Archived Webcasts and Podcasts

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.

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.

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.

Kevin Cashman, best-selling author, global executive development coach and Senior Partner of Korn/Ferry International, will share research models and case studies on a counter-intuitive leadership breakthrough: how pause powers performance. We live and lead in an increasingly volatile, uncertain, complex and ambiguous world. But paradoxically, leaders today must not merely act more quickly but pause more deeply. He will detail a catalytic process to step back in order to lead forward in three critical areas: strengthening personal leadership, developing others and fostering cultures of innovation. You and your organization will learn to move from management speed and transaction to leadership significance and transformation.

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 session will focus on inhibitor/enablers from which to provide greater use and value from assembled talent, leverage HR resources,lower risk,and predictive decision making with better outcomes. HR can now provide real-time, actionable data for more reliable forecasting of costs and resource utilization for executive decision makers. We are not focusing on improving RPO, ATS or other similar HR technologies, though there is certainly room for improvement of all components of the applicable HRIS.

Many decision makers are unsure how this will help manage and grow their business -- especially with all the uncertainty of higher taxes and global geo-political conflicts. We are unable to control geo-political issues, let alone our own Congress. After years of waiting, can you really afford to wait more years to grow your business? Yes, there is risk, but if it can be measured it can be managed.

Electronic Recognition systems give a whole new set of workforce analytics and questions can be tracked, measured and answered. These new systems deliver great value to the workforce, increasing the levels of recognition, feedback and overall employee engagement. These systems are providing great value to management and offer a new level of information and insight into the organization's most valuable asset, its workforce. Learn what Electronic Recognition is, why it is proving to be so effective, and the benefits organizations are gaining from it. Electronic Recognition is becoming the keystone to understanding many of the hardest questions HR professionals have been trying to figure out for decades.

A solid strategy is the cement and mortar in the foundation of any successful organization, yet many organizations don’t have a detailed and actionable strategy developed. If they do have the strategy developed it often lacks the actionable components for success. In today’s rapidly evolving business environment, organizations are often forced to remain competitive by adapting a culture of rapid change, yet all too often the strategy is not updated to reflect these changes. Developing, updating and communicating the organizations’ strategy frequently doesn’t occur. New product and service developments, increased or decreased growth, or other external environmental factors may have led the organization to change direction and stray from the strategy. Creating and or updating a detailed strategy is often forgotten. So why is strategic planning important? Why conduct strategic planning? What are the components of development and execution of a successful strategy?

The non-profit environment is continuing a shift toward efficient performance, quality service and reduced costs. Leaders are retiring, planning for succession and transitioning. Healthcare reform is here to stay. In healthcare, young physician leaders, high tech entrepreneurs and others continue to innovate, offering solutions and approaches supporting efficiency and efficacy while striving to retain the intangibles of compassionate, committed patient care. Apart from these changes, higher education, foundations, healthcare, religious-based organizations and other nonprofits face increasing scrutiny of executive compensation and IRS audits. Under IRS Intermediate Sanctions, boards and managers face personal penalties for unreasonable compensation. Balanced against these constraints, an organization sometimes needs to be innovative and pro-active to attract and retain needed talent. Sometimes an organization needs to pay above average for turnaround talent or to reward outstanding performance. How can executive compensation be a conversation rather than a source of irritation and discouragement? How can boards respond to tightening conditions?

In this session, facilitated by Doris Sims, the author of The Talent Review Meeting Facilitator's Guide, Building Tomorrow’s Talent and The 30-Minute Guide to Talent and Succession Management, we’ll discuss five areas of talent and succession management that Human Resource Practitioners most often desire to debate and discuss. • How Do We Explain the Business Need for Talent Management to our Executives? • Where Does Talent Management Belong in the Organizational Structure? • How Do We Differentiate Between High Performers and High Potentials? • What are Best Practice Components of a Talent Review Process? • Should High Potentials Be Notified? Participants will obtain practical ideas and best practice suggestions to incorporate into their own talent-succession strategy.