Social networking is everywhere, and to be effective in 2014 and beyond, you MUST know about social data, and be ready to succeed with it. There is more data on your workforce outside your walls than inside them. Seriously, your competitors can know more about your talent than you do! But not all social data is created equal, and you must be careful and planful about how you proceed. This session will tell you the most important facts and risks about social data, show you how to cut through all the hype, and help you know the most effective strategy for your organization. These are five lessons you need to know!
Business has become more volatile, complex and ambiguous than 5-10 years ago. Leaders, employees and organizations with a high capacity for resilience thrive in today’s dynamic global environment; those that do not build the capacity of resilience will succumb under the costs of change-induced stress and chaos in the workplace.
The research on change and employee engagement confirms that building and sustaining change agility is difficult. This is the opportunity for HR to evolve as the 21st Century Business Partner and show the way. In this presentation we will
• review key statistics that support the need for transformation
• provide a robust model with strategies and competencies for transforming your role to one of leading organizational change for sustainable transformation, and
• review what other companies are doing to drive transformational change in their organizations
The stakes are very high indeed; as a result, more leaders are looking for ways to meet these challenges. For those resilient business partners who are committed to learning and modeling the skills of transformation, the opportunities to collaborate with your leaders in building “agile & resilient” organizations have never been more abundant.
The shortest distance between two points is a straight line. In the business world, however, the only absolute is the starting point and the line is never straight. Navigating your way to success requires a solid team of employees and a solid strategy. Organizational planning means knowing who you have, how they’re helping or hurting your business’s growth, and the best way to align them to realize your company objectives.
This process of evaluating and re-evaluating talent helps organizations identify gaps and redundancies, manage workforce changes more effectively, and increase productivity. In short, organizational planning keeps businesses moving forward while also preparing them for the road ahead.
THIS IS A DEMO - NO CERTIFICATION CREDIT WILL BE GIVEN.
Building a staff of well-recruited, well-trained employees is only the beginning of your company’s journey. Things change – constantly. And being able to deal with that change and emerge a better organization is the goal of any business.
To do so you need to know where your top performers are within your organization, what characteristics make them your leaders, and how to strategically position them alongside the rest of your people to get the most out of everybody.
It’s hard to identify strong employees without first being able to visualize your entire workforce. That’s why having an organizational structure is step one. When a defined hierarchy is in place, usually in the form of an organizational chart, employees know who does what and who reports to whom. It also makes the company better prepared to make staffing decisions that improve operational efficiency and spur growth.
A thoroughly refined organizational structure can also provide guidance when it comes to handing out promotions, crafting development plans, and managing other employee changes.
No matter how hard you look at your org chart, you won’t glean much from names, titles and reporting relationships alone. You need pertinent workforce metrics and lots of them. This information allows you to identify employees who are helping you achieve your goals, those who may need a gentle push in the right direction, and those who are keeping your company from achieving ideal success.
Now that you’ve pinpointed the cream of your company crop, you can make well-informed decisions regarding where they fit into the organizational structure. And when things inevitably get shaken up, you’ll be better prepared to handle it.
Need employees and others to take action? Start creating compelling calls to action that trigger individuals to comply—and even commit—to your requests.
Liz Guthridge, an experienced change coach and consultant, will show you how you to move people over the hill, using their will and skill.
She’ll explain how to craft calls to action that cut through the clutter and inspire people to take action in all sorts of situations. So if you’re requesting people to try new technology, complete an online form or volunteer for a task force, you’ll learn how to transform your “ask” into “act.”
As a result, you'll get people complying with your requests without having to keep nagging them or asking their bosses to pressure them.
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.
Knowledge -- once you have it, how do you make use of it? Organizations often have an untapped resource, the knowledge resident in their workers. When workers enter an organization, they bring with them knowledge and skills they have acquired over time through their experiences, education, and associations. This session will explore ways in which knowledge can be managed effectively. We will discuss techniques and resources that enable an organization to acquire, create, store, use, and share knowledge. Then we will examine a planned approach for knowledge management. Relevant technologies to assist in this effort will be discussed. Finally, one award winning knowledge management approach will be examined.
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.
Does your company suffer from having unclear roles and responsibilities, what about poor standard operating procedures or failure to get to the root cause of recurring and nagging problems? Do you have suppliers that introduce more problems and risk into your organization? These are common things that contribute to the risks organizations attempt to manage on a daily basis. Some do it well and others do not. Failure to get to the root cause of these problems may lead catastrophic results. This webinar presented by Oscar Combs, President and Senior Consultant of The ISO 9001 Group based in Houston, Texas will offer some solutions to common problems within organizations that often introduce risk, if they go unchecked.
The strategic objective of HR is to align people with strategy and to create value from Human Capital. But how can strategic HR leaders support their organization to optimize change efforts if most people prefer the status quo, passively or actively resisting making needed adjustments?
The reliance of organizations on old change models stands in the way of effectively managing change. 70% of mergers and acquisitions lose shareholder value. 68% of IT projects fail. Most training fades within 6 weeks. Research repeatedly and consistently shows, the number one factor for success or failure is people. People can be both the brake and the accelerator of value creation in firms. For changes small and big to succeed, people need to make needed adjustments and for that HR leaders need a new, science-based system to manage change with more predictable, consistent results.
Participants in this webinar will gain access to a new groundbreaking look at how new discoveries in brain science challenge our standard ways of thinking about change in teams and organizations, introducing a new way to engage resistance and overcome it. This new scientific system makes it possible for strategic HR leaders to directly influence the success of strategic initiatives. It is a positive, empowering and highly accurate brain science-based system that can get people to make changes in a way that benefits them, their team and the business as a whole.