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Welcome to the Institute for Human Resources in Social Media and Employee Communications! Thank you to everyone for your participation and support. Join us over the next two days for our exciting lineup of speakers with many informative sessions covering the hot topics and trends surrounding the Social Media and Employee Communications community. This introductory session will give you an overview of the Institute for Human Resources – Social Media and Employee Communications certification program. The Institute for Human Resources (IHR) Social Media and Employee Communications certification program launched in July 2011 with a two-day virtual event and had presented virtual events typically on a quarterly basis thereafter.
The purpose of this session is to provide you with an update on the webcast topics and speakers that will be presenting over these two days. In addition, for those of you who have not participated in one of these events in the past, you will be shown how to register for any newly-added webcasts and make use of the virtual Exhibit Hall, where you can increase your knowledge on product and service suppliers in the social media and employee communications space. You will also learn how to network with your peers by visiting the lounge.
All of these webcasts have been approved for HRCI recertification credits (the only exception being this introductory webcast). This short 15-minute webcast will provide you with complete information on what is required to obtain certification from the Institute for Human Resources.
Throughout this session we will:
- Introduce you to the Advisory Board
- Introduce you to the Institute and the Certification program
- Help you learn how to become an expert in Social Media and Employee Communications
- Offer an opportunity for YOU to host an educational session and educate your peers.
- Learn why this Institute is important to the Social Media and Employee Communications Industry and how you can contribute to its success.
- Share a calendar of future events so that members can pre-register now to add the dates to their calendars
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. Don’t forget, this is a great opportunity to converse with our industry experts. Looking forward to your participation!
LinkedIn is now used by more than 200 million people worldwide. It is widely seen as THE social media platform for professionals. Many organizations have embraced it as a talent sourcing tool. However, it has potential for HR professionals well beyond its use in recruitment. So, are you getting the most out of it?
There used to be some debate as to whether or not LinkedIn was truly a social media – because social media implied engagement and discussion and the opportunities for this were quite limited in LinkedIn. However, in recent months, LinkedIn has invested a lot in finding ways to increase engagement within the LinkedIn platform and get people to spend more time there.
In this session, I will cover the recent changes in LinkedIn and show how they offer many ways to help you realise your professional goals. You will get useful tips in a number of areas including:
• optimising your profile
• making it easier for people to find you
• building your credibility
• expanding your networks by actively participating in the LinkedIn community
Are you worried that getting more out of LinkedIn might eat up too much of your limited time? I’ll also show you some ways to manage your time there so it doesn’t feel overwhelming.
If there’s time, we will also talk about how LinkedIn could be impacting your entire organisation and what you can do to support your colleagues.
If there are particular areas you would like me to cover in this session, please contact me ahead of time and I will do my best to incorporate your questions into this session.
Today’s companies are placing a much higher emphasis on the ability to be creative and innovative in order to move ahead in this economy. They are eagerly looking at ways people, tools and techniques can spark a rebound that gives them a competitive edge. Making innovation and creativity a key cultural value is a goal of any highly effective organization.
HR can play a crucial leadership role in helping to get there. In this lively session, participants will learn how to increase the creative intelligence of their organizations in order to stay ahead of the competition. First, we’ll take a look at a few of the world’s most innovative companies and see how to apply their pioneering efforts to our own business.
Next, we’ll explore the art of brainstorming, one of the most effective tools for driving innovation. We’ll show you a simple but powerful brainstorming methodology called Spark!, a disciplined process resulting in executable creative solutions. Spark! consists of 5 easy-to-master phases:
1. Pre-planning – develop a strategic road map for your innovation strategy that establishes clear goals
2. Diverge – rapidly explore many possible solutions, make connections, and see possibilities
3. Emerge - combine, align and build on ideas to make them even stronger
4. Converge - narrow the choices by evaluating against pre-established criteria
5. Execute – take action on the ideas that have promise
Taken together, these 5 phases turn brainstorming sessions from a disorganized, undisciplined process into a valuable business tool with a significant innovation ROI.
Finally, we’ll review 5 essential rules of brainstorming that creative people use consistently in their approach to working together.
An innovation culture has all of these factors woven into the language that people use with each other every day. When that happens, you know innovation is a true value within your culture. Participants will come away with new insights, fresh perspectives, and actionable steps to make creativity and innovation meaningful cultural values within their own organizations.
Need people to take action? Start creating compelling calls to action that trigger people to comply—and even commit—to your appeals.
