opportunity to interact in real time, experience texting based team building games and discover new applications for texting that can create a big impact on your business.
John Chen is a Digital Team Building expert, the CEO of Geoteaming and the Wiley author of 50 Digital Team Building Games http://bit.ly/50dtbga. Over the last 15 years, John has led over 1,000 team building events for over 60,000 participants. In addition, John has won the Training Magazine Top Young Trainer Award, BBB Innovative Practice Award, Top Entrepreneur Under The Age of 40 and the MPI Supplier of the Year. John’s clients include Microsoft, Rent-a-Center and Booz Allen Hamilton.
In the world of business, there could be no one better to fuel workplace productivity than people managers. They have the biggest impact on employee performance, are responsible for coordinating the work, and tasked with overcoming what are sometimes massive obstacles.
During this session, Jeremy Henderson, MHR, will introduce some of the massive lessons he has learned in various management roles over the past 20 years, everything from understanding your motivations for being a manager through overcoming some of the biggest obstacles that exist in business today. He'll talk about what it means to be a bad boss and a good manager; helps managers connect with their values, motivations, and emotions; and prepares them to confront common hurdles with ease. And since study after study tells us that the most important driver to employee satisfaction is the manager-employee relationship, it only stands to reason that companies should be placing their bets on managers to hold the ship together.
Management is also not for the faint of heart. If you feel like you need someone to hold your hand, brush your hair, and call you pretty, this session is not for you. Management requires calculated risks, an honest look at yourself and your behavior, and to muster up the courage you will need to change and grow and commit to managing effective employee relationships.
Now here’s the good news. Once you have made your way through this session, you’ll have a much better understanding of yourself as a manager. And with better understanding comes a consciousness that will lead you from the managerial practices you employ today, to those that can help you achieve amazing results in the future with your employees.
The Human Resources (HR) staff is depended upon for a number of items and issues by the employee population, from benefits and personnel issues to wages and organizational changes. One area where HR is relied upon more and more is employee communications. In large organizations, one person – or an entire staff – may handle internal communications. Many times, the internal communications role will sit within the HR department to ensure they are closely aligned.
Regardless of your company’s structure, HR plays a vital role in supporting managers in communicating to their teams. This webinar will take a look at a number of key items, including:
• Various research supporting effective communication and how it impacts companies
• HR’s role in supporting manager communication – ways you can help
• Best practices – what employees want and how you can help
• Communication lessons learned at a well-known Fortune 500 company – what works and what doesn’t
• Key takeaways you can implement immediately – some quick, easy tactics
The focus of this webinar will be on communicating with a workforce that is not technologically savvy and email is not the preferred method of communicating. Even though social media and technology are changing the landscape of employee communications, frontline managers and their interaction with employees will always be vital. Knowing how you can help will ensure you have successful managers.
As a trusted guide and advisor in all things employee relations, learning how you can take a role in driving employee communications within your company will add another level of value to your internal stakeholders.
Using social media as part of recruiting has become the norm. A recent survey indicates that, more than ever, companies are using social media to recruit top talent:
92% use or plan to use social recruiting
43% of recruiters who use social recruiting saw an increase in candidate quality
73% have successfully hired a candidate through social
31% of recruiters using social have seen a sustained increase in employee referrals
Why is social media recruiting so popular? One reason is the amount of information that recuiters and business can learn online about job candidates. When used properly, this information can be key in finding the right person for the job. However, if certain protected-class information (e.g., race, religion, pregnancy, genetic information, etc.) obtained online is used in an employment decision, you'll need a good employment lawyer.
To further save yourself some legal bills, it is also more important than ever to be in tune with the legal ramifications making a termination decision based on employee use of social media. And with natural attrition, the viral nature of social media also exposes your business to the risk of unfair competition from former employees and their subsequent employers.
In this session, you will learn you will learn:
- What's legal and what's not, when it comes to using social media to source and hire job candidates
- The do's and don'ts of disciplining employees based on their use of social media
- Best practices for how to protect your business when employees leave.
As the Internet has produced an explosion in the consumption of information, communication basics have become more important than ever.
The Internet has raised the stakes for companies, organizations and agencies relying on good internal communication to help meet their goals.
Many decisions are no longer made sequentially, one following another. Decisions are often made simultaneously because of the fast pace of communication and the interactive nature of 21st work life.
Those who master clarity will own this century. Those who fail to adapt to the new realities will flounder.
"Mr. Clarity," longtime communications expert Mark Grimm, precisely explains what it takes to have a clear message, how communication culture affects nearly everything a company or organization does, and what makes identifying communications problems so difficult.
Mark will offer a step-by-step plan to fix internal communication problems, offer compelling examples of good and bad case scenarios, and show how human resource professionals can strengthen their case on the value of what they do.
The session will show how many of the secrets to productivity involve communication --- everyone knowing how they fit in, how workers are evaluated and compensated, and a culture that encourages initiative and new ideas but has a plan to avoid big mistakes and wasted effort.
Attendees will leave the session with fresh ideas and a new strategy to make internal communication improve morale and boost productivity. For example, how do you track and quantify what really is important? How do you improve the writing of e-mails and memos? How do you get top brass to fully appreciate the value of HR?
Confront internal communication problems and further your own career goals.
Social media has emerged as an exciting and effective channel by which to source, recruit and engage candidates at every stage of the talent acquisition process. More importantly, candidates are increasingly relying on social channels to gather information about employers and employment opportunities to make career decisions. In this interactive workshop, Carisa Miklusak (CEO at tMedia) will walk you through how to use the top social media channels to identify candidates, participate in job seeker conversations and create relevant content designed to accelerate your recruitment ROI and expand your social media footprint, while improving your employment brand. Carisa (@CarisaMiklusak) will discuss best practices and share case studies of brands currently using social media effectively. You will leave with an organizational and personal recruitment strategy that will empower your organization to increase and diversify its candidate pool, grow employment brand awareness and decrease the cost per candidate acquisition.
Key takeaways include:
• Understand your social candidate audience values
• Learn how candidates are using social media to search for jobs and make career decisions
• Create relevant content to position your company as an employer of choice
• Discuss and learn how to build a social recruitment persona online
• Understand and incorporate the right key words into your personal and company social personas
• Create relevant content to position yourself in the field to attract top talent
• Identify how candidates are searching for jobs
• Discuss valuable sourcing tactics for top social channels such as Facebook, Twitter and LinkedIn
• Grasp foundational concepts in building a social recruitment strategy
Yelp. Foursquare. Urbanspoon. Glassdoor. Vault.
What do all of these sites have in common? Chances are your company is listed on at least one of them. You don’t have to be a business or consumer brand anymore to be publicly reviewed – and sometimes lambasted.
If it’s happened to you (and if you’re a business owner or employer, chances are, it has), these negative reviews understandably create a lot of anger – and a lot of questions.
Questions like, What if our dirty laundry is getting aired by our former or current employees? Can I sue Google?” How can I protect my company from this bad press now that it’s out?
Some good news: while free speech remains just that, the law has put limitations on how that right to speak freely can be exercised. When the message is both damaging AND untrue, it’s liable – and a potential legal liability.
Learn about how best practices within human resources can help you navigate the unexplored waters of social media and your employees. Don't be left behind as Twitter, Facebook, LinkedIn and Google Plus change the world we work in and how we interact. Learn best in class solutions, tips, and understand the lingo that your employees will use in reference to social media. If you are like 80% of businesses out there today that do not have any social media guidelines, this is a do not miss session for you and other HR decision makers within your organization to attend.
Join us September 13th, and feel free to send questions in advance to Lalli@txstrategichr.com.