Archived Webcasts and Podcasts

As our economy begins to get back on track – more companies are hiring and there are a whole lot of possible candidates to choose from. How do you go about finding the Right people for the Right jobs? How do you sort through all the hay to get to that perfect needle?

We will show.

In this webinar you will learn how to hire the right people the first time - get those you hire placed into the right jobs by utilizing a customized benchmarking process, in-depth personal assessments, a healthy dose of Emotion Intelligence, and a whole lot of effective coaching so you can build an atmosphere of creativity and accountability for your client or your employer.

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!

No one individual controls workplace culture, yet many HR professionals are expected to take ownership of it. When culture is good, there isn’t much of a concern, but when culture turns toxic—that’s where things can get ugly. Toxic cultures cost employers money and create difficult working conditions for all employees. From absenteeism, to employee turnover, low morale, decreased productivity, and inferior work, we all suffer the consequences of weak organizational cultures.

Join Jostle CEO Brad Palmer and Leadership Expert and co-author of Humanize, Jamie Notter for a 60 minute webinar and learn: How to identify the symptoms of a toxic workplace; how to strengthen culture by connecting to human values; how technology can play a role; and how to change culture step-by-step.

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.)

This session is an overview and introduction to Motivation-Based Interviewing. MBI is a 15 year-old interviewing method specifically designed for identifying and hiring high achievers. Traditional behavior-based interviewing focuses almost solely on an applicant's level of skill. This approach has a long history of producing hit-and-miss hiring results. Why? Because it takes more than just skill to succeed! MBI assesses all 3 of the components common to top performers that enable them to achieve above-average results, yet requires no extra interviewing time. The 3 components MBI assesses are - skill, attitude and passion! Please note, this session includes a powerful video that’s not available in an archived version.

In Part 1 of this 2 part presentation, Jeremy Tozer examined a clear strategic role for HR in enabling the creation of the conditions for organizational success. In particular Jeremy examined the role of HR / learning and development in:

• Developing and sustaining organizational leadership capacity as the primary source of strategic competitive advantage.
• Enabling effective development and execution of business strategy and the leadership of change and transformation —this includes ensuring both work alignment and people engagement.

In this second part, Jeremy will give a quick recap of Part 1 and then examine in detail a proven approach to developing this form of collective leadership capability, an approach which also concurrently develops individual leadership behavior and emotional intelligence —an approach which is guaranteed to more than pay for itself with a measurable financial return on investment.

This will be illustrated with detailed and ROI quantified case studies from Cisco, and consulting assignments from across the USA, Asia, Europe and Australasia with other clients such as ABN AMRO, Pfizer, Philips and MCI.

Participants in this webinar should review the archive of Part 1 at this link http://www.hr.com/en/webcasts_events/webcasts/archived_webcasts_and_podcasts/strategic-hr-enabling-leaders-to-drive-strategy-ex_habeg7ec.html

One of the most common reasons associated with assignment are personal and family issues. Companies should offer support along with a full understanding of whether the assignment is a lateral move or a promotion and what happens to the assignees career upon repatriation. This webinar will focus of the full life of assignment from start to finish. We will delve into the emotional and energy level of an assignee and their family members throughout the assignment cycle. Important factors on how to choose the right candidate for the assignment support them while on assignment and retain them when they return.

In this attorney approved / information packed seminar, participants will learn about Cost Containment Strategies, Best Practices, and tools used by companies to become more profitable in this new economy as it relates to best practices for Workers' Comp administration. If you are like most successful businesses, you need to cut your expenses and you want to be more profitable. This program was developed to help you attain these goals, in addition to reducing your business risk. Main Topics:

• Reducing Your Business Risk Understanding the Importance of "Total Cost of Risk"
• Training: Pre-Hire, Post-Hire, Pre-Claim, Post-Claim
• HR / OSHA compliance / Wellness / Safety Training
• Claims Management procedures, Best Practices, Case Studies

In a recent large scale global survey of CEOs and senior executives 76 percent cited leadership development as important yet only 7 percent thought their organization was doing it effectively! A big part of this gap is caused by traditional needs assessments and gap analysis. This weakness-based approach is ineffective and undermines participant motivation for change. A series of pre and post studies examined the impact of leaders choosing to fix weaknesses versus building on existing strengths. 12 to 18 months later the leaders who magnified their existing strengths showed two - three times more improvement in leadership effectiveness than leaders who worked on fixing their weaknesses.

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.