USCIS recently released a new Form I-9 that all US employers will be required to use for new hires, rehires, and reverification starting May 7, 2013. This webinar will address changes to the Form as well as address continued compliance concerns associated with I-9 and E-Verify policies and recordkeeping. In this regard, Office of Special Counsel and Immigration Customs and Enforcement actions will be reviewed to identify areas where employer representatives should focus and recommend corrective action. It will also assess recent cases and settlements to identify employer concerns and best business practices companies should put in place. The webinar will review proposed immigration reform and likely changes to E-Verify and the use of the I-9 Form in the future.
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.
Have you heard? ENGAGEMENT isn't enough to drive employees to perform at their best.
ENGAGEMENT fills 1/3 of the pie for high performance. And that can fall short if we are not making an effective, authentic connection with our managers and team players.
If you are not recognizing 100% of your people for their contributions to your goals and cultural values, you will fall short in fulfilling your promise to your customers.
Feedback and research has shown that over 60% of employees do not feel that they have been recognized or appreciated for the work they do.
Join Fern Silver, speaker and workshop leader, for a moment in time that adds a little pizzazz to your recognition and engagement programs.
The Culturology Strategic Alignment model provides an invaluable guide in the challenging effort to articulate the essence and meaning behind your Leading Principles. Establish clear guideposts for confident decision-making that serve as a powerful engagement factor for your culture. Leading Principles are defined as your Mission, Vision, Values, Purpose and Brand. Learn how your Leading Principles can be utilized in synergy to build a powerful and engaging message that will impact all levels of your organization. Your organization’s culture will respond with a higher level of ownership and empowerment to solve problems and act upon innovative opportunities. Strategic alignment is a competitive advantage and serves as a vital component in your overall effort to engage your employees.
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.
At the risk of sounding like Paul Revere riding through the streets on horseback, I must announce that "The Baby Boomers are retiring! The Baby Boomers are retiring!" Up to this point in history, the Baby Boomers have impacted the American workforce more than any other. But over the course of the next few years, many will be retiring and you will need to revamp your workforce. That's the bad news.
The good news is that there is another group of people coming behind them (about 80 million strong) and they are called by many different names - Millennials, Generation Y, or the Net Generation. There will be no shortage of people to consider, but attracting them to your organization will look dramatically different than tradition recruiting methods. And once you have hired them, retaining them may be much more difficult.
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.
What is the best way to motivate Millennials (workers between the ages of 20 and 30) in the workplace?
It's not surprising that Facebook and social media are a big part of the answer.With social media playing such a big role in the lives of Millennials, Tom Taraci, CEO of Taraci Motivation and a veteran in creating incentive programs for leading national and international organizations including including Merrill Lynch, Westcon, Ryland Homes, Jerzees and Morgan Stanley, will share with you how to motivate Millennials through the use of Facebook and other social media outlets. You will also learn:
How to host and run your incentive programs on Facebook.
How to communicate company messages through Facebook.
How to increase the number of employees following your corporate Facebook page.
How to motivate your employees around the world.
Taraci will also share with you the latest on how you can improve your incentive programs by tapping into the power of Twitter, LinkedIn and Google +.
We’re in a tumultuous era. We’re in a “new normal,” a period fraught with heightened uncertainty and risk, yet littered with opportunity for those prepared to identify and seize it. How then can an organization identify opportunity? How then can leaders mitigate risk and create a comparatively clear path to the future? The answer lies within an organization’s Talent Strategy? Great, but what does one look like? How is it put together? What purpose does it serve? Who's involved? How will it be measured? How will changes be made over time?
For too long, as opposed to thinking systematically about the employee life-cycle and the employee experiences within it, leaders have simply implemented new processes when the perceived need arose or when old ones were deemed inadequate. Little exploration and planful thinking went into how processes intertwine and how, similarly, employees perceive the intertwining. Of course, such perceptions are real and affect employee engagement, productivity, retention, and other desirable outcomes. Enlightened, high-performing companies get this, and some of their stories will be shared in this session. Also shared will be innovations that are just now taking hold given the emergence of related technologies and bold leaders willing to use them. In the end, you will have a better understanding of Talent Strategy formulation, measurement, and management; you will be inspired to get it done; and you will view a clear path to create and implement one in your organization. Please join us for this holistic, confidence-inspiring session that will help your organization get where it wants to go.