Archived Webcasts and Podcasts

Today’s knowledge economy, more than ever before, has made an organization’s people its most critical asset and one of its greatest investments. It is clear that mastering talent management helps organizations differentiate themselves in the marketplace, and thereby gain a competitive advantage. HR is firmly rooted in the belief that talent has impact, but can the same be said for an organization’s senior leadership—do they believe this to be true? Executives want evidence that HR is boosting their organization’s bottom line, but can HR substantiate and deliver this proof that talent equals financial reward?

Workforce analytics as part of a complete talent management strategy is critical for HR professionals as it enables them to connect the dots between their company’s overall performance and their investment in their workforce.

This webinar will help you define quality of hire for your particular organization. As a strategic outlook, quality of hire involves much more than just the hiring process. People leave an organization for various reasons. By understanding how your talent management support structure impacts the employee throughout their tenure, will give you additional ideas on how to measure your quality of hire.

We will look at utilizing 360 degree feedback at intervals to enhance the measuring of QOH. In addition, this feedback can be used to measure the impact on your employees and organization with regards to your on-boarding, training, recruiting, performance management, career development, engagement and retention. We will look at how to utilize “victory fees” which pays out on internal recruiters based on retention and performance (Note that is and not or.)

Are you planning, in the midst of implementing, or evaluating the success of an RPO engagement?

Before you go any further spend an hour with us as we review how to insure success or redefine your next contract. You will also find ways to communicate your on-going success and defend against those managers that are roadblocks. Additionally let’s review the cost and cycle time impacts that may influence your ability to gain true quality in candidate submissions and hires. This session will discuss lessons learned and the key pitfalls in any recruitment engagement but specifically how to make a full RPO engagement successful in both the short-term adoption and long-term stability of the program.

Organizations of all sizes and in all industries are facing one overwhelming challenge that may inhibit their ability to grow – the shortage of key skills and qualified talent available in the marketplace. Based on newly gathered research, Mollie Lombardi, vice president and principal analyst of Aberdeen Group's human capital management practice, and Dave Weisbeck, Chief Strategy Officer for Visier will discuss what workforce planning really is and how organizations at all levels of workforce planning maturity can take the next step to get the greatest benefit from their workforce planning activities. The power of workforce analytics to drive data-driven decision-making and provide the context for effective workforce planning, will also be explored.

This session will take a common sense approach at how to build or enhance existing workforce analytics programs - ensuring it delivers tangible business results such as improving productivity, profitability and performance. This session will outline a step-by-step guide for HR leaders to follow on how to build successful workforce analytics, and provide a critical road map of the top 5 “must do’s” for HR leaders. This material will support the enhancement of any existing programs, or help HR leaders when building a program from scratch. The best practices covered in this session, are grounded in real-world experience, and will provide critical take-a-ways, to apply to current workforce analytics initiatives - today.

This presentation, based on the experiences and "next practices" of hundreds of HR leaders and projects, will examine the five (5) critical issues that must be addressed in the critical first 100 days and beyond of HRIS project implementation.

This session will include a 100-day template to HRIS implementation excellence, and the strategic to tactical steps that must be taken to accelerate user alignment and adoption. The session will examine not only the technical aspects of launch, but also the fundamental behavioral aspects that must be considered.

Finally, the session will give several "next practice" case examples of users who successfully implemented HRIS projects in small to large scale environments.

Why is it that HR budgets are often the first to be cut in economic downturns? Is it possible that some HR professionals have the opportunity to improve their financial literacy as the basis for defending their budgets? This presentation provides a solid overview of how to present and defend budgets from a perspective understood by C-suite executives. Three key human capital metrics will be discussed which can potentially improve the way ROI in human capital is managed and measured. In addition, step will be suggested for HR professionals to take the same steps as their functional counterparts in budget submission.

Segmentation is a fundamental concept in business. Applied to the workforce (or more specifically various roles in the organisation), the segmentation approach or model adopted should underpin the development of human capital strategy and people decisions. For example, it should serve as a basis for identifying critical roles, roles suitable for outsourcing, etc. Furthermore, it should underpin the development of differentiated recruitment, engagement and development policies, and the reporting of human capital data (e.g., cost of turnover). Typically most organisations segment their workforce on a job or organisational level basis but this approach is limited! It is contended that the workforce should best be segmented on a skills basis (both skills uniqueness and skills value) in addressing the challenges and complexities of the 21st century workplace.

Workforce Planning & Analytics (WP&A) is now a non-negotiable. This is true no matter the size of the company, it’s growth, industry, geography, or strategy. The risks of not doing it are now unacceptably high. Others are doing it, and they are unquestionably outcompeting others for talent and in achieving business results. More and more case studies are now validating this assertion. The question for many now is: How do I start? For others it's: How do I get to the next level? For still others it’s: What’s most appropriate for my organization? Should we build internally? Should we go with a vendor? Should we outsource some of our analytical needs? These and other questions will be answered, as will arguably the most crucial one: What’s my best next step? The session will delve into proven frameworks like the Data-to-Change Process, the Three Workstreams, the HR Linkage Model, and the Workforce Planning Model. It will also explore leading-edge thinking around Talent Strategy Formulation, Measurement, and Management. In the end, by attending this session you will be more educated on Workforce Planning & Analytics, inspired to advance your organization’s journey, and be clear on how to leverage data and other assets to generate workforce insight on an ongoing basis.

I have over 1200 contacts on Linked In, a few hundred friends on Facebook, I have a good deal of followers on Twitter and on my Facebook Fan Page and my blog. A few weeks ago, I polled them. I asked, “If you could only commit one hour to a webinar, what is the topic that you would make time for?” The overwhelming answer came back – “We know that we need to update or change our recruiting strategies and processes, but can you show us how it should look? Guide us through what an effective model looks like.”

So, here it is. I am going to tackle this BIG issue and walk you through how to establish an effective recruiting strategy, stellar sourcing and screening processes, the best technologies, and the mindset and goals of your recruiting staff should grasp. AND, it’s only going to take an hour – just like the TV shows.