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Virtual Conference Webcast
Because of his extensive experience developing and implementing broadbanding, Oliva has a unique practitioner’s perspective that goes beyond a text book. This inside the belt-way look at broadbanding is intended to provide useful how-to instruction and insights on how to do it successfully. This presentation will discuss what broadbanding is and what it can do for an organization. The advantages of this approach to salary management and administration will be discussed in detail along with the benefits experienced in both the private and public sectors. It will provide a step by step development process to follow, including how to make the case for broadbanding with senior executive management and win their buy-in/approval, and how to ensure the success of this important project initiative as you move forward. We will discuss important surrounding issues that need to be addressed during the development process, including salary administration and your organization’s compensation philosophy. Finally, this presentation will also discuss mistakes to avoid during the development process and how to maintain its relevance to the organization after its launch, including making sure that it supports the culture of the organization and thus ensure its long term success.
Date: Mar 18 2014
Time: 12:00 PM - 1:00 PM
Presenter:
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Paul Oliva
Comp Edge LLC

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Compensation Edge
 
You must view the archive in order to receive your credit(s). Audio and slides do not grant credit(s) into your account.
 
Virtual Conference Webcast
This session will discuss the new hybrid jobs that have popped up in the last few years as well as the complications they create for Compensation professionals.

Hybrids created by layoffs

Layoffs required survivors to pick up responsibilities left over by laid off workers. Over time productivity has greatly improved and these hybrid jobs seem to be working out well. As companies start hiring again, they are looking for candidates that have hybrid skill sets.

Hybrids created by new business models

Companies are reconfiguring jobs. These new hybrids combine radically different skill sets that are found in more than one job family. Their complexity is causing Compensation professionals to scramble in order to find appropriate ways to compensate them.

Impact on compensation

How do Compensation professionals benchmark these new hybrids? Are today’s surveys relevant? Each of these jobs is truly unique, and the ability to find market data is weak. HR will be forced to develop more evidence-based and company customized techniques for building/managing pay plans. Market surveys will no longer be Compensation’s Bible!

Date: Dec 4 2013
Time: 1:00 PM - 2:30 PM
Presenter:
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Jacque Vilet
Vilet International

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Vilet International
 
You must view the archive in order to receive your credit(s). Audio and slides do not grant credit(s) into your account.
 
Virtual Conference Webcast
Organizations nationwide seek to continuously improve performance and motivation while simultaneously reducing costs. This arduous task often becomes the responsibility of Human Resources (HR). Without effective systems in place and data available, employee compensation can run counter to efficiency and performance objectives set by the organization. Learn how market-based pay structures can help your organization remain competitive, administer compensation fairly and easily, and allocate limited financial resources where they are needed most. Discuss compensation economics and the impact of regulations on the market equilibrium. Share offensive and defensive strategies for maintaining employees through the economic recovery and taking advantage of recruiting opportunities through top grading.
Date: Jun 11 2012
Time: 1:30 PM - 2:30 PM
Presenter:
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Ed Rataj
CBIZ

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CBIZ
 
This webcast is not valid for certification credit for current year.
 
Virtual Conference Webcast
Organizations spend considerable amounts of resources (time, labor, financial) on HR software implementations with the goal of improving performance and recordkeeping. However, many organizations are often left wondering whether or not the investment of those resources was a wise decision. When there is a gap between desired improvements and actual results, it is often because user adoption of the new software is shockingly poor. In this session attendees will learn how to maximize their investments by effectively managing the specific processes involved in a major software change implementation.
CompensationHuman Resources ManagementWorkforce Management (Time & Attendance)Core HR: Payroll for HR and HRISTraining and DevelopmentLeadershipOrganizational DevelopmentPerformance ManagementWorkforce Planning and AnalyticsPredictive ModellingHR ScorecardsHR Metrics ImplementationPM MetricsPM Succession PlanningTechnologyPM AssessmentCascading Goals360 Feedback Strategic HROrganizational DiagnosisMeasurement of Culture and ClimateKnowledge ManagementDecision MakingSkills/CompetenciesCommunication ProgramsChange ManagementSuccession PlanningLeading ChangeEmpowermentLeadership CompetenciesMotivatingCollaborationCommunicationLeadership Training and DevelopmentTrain Your LeadersHR LeadershipManagers As LeadersApproaches and Systems (not software)Corporate LearningImplementationAuthoring ToolsAnalytics and MeasurementSimulationsLearning Content Management SystemsLearning Management SystemsContent DevelopmentPlanning and StrategyHCM US BasedHCM GlobalModel, Planning, Mgmt and MeasurementModel, Planning, Mgmt and MeasurementHR As ConsultantInternational and Global HRThe HR PractitionerStructure and OrganizationFoundations of HRHR AdministrationProfessional AssociationsSkills and CompetenciesFuture of WorkPresent TrendsIncentives Measurement, Reporting and AnalysisJob analysis, Evaluation and GradingIncentives Planning and ManagementCompensation SurveysCompensation Salary SurveysRewards and RecognitionIntegrated Talent ManagementSocial Media And Employee CommunicationsTechnology Enabled LearningSurveys Organization
Date: May 19 2011
Time: 3:30 PM - 4:30 PM
Presenter:
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William Tincup
Tincup & Co.

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Institute for Human Resources (IHR)
 
This webcast is not valid for certification credit for current year.
 
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