All too often, people have the skill and will to try something new or different, or even to follow through on a mundane but important task, but they blow off your requests to act.
The reasons can vary. Often, they’re so overwhelmed with information and all the demands they’re juggling that they don’t even notice your request. Or they see it, but set it aside for later and forget to get around to it. Or, the laws of inertia, combined with complex, confusing or conflicting instructions, keeps them on the sidelines.
Liz Guthridge, an experienced change coach and consultant, will show you how to craft calls to action that cut through the clutter and reach people when they are multi-tasking, paying continuous partial attention or feeling overloaded. She’ll also explain effective ways to move people over the hill, using their will and skill, so they’ll not just pay attention but respond to your requests.
You’ll learn the seven steps to an effective call to action, plus ways to simplify your appeals so that people will start to act rather than ignore you, or worse yet, roll their eyes.
So whether you’re trying to request people to try new technology, complete an online form or volunteer for an assignment, you’ll learn how to transform your “ask” into “act.” and apply to all sorts of situations.
As managing director of Connect Consulting Group, Liz frequently influences her clients, co-workers and others to take action and enjoy the experience.
Social media has emerged as an exciting and effective channel by which to source, recruit and engage candidates and employees at every stage of the talent acquisition and retention process. Today employees form opinions of their organization from both their own experiences, as well as the experiences of others. Current employees have real-time access to how consumers, candidates and other stakeholders feel about the organization and as a natural human reaction, they are impacted personally by these perceptions. Hence today more so than ever, there is a direct connection between recruitment and retention, and between internal employee morale and external customer perception. We call this the blurring line in the social sphere. In this interactive webinar, Carisa Miklusak (CEO at tMedia) will walk you through how to use the top social media channels to participate in employee conversations and create relevant content designed to accelerate your employees' engagement. You will leave with an organizational and personal employee engagement strategy that will empower your company to increase and diversify its engagement practices and enhance company culture. Social media has created exciting new ways to offer such engagement. The webinar will highlight how social media allows organizations to:
1. Engaging across boundaries: Social media has no respect for geographic or department boundaries. Once a conversation is started, it just as easy for any, despite their role or physical location to join. Companies are using internal, private social media networks to facilitate trans-border and department collaboration daily.
2. Providing resources: Much like the traditional intranet, social media is being used in an increasing capacity to provide internal resources to employees. It brings with it a heightened sense of engagement as it no longer broadcast internal company information but rather discusses it with the full employee population.
3. Research and development: Social media has emerged as perhaps the best tool yet to let us really learn about our employees, their goals, motivations, etc. By hosting a company-endorsed social media platform and encouraging free form discussion, we not only provide an engagement outlet for the employee, we also send a message that we care about these core personal areas, a practice proven to drive engagement. Finally, if we listen to our employees and interpret the learning into feedback, we create a continuous research and development pipeline that can be translated to offline company improvements.
We are working more, but not seeing more profits. We are attracting new clients, but not making an impact in the bottom line. We are running faster and more furiously than ever, and we are standing still. It’s a frustration shared by organizations ranging from small enterprises to multinational corporations. How can you build profits, increase productivity, create more robust growth, and achieve better morale among your people? Your management practices – and people – are the solution.
The effectiveness of your managers is directly tied to increased productivity and profitability. The most important relationship that employees have at work is with their immediate manager. The importance of these roles cannot be understated, but too often, management practices are not supported or structured in a way that allows for optimal results.
Effective managers matter. According to Leigh Branham, author of The 7 Hidden Reasons Employees Leave, 70 percent of employees leave a job for reasons related to factors that are directly controllable by their managers. Gallup surveys report that work groups that are ineffectively managed are 50 percent less productive and 44 percent less profitable. Managers are a conduit between the executives and the operations-level employees; when they are given the tools to achieve maximum efficiency, the results are profound.
This session gives participants an overview of the main drivers that are negatively impacting the performance of managers, and what can be done by organizations to reverse their impact from the perspective of the CEO, the head of HR, and the manager.
An introduction to the five requirements of effective managers will give participants an understanding of how managers should approach their work in order to maximize their effectiveness.
Finally, the session provides some insights into the key role that Human Resources departments can play in improving manager effectiveness.
Join Dwight Mihalicz, President of Effective Managers™, as he outlines how organizations can support their managers in being more effective.
