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Virtual Conference Webcast
Highly engaged employees help to build and sustain a culture where people want to work and are excited to deliver great results. In return, employees have a positive impact on our relationships with customers, suppliers and communities. At Ingersoll Rand, they understand, appreciate and embrace their differences and use these strengths to continuously improve their business. In 2012, Ingersoll Rand rapidly deployed The Ingersoll Rand Leader: Engaging Your Employees (EYE) training to a global audience and found that leaders attending the training session had an increase in engagement scores two times higher than their counterparts who did not attend the program. To enhance the support the managers, the company also created an on-line and simple support site that highlighted just a few critical tools and activities managers could take, aligned with content from EYE. To leverage the leader’s role in engagement, they also worked to improve engagement by providing coaching to help managers engage employees on what matters most to them and focus local accountability to drive more tailored and meaningful actions. In this session, learn more about Ingersoll Rand’s efforts to grow engagement, hear more about the crucial role played by leaders, and how their formula for success could be applied inside your organization.
Date: Apr 1 2014
Time: 2:30 PM - 3:30 PM
Presenter:
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Beverly Crowell
Career Systems International

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test
Troy Hayes
Ingersoll Rand Co

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Career Systems International Ingersoll Rand Co
 
You must view the archive in order to receive your credit(s). Audio and slides do not grant credit(s) into your account.
 
Standalone Webcast
How often have you heard: “I wish my boss would take this training!” Most first-time leaders lack formal leadership experience and are often left to sink or swim without strong role models or much help from their direct boss. How can you build the skills of managers so they can better support the development of their direct reports? How can you gain buy-in and involve them to help model and reinforce skills to boost “stickiness”? Join this webcast where we’ll present ways managers can engage, excite, and encourage leadership development, as well as steps to build shared responsibility and accountability between the leader and his or her manager.
Date: Mar 19 2014
Time: 11:00 AM - 12:00 PM
Presenter:
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Mark Phelps
Development Dimensions International (DDI)

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Development Dimensions International (DDI)
 
You must view the archive in order to receive your credit(s). Audio and slides do not grant credit(s) into your account.
 
Virtual Conference Webcast
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.

Date: Jan 28 2014
Time: 12:00 PM - 1:00 PM
Presenter:
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Jeff Gero
Success Over Stress

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Cynder Niemela, MA, MBA, MCC
Conscious Learning

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Success Over Stress Conscious Learning
 
You must view the archive in order to receive your credit(s). Audio and slides do not grant credit(s) into your account.
 
Standalone Webcast
EQ Leadership

The amateur practices until they get it right. The professional practices until they cannot get it wrong.

EQ and this session will give you the data you need to help others understand how they manage their emotions is their personal brand in action.

You will learn how to help others understand how they are perceived and what they need to do to change those perceptions. In addition, the session will focus on the interactions between team members and the impact emotional intelligence has on the performance of the team.

Lead by two seasoned professionals this session will give you real work life examples of emotional intelligence in action.

Date: Nov 20 2013
Time: 11:00 AM - 12:00 PM
Presenter:
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Sally Tassani
The Strategy Forums

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Joann Ingulli-Fattic
The Strategy Forums

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MHS Inc.
 
You must view the archive in order to receive your credit(s). Audio and slides do not grant credit(s) into your account.
 
Standalone Webcast
Nearly 60% of college graduates say college didn’t prepare them for the workplace. The majority of hiring managers agree. New grads are talented and ambitious, but there’s a knowledge gap to bridge.

G5 research of 500 college grads with 3 years of work experience say what they need most is workplace intelligence: communication, social agility, work culture and productivity. Hiring managers agree, point-for-point.

The difficulty is delivery. Old, out-of-style learning and training options feel boring and create dread around engaging. Learning managers lose credibility as people who know what they need.

Gen-Y has been raised in a world of products where form and function, beauty and application, coexist: Apple, Nike, Google and Facebook. Current online learning hasn’t caught on, or up.

This session will talk about aligning training with a new generational workforce. Don’t lose Generation Y in the perceived generation gap.

More than 50% of the workforce is slated to be Millenials by the year 2020. Now is the time help Millennials accelerate the workplace learning curve and build skills to create meaningful, relevant work that moves them, and your company, forward.

Date: Oct 23 2013
Time: 11:00 AM - 12:00 PM
Presenter:
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Stephanie Carter
G5 Leadership

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Andrew Zenger
G5 Leadership

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G5 Leadership
 
You must view the archive in order to receive your credit(s). Audio and slides do not grant credit(s) into your account.
 
Demo Days Webcast
THIS WEBINAR IS NOT ELIGIBLE FOR EDUCATIONAL CREDITS.

BlessingWhite has been a keen observer of effective leadership for over two decades. In addition, our recent study of nearly 7,000 ‘expert’ professionals indicates that the challenges faced by individuals leading technical professionals are even more complex

In every industry, things are moving fast. New technology, new market dynamics, new client demands, new legislation: all require up-to-the minute expertise to tackle the biggest challenges your organization faces. Your success depends upon the commitment, creativity, and innovation of technical experts across the enterprise. These smart and independently-minded employees create great value, but can also be some of the hardest to lead.

