Global re-adjustments are converging to create a new reality where business models will have to be re-designed, social systems re-invented, and value propositions re-thought. Labor demographics and global trends are forcing organizations to address their workforce strategy fundamentally different.
There are the key levers to transforming your workplace globally. Case in point, with 45 million new entrants in the global job market annually, most of them young, 300 million new jobs will be needed between now and 2015 to keep pace with the growth in the labor force. How many of these people will have the skills needed to be successful and bring impact to an organization?
Please note: This webcast does not qualify for certification credits.
Employee time is one of your organizations most valuable and costly resources. Knowledge of employee time results in faster decision making, improved scheduling, labor law compliance, and better labor cost management, making your organization more productive, competitive and profitable. Softworks understands this area better than anyone, because we have been assisting world class organisations with these challenges for over 20 years.
We strive to make a positive difference to the working lives of our users, their organization & employees and we focus our energies on staying in tune with customer needs and proactively addressing them. We would now like to share with you what our customers say “they just love” about our solutions! We invite you to join Andrew Ferguson, Softworks CEO and Dave Schulz, National Account Manager for a live 60 minute demo on Softworks most loved features as voted by customers.
In this session, Andrew and Dave will give you a behind the scenes glimpse of the coolest features and functions of Softworks leading Time & Attendance solution. They'll lift the hood on the product and share with you the key features and functions that customers say they just "can’t live without"!
They will demonstrate how Softworks Time & Attendance Solutions build a clear picture of employee time through detailed data and reports on attendance, absenteeism, overtime, flexible working, scheduling and vacation leave. Scalable and completely configurable, our solutions can apply an organization's unique pay rules and policies accurately and consistently and ensure the organization is fully compliant with legislation.
Big Data. Wait, is it Data Science? Or Big Scientists? Maybe “Big Data Science.” Then, there’s Analytics. What happened to analysis? Morphed into Big Data Analytics? Big Data Analysts?
Did I forget something? Some byte-laden bit, an acronym known only to the IT cognoscenti? A term already overused and under-defined? Or more accurately, prematurely defined, and on the way out, as evolutionary twists overtake all things big about data that were specified too early, in the rush to seize territory on an emerging continent?
In this presentation, I’ll help untangle the big confusion that is Big Data, and conclude with the most important question that you can ask of data, be it big or small: What do you want to know?
As companies navigate the new economy in 2013, those who thrive will be agile, nimble and resilient. An agile organization thrives in competitive, rapidly changing markets, and an agile organization, also known as an entrepreneurial or resilient organization, is able to respond immediately to changing customer, market and employee demands. In this session we'll uncover the history of agile organizations and discuss some tools you can use to transform your company into a thriving, agile organization. Some of the methods discussed will include how to ensure you have the right staff on hand to effectively respond to change, how to define your culture as an agile organization, how to develop employees so that they can effectively make decisions on their own and how to conduct effective strategic sessions to plan for change and growth.
A growing realization that too many strategic development intentions quickly become ill-fitting and cumbersome, out of date and even misleading, has led to the realization that more dynamic cost-effective processes are needed in today’s competitive and demanding business environments. As a consequence and with foresight, G-ACUA, led by Chairman Richard Dealtry, has resourced and developed open management processes that are more suitable and befitting for success in these rapidly and persistently changing contexts. A rigorous search for high return on investment practice solutions, based upon a unique combination of quantum theory and high level concept corporate university thinking, has resulted in the world’s first holistic reality HR strategic management program that optimizes HR portfolio resource decisions and their timely management with the expectations of shareholders. How this exciting and important outcome was accomplished will be defined at this event and the path to the acquisition of related disciplines will be described.
Please note: This webcast does not qualify for Certification Credits.
InSight, the SaaS solution from the workforce planning and analytics division of Peoplefluent, is the solution with a “Business First” design philosophy that helps business leaders align workforce strategy with business goals.
In this democast, Myrl Youngman, Product Manager, will demonstrate key features of InSight: new boardroom-ready dashboards, intelligent agents and more. You’ll learn how to measure and quantify the people issues that CEOs are most concerned about, including:
• Is your current talent pool getting you to your business goals?
• What are your workforce trends?
• What’s important to measure when it comes to your workforce?
How is your organization’s talent strategy formulated? Who’s involved? How is it measured and managed over time? If people are an organization’s most important asset, then the conscious management of that asset should be a high priority. The fact is, however, is that most organizations don’t employ a systematic way of formulating, measuring, and managing talent strategy over time. This is risky, very risky.
This session will explore proven and innovative ways to reduce risk and increase the likelihood that talent investments reap the desired return. We’ll explore real-world examples as well as explore what lies ahead given the emergence of bid data and new information systems and visualization techniques.
Al Adamsen will lead the session. Al has a uniquely valuable background in that he's worked internally at two F100 companies, as a Practice Leader at Kenexa (now an IBM company), as well as an advisor to emerging and established brands like Disney, Boeing, Gap Inc., and Stanford University. These diverse perspectives will help participants better understand the people, process, technology, and governance changes that need to take place to get your team, and your organization, to its desired future state, a point where it’s effectively using data-derived insight to guide talent-related decisions.
A lot has been written about the promise of workforce analytics. However, current analytics practices are still basic and spreadsheet based. HR needs to elevate the quality and scope of their workforce analytics to meet and exceed the demands of the business.
In this webinar the experts from Visier will outline the 4 stages that HR needs to work through in order to “step up” and deliver strategic value from workforce analytics. You will learn how to overcome the key challenges relating to workforce analytics and ensure that you drive business results from your workforce analytics program. This session is for anyone who wants to take their workforce analytics to the strategic level.
Human Resources is about people and making decisions about people. Often those decisions are based on trustworthy, 'loyal' relationships rather than competence or evidence. 'Objective evidence' is defined as "information based on facts that can be proved through analysis, measurement, observation, and other means of research". Honouring your trusted and strong working relationships while remaining committed to fairness and objectivity are building blocks for a more productive workforce.
This session will introduce a framework for effectively using business and predictive analytics that:
challenges assumptions and perceptions about what is valuable at various stages of leadership
supports the selection and retention of high-performing leaders
enables the development of an objective succession planning strategy; builds leadership skills and capacity
enables line and senior management to improve productivity through talent optimization; and
- supports the evolution of culture across the organization.
An understanding of how people analytics can support your organizational planning and talent management processes
An appreciation of how analytics-based decision making, when aligned with strategic planning and execution, strengthens the performance of the organization and HR's role as a strategic business partner,/li>
A roadmap showing how quickly and easily game-changing intelligence and processes can differentiate your organization for competitive advantage
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.