Archived Webcasts and Podcasts

This is a demo. No certification credit will be given.

Most performance reviews are a drag. They’re stressful, annoying, a hassle to complete and really very boring. Which is probably why everyone hates them… But we know reviews can be an incredibly valuable source of information for your company, and that’s why we’re on a mission to fix them; to make reviews fun, easy and useful – for everyone.

In this demo we'll be showcasing our award-winning CSB Performance and Analytics tools, and introducing upcoming releases CSB Learning and CSB Goals.

CSB Performance includes everything you’d expect from a performance management tool – but we’ve made it all much, much more awesome. Self-assessments, 360 multi-rater reviews, team reviews and analysis, development plans, the Bendelta Competency library… all wrapped up in CSB’s user-friendly and award-winning interface.

CSB Analytics gives you the tools to go even further with your reviews; view your entire company on a grid of performance v potential, identify your organization’s strengths and weaknesses, identify rising stars and plan for succession. CSB’s helicopter view and interactive infographics make sure your review data is never just filed away and forgotten.

And introducing:

CSB Goals gives employees a dynamic way to manage goals, measure performance, give and receive recognition, and record achievements. Features include cascading goals, social sharing and feedback, helicopter views of contribution and trophy walls for showcasing achievements.

CSB Learning is a cloud-based Learning Management System for small businesses, giving you access to a powerful suite of LMS tools. Upload and share course content, assign courses, complete assessments, track progress and view transcripts in real time. Engage employees with rewards and badges for learning achievements; they can even share their CSB Learning successes with their social networks.

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.

How do you keep your workforce engaged and excited? What can you do to assist management in aligning employee value to organizational vision?

In her dynamic presentation, executive coach and bestselling author Libby Gill shares a conceptual framework as well as concrete takeaways for creating client expectations that get measurable results.

The author of the award-winning You Unstuck: Mastering the New Rules of Risk-taking in Work and Life, Libby’s interactive webinar ensures that you will:

• Discover keys to articulating expectations with power and clarity
• Align employee’s value with your organization's vision
• Offer “Hope and Tools” to increase engagement and bring out the best in your workforce
• Overcome “Feedback Fear” and learn to give meaningful criticism
• Learn Libby’s method of 360 Interview Assessments to drive behavioral change
• Master “Foolproof Factors for Accountability” to maintain standards of excellence
• Experience a rousing call-to-action to keep clients equipped - and responsible - for their own success.

Libby is the former head of communications and public relations for Sony, Universal, and Turner Broadcasting. She is now CEO of Libby Gill & Company, an executive coaching and consulting firm. She has shared her success strategies on CNN, NPR, the Today Show, and in BusinessWeek, Time, The New York Times, Wall Street Journal, and more.

Her clients include ABC-Disney, Avery Dennison, Deloitte, Eli Lilly, GoDaddy, John Frieda, Kellogg’s, Microsoft, Oracle, PayPal, Royal Caribbean Cruise Lines, Safeway, The Conference Board, Wells Fargo, and many more.

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

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.

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.

HR professionals need to pack a punch when rolling out recognition efforts. Most companies attempt to do some type of reward-based program, but more often than not, they fail to take hold in the culture and become another box to check. Research suggests that disengagement and turnover can cost a company up to 250% of an employee’s salary. But, it can be avoided when companies take the time to create a culture of appreciation and engagement. Our three step approach provides HR Managers with the necessary tools to build a recognition program that provides workers with the recognition they deserve and results in a signifcant ROI for the company.

Today only 5% of companies have embraced social media as a way to facilitate employee collaboration and recognition. Why is this? In this session, Todd Horton Founder/CEO of KangoGift will discuss the top 5 ways companies use social media for employee recognition. As we enter an “instant” workplace, social and mobile tools present a huge opportunity to engage with employees. In this session we will look at the opportunities and risks of using internal social tools along with LinkedIn, Twitter, and Facebook as a way to create more meaningful conversations with employees. The session will close with some thoughts on why colleagues don't say thanks enough at work despite the proven results a little recognition can generate.