Archived Webcasts and Podcasts

“Creating a high-performance culture” – as learning and talent management professionals, this is something we hear about often. But what is the best way to achieve this?

Through the alignment of learning and performance processes including cascading goals, linking personal goals to organizational goals, learning and talent management leaders can communicate required competencies and identify potential skill gaps. Learning priorities are then based on performance goals and from identified skill and competency gaps a personalized learning path can be created that provides tailored development linking back to performance goals.

Sound like talent management Nirvana? Not sure where to start? It’s more attainable than you think. Join us as we discuss how your people and your organization can benefit by connecting performance and learning to create a high-performance culture. During this webinar we will discuss how you can:

• Connect learning and talent processes to tie learning to goals and performance
• Leverage Talent Expansion technologies to cascade goals throughout the organization, provide contextual learning and give people the tools they need to be great at their jobs
• Set and measure learning and talent management results with integrated analytics
• Start building your integrated learning and talent management program immediately with a few easy steps

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.

Compensation management is one of the most critical and complex processes for a global company: Why is it critical? Not only because it represents the largest part of your company’s total costs, but more importantly because it is one of your company’s most effective tools to drive its human capital. Why is it complex?

Because local markets vary in terms of talent expectations, pay practices and local regulations, not to mention issues of language, currencies, and culture. To get local buy-in while retaining control and meeting business objectives requires a compensation management system that provides a consistent framework, but with flexibility to adapt to local needs.

This webcast will educate you on the challenges, pitfalls, and benefits of implementing an automated global platform for compensation management, whether it be for salary reviews, performance calibration, short term incentive plans, long term incentive plans, sales commissions, royalty sharing, channel compensation, or any combination of these. It will help prepare you to deliver value to the business by implementing a solution that uses compensation effectively to drive performance across the global enterprise, while streamlining processes and eliminating the manual efforts, high costs, and risks involved with using Excel or homegrown solutions to manage compensation in a complex environment. It will draw upon the real life experiences of global companies who have met these challenges, and help you to avoid costly missteps in planning, designing and implementing such a solution.

After having answered over 100’s of RFP’s from many organizations searching for HRIS technology I believe that I have gained some good insights into how best to approach and engage with vendors. This session will review what an HRIS acquisition should look like and what questions to ask a vendor. This session will cover the RFP’s and questions that will ensure that the Vendor will not be able to successfully or intelligently provide you with the information you NEED to successfully and intelligently select, negotiate with, purchase and implement a successful HRIS initiative. Also this session will share with you the 10 things that scare Vendors because they speak to an organizations lack of understanding and seriousness of purpose in choosing an HR system.

Even the best Enterprise Resource Planning Systems (ERPs) are only as good as the people that use them and the people that help the organization prepare for their implementation. Many organizations are not prepared for the multiple initiatives and actions needed for successful implementation of such technology. Getting people to use new technology requires more than just training – it requires obtaining and maintaining buy-in and support. To achieve success a new technology implementation requires strategic communication, a clearly understood strategy, strong committed leadership and a detailed change management and governance plan. Often employees resist the implementation of ERPs and other new technologies because they don’t understand why the technology is necessary or how it will help them do their jobs. They often feel overwhelmed by the processes, terminology, and technical nature of this type of change. This session will provide an overview of tools and information that can be used in an effort to ease these concerns and help lead to successful implementations.

This session will focus on absence management in the workforce today. Proper absence management is key to helping organizations maintain the highest levels of productivity, minimize the total cost of labor, and ensure compliance with constantly changing Federal and State leave management legislation. Tools in the areas of leave requests, benefit accruals, vacancy tracking, and case management help organizations streamline benefit and leave tracking processes. This results in lower absenteeism, increased productivity, less manual processing, and overall compliance with leave standards. When organizations utilize absence management best practices, they can reach these goals and focus attention back on a productive workforce.

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.

All indications point to the emergence of the HR function as one that: is considered vital, if not critical, to the continuing success of the corporate enterprise; must have its activities interwoven within the overall strategies of the organization; and requires all aspects of the business impact on its most important assets - its HUMAN resources. To accomplish this, and to become a "Strategic Partner" with the other corporate business units, those in HR must view themselves and their tasks from a business perspective. The presentation addresses action items for HR to become "admired" and to deliver "heroic" information based on the concepts developed in the keynoter's new book "Heroic HR". This session will provide guidelines for learning how to: gain executive champions by giving them information of strategic value; have HR technology support your business; utilize the power of HR technology in meeting the needs of your Board of Directors; and understand the features and functions of an effective HR technology application.

Business partners need skills to solve problems so they stay solved. But skills alone are not enough –practitioners need a robust suite of tools to help manage the vast amount of business, performance and talent data and turn that data into actionable information. Without enabling technology, you are faced with the prospect of saying “NO!” to business partners because your technology cannot support the innovative solution you can visualize but cannot implement without administrative challenges and hours of busy work. There is an alternative. Even “power users” are unfamiliar with the power of Excel solutions with VBA - Visual Basic for Applications. You can deliver innovative solutions without additional software. Specific examples will be provided.