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Virtual Conference Webcast
Most organizational leaders are locked into the belief that that they need to conduct annual or bi-annual performance appraisals of their staff. Yet they acknowledge that the system is not working. HR managers are caught in the middle of all this.

The End of the Performance Review: A New Approach to Appraising Employee Performance outlines an alternative approach referred to as the Five Conversations Framework. The Five conversations Framework consists of five 10 to 15 minute conversations between the manager and his or her direct reports. You will learn what Tim's research of 1,200 HR managers reveal about the performance review; the value of performance conversations rather than performance appraisals; and how your organization or clients can use to the Five Conversations to enhance performance.

Date: May 5 2014
Time: 3:30 PM - 4:30 PM
Presenter:
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Tim Baker
WINNERS AT WORK Pty Ltd

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WINNERS AT WORK Pty Ltd
 
You must view the archive in order to receive your credit(s). Audio and slides do not grant credit(s) into your account.
 
Virtual Conference Webcast
While many Supervisors and Managers understand the importance to their organization of excellent employee performance, too often they have no process for bringing this about. The PIP described in this session provides a Supervisor or Manager with a clear, straightforward and effective method of conducting a facilitated conversation with their direct reports that will help them to understand their role and how it contributes to accomplishing the company’s goals, and to be continuously improving their job performance.

An effective PIP coaching session involves an open and frank, six step discussion between each Supervisor, Manager, etc. and his/her direct reports along the following lines.

1. Review, Rapport Building and Role Clarification
2. Vision of Perfect Performance
3. Barriers and Difficulties to Excellent Performance
4. Strategies for Overcoming Barriers to Excellent Performance
5. Action Plans to Implement Strategies
6. Institutionalizing this Process - Regular Meetings

Date: May 5 2014
Time: 12:00 PM - 1:00 PM
Presenter:
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Michael Zroback
Michael Zroback & Associates

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Michael Zroback & Associates
 
You must view the archive in order to receive your credit(s). Audio and slides do not grant credit(s) into your account.
 
Standalone Webcast
Every action an employee takes has the opportunity to either reinforce or diminish your brand. When HR and marketing join together, employees can become brand ambassadors and ultimately help create brand distinction in the marketplace.

An organization’s employees are its best brand ambassadors. They have the power to move the organization forward and make the brand live and breathe. There are no two ways about it, engaged employees build strong brands! The benefits of a strong brand are tremendous and all the best leaders realize that strong brands are not built by the marketing department alone they need HR in order to be successful.

In this session, we will hear from Patricia Nazemetz and Will Ruch, co-authors of “HR and Marketing Power Partners,” as well as executives at top global companies who have implemented a partnership between HR and marketing and discovered the impact it has on customer loyalty, business growth, talent acquisition and retention.

Date: Mar 27 2014
Time: 11:00 AM - 12:00 PM
Presenter:
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Will Ruch
Versant

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test
Ryan Caligiuri
ClearPicture Corporation

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Patricia Nazemetz
NAZ DEC LLC

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ClearPicture Corporation
 
You must view the archive in order to receive your credit(s). Audio and slides do not grant credit(s) into your account.
 
Virtual Conference Webcast
Mis-hires are expensive. They often have far reaching costs that extend way beyond, time, learning curve, opportunity cost, orientation and relationship building. Worse, many organizations pass their poor hires around from job to job because they don’t really know how to match the worker’s true skills to job requirements.

This session looks at hiring from the perspective of “the best predictor of future performance is past performance.” It provides a way to approach candidate evaluation that uncovers what a candidate will do as opposed to what he or she can do. It also examines conducting a job analysis that articulates job requirements in the same language as that used to match candidates.

Yes, this is a lot to cover in a brief session! Participants will leave with a basic understanding of pushing interviewing to the next level, a fresh look at job analysis and lots of information to think about implementing.

Date: Feb 3 2014
Time: 11:00 AM - 12:00 PM
Presenter:
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Lynn Banis
Discovery Point Coaching

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Discovery Point Coaching
 
You must view the archive in order to receive your credit(s). Audio and slides do not grant credit(s) into your account.
 
Virtual Conference Webcast
Performance reviews don’t work. They are disliked by managers and employees alike. They are usually poorly written and disappear as soon as they are completed. Everyone knows this but most are not going to admit it. So why do organizations still use them?

Primarily, it’s because everyone agrees that employee feedback is important, but Human Resource departments don’t always trust this exchange to happen without forcing everyone through a formal process. So they spend three months a year chasing up everyone in the organization in a system that is often measured by quantity over quality.

Reviewing the performance of your employees is not about meeting with them once or twice a year to recap the past and discuss the future. To effectively eliminate performance reviews in your organization, you must be deliberate about the management of your people.

Date: Dec 12 2013
Time: 1:30 PM - 2:30 PM
Presenter:
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Louis Efron
www.LouisEfron.com

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Efron Management, LLC
 
You must view the archive in order to receive your credit(s). Audio and slides do not grant credit(s) into your account.
 
Virtual Conference Webcast
Talent, in and of itself, is arguably the most important investment for any organization. The demand for skilled talent and future leaders continue to be one of the greatest challenges and is top of mind by CEO’s globally. An organization's ability to assess and select both internal and external talent is crucial to not only meeting the priorities and objectives that support the strategy of the business but to mitigate the risks and related costs to the organization if a hire fails.

