Archived Webcasts and Podcasts

Do you know whether rating disparities exist along race, gender or age, which may then translate into pay and promotion disparities in a pay-for-performance organization?

Attend this session to help ensure that your company can defend itself on an organization-wide basis against claims of employment discrimination arising from tainted performance ratings? All attendees will gain actionable insight to help you:

• Identify strategies for pay-for-performance organizations to utilize in striking a balance between workforce effectiveness and workforce compliance
• Tips to simultaneously encourage high performing employees while mitigating legal risks
• To spot and avoid potential legal liabilities before they arise

This session will also provide HR leaders the insight needed to arm your business managers with the knowledge necessary to avoid discriminatory practices within performance evaluations. Register for this session today to ensure that your performance processes protect your people and your organization.

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!

Welcome to a workshop that is inspirational and will provide you with information and thought provoking ideas that you can use.

For decades, research and ongoing workplace surveys around the world, have explored what makes companies, leaders and teams great. Analysis of the results show data patterns and identified one question that showed the greatest correlation to the most positive business outcomes:

At work, do you have the chance to do what you do best every day?

This inspirational and informative “Leading from Strengths” event will allow you to understand why investing in Strengths returns the greatest ROI on performance and talent management. It may challenge your thinking and the myths you have likely believed for many years.

This presentation features the best practices of high performance, values-aligned organizations. Most senior leaders put more thought into their products and services than their company’s culture, yet culture drives everything that happens in their organizations.

Executive consultant S. Chris Edmonds shares insights, examples, and case studies proving that when values and behaviors are as important as results, performance improves, morale improves, and customer service skyrockets.

A senior executive of one culture client told Chris, “I used to see my job as managing results and processes. Now I see my job as managing people’s energy.”

When an organization’s culture treats employees with the highest regard, those employees willingly apply their skills towards goal accomplishment & customer service.

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.

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.)

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 this webinar, TalentGuard will discuss why it is imperative that human resources work directly with managers and their executives to teach them how to become effective career coaches. Coaching is a tool that many organizations use to help employees grow and develop new skills. However, organizations can do a better job of creating a culture of coaching, training managers on a specific methodology and teaching them how to better engage with employees to build richer relationships.

Wouldn’t it be great if your managers and leaders could build better working relationships with their employees that resulted in increased engagement and retention? Knowing how to give managers confidence when it comes to coaching is challenging. If done properly, career coaching can help managers better align employees with your corporate goals and strategies.

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.