Integrated Talent Management

Restless Gen-Y workers - often faced with unfulfilling or static positions - frequently leave their posts within two years. But as Millennials become the dominant generation in the office - set to represent 75 percent of the entire workforce by 2025 - companies must learn to keep them engaged and motivated by creating more opportunities for them. Millennials leave their positions in two years on average, which is different than older generations and it's due to a lack of career opportunities and mismanagement. Businesses who don't take advantage of this rising talent, will lose to their competitors in the future as millennials become the majority of the workforce. How can corporations retain young workers?

In this presentation geared toward HR leaders and managers, speaker Dan Schawbel shares advice, research, case studies (including Sodexo, Ernst & Young, Intel, DreamWorks, and more), and examples to illustrate how employers can both attract and manage Gen-Y workers to allow them to rise up to leadership positions instead of leaving for other opportunities. You will learn how to put HR practices and management in place including (reverse) mentoring, flexibility programs, intrapreneurship, gamification, transparency and more. These techniques are effective and will help you better attract and serve this important talent group. While mentioning all of these new ways to attract and keep millennials engaged, Schawbel will walk through how millennials will change the future of work. Companies who want to remain competitive have to change the way they operate and provide for employees and you will see six ways that work will change as millennials rise up.

Improving employee engagement is a strategic objective for more than 80% of organizations today. HR leaders are always looking for ways to have more influence in the board room and to have a place at the table in the C-Suite. HR thought leaders can and must play a critical role in this employee engagement strategic objective. Research shows that self-managing employees and team working in collaborative environments creates higher engagement and produces superior results. It is the new leadership model in the knowledge based economy.
HR must know the key elements that can create an environment of self-management to improve engagement which leads to improved retention of talent. Self-managing teams also create more adaptable, innovative, and productive organizations. Instead of trying to find leaders who can manage people, the HR department must learn how to help employees to self-manage. Instead of trying to bribe leaders to be loyal, HR must learn how to create an environment of loyalty. This webinar explains the key elements needed to create self-managing team and self-managing employees.
The current leadership model is proving ineffective because employee engagement levels are stalled and the typical performance management tools are equally dreaded by both managers and employees. The management model we were taught (and is still taught in today's business schools) was deployed 100 years ago to solve a completely different set of problems. This model causes managers to cling to the skills of giving direction and judging results while it causes employees cling to the need to being told what to do and remaining fearful of making mistakes. For today's challenges we need a new model. We need self-management and self-management tools.
This presentation provides the introduction to self-management techniques to create that ideal workplace.
In this step-by-step presentation, you will learn:
•       What and why our current leadership model is inadequate to help us address the current daunting economic and human resource challenges
•       A new leadership model and set of tools that enable leaders to improve their ability to facilitate optimum employee engagement and development
•       Specific steps to start the evolution for yourself and your team