HR has the potential to be a highly impactful, strategic business partner to the organization. To achieve this potential, though, HR will have to be run more like a business.
Attend this session to learn the four critical steps of running HR like a business: First, align initiatives to key organizational goals. Second, plan the initiatives carefully, including reaching agreement with the sponsors on expected impact from the initiative. Third, execute the planned initiatives with discipline through regular reporting and dedicated monthly meetings. Fourth, measure and evaluate to ensure the planned impact was delivered or learn why it was not.
In 2013, the landscape for enterprise learning solutions is incredibly fluid and fast-paced. The trends that are driving technology everywhere — data, mobile, cloud, social — also apply to learning. How are these trends changing the learning and HR community? What are the opportunities that you should focus on first?
In this webinar titled “Next Generation Learning”, Steve Parker, SPHR will highlight five ideas that your learning strategy must address, including:
Best practices for process and technology integration
Mobile learning to drive pervasive employee development
Rapid content development for contextual learning
Extending learning to customers and distributors to build relationships and mindshare
This session will provide a background on how lean thinking and tools can help safety and any HR function. Following the teachings of W. Edwards Deming, Toyota created a production system, now commonly referred to as lean production. What is not well understood is that “lean” works in any office and business, regardless of size. Whether healthcare, small enterprise, food service, or non – profit, “lean” can help improve teamwork, culture and drive continuous improvement, but only if we go back to basics and strip away the mystery that this thinking is only for the manufacturing floor. Participants in the session will gain new insight into both “how” and “why” standards should be developed.
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.
Lack of convenient access to forms and documents can be frustrating for employees and your HR staff, as tracking down the right files can take hours or even days. Document-intensive processes, such as onboarding, are also challenging, with missing or incomplete forms that delay the process, raise compliance concerns and waste HR staff time.
In this presentation, you’ll learn how content management solutions, HR portals and forms software can give employees direct yet secure access to their documents, simplify and speed up complex HR processes, reduce clerical work and give your HR staff more time for value-added activities and tasks.
Occupational injury and illness incidents in health care and social assistance have been known to account for 1 out of 5 incidents in private industry. Improve your posture and prevent the pain and strain of all day working with these simple tips that can be applied immediately. Education on the movements that can cause discomfort or pain and recommended strategies to use can prevent issues from arising and relieving some present symptoms. Improve your posture and prevent the pain and strain of all day working with these simple tips that can be applied immediately. The goal is to maintain efficiency and prevent injury from developing when long periods of repetitive type movements have to be performed. By implementing simple techniques with education, fewer complaints can be the result.
Focusing on the candidate experience is more than explaining to an applicant where he/she stands in the application process or the ability to send courteous rejection emails. Addressing the candidate experience entails taking a holistic approach to talent engagement and management — and incidentally making the recruiter's experience much better than what it is - because today, with the systems they use, no matter how diligent they are, it's virtually impossible for them to "bridge the talent gap." The central part of the recruiting process in the social media era is an engagement platform, i.e. an employer branded space by where candidates, sourcers and recruiters can meet and interact — and where constituencies can operate comfortably each on their own terms.
I have over 1200 contacts on Linked In, a few hundred friends on Facebook, I have a good deal of followers on Twitter and on my Facebook Fan Page and my blog. A few weeks ago, I polled them. I asked, “If you could only commit one hour to a webinar, what is the topic that you would make time for?” The overwhelming answer came back – “We know that we need to update or change our recruiting strategies and processes, but can you show us how it should look? Guide us through what an effective model looks like.”
So, here it is. I am going to tackle this BIG issue and walk you through how to establish an effective recruiting strategy, stellar sourcing and screening processes, the best technologies, and the mindset and goals of your recruiting staff should grasp. AND, it’s only going to take an hour – just like the TV shows.
Still way-undefined, this new term is on the cusp of a rapidly growing body of knowledge, spurred on by recent studies and new techniques in neurological research.
What we are beginning to learn is:
• Why employees become engaged
• What management can do to drive engagement, and
• How engagement can be quantified to determine ROI
Recent studies illustrate how the cultural components of the workplace, including leadership and the total rewards mix creates an emotional buy-in for employees and supports the process of engagement. Take away a better understanding of employee engagement along with some immediate and practical HR applications.
They Just Don’t Get It! Changing Resistance Into Understanding provides solutions for two of the most common problems expressed by individuals and organizations in their work and personal relationships: Ineffective Communication and Resistance to Change.
This is a highly interactive session. It engages participants in exploring how to communicate and interact in ways which positively engage others. The session will explore how to create conditions under which individuals advance themselves under their own motivation, and work together to propel the organization in the intended positive direction, and do so with the least amount of energy lost to resistance and to the struggle for power.