When people think of "social media," they typically think about tactics: what to push out through status updates, the LinkedIn profile they keep meaning to update, what to do with connection requests from people they don't really know.
Turns out, all those little things, and the technologies that enable them, are adding up to a major shift in how professionals and companies relate to one another. The impact on HR will be permanent and profound.
This talk explores 4 common ways companies try to engage with employees on social media that are doomed to fail, provide a strategic framework for understanding why these approaches fail, and end with a 3-step alternative that will position the organization for success.
Social Media has presented many opportunities and challenges for the human capital space. Some of the most exciting opportunities are found in the recruiting arena, providing new ways to source, attract and connect with talents. Often, we get to enjoy and benefit from the results associated with new media usage. However, one of the largest challenges is quantifying the success of these efforts and equating these metrics into offline success. There is a myth that exists that you can't measure efforts from social media recruitment. The truth is that you can, and in doing so, often provide your organization with meaningful data that can impact business processes across the board. Join tMedia to learn how to learn what to measure, how to measure it and most importantly, how to translate this information into meaning and action.
In today’s talent rich employment market, recruiting professionals are finding there is great opportunity to improve quality of hire. The challenge is identifying which candidates are truly the best and which ones look good on paper but don’t really have the track record of success that will lead superior results in your organization.
Pre-employment testing and reference checking both provide contrast in employment selection. These tools have allowed for greater insight into a candidate’s fit to the job and the culture and have reliably proven substantial ROI. On the flip side, traditional phone based reference checking has proven to be old-fashioned, inefficient and yields little in terms of understanding a candidate’s job fit.
In this webcast Greg Moran, Founder and CEO of Chequed.com will discuss:
How to gather detailed performance information from a candidate’s past employers in just a few minutes
An overview of the use of behavioral science in the reference checking process
Use cases of automated reference checking technology
How to build your talent pipeline with highly qualified candidates
Discover the insider secrets for using Facebook, Twitter and LinkedIn to advance your HR career and establish a personal brand.
HR professionals know that in today’s job market, it’s up to you to manage your own career and chart your course. Two essential elements of career management are establishing your reputation as an expert in your field and developing your professional platform.
A focused social media strategy lies at the heart of successful personal branding and online reputation management. It’s not enough to avoid social media missteps. Successful career development in today’s marketplace requires a savvy, intentional approach to using Facebook, LinkedIn, blogging and other online tools to develop a wide and active sphere of influence within your industry.
Two out of three people don’t think HR Technology helps them be better at their jobs. Context-aware HR technology can change that by combining situational and other information to proactively offer a hyper-personalized and highly relevant user experience.
In this webinar titled “Context Aware HR Technology”, Steve Parker, SPHR and vice president at SumTotal Systems, will highlight how to drive greater impact with your HR technology through context. You’ll learn:
How context-aware HR technology can help you increase the productivity and engagement of every person in your organization
Why every one of the major analysts agree that context-aware HR technology is a seriously significant breakthrough
Employees are influential. In fact, when an employee shares content, they get amplification rates (reshares) of 5 to 10 times greater than when the brand shares that very same content. Why? Employees are trusted by their audience.
Employees are vital for building and scaling brand relationships. To activate employees and enable them for success you need to consider 5 critical competencies: Leadership, Governance, Training, Metrics and Measurement, and Tools and Technology. In this webcast, I will cover each of these in detail, as well as review and discuss various platforms for facilitating advocacy programs, how to use them and what you can track and measure for success. I will also discuss the kind of training employers should provide for their employees to successfully mobilize them as advocates.
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.
Please Note: This webcast does not qualify for educational credits.
Infor Workforce Management (WFM) offers the industry’s strongest and most flexible rules engine for delivering accurate time, scheduling the right individuals and ensuring compliance on the market. Come see why some of the largest companies in the world use Infor Time and Attendance, