When you think about it, what isn't changing? Industries, organizations, jobs, work, and even people's expectations are shifting. So it's only to be expected that learning will also adapt to meet the needs of all the change around us. This webinar will explore a broad range of topics such as:
• Social learning and how it will continue to evolve to meet new social technologies
• What the Kahn Academy could mean for corporate learning
• The role of accreditation in providing "trophies" to the next generation of learning
• Eight strategies for accelerating development of new employees as experienced employees leave the workplace
• Augmented reality and the implication for just-in-time learning
And in the spirit of social learning, YOU are the content. Bring your ideas to the table to collaborate on understanding the future of learning.
A confluence of factors including globalization, diverse demographics, new technologies (“web social media voice”) and Gen Y entering the workforce, has created an environment where leadership style and skills must quickly evolve. Employees have an increasing desire and need to participate, be heard, and contribute to the overall business. This has created an inversion of power within the workplace and business leaders need to swiftly adapt to this heightened level of democratization to accommodate this new corporate dynamic and leverage for improved business results. Shirley Engelmeier, author of Inclusion: The New Competitive Business Advantage and CEO of InclusionINC, will discuss why a different kind of leadership is now required to succeed, define the traits and behaviors of an inclusive leader and provide tactics and tools to help them become effective leaders.
True workplace diversity initiatives encompass not only skin color, but generational diversity as well. In this webcast, we journey through a brief history of work to understand the mindsets of today’s professionals and how past experiences have shaped our present world of work. We will learn what really is behind the perceived notion of workplace generational differences. With this understanding, we will outline a communication strategy for effective team development, identify methods to increase mutual loyalty and trust, and offer suggestions for inter-generational management. We will discuss workplace culture and how organizational structures will change over time. Finally, we will examine parts of the Young Professional Readiness Checklist, which measures organizations in their preparation for attracting, retaining, and working with young professionals.
“Awaken the Sleeping Giants” poignantly speaks to the pivotal role HR plays at this crucial time. Through a deeper understanding of the upcoming talent shortage and its future implications, HR will be compelled to claim their place at the boardroom table. It will mean partaking in company direction, strategy and equipping the corporate culture with the “Attraction Factor”. HR will have to “stand in the gap” to create a sea-change in thinking, new levels of conscious intention and developing company culture by design rather than by default.
This powerful talk is a must-attend for HR Professionals interested in their organization’s survival.
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.
Diversity and inclusion efforts can play a positive role in a firm's culture but many organizations today are learning that their diversity and inclusion investments of time and money have not taken them very far. Liken this to the driver who has the gas pedal to the floor while tapping the brakes. Unfortunately, the blame for this underwhelming performance often ends up at the Human Resources department's doorstep. Attendees of this webinar will learn where this hidden resistance is coming from and what to do to remove it. An understanding of the unconscious bias will allow their companies to reap the full benefits from their diversity and inclusion efforts.
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.
For the first time in history there are four generations of leaders in the workplace. Each group has a vastly different way of communicating, differing ways of thinking about work, and under it all is a truly unique set of needs and values. These differences shape each generation's approach to their work as leaders and managers. Join our panel of leadership experts and HR executives as they explore who does what best and how HR and learning professionals are leveraging the strengths and addressing the weaknesses of each group. We will investigate what generations want from their careers, how Leaders can support these career conversation and examine the similarities and differences between the generations. We will also discuss the techniques and philosophies that are helping organizations around the globe prepare their multi-generational leaders for the increasingly complex and quickly changing workplace.
Finding and keeping good talent is difficult these days. It's not uncommon for employees to be poached, which leaves executives and HR teams asking, "How do we keep the talent we already have?" It's imperative that companies know how to build career ladders/lattices. Companies also need to understand the important role they play in fostering career mobility by outlining the critical skills that employees need to acquire as they move up or around in the company.
During our webcast, "Career Pathing: How To Create A Career Development Framework," we'll discuss:
The downfalls of not having career development frameworks for employees
How to create career paths for job roles that empower your employees to take control of their careers
How to create a gap analysis and align career development resources to close skill gaps
How to effectively track an employee’s career path and ensure they're doing the right things to get them where they want to be.