This webinar does not qualify for educational credits.
Ceridian's award-winning Dayforce HCM solution provides a complete, single application for Workforce Management that includes:
- Employee Self-Service
- Planning & Forecasting
- Time & Attendance
- Attendance Management
- Task Management
- Labor Budgeting
This demonstration will showcase how Dayforce helps organizations improve workforce performance, reduce labor cost, and align the workforce with corporate goals. The demonstration is intended to provide a high level overview of the application’s capabilities, and will cover the user experience from the perspectives of an associate, a manager, and an administrator.
This demonstration is appropriate for Hr.com members in the U.S. or Canada who are in HR, Finance, or Operations roles at companies with 100 or more employees.
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.
Most retailers agree transforming and improving the in-store experience is critically important for success, but not enough has been said about the role of the store employees who shape that customer experience (positive or negative). Earlier this year, RSR released their benchmark report WFM 2013: The Store Employee in the Customer Age, and noted: “Aside from the instant gratification that comes from taking a product home after a purchase, it’s the store employee that can make the difference to the in-store experience. But getting the most value out of the employee investment remains a challenge.” In this webinar, Paula Rosenblum from RSR will walk us through the report findings and recommendations for retailers nationwide.
As organizations seek to improve the effectiveness of contingent labor management programs, a holistic view of the workforce and strategies for optimizing spend is essential. A solution that combines information about full time and contingent workforces provides visibility into total talent and allows organizations to more effectively source talent, control costs and manage a blended workforce.
This webcast will provide insight into ways that organizations can achieve visibility into their talent pipeline. Key takeaways from the presentation will include:
How an integrated system can manage permanent and contingent workforce
How reporting can be used to change recruitment behavior across your entire workforce
How technology can be used to drive change through the business
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.
We will explore what a cloud solution is and how a unified cloud solution helps businesses streamline Payroll, HR, and Time & Attendance. Today's business environment requires a configurable cloud based solution to meet the modern company structure. Multiple roles have different information needs and this requires the need to control access to proprietary and confidential data. Now more than ever, businesses are embracing the use of cloud solutions to streamline the process of delivering information. Cloud solutions go beyond the distribution of materials to include payroll management and human resources applications. The use of this type of tool not only simplifies day-to-day operations, but also reduces operations costs.
The Current Web Technology for Workforce Management and Disaster Recovery session will introduced to the technology side of the tools you use. We will discuss the important pieces, the formats and associate those technologies with keeping the service running for your employees and you in case of a disaster.
We will touch on past technologies with the advancements however we will invest more time in discussion of the “Cloud”. We will float through the perceptions of the cloud, the definition if a cloud environment, and how it can be of benefit along with the risks.
Surrounding the various technologies inclusive of the cloud, we will address what could happen in a disaster, how it could happen and examples of recent situations. We will also look at the various processes and questions to ask in order to help mitigate impact on the operation. Then to assist with choosing a good solution partner we will look at items you will want to consider.
We're declaring war-on bad webinars. And we want you to join us. Like most revolutions, this one is both against something and for something.
We're against mundane talking head PowerPoint presentations. We're against doing things the same way we used to. We're against working alone in silos.
We're for captivating our audience through eloquent delivery and beautiful design. We're for pushing the limits of our technology. We're for amplifying what works and what doesn't. We're for synergy and sharing.
Learn directly from the organizers of this movement-two of the industry's leaders in webinar design and delivery. Join the movement and discover how to ensure your webinar experience is not a bad one.
Based on our newest book, The Webinar Manifesto, this session will lay out the seven Webinar Manifesto Principles that you must live by if you want to design and deliver killer webinars.
The primary benefit of using a quality scheduling software is simply better communication between the employer and employee. Employee scheduling software saves everyone time, and saves the business money.
However, with the recent changes in Canadian alcoholic beverages regulations, many Canadian businesses will be experiencing expired certifications for the first time within the next few years. The right scheduling software can also help ensure that these businesses avoid fines and license revocations associated with uncertified employees by automatically preventing employees with expired certifications from being scheduled (or clocking in) without renewing their certification first. In fact, with some web-based labor software, employees can even upload their renewed certifications to the website so that management has it on file.
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.