Archived Webcasts and Podcasts

This webcast will introduce the concept of the cognitive interview and show how it can be of benefit to HR professionals and other managers when conducting the more complex disciplinary and grievance investigations. It will be of particular interest in disciplinary and grievance cases with elements of bullying, harassment, discrimination, theft, assaults, drug dealing and serious health and safety violations plus any other serious issues of misconduct.

Cognitive interviewing has been shown to produce up to 40% more accurate evidence from eye witnesses, even when events occurred some time ago. It also reduces the need for costly re-interviewing and can result in a higher quality evidential base from which to make a disciplinary decision thus reducing the likelihood of appeals and even costly litigation

Whistleblower claims brought under federal safety, health and environmental statutes can be costly and disruptive to your business, and claims may involve actions that an employer did not realize could be considered discriminatory. Find out how best to coordinate between safety and HR activities, to avoid prosecution under these statutes, and how to defend against claims when a complaint is filed.

This presentation will cover how to structure your incentive and disciplinary programs to avoid scrutiny by the government, how to document adverse actions properly, and how to address situations involving "bulletproof" employees in a legally sound manner.

The remedies available to whistleblowers and unique aspects of some laws - such as "temporary reinstatement" provisions that may require actual or economic reinstatement while a case is pending - will also be discussed.

This presentation provides an in-depth look at the issues employers face on a daily basis regarding the Internet, e-mail usage, and social networking tools. These issues include the different mediums of social media that now exist and the related legal problems, for example, in the hiring of employees, communication and crisis planning, employee discipline, social media policies, post-employment scenarios, and other legal issues associated with social media. The legal implications of social media law are both new and constantly evolving, and it is important for your organization to have an understanding of the impact they can have on your business, both for legal reasons and clear employee communications.

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 will present some simple and effective steps that you can take to improve compliance and reduce the likelihood of fines, and will provide you with tools you can use right now to be prepared for an OSHA inspection. Areas covered include: Tips on handling the inspection process with an enforcement-driven inspector. Why it's dangerous to have a "I have nothing to hide" practice. How to handle requests (or demands) for documents and information. The most important action you do not want to take with an inspector. Strategies to prepare your worksite now to survive an inspection. Being prepared with the records most often requested in an OSHA inspection. OSHA violations and fines, and your rights and responsibilities. Real world examples of citations and fines from OSHA inspections. The “General Duty Clause Trap” and how to avoid it.

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.

As the workplace migrates from the traditional model of the past to the mobile and virtual workplace of the future, it is imperative that organizations adapt to these changes. With email, conference calls, Skype, chat, and Web-conferencing, it's now common for people to work together and rarely see each other face to face. These changes have impacted the way employees and teams not only work but how they disagree and resolve those disagreements. This webinar will take you through the new world of Virtual Conflict Resolution and provide you with tools and practices you can bring to your organizations today.

The rapid consolidation of the talent management market and the rise of informal and social learning within organizations around the world have prompted discussions about the relevance of learning management systems (LMS) in today's corporate learning, performance, and workforce support programs. This webcast aims to answer the following questions: Can organizations rely on their LMS to break out of the learning and development silo and make this investment worthwhile across the enterprise? How does the rise of informal learning, social learning and mobile technologies mean for the traditional LMS platform? And how do you leverage technology to build a first rate learning organization?

Wondering about the effects of email, instant messenger or pornography on your business? How much overtime are you paying to employees who punch in early or stay late? And then there is always “buddy punching” – what is that costing your business? The material in this session will cover these topics as well as help identify some tools you can implement to counter their corrosive effects. Understanding just a little more about the foot print and fingertips of your employees can make a huge difference on your bottom line. Even if you already deploy Time and Attendance or employee monitoring, you will like learn more about these topics in this session.

Five New Ways to Move Beyond Status Quo Technology Implementation HRIS and other talent technology intiatives such as ERP and cloud migrations can fail in implementation due to mis-alignment with business objectives and/or user adoption rates. In many cases, internal business users will avoid or fail to give their buy-in to the launch of a solutions launch. It is time to move beyond the "status quo" of typical HR technology applications to an experience that supports workforce effectiveness and personal productivity. This session, based on the studies of hundreds of successful technology implementations, will help HR leaders and their executive team counterparts use new "next practices" alignment and engagement techiques to accelerate successful outcomes to their technology launch(es). The session will give participants both strategic perspectives and practical tips, as well as provide a case study with the Boys & Girls Clubs, around the selection, creation and implementation of new applications that enhance the overall work experience rather than simply compliance or maintenance uses. > How to link to technology projects to overall business objectives- not HR but PA (People Apps that work). > Building a user experience that truly engages them. > Integrating other major initiatives such as intraprenuership and employer branding to your technology launch.