Archived Webcasts and Podcasts

The intense competition and consolidation in the dining industry has forced businesses to continually seek out greater efficiencies and improved yield. As such, effective labor management has become more important than ever for the food and beverage industry.

Management is faced with the daily challenges of increasing guest satisfaction while minimizing employee turnover, and improving the business’ bottom line. Labor management issues such as optimal employee scheduling, wage and hour compliance, and the administration of new legislation such as the Affordable Care Act has forced many organizations to seek out more comprehensive technology beyond the features of existing Point-of-Sale (POS) systems.

Additionally, with labor costs being the largest, variable operational expense for food and beverage organizations (as high as 40% - 50% of costs), management is challenged with ways to reduce labor cost spending while decreasing employee turnover and not jeopardizing customer satisfaction. A comprehensive workforce management solution equips management with tools to monitor real-time staffing information, analyze budget performance and control labor costs, all while continuing to focus on increasing customer satisfaction and profit margins.

Within this session we will highlight the importance of managing labor, increasing labor effectiveness, ways to ensure labor compliance and how to motivate employees in a food and beverage setting. We will discuss strategies for operating your workforce more efficiently and ways to increase overall productivity and profitability.

The goal of this session is also to outline the labor management challenges facing the food and beverage industry and the emerging need for organizations to adopt more sophisticated workforce management solutions in order to stay competitive and to operate more profitability.

Today’s knowledge economy, more than ever before, has made an organization’s people its most critical asset and one of its greatest investments. It is clear that mastering talent management helps organizations differentiate themselves in the marketplace, and thereby gain a competitive advantage. HR is firmly rooted in the belief that talent has impact, but can the same be said for an organization’s senior leadership—do they believe this to be true? Executives want evidence that HR is boosting their organization’s bottom line, but can HR substantiate and deliver this proof that talent equals financial reward?

Workforce analytics as part of a complete talent management strategy is critical for HR professionals as it enables them to connect the dots between their company’s overall performance and their investment in their workforce.

Has your management team been sold on the idea that an ATS recruits people? Are you struggling with how to demonstrate your recruiting team’s impact on quality of hire? Are your other metrics (such as time to fill and cost per hire) potentially competing against your quality initiatives?

If you answered yes to any of these or are about to embark on a business case for further recruiting investment join us for a session that will help to answer these questions and give you information and tools to immediately and positively impact your side of the story. We will also discuss key quality of hire metrics from companies such as Disney Cruise Lines, Harrah’s Entertainment and others.

This webinar will help you define quality of hire for your particular organization. As a strategic outlook, quality of hire involves much more than just the hiring process. People leave an organization for various reasons. By understanding how your talent management support structure impacts the employee throughout their tenure, will give you additional ideas on how to measure your quality of hire.

We will look at utilizing 360 degree feedback at intervals to enhance the measuring of QOH. In addition, this feedback can be used to measure the impact on your employees and organization with regards to your on-boarding, training, recruiting, performance management, career development, engagement and retention. We will look at how to utilize “victory fees” which pays out on internal recruiters based on retention and performance (Note that is and not or.)

HR professionals are consistently challenged to prove the value they bring to the enterprise bottom line.

While new disciplines and tools provide innovative methods, the cost and ROI of every system, including basic technologies such as time management and payroll systems are under constant scrutiny. This has led many HR and HRIS professionals to look deeper into these systems to find untapped value. While doing so, an opportunity to create workforce strategy based on current workforce data shouldn’t be ignored. This webcast will detail three strategies that every HR professional should adopt that can be applied immediately to drive enterprise level improvements and encourage other stakeholders to view the HR team as strategic partners.

If your recruiters are all working on too many requisitions a month it may be time to consider some external assistance with recruitment research. In some situations, you may want to remove any possibility of questionable integrity by accidentally sourcing directly from a sensitive client or customer. Other reasons to go outside for your research include firewall limitations imposed on employees by overzealous IT security departments, slow connection speeds, lack of a training budget to develop your own sourcing team, or other business reasons why your organization does not allow you to conduct direct sourcing. An outside firm may be able to manage those risks more effectively. If none of these stumbling blocks apply to you in your organization, you should consider building your own dedicated sourcing team.

Internet sourcers, or researchers, can save your organization money by providing your recruiters with candidates that may never have applied directly through your company’s website or online with one of your job posting partners. Learn the pros and cons of both sides to assist you in making the build or buy decision.

Are you planning, in the midst of implementing, or evaluating the success of an RPO engagement?

Before you go any further spend an hour with us as we review how to insure success or redefine your next contract. You will also find ways to communicate your on-going success and defend against those managers that are roadblocks. Additionally let’s review the cost and cycle time impacts that may influence your ability to gain true quality in candidate submissions and hires. This session will discuss lessons learned and the key pitfalls in any recruitment engagement but specifically how to make a full RPO engagement successful in both the short-term adoption and long-term stability of the program.

Organizations of all sizes and in all industries are facing one overwhelming challenge that may inhibit their ability to grow – the shortage of key skills and qualified talent available in the marketplace. Based on newly gathered research, Mollie Lombardi, vice president and principal analyst of Aberdeen Group's human capital management practice, and Dave Weisbeck, Chief Strategy Officer for Visier will discuss what workforce planning really is and how organizations at all levels of workforce planning maturity can take the next step to get the greatest benefit from their workforce planning activities. The power of workforce analytics to drive data-driven decision-making and provide the context for effective workforce planning, will also be explored.

This session will take a common sense approach at how to build or enhance existing workforce analytics programs - ensuring it delivers tangible business results such as improving productivity, profitability and performance. This session will outline a step-by-step guide for HR leaders to follow on how to build successful workforce analytics, and provide a critical road map of the top 5 “must do’s” for HR leaders. This material will support the enhancement of any existing programs, or help HR leaders when building a program from scratch. The best practices covered in this session, are grounded in real-world experience, and will provide critical take-a-ways, to apply to current workforce analytics initiatives - today.

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.