The contracting of HR services and products has become easier but more complex. How is that possible? There are so many providers to select from and very easy to get into the marketplace. However navigating the scoring of functional value, fit of partnership, business case validation of cost and change management have now placed a lot of work on HR. No longer will procurement / strategic sourcing send out an RFP and give you the top three bidders with the lowest cost basis and have you select the correct provider for your company. And it is rarely appropriate to short list only best in class as it may not be best fit for your organization. Spend time with us as we discuss how to create a positive environment for the evaluation and selection of HR providers.
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.
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.
Armada Human Capital has been helping clients leverage Social Media in accomplishing some great results. Greg Cardenas, will guide you through the ins and outs of what has work and what hasn’t at one of EMEA’s fastest growing recruiting process outsourcing firms. Learn from our discoveries as you determine what the best path is for you and your organization to take in adding a social media recruiting channel to your arsenal of recruiting tools in winning the war on talent. You will be amazed what is happening on this side of the pond. You won’t want to miss this presentation!
Are you or your recruiting staff still practicing full-life-cycle methodology? Did you know there is a better way to source talent and manage the recruiting process which the emerging world is leading the way? If you are interested in better, faster, cheaper ways of winning the talent war by having a competitive advantage over your competition – you won’t want to miss this presentation. “Linear Recruiting Methodology” is the future of recruiting and it is spreading fast…yet most developed countries have never heard of it. If you are also wondering how you can utilize social media to aid in your sourcing efforts without paying your recruiters to add friends, follow contacts, or post messages on walls online – be sure to join us.
Race horses have always been needed to be trained. The best race horses are the wild ones that have been given the right training and nurtured properly. A wild horse (not properly tamed) will never win you the title. It will simply run amok and cause havoc than do any good and will ultimately be needed to be put down.
Any and every staffing firm is run with the motive of providing the best quality candidates to their clients and maximizing profits. This can be done through a combination of a well-designed process, increasing revenue and reducing costs. However, as is the nature of the devil, increasing revenue requires one to increase costs as well. Any Business Development or Business Enhancement plan calls for investment in the practices involved as well as the personnel. To make more revenue you need to get more requirements as well as close more deals. This requires you to hire more Business Development Managers and Recruiters and hence higher costs.
Going offshore serves as the perfect solution in such a circumstance. A little “outside” help never hurt anyone and makes for the middle path to achieve your goals. However, as is the case with any business decision, it has its considerations to make. You cannot go into it unprepared and expect to reap the benefits.
In this presentation we will discuss in detail the offshore option and detail on what considerations and preparation is needed to have it work for you.
Africa is the new kid on the “RPO” block when it comes to new locations from which service delivery can be located. Unlike India, China and the Philippines, a few African countries already have better infrastructure, language capability, and lower labor costs.
Nineteen of the top 25 poorest countries in the world are located in the African continent. It was only a matter of time before the influence of globalization gave promise to developing countries. Now Africa is poised to turn the Recruitment Process Outsourcing industry among others, upside down from the bottom up. The benefits to the industry and customers of RPO will enormous.
Managed Service Providers (MSPs) are growing in popularity as an outsourced model that brings industry expertise and a consultative approach to help clients manage their contingent workforce. In saying that many companies with a solid internal talent acquisition organization have the ability to "insource" the process of hiring and administering their contract workforce.
In this session Jeff Nugent, the founder and managing director of Contingent Workforce Solutions will discuss:
•Industry leading program component utilization
•The pros and cons of outsourcing a contract worker program to a 3rd party Managed Service Provider
•The strategic benefits of keeping the management of contract worker programs inhouse