Upcoming Webcasts

This webinar will provide key insight from the July 2012 Bersin & Associates research, “Leadership Strategy, The Link between Business Goals and Leadership Development Solutions.” In addition each participant will receive a leadership development template that can be modified to fit the specific need of their organization. This leadership strategy template will outline a plan for finding leaders, aligning them with the business, training/developing them and rewarding them. This practical insight gained from this webinar is applicable to companies of all sizes. If your part of a team is responsible for creating a plan for a large corporation or if you, the single source, are charged with creating a plan for developing a single leadership team, this webinar is for you.

“Creating a high-performance culture” – as learning and talent management professionals, this is something we hear about often. But what is the best way to achieve this?

Through the alignment of learning and performance processes including cascading goals, linking personal goals to organizational goals, learning and talent management leaders can communicate required competencies and identify potential skill gaps. Learning priorities are then based on performance goals and from identified skill and competency gaps a personalized learning path can be created that provides tailored development linking back to performance goals.

Sound like talent management Nirvana? Not sure where to start? It’s more attainable than you think. Join us as we discuss how your people and your organization can benefit by connecting performance and learning to create a high-performance culture. During this webinar we will discuss how you can:

• Connect learning and talent processes to tie learning to goals and performance
• Leverage Talent Expansion technologies to cascade goals throughout the organization, provide contextual learning and give people the tools they need to be great at their jobs
• Set and measure learning and talent management results with integrated analytics
• Start building your integrated learning and talent management program immediately with a few easy steps

We all know that no employee learns from a single exposure to a training. Indeed, within two hours, more than 50% of content is forgotten, and within a week, 95% is forgotten. It is no wonder training seldom results in transfer to the workplace.

This webinar will review four important techniques that overcome the forgetting curve. These techniques include booster quizzing, social elaboration, strategic coaching, and depth of processing.

In this hands-on webinar, we will teach HR professionals techniques to incorporate these techniques into both their formal and informal trainings. Within a week, your trainings will be significantly more effective and transfer will increase.

Watch "6 Steps to Improving Employee Retention" to find out the best ways to establish a culture of employee career growth, satisfaction, and shared commitment to teamwork and company success.

The cost of high turnover is not merely quantified by the money spent to fill vacant roles; the tacit knowledge lost in the transition can be equally as devastating.

Organizations with high turnover should be able to answer the questions: What is it about our organization’s value proposition that is not resonating with employees? What can our organization do in 2013 to retain valued employees?

Learn how to inspire a culture of retention in your organization and reverse your high-turnover trend in just 6 steps.

Workplace mental health issues present significant costs to Canadian businesses. Estimates are as much as $1,494 per person per year. How much does that add up to at your organization? These costs are not obvious, and are hidden in places like turnover, drug plans, absence, disability claims and presenteeism. However, they can be tackled while also improving employee engagement—if you have an integrative mental health program.

Whether your goal is to understand the impact of the recently released National Standard for Psychological Health and Safety in the Workplace, to develop a new strategy and plan or to improve what you are doing now, this webinar will provide the guidance you are looking for. Three industry experts will demonstrate how an approach that is measurable, integrative and flexible is able to deliver financial ROI and employee engagement.

Our presenters will identify successful approaches to identifying risks, building a business case, increasing leadership awareness and developing and training people managers and employees. During this webinar you’ll have an opportunity to compare your mental health readiness to the average of your competitors—getting instant, confidential results—with Morneau Shepell’s free Mental Health Pulse Check tool.

Truly integrated talent management impacts every level of the business from the C-level all the way down to the last employee, leading to reduced turnover, higher revenue, and increased employee engagement.

In this 3-part webinar series, we’ll dig deeper into what specific value integrated talent systems bring to three different roles; the Business Leader (May 30th), the Manager (June 13th), and the Employee (June 27th).

Three different companies will share how integrated talent management:

• Allows senior leaders to guide their business growth
• Enables managers to better assess and develop their teams
• Makes employees feel more appreciated, encouraging them to work harder

At its most basic level, “analytics” is the look at performance metrics in order to identify cause & effect relationships that can guide future actions. But this doesn’t necessarily mean complicated and expensive software; instead it just means using root cause analysis thinking to look for patterns in the data. This presentation will provide an example of the use of root cause analysis (RCA)to look at workforce turnover, and how iterative analysis of the data can help inform our decisions. It will also discuss how HR professionals need to both understand and use RCA, but also deploy it within the organization as a basic core competency.

Several years ago, I worked with a client who had developed a very detailed plan - for each key position of the company - for what would happen if the person in the key role was hit by a bus. While the company’s crude metaphor “bus” plan was far from a mature Workforce Planning framework, they were still far more prepared than many companies are today.

The workforce Planning challenges facing many organizations today are slower moving than a bus but are nonetheless enormous threats to the success of our organizations. The wave of retiring baby boomers will be exacerbated by the large skill and competency gap between those retiring and those that are next in line. Many will be caught off guard, despite the fact that everyone has known that this demographic bubble was coming. As an ever increasing proportion of an organization’s value is directly tied to Human Capital, a strategic Workforce Plan is absolutely mandatory for an organization to thrive and survive.

Will you be ready?

In this session, we will detail a simple yet effective approach for using talent benchmarks to drive Workforce Planning success.

Gamification, including “serious gaming” and “social gaming,” is an innovative enabler of today’s multigenerational workforce that is increasingly used to support learning. Serious games and mobile learning are serious business today. What does a real-world serious game look like? How and why does it work? How are the games developed, delivered and played? What features are critical for learning success? And how do you get started? IBM learning experts from three perspectives will walk you through real-world success stories and answer your questions about how your organization can harness the benefits available today from gamification and mobile learning.

This session will provide a background on how lean thinking and tools can help safety and any HR function. Following the teachings of W. Edwards Deming, Toyota created a production system, now commonly referred to as lean production. What is not well understood is that “lean” works in any office and business, regardless of size. Whether healthcare, small enterprise, food service, or non – profit, “lean” can help improve teamwork, culture and drive continuous improvement, but only if we go back to basics and strip away the mystery that this thinking is only for the manufacturing floor. Participants in the session will gain new insight into both “how” and “why” standards should be developed.