Archived Webcasts and Podcasts

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.

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.)

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

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 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.

There are many ways to look at career development. Every individual is accountable for their own career development. However, the employer has to understand how important career development has become within their workforce due to the continual change. We will look at the five critical aspects of career development. Without knowing these aspects, you will not be able to provide superior results in career development. You will be introduced to the Job DNA™ which is the information nucleus that all talent management functions rely. We will finish off with the interdependence of career development within your HR and talent management departments.

Finding and keeping good talent is difficult these days. It's not uncommon for employees to be poached, which leaves executives and HR teams asking, "How do we keep the talent we already have?" It's imperative that companies know how to build career ladders/lattices. Companies also need to understand the important role they play in fostering career mobility by outlining the critical skills that employees need to acquire as they move up or around in the company.

During our webcast, "Career Pathing: How To Create A Career Development Framework," we'll discuss:

• The downfalls of not having career development frameworks for employees
• How to create career paths for job roles that empower your employees to take control of their careers
• How to create a gap analysis and align career development resources to close skill gaps
• How to effectively track an employee’s career path and ensure they're doing the right things to get them where they want to be.

Electronic Recognition systems give a whole new set of workforce analytics and questions can be tracked, measured and answered. These new systems deliver great value to the workforce, increasing the levels of recognition, feedback and overall employee engagement. These systems are providing great value to management and offer a new level of information and insight into the organization's most valuable asset, its workforce. Learn what Electronic Recognition is, why it is proving to be so effective, and the benefits organizations are gaining from it. Electronic Recognition is becoming the keystone to understanding many of the hardest questions HR professionals have been trying to figure out for decades.

Every minute employees aren’t fully productive and up-to-speed has a significant financial effect on any organization. Learn how the Learning Paths methodology, a radically different and more efficient approach to performance and learning can result in revenue and productivity gains while reducing training and staffing costs, and decreasing development time. this webinar, you will learn the secrets to slashing time to full productivity on the job by 30-to-50% or more using the Learning Paths methodology. This proven methodology is a global best practice in rapid performance improvement that accelerates learning and dramatically reduces the time, waste, variability and cost of training employees, and trains them at the speed of business.