Archived Webcasts and Podcasts

Welcome to a workshop that is inspirational and will provide you with information and thought provoking ideas that you can use.

For decades, research and ongoing workplace surveys around the world, have explored what makes companies, leaders and teams great. Analysis of the results show data patterns and identified one question that showed the greatest correlation to the most positive business outcomes:

At work, do you have the chance to do what you do best every day?

This inspirational and informative “Leading from Strengths” event will allow you to understand why investing in Strengths returns the greatest ROI on performance and talent management. It may challenge your thinking and the myths you have likely believed for many years.

While organizational culture has been touted since the early 2000 as essential for business success, there has been little connection between organizational culture and individual “fit”.

We have found that by knowing “who you are” and “who they are” from a cultural perspective, you can create an employment opportunity that allows for a more authentic and congruent work experience.

By paying attention to congruence, alignment and fit, individuals can find organizations that are better aligned with their value system and more rewarding experiences.

Lizz’s presentations are very high energy, interactive and entertaining. Audiences greatly appreciate the down to earth style and real life business examples everyone can easily understand. A significant take away for many attendees is that they are given tools, ideas and examples that they apply immediately to their organizations and or job search.

The majority of HR technological innovation to date has been focused on improving efficiency and effectiveness of corporate HR/recruiters, with little being done to help improve the candidate experience of applying for a job. In many cases, these technologies have actually made the process worse for candidates, forcing them to manually enter their information into long application forms.

Organizations wanting to attract top talent need to make candidate experience a top priority within their HCM strategy. This means ensuring candidates have a positive experience throughout the application process, including making it easy for them to provide their information.

This presentation will show how you can make the application process simple for both the candidate and the recruiter. It will also show you how to increase the amount of candidate information captured, enabling recruiters to make quicker and more effective decisions on which candidates to pursue.

Learn about the importance of Candidate Experience and the impact it can have on the volume and quality of candidates that will complete your organization's application process.
• Learn how to simplify the application process for both the candidate and the recruiter, while capturing more of the candidate's information at the same time.
• Learn how to consider Candidate Experience throughout your entire recruitment process, including your Oracle HCM system.

This presentation provides an in-depth look at the issues employers face on a daily basis regarding the Internet, e-mail usage, and social networking tools. These issues include the different mediums of social media that now exist and the related legal problems, for example, in the hiring of employees, communication and crisis planning, employee discipline, social media policies, post-employment scenarios, and other legal issues associated with social media. The legal implications of social media law are both new and constantly evolving, and it is important for your organization to have an understanding of the impact they can have on your business, both for legal reasons and clear employee communications.

LinkedIn is now used by more than 200 million people. It is widely seen as THE social media platform for professionals. Many organizations have embraced it as a talent sourcing tool.

However, it has potential for HR professionals well beyond its use in recruitment. So, are you getting the most out of it?

In this session, I will cover the recent changes in LinkedIn and show how they offer many ways to help you realise your professional goals. You will get useful tips in a number of areas including:

• optimising your profile
• making it easier for people to find you
• building your credibility and expanding your networks

Why has social media become popular for recruiting? Internet users in the US spend nearly a quarter of their time online using social media (Social Media Explorer: 101 Social Media Stats to Make your Spirits Bright and your Head Spin – Dec 15, 2010).

Recruiters need to start using social media to search for candidates, market job openings, and learn more about candidates. However, these activities are manual, time-consuming, and occur outside of your HCM system, making it impossible to capture any information from these activities.

Attendees will learn how to incorporate social media into their recruitment process to help find, attract and engage with the best candidates available, all from a solution that integrates with their existing HCM system.

We will also share customer case studies to demonstrate how customers are using the integrated solution and the benefits they’ve gained.

1. Discuss the importance of incorporating social media into your recruitment strategy.
2. Learn how to incorporate social media throughout your organization's recruitment process from within your existing HCM system.

Explore case studies of organizations that have implemented social media recruiting and the benefits they've gained.

This webinar will focus on methodologies for HR professionals to prevent post-termination liability for employers in the form of litigation costs, settlements, verdicts, attorney’s fees and more importantly, the loss of valuable time and productivity. HR professionals have many tools at their disposal to forestall post-termination conflict, including candid and thorough performance evaluations, thoughtful termination processes that identify problematic employees while also maintaining a sense of fairness and compassion, and when conflict is unavoidable, measures and tactics available to HR to reduce exposures and/or increase the probability of success in alternative dispute resolution or litigation. These methods and best practices are one of the employers’ last defenses against costly, time-consuming and destructive employment litigation.

What does your CFO need to approve an effective wellness budget that will create a positive ROI? Do Health Fairs, Health Risk Assessments or Lectures create the evidence you need to get a wellness budget approved? What needs to happen in order to create a positive return on investment? The answers are more basic than most corporations realize. We will show you what actions you can take to create a measurable ROI with your wellness program, how to create sustainable behavioral change and how to get CFO approval for your next budget. Not tricks, no gimmicks! Just a workable and repeatable system that will create the behavior change that is measurable, sustainable and provable: the basic on the chain for creating positive ROI.

Finding and keeping good talent is difficult these days. It's not uncommon for employees to be poached, which leaves executives and HR teams asking, "How do we keep the talent we already have?" It's imperative that companies know how to build career ladders/lattices. Companies also need to understand the important role they play in fostering career mobility by outlining the critical skills that employees need to acquire as they move up or around in the company.

During our webcast, "Career Pathing: How To Create A Career Development Framework," we'll discuss:

• The downfalls of not having career development frameworks for employees
• How to create career paths for job roles that empower your employees to take control of their careers
• How to create a gap analysis and align career development resources to close skill gaps
• How to effectively track an employee’s career path and ensure they're doing the right things to get them where they want to be.

Today’s twenty-something employees are ambitious, motivated, and dedicated to changing the business world for the better. However, without being told directly, it is hard for young employees to understand the importance of marketing themselves, getting to know the right people, adding tangible value to the organization, learning transferable skills, and charting their own career paths. In fact, twenty-somethings often experience lower productivity and higher turnover than other employees in organizations. It is not unusual for companies to spend thousands onboarding these young professionals, only to watch them depart after a year or less. This session will discuss how to employ core strategies that will make a difference in the degree to which twenty-somethings contribute to the bottom line and end up staying with organizations for the long-haul.