Every action an employee takes has the opportunity to either reinforce or diminish your brand. When HR and marketing join together, employees can become brand ambassadors and ultimately help create brand distinction in the marketplace.
An organization’s employees are its best brand ambassadors. They have the power to move the organization forward and make the brand live and breathe. There are no two ways about it, engaged employees build strong brands! The benefits of a strong brand are tremendous and all the best leaders realize that strong brands are not built by the marketing department alone they need HR in order to be successful.
In this session, we will hear from Patricia Nazemetz and Will Ruch, co-authors of “HR and Marketing Power Partners,” as well as executives at top global companies who have implemented a partnership between HR and marketing and discovered the impact it has on customer loyalty, business growth, talent acquisition and retention.
We’ll start by covering some of the research that clearly shows the positive effect of learning on business performance, especially in companies that have established a strong learning culture.
Next, we’ll look at the benefits enjoyed by organizations that invest in technology-enabled learning.
Finally, we’ll examine some of the trends in workplace learning and the factors that are driving a higher investment in it by many organizations.
The importance of learning
The world has changed; there is no more “business as usual” due to the economic strain of the past few years. According to the McKinsey Global Institute, there will be a severe gap in talent because 360 million workers will retire from the global labor force by 2030. This leaves big talent gaps and the need for a skilled workforce that only comes with a solid learning program.
You spent hours developing a fabulous benefits package, only to find out a mere third of your workforce read through the material. How are you going improve your benefits engagement? Virtual technologies offer an affordable and convenient solution. In this session you’ll discover how PGi uses a variety of communication methods to engage their geographically-dispersed workforce (associates are located in 36 states). Inspire ideas for new hire orientations, learn how to conduct virtual health and benefit fairs, gather creative social media tips for open enrollment, and explore how PGi has more than doubled participation in their HDHP consumerism plan. You’ll see how simple, yet effective, technology solutions can be, to give your benefit communications a lift!
Social media has become a fixture in many of our lives, whether it is Facebook, Twitter, LinkedIn or any other of the growing list of social technology platforms.
For many of us not a day goes by that we don’t check in on our on-line lives. Organizations have recognized the power of this type of technology for functions such as sales and marketing, but it is all still relatively new in the learning space.
What does this technology mean for learning?
How can we best leverage the tools available to create an engaging, effective learning ecosystem?
Where does mobile fit into the equation?
There is a constant challenge within organizations to identify the best ways to create stronger employee engagement. Communication used to be very much top down and one way; nowadays it's much more multi-directional and that is creating an opportunity and challenge to leadership teams both in how to communicate and in how to deal with the feedback and demands coming from all angles! In this presentation I will be talking about the four enablers of employee engagement as identified by David MacLeod and Nita Clarke, the co-founders of the Engage for Success movement in the UK in their report 'Engaging for Success' (also known as the MacLeod Report) and how social media is driving the engagement agenda as well as providing an opportunity and tools to further improve employee engagement within our organisations.
“Realizing the Promise: Social Tech & Internal Collaborative Networks (ICN’s)” will focus on three elements which have been found to be “low-hanging fruit” associated with ICN’s:
1. Elimination of internal email, 2. Reductions in frequency and duration of internal meetings, and, 3. Increases in job satisfaction.
Low-hanging fruit is defined as a. Relatively easy to implement, b. Relatively low budget requirement, and, c. High potential positive organizational impact. Research, Citations, and Video clips from a text-book implementation of an ICN at a global insurance company will be featured. Listen in and ask questions as we go along. ICN’s are changing the way we work.
Employment seekers in today’s job market are becoming savvier when it comes to social media and social networking. They want to research the recruiters they will be working with to both prepare for interviews, but also to use the information they find in acceptance decision-making. Employment seekers also want to interact with a brand before they decide if the company is a right fit.
Social Media Recruitment: Professional Online Persona is a workshop designed to help HR Professionals develop a professional online persona and social recruitment strategy, as well as insight into the new job seeker’s mindset in the digital landscape. This workshop will focus primarily on LinkedIn, but will give the foundations for a strategy that can be used across multiple platforms.
This seminar covers the definition of community and content in detail and explores how to build specific communities for your organization.
Working in organizations can often be a very isolating experience for employees. Jobs must be performed efficiently, and there is often insufficient time and adequate resources available to personally develop each and every employee. The impact of social media communities, practices and policies can play a very large role in the training & development of employees and empowering your staff.
Communities can be created based on organizational needs, goals and initiatives and Content can be creatively crafted to satisfy objectives.
Welcome to the Institute for Human Resources in Social Media and Employee Communications! Thank you to everyone for your participation and support. Join us over the next two days for our exciting lineup of speakers with many informative sessions covering the hot topics and trends surrounding the Social Media and Employee Communications community. This introductory session will give you an overview of the Institute for Human Resources – Social Media and Employee Communications certification program. The Institute for Human Resources (IHR) Social Media and Employee Communications certification program launched in July 2011 with a two-day virtual event and had presented virtual events typically on a quarterly basis thereafter.
The purpose of this session is to provide you with an update on the webcast topics and speakers that will be presenting over these two days. In addition, for those of you who have not participated in one of these events in the past, you will be shown how to register for any newly-added webcasts and make use of the virtual Exhibit Hall, where you can increase your knowledge on product and service suppliers in the social media and employee communications space. You will also learn how to network with your peers by visiting the lounge.
The global workforce is becoming increasingly mobile. As a result, the workplace is evolving, with less dedicated work cubes and more multi-functional gathering spaces that foster collaboration and social conversations; employees connecting through various media with co-workers across the country and world; and human resources wondering how these changes impact how work gets accomplished, how it changes office dynamics and company culture.
Technology is the backbone that makes work (and employees) more portable. Human resource professionals that effectively adapt to these trends with effective workplace strategies can strike a perfect balance of realizing significant cost savings while maintaining engagement and collaboration among the mobile and “traditional” office staff alike.