Assessment also impacts the brand as candidates are evaluating a potential employer on the content, relevance and execution of your interview and assessment process. Getting this equation correct must be a strategic business imperative of business leaders in order to be successful. HR and Recruiting has the opportunity to enhance their own brand by developing and implementing one of the most important tools for the organization's competitive advantage. The return on this investment goes beyond the numbers as it holds the opportunity to enhance culture, perceived brand value and the intangibles of the appeal for high performers to join other high performers in a dynamic and exceptional work environment.

This presentation provides insight into the strategy, design, and implementation of creating an effective, comprehensive and customized talent assessment program using ACES® Talent Assessment methodology.

Date: Dec 12 2013
Time: 11:00 AM - 12:00 PM
Presenter:
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David Perel
Huron Consulting Group

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Huron Consulting Group
 
You must view the archive in order to receive your credit(s). Audio and slides do not grant credit(s) into your account.
 
Virtual Conference Webcast
Performance management systems are predominately built on the models developed over 100 years ago by Frederick Taylor using his Scientific Management Principles. Times have changed and today’s workplace requires educated employees to work in teams on complex issues in a rapidly changing environment.

Today’s HR Practitioners are custodians of this 100 year old system built by an Engineer for a different time and different needs.

Based on 15 years of research and practice, the presentation shares findings on how new principles, models and systems have been developed that have delivered significant and measurable benefits to employees and businesses.

The audience will come to understand why today's performance management systems continue to fail and learn how build systems based on new principles and models that have been proven to better suit the needs of a modern workforce.

Date: Nov 20 2013
Time: 3:00 PM - 4:00 PM
Presenter:
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Mark Shaw
NEOS Pty Ltd

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NEOS Pty Ltd
 
You must view the archive in order to receive your credit(s). Audio and slides do not grant credit(s) into your account.
 
Virtual Conference Webcast
We have seen the world move from an agricultural economy to an industrial economy, then on to the knowledge economy. Each of these major shifts has caused disruptions to the worker environment and the organizations created to manage the economic growth.

Along the way, the science of management has attempted to gauge and impact the productivity of the workforce.

A relatively new field called Affective Computing and the measurement of Subjective Well-Being has developed to measure real time levels of individual employee positivity, collaboration, and contribution. This session introduces the concepts of Affective Computing and Subjective Well-Being, the tools, and the applications that will help you move to the next level of employee interaction and a work environment designed to successfully accommodate the wide generational differences and motivational factors in the employee demographic.

Date: Nov 19 2013
Time: 12:00 PM - 1:00 PM
Presenter:
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Wyman Lee
WorkComet

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Upside-Intel
 
You must view the archive in order to receive your credit(s). Audio and slides do not grant credit(s) into your account.
 
Standalone Webcast
Too often people make the mistake of thinking performance management means only performance reviews. Don’t make that same mistake. You’d be doing your employees and your company a big disservice.

It is an important fact that performance management needs to be on going. It’s not a once-a-year, on-the-fly performance review. Having a performance management system is about engaging employees in the company’s vision and direction.

HR departments play a vital role in the strategy, implementation, and execution of the performance management process. In this session, we will dissect the elements of a performance management system, walking participants through each phase and explaining how companies and employees can be better aligned with workplace performance and business growth. Highlights include hiring right; developing and committing to effective goals geared toward business alignment; creating effective development plans; performance review automation and why it’s important; effective communications; and compensation.

Date: Nov 12 2013
Time: 11:00 AM - 12:00 PM
Presenter:
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Steve Moore
Insperity

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Insperity
 
You must view the archive in order to receive your credit(s). Audio and slides do not grant credit(s) into your account.
 
Demo Days Webcast
Please note that educational credits do not apply to this webinar

Join us for a full walkthrough of our software solutions that will meet your every HR need from hire to retire.

Founded in 2007, TalentGuard is a full-service talent management software and consulting firm that is devoted to helping organizations implement high-impact talent practices.

We believe that the key to providing customers with excellent service and our employees with a revered workplace is by maintaining the core set of values that have guided TalentGuard founder and CEO, Linda Ginac throughout her career in talent management.

Both as a private consultant and the leader of a successful company, she has maintained the belief that everyone deserves to be in a role where they are appreciated and respected, as well as engaged in a career that maximizes their passion and talents.

As a talent management software solutions provider, we don’t just live by this mantra- we aim to spread it too. We believe that the easiest way to show employees that they are valued is to invest in talent management tools that aid in their long-term personal and professional development. Not only does this create happy, loyal employees but it also helps companies improve their bottom line.

Our software, based on industry best practices, focuses on the vital HR areas of performance management, career pathing, succession planning, 360 feedback, applicant tracking, learning management and development planning- all of which contribute to the creation of a high-performance culture.

Please explore our website to learn more about how our talent management solutions make creating a “system of engagement” as opposed to a “system of record” easier than ever. We invite you to read more about the TalentGuard philosophy and team, view our blog, and download our collection of white papers and webinars based on trending industry topics. Lastly, discover how TalentGuard Cloud 6.0 talent management tools can help your organization with product demos that show the powerful features in action!

TalentGuard is headquartered in beautiful Austin, Texas.
Date: Sep 18 2013
Time: 1:30 PM - 2:30 PM
Presenter:
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Steve Huey
TalentGuard, Inc.

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TalentGuard, Inc.
 
No Certification credits are granted for Demo Webcasts.
 
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