Leaders of expert people and technical teams must be equipped with specific skills to forge engagement while unleashing innovation. For more than 20 years BlessingWhite has conducted research which shows that such leaders of technical people:
• Have distinct workplace needs and leadership challenges
• Increasingly have to lead through influence and inspiration rather than authority
• Have blind spots when it comes to seeing what their teams need and where their leadership falls short
• Have specific learning preferences (i.e., multiple, shorter sessions, and access to on-demand resources).

Leading Technical People+ is based on BlessingWhite’s proven success with hundreds of leading companies, training thousands of technical people. It is exclusively designed to equip managers with skills and strategies for engaging and unleashing the knowledge, expertise, independence, and confidence of today’s specialized knowledge workers: programmers, engineers, scientists, financial analysts and more.
During this session we will review the learning approach, topics covered and explain how Blessingwhite went about rethinking and redesigning the leadership development approach to address the specific needs of this audience.
Date: Oct 10 2013
Time: 2:30 PM - 3:30 PM
Presenter:
test
Alysa Polkes
BlessingWhite, Inc., A Division of GP Strategies

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BlessingWhite, Inc., A Division of GP Strategies
 
No Certification credits are granted for Demo Webcasts.
 
Virtual Conference Webcast
Lots of organizations do leadership development. Some do it well, some not-so-well. But even those who do it well often fall short of the full impact that the program could potentially have. Some organizations fall short by outsourcing leadership development to outside providers who impose their own narrow leadership template. Others fall short by delivering tired content and retread ideas. The key is to build a program that fits your organization’s culture and honors its history, while leveraging best leadership practices from inside and outside your organization.

This webinar will draw on the case study of a $4.5 billion dollar construction company that supercharged its leadership development efforts and, as a result, grew while nearly all of its competitors were shrinking during the Great Recession. Regardless of the content and features your program currently uses, during this webinar you’ll learn new ways to “supercharge” your program so that participants come away fully engaged and ready to lead.

Date: Oct 10 2013
Time: 1:30 PM - 2:30 PM
Presenter:
test
Bill Treasurer
Giant Leap Consulting

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Craig Atkinson
The Walsh Group

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Giant Leap Consulting The Walsh Group
 
You must view the archive in order to receive your credit(s). Audio and slides do not grant credit(s) into your account.
 
Standalone Webcast
Nearly 60% of college graduates say college didn’t prepare them for the workplace. The majority of hiring managers agree. New grads are talented and ambitious, but there’s a knowledge gap to bridge.

G5 research of 500 college grads with 3 years of work experience say what they need most is workplace intelligence: communication, social agility, work culture and productivity. Hiring managers agree, point-for-point.

The difficulty is delivery. Old, out-of-style learning and training options feel boring and create dread around engaging. Learning managers lose credibility as people who know what they need.

Gen-Y has been raised in a world of products where form and function, beauty and application, coexist: Apple, Nike, Google and Facebook. Current online learning hasn’t caught on, or up.

This session will talk about aligning training with a new generational workforce. Don’t lose Generation Y in the perceived generation gap.

More than 50% of the workforce is slated to be Millenials by the year 2020. Now is the time help Millennials accelerate the workplace learning curve and build skills to create meaningful, relevant work that moves them, and your company, forward.

Date: Sep 25 2013
Time: 11:00 AM - 12:00 PM
Presenter:
test
Steven Smith
G5 Leadership

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G5 Leadership
 
You must view the archive in order to receive your credit(s). Audio and slides do not grant credit(s) into your account.
 
Virtual Conference Webcast
Fifty to 60% of companies fail to achieve their goals and objectives (Source: McKinsey & Co and IBM Global Business Services). What can be done about this and whose responsibility is it to see that the situation improves?

The first question is why does this happen with the answer being because employees don’t know what they need to do to help the company achieve its goals and objectives, and/or because they are too preoccupied with personal issues to do what is expected of them.

The responsibility for this rests with the CEO, however he or she can’t do what is needed alone. While Human Resources should be the obvious choice to address this problem it is not viewed as a “line” function as often as it is “staff”, and as a result, they are not called upon to help with goal achievement.

This presentation discusses both the problem (why companies fail to achieve their goals and objectives) as well as what HR can do to gain the trust of senior management regarding their contribution to the overall effort.

Date: Aug 15 2013
Time: 11:00 AM - 12:00 PM
Presenter:
test
William Matthies
Coyote Insight, LLC

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Coyote Insight, LLC
 
You must view the archive in order to receive your credit(s). Audio and slides do not grant credit(s) into your account.
 
Virtual Conference Webcast
Did you know that within the first 48 hours of your employees attending a traditional training or learning event, their knowledge retention drops to 33 percent? Did you also know that research now shows that nearly 80 percent of learning in the workplace takes place informally? So why are training departments still spending the vast majority of their budgets on formal training efforts? Informal Learning has become all the rage over the past 5 years in the Learning and Development industry. As we’ve taken a closer look at this powerful discipline we’ve learned that Informal learning can actually be “formalized”, tracked, measured, and implemented through Performance Support. This session will address the methodologies behind designing, implementing, and maintaining effective Performance Support (learning while doing), and how it is now, more than ever, all around us!
Date: Jul 22 2013
Time: 1:30 PM - 2:30 PM
Presenter:
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Bob Mosher
Ontuitive

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Ontuitive
 
You must view the archive in order to receive your credit(s). Audio and slides do not grant credit(s) into your account.
 
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