Ever had an interview that didn't go as planned? Didn't get the job, or didn't reach the intended audience? A mismanaged interview can lead to the wrong hiring choices, or send the wrong message to your clients and colleagues. Be it a job interview, media interview or interrogation style interview, at some point, all of us will be in the hot seat as we ask questions, or answer questions. Whether you are being interviewed or conducting an interview, what will you do to ensure your next interview is a success? This webinar is for individuals who want to master the interview process. Whether you are the interviewer or the interviewee, this workshop will move you forward with your interviewing skills. This workshop will guide you through a number of interview situations, show you how to make the right connection and ultimately achieve a desired outcome.
This presentation, based on the experiences and "next practices" of hundreds of HR leaders and projects, will examine the five (5) critical issues that must be addressed in the critical first 100 days and beyond of HRIS project implementation.
This session will include a 100-day template to HRIS implementation excellence, and the strategic to tactical steps that must be taken to accelerate user alignment and adoption. The session will examine not only the technical aspects of launch, but also the fundamental behavioral aspects that must be considered.
Finally, the session will give several "next practice" case examples of users who successfully implemented HRIS projects in small to large scale environments.
The hot topic of On Demand learning has sparked conversations around the world. With today's war on talent, organizations need to reevaluate how they recruit and retain key talent. By understanding and enabling your teams to partner with learning and technology you will be able to make informed decisions and consider a new perspective towards On-Demand Learning. Throughout this interactive session you will learn the key buzz words that will ensure you understand the essential concepts, processes and terminology towards technology and training. This workshop has been designed to share foundational concepts, definitions and examples that will ignite a new-age thinking that you will be able to discuss with others and consider innovative solutions that you may consider applying towards your next talent agenda.
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.
This presentation will present some simple and effective steps that you can take to improve compliance and reduce the likelihood of fines, and will provide you with tools you can use right now to be prepared for an OSHA inspection. Areas covered include:
Tips on handling the inspection process with an enforcement-driven inspector.
Why it's dangerous to have a "I have nothing to hide" practice.
How to handle requests (or demands) for documents and information.
The most important action you do not want to take with an inspector.
Strategies to prepare your worksite now to survive an inspection.
Being prepared with the records most often requested in an OSHA inspection.
OSHA violations and fines, and your rights and responsibilities.
Real world examples of citations and fines from OSHA inspections.
The “General Duty Clause Trap” and how to avoid it.
Most modern processes have been improved through the application of technology with positive results – learning is no exception. In this session, we will review industry best practices, specific case study examples, and macro-level observations to illustrate how technology-enabled learning is playing a transformational role in the efficiency, effectiveness, and strategic outcomes yielded by the business process of learning. Also, the gap between how “the business” defines value and compared to how L&D defines it will be discussed so we all can better respond to statements like, “L&D needs to be more business-oriented.” At the conclusion of the webinar, participants will have a straightforward framework for business process management of learning emphasizing core business value tenets – efficiency, effectiveness, and business outcomes.
Five New Ways to Move Beyond Status Quo Technology Implementation
HRIS and other talent technology intiatives such as ERP and cloud migrations can fail in implementation due to mis-alignment with business objectives and/or user adoption rates. In many cases, internal business users will avoid or fail to give their buy-in to the launch of a solutions launch. It is time to move beyond the "status quo" of typical HR technology applications to an experience that supports workforce effectiveness and personal productivity.
This session, based on the studies of hundreds of successful technology implementations, will help HR leaders and their executive team counterparts use new "next practices" alignment and engagement techiques to accelerate successful outcomes to their technology launch(es).
The session will give participants both strategic perspectives and practical tips, as well as provide a case study with the Boys & Girls Clubs, around the selection, creation and implementation of new applications that enhance the overall work experience rather than simply compliance or maintenance uses.
> How to link to technology projects to overall business objectives- not HR but PA (People Apps that work).
> Building a user experience that truly engages them.
> Integrating other major initiatives such as intraprenuership and employer branding to your technology launch.
We will question and explore whether there is a need for integrated HR and whether it really is better in the cloud.
Explore the pro’s and con’s to being one integrated HR Cloud solution from a modular components standpoint, introduce a few integrated solution providers, address the ever looming “cloud security” questions and how integrated cloud hr can save a company time and money today and in the future.
This session is excellent for HR Consulting and HR Admins who want to do more with less time and effort, increase performance within an organization and make the CFO happy, saving boat loads of time and money.
This session is also excellent for individuals that want to be part of the Social Enterprise.
Topics Addressed in this presentation include:
Why Integrated HR
We will review a case for bringing all HR components in house into one integrated global core HR system of record. By reviewing individual components of HR we can identify the needs and wants and better understand how these can work better together in one cloud solution.
Why Cloud HR
This is the topic on everyone’s minds today. We will briefly attack the whole “cloud thing” and see how this cloud phenomena can benefit HR Admins and their organizations.
What are the Benefits of Integrated Cloud HR
From what we expose and discover in the previous sections we will briefly explore the power of both Cloud and HR as one globally accessible solution for today’s global social workforce.
What are the Security Risks of Integrated Cloud HR
Always a topic of concern, this is a “must address” requirement in any Cloud conversation, especially Cloud HR as it pertains to private, confidential employee records and personal data.
Who are some of the players in the Integrated Cloud HR space
Sure we are Vana Workforce and we want you to think there are no other solutions in Cloud HR or at least none as good as Vana Workforce, but let’s be honest, there are lots. Some are better than others and some are perfect for your organization. We will quickly and visually identify the leaders, larger and smaller and touch on some of the offerings from the leaders in Cloud HR.
How can Integrated Cloud HR Save Time and Money
YES... the most important question on everyone’s minds always comes down to how cool and app is, how functional it is, and finally the ultimate question; “how much is this going to cost me”. Well the great news is that both Cloud and Integrated will indeed save you both Time and Money. How much is dependent on the solution of choice, the vendor or consultant you are working with and your requirements, but we can cover this in general so that the Integrated Cloud HR truth of Time and Money can be exposed.
Ever had an employee just walk out one day, no notice? What about a wishy-washy decision maker? Oh, and the supervisor that talks down to the employees? And there’s the person that feels nothing ever goes right and loves to tell everyone about it. All these situations are tied to emotional intelligence.
Since Goleman’s 1997 book, Emotional Intelligence, the popularity of the label has grown into a common term, substantial research data and a current buzz word. This webinar will explore the current core approaches plus ideas and examples of techniques to help raise emotional intelligence in the workplace.
From simple to powerful, from forms you fill out to scripting environments, each tool has something to offer. Each has strengths and each has limitations. Don't be caught by surprise when it's too late to turn back. Every tool vendor claims that its tools are the easiest and the most powerful but experience will show that the two are almost mutually exclusive. Finding a tool that fits your needs means determining exactly what your needs are first. Don’t make the mistake of forcing your instructional design into the limitations of a tool. Make tools work for you; not the other way around. In this session, you’ll learn the criteria needed for you to choose the right tool or tools for your work.