For growing organizations, on-boarding new employees can take weeks or even months, plus all of the operational costs. With the pace that business moves today, you need to bring employees up to speed as quickly as possible.
Join TIBCO's Larry McAlister, Sr. Director, Human Resources for our live webinar, Put On-Boarding into Overdrive, Get Employees Up to Speed 5x Faster, and discover how enterprise social networking connects employees to the right people and information, accelerating the on-boarding experience.
Why you should attend:
◦ Discover how to flatten the corporate hierarchy and ensure employees feel empowered
◦ Learn how to speed up the on-boarding process and increase employee engagement from the get-go
◦ Get tips and advice on how to identify new talent and heighten recognition for top performers
Discover how enterprise social networking is critical for bringing employees up to speed and saving time and costs. Learn how to use private social networks to:
• streamline HR processes
• train, empower and engage employees
• identify new talent
• flatten corporate hierarchies
• recognize and reward top performers
Private social networks can also help dissolve top-down management flattening the corporate hierarchy to ensure employees feel empowered. This more democratic approach has proven to boost employee satisfaction, morale, and ultimately, employees’ overall engagement.
These internal social platforms are also a great arena for to give employees their voice through surveys and polls, get feedback and suggestions and have an overall better understanding of how employees are reacting to new policies, changes they’d like to see, or just general comments they have for the organization.
Private social networks improve internal communications and have had a profound impact on organizational culture and HR efforts. In this session you will gain deeper insight into how internal social networks facilitate motivation, boost morale and speed up the on-boarding process.
Today’s organizations experience tremendous amounts of change. Whether these changes are prompted by the implementation of emerging technologies, the redesign of major business processes, or even the realization of a new corporate vision, they can, under the right circumstances, be exciting and exhilarating experiences that lead to innovation and renewal in many areas. Better utilization of technology, more efficient process flow, and enhanced individual and team productivity are all potential benefits of change.
Far too often though, organizations fail to achieve the anticipated benefits of their large-scale change efforts – arguably because they do not attend to the “people side” of change. In fact, it’s not uncommon for only 20% of major change efforts to ever achieve their intended business results. That means that up to 80% of these change projects fail to achieve their intended business results! Amazingly, these statistics haven’t really changed over the past 20ish years as change management has developed as a discipline.
Not managing the people side of these organizational change initiatives, then, just isn’t effective. Individuals who do not participate in the transition process are less likely to own, or even accept, the upcoming changes. Successful change strategies actively engage the hearts and minds of those affected by the upcoming changes early in the process to mitigate potential risk and improve the likelihood for success.
This interactive webinar program helps you explore the key drivers for successfully implementing organizational change and develop the critical skills you need to effectively lead change initiatives. Plus Delta's Positive Change(SM) approach is based on today’s leading research as well as decades of applied consulting experience. For this reason, the workshop focuses on the basic fundamentals of the Positive Change(SM) approach to help you not only to ensure project success but also to achieve extraordinary outcomes.
This presentation provides an in-depth look at the issues employers face on a daily basis regarding the Internet, e-mail usage, and social networking tools.
These issues include the different mediums of social media that now exist and the related legal problems, for example, in the hiring of employees, employee discipline, social media policies, and post-employment scenarios.
The following is a brief overview of some of the items that we will discuss in this presentation:
(a) social media and the Internet today - countless forms of web 2.0 technologies are available on the Internet, and this presentation will address some of the social media platforms commonly used by employees and employers;
(b) social media and hiring - the increased use of social media by both employees and employers presents novel legal issues, including those associated with hiring employees. Potential pitfalls associated with employers’ use of social media in the hiring process and how to avoid associated legal problems will also be discussed;
(c) social media policies - while a carefully crafted social media policy can be a real asset to a company, a poorly written or outdated policy can be a liability. For example, the National Labor Relations Board has recently given social media policies considerable attention, and many employers’ social media policies have been found to be in violation of the National Labor Relations Act;
(d) post-employment considerations - legal issues surrounding social media do not end when an employment relationship is over. Employment references, trade secrets, and restrictive covenants, for example, can all be impacted by social media;
(e) communications and crisis planning - employee communications, the importance of having a communications and crisis plan that takes communications and legal aspects into consideration will be discussed; (f) other legal issues - other legal issues associated with social media, the internet, and e-mail in the workplace will also be addressed, including privacy concerns, discrimination, wage and hour issues, freedom of speech, and electronic discovery of documents in lawsuits.