Archived Webcasts and Podcasts

As part of the rich history on the topic of identifying and developing ‘high potential’ employees, literally thousands of books, articles, and research papers have been written. Considering this weight of research, “pet theories” abound, with as many different ideas on how and what to do as there are HR leaders in different organizations. Join Dr. Henryk Krajewski, a recognized leader in BOTH the research and practice of talent assessment and development to share a unifying view of what matters most in selecting – and keeping – the best talent. Dr. Krajewski will distinguish what matters from what doesn’t, dispel popular myths about talent, and help you focus in on winning strategies that will help you attract and retain “differentiated” talent. Specific learning objectives include: • Learning to use compelling “business-language” conversations about the importance of top talent. • Which assessment methods and tests are research supported, and an analysis of those that aren’t. • What empirical research says about the factors proven to attract high potentials. • Gaining knowledge and familiarity with the age-old psychological data that has simply been “recycled” time and time again in popular books re: engagement. • How to use technology to make all of this easier!

It is time to to archive your company's "Performance Management" practices and "Annual Review" process into the Museum of Motivation?

News Flash: Recent studies by brain scientists studying motivation also tell us that reward (yes reward) can be de-motivating. How performance reviews are structured and how supervisors and managers offer "feedback" to change behavior and improve performance is often ineffective and de-motivating.

What's an HR Director to do?

If you are a leader at any level, you already understand your people are your greatest asset. Now it's time to upgrade our approach to motivating Human Beings 3.0 from the field of brain science, at the intersection of communication, emotion and motivation.

Has your management team been sold on the idea that an ATS recruits people? Are you struggling with how to demonstrate your recruiting team’s impact on quality of hire? Are your other metrics (such as time to fill and cost per hire) potentially competing against your quality initiatives?

If you answered yes to any of these or are about to embark on a business case for further recruiting investment join us for a session that will help to answer these questions and give you information and tools to immediately and positively impact your side of the story. We will also discuss key quality of hire metrics from companies such as Disney Cruise Lines, Harrah’s Entertainment and others.

As organizations seek to improve the effectiveness of contingent labor management programs, a holistic view of the workforce and strategies for optimizing spend is essential. A solution that combines information about full time and contingent workforces provides visibility into total talent and allows organizations to more effectively source talent, control costs and manage a blended workforce.

This webcast will provide insight into ways that organizations can achieve visibility into their talent pipeline. Key takeaways from the presentation will include:

• How an integrated system can manage permanent and contingent workforce
• How reporting can be used to change recruitment behavior across your entire workforce
• How technology can be used to drive change through the business

The Crucial First 100 Days of a Payroll Leader Managing for Implementation Excellence and Market Responsiveness Managing the Political, Cultural and Operational Minefields as you begin a new assignment, role or launch a project Session Leader: Scott Hamilton, President & CEO Executive Next Practices Institute Managing Director, NextWorks In general, leaders and the success of their plans are determined in the first 100 days of their new role or management of a strategic initiative within an organization. The continuing high profile exits by leaders of major organizations make it clear that effective planning both prior to assuming a position and effective, value-based action after onboarding make all the difference in longer term success. Fast changing internal dynamics require leaders to have foresight, insight and act with decisiveness, yet be inclusive and collaborative. This highly interactive presentation focuses on improved techniques for payroll leaders to maximize success in the first 100 days and beyond of their initiatives and projects. The session includes assessment methods for examining the cultural, political, team and structural issues that the individual must understand and balance- quickly. In addition, the session will include new techniques on how to transform payroll to a more strategic contributor. By participating in this webinar session, you will find out how industry leaders use internal engagement techniques to reinforce compensation decisions and align leadership to effective payroll programs. Among the topics covered are: • A strategic template for the first 100 days • How to launch a new payroll/compensation initiative

In a recent large scale global survey of CEOs and senior executives 76 percent cited leadership development as important yet only 7 percent thought their organization was doing it effectively! A big part of this gap is caused by traditional needs assessments and gap analysis. This weakness-based approach is ineffective and undermines participant motivation for change. A series of pre and post studies examined the impact of leaders choosing to fix weaknesses versus building on existing strengths. 12 to 18 months later the leaders who magnified their existing strengths showed two - three times more improvement in leadership effectiveness than leaders who worked on fixing their weaknesses.

Today’s companies are placing a much higher emphasis on the ability to be creative and innovative in order to move ahead in this economy. They are eagerly looking at ways people, tools and techniques can spark a rebound that gives them a competitive edge. Making innovation and creativity a key cultural value is a goal of any highly effective organization. HR can play a crucial leadership role in helping to get there.

In this lively session, participants will learn how to increase the creative intelligence of their organizations in order to stay ahead of the competition. Participants will come away with new insights, fresh perspectives, and actionable steps to make creativity and innovation meaningful cultural values within their own organizations.

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.

THIS IS A DEMO - NO CERTIFICATION CREDIT WILL BE GRANTED.

Ongoing feedback is essential for a high-performing workforce, yet so many organizations fall short in providing good feedback. And the research tells us that's a bad idea because feedback has a huge impact on employee engagement levels in your organization (Gallup). For example, managers who:

• Focus on employee strengths are 30 times more likely to manage actively engaged workers compared with managers denying feedback
• Focus on employee strengths are one third more likely to manage actively engaged employees compared with managers focusing on weaknesses
• Give little or no feedback fail to engage 98 percent of their workers

The good news is that there are great tools available in the Halogen Talent Management Suite™ to make feedback easier for managers and more meaningful for employees.

Learn more by attending our upcoming webinar:

Date: February 5, 2013
Time: 2:30 p.m. - 3:30 p.m. ET
Demo Expert: Sean Conrad, Senior Product Analyst, Halogen Software

What you’ll learn

In this Halogen Talent Management Suite™ demo, attendees will discover:

• How easy it is to provide feedback, recognize your employees, and improve engagement using Halogen eAppraisal™ and Halogen e360 Multirater™
• Features designed to help foster a feedback culture including Halogen Feedback Central™, a new tool that makes it easy for organizations to use feedback and drive higher performance
• How feedback can be used use across all talent functions, including performance reviews, succession, training and development, and more

Please plan to join us to learn how you can foster a feedback culture in your organization!

Register now.