This session will explore the use of technology to reduce the complexities associated with time and expense management of a company’s ‘extended workforce’ of agency contractors, SOW-based project teams, independent contractors, and student interns. It offers practical advice - based on real-life examples - of how human capital technology can be combined with social media to source and manage a company’s ‘extended workforce’. It discusses the unique challenges faced in sourcing and engaging temporary workers via social media, sharing effective techniques for managing their tasks, work schedules and payment. Learn how innovative technology can redefine HR and business processes, leveraging the rapid evolution of new technologies and social media to rapidly find and onboard great talent, produce error free time and expense management, and increase insight into all aspects of ‘extended workforce’ management.
Reports, dashboards, scorecards. They are developed to measure, monitor, and drive your business, but are often fraught with challenges, such as data inaccuracies, long time-to-produce, or lack of standardization.
Workforce planning and analytics empower organizations to gain an advantage by making better decisions about the workforce, through the use of data and facts, rather than guesswork or gut-feel. Unlocking critical insights to acquire, retain, develop, and optimize talent brings significant competitive advantage and enables HR leaders to build a workforce plan that supports the business plan.
Join this Webinar to receive your Insiders Guide to Workforce Analytics, and learn:
Definitions of key terms
Examples of metrics and analytics
How to measure your company’s “workforce analytics maturity”
Over 80 million strong, the Millennial generation is the largest generation in US history, and they are now emerging as a dominant part of our workforce. Already, Millennials are five times as likely as any other generation to hold retail merchandising and sales jobs, and soon they will represent half of the entire retail workforce.
To succeed, retailers must understand the new rules of engagement, recruitment and retention. This webinar will explore the many myths and stereotypes that follow this generation wherever they go, and we will also explore strategies and technologies required to put the new face retail to work enhancing customer experiences and enriching brand loyalty.
"Boomers" comprise 47% of the current working population, yet few organizations have taken steps to adequately prepare for the demographic shift of retiring Boomers. There are a number of reasons for inaction: competing organizational priorities, assumptions that existing talent management practices are adequate, and skepticism about an imminent crisis. This session will help you evaluate the current human capital analytics within your organizations that go beyond demographics and illustrate why it is important to take a deep dive into this data in order to build a business case.
Please join Kathy Kacher of Career Life Alliance and Joyce Pardieu, PhD of JobLeaders, Inc. as they explore realities, perceptions, and risks associated with the aging workforce, along with demographic analytics and building a business case for proactive Workforce Planning to address this present and growing challenge.
With over 30% of today’s workforce retiring in the next 5 years, organizations face increasing risk of employees taking their specialized knowledge with them out the door.
You also face other workforce planning risks, including ramping up new employees, recovering from reorganizations, and ensuring product and service consistency. In every one of those transitions you have people who know and people who need to know. The experts on your team have wisdom and tacit knowledge from years of experience and can help bring their peers along quickly. This presentation delivers a specific knowledge transfer framework to manage these risks and outlines your role in preserving your organization’s secret sauce.
HR, more than ever, is being held to the same standards as other business functions that are accountable for operating efficiently, delivering measureable business value and service satisfaction. The business functions we serve are expecting HR to think and operate just as they do.
In this story-based webinar, we’ll introduce you to a methodology grounded in analytics, flexible enough to be leveraged across all areas of HR, and used to address any type of problem or performance improvement opportunity. This simple tried and true methodology uses analytics to define and validate the problem, develop solutions that link to the actual root cause and provide a solid and aligned case for change. And, the best part, we’ll show an actual example of the methodology in action.
Please Note: This webcast does not qualify for educational credits.
If you think the concepts of “predictive analytics” or “Big Data” are intimidating, this product demo will change your mind. Organizations are gathering an incredible amount of important information about their employees. The issue is what to do with all of it. With the right strategy and the right technology, the answer is use it to tell stories that leaders can use to make critical decisions.
That is exactly what Modern Survey’s Heat does. It provides a single platform to report and integrate your employee, customer, and financial metrics. As time goes by and benchmarks are set, Heat begins to predict employee behaviors like intent to stay, employee engagement, and performance.
This demo will show how employee onboarding, employee engagement, performance, 360 degree feedback, and exit data can be displayed and combined with customer satisfaction as well as financial metrics to provide meaning and guidance to leaders.
The beauty is simplicity and flexibility. Heat doesn’t care where your data originates. It will gladly absorb and integrate data from different systems. The user interface is beautiful and intuitive so leaders of all levels will be able to easily navigate their way to the information they need.
Imagine getting the information you need, when you need it, wherever you are.
Join this product demo and learn how Heat can help provide you with the information and stories to help you optimize the employee experience.
Segmentation is a fundamental concept in managing the workforce and aligning workforce and business strategies. Typically most organizations segment their workforce on a job or organizational level basis. This approach is limited in that it doesn’t identify critical roles, or differentiate between “make” (i.e., develop people from within) versus “buy” (i.e., acquire ready made from the market) roles, or roles suitable for outsourcing.
There is a need to think about roles in new ways. It is contended that the workforce should best be segmented on a skills basis (both skills uniqueness and skills value). This model underpins the development of differentiated recruitment, engagement and development policies, and the reporting of human capital data (e.g., cost of turnover). It is the key to analyzing and understanding your workforce.
For many companies, it is difficult to translate theoretical knowledge of analytics into strategy for the business. You’ve read about it, you know you need it, but you just don’t know where to start. This webinar will begin with a brief history of the evolution of HR information and explain some of the differences between the stages of information progression. It will provide advice on how to best select metrics for HR and how to approach analysis is an organized way. Tracey will provide practical examples of how to provide value to the organization. Examples are provided using simple and more advanced techniques. The intent, however, is to show where value can be found in HR data and not to provide instruction on mathematical techniques.
This webcast is not intended for experienced analysts. It is an introduction to the topics of HR analytics and Strategic Workforce planning and the connection of both to HR strategies. No mathematical knowledge is required.
If it weren’t for the people we’d be successful. Have you ever heard that before? Mergers and Acquisitions (M&A) have been occurring since the beginning of commerce. However, the vast majority of all M&As fail to live up to the pre-M&A hype. In fact, 75% percent of M&As fail or under perform. So why do executives and companies continue to do M&A where there is a 75 percent failure rate? Does that sound like a solid business decision to you? The conversation focuses on the people side of M&As. Learn what employee engagement, executive retention and human capital fit has to do with M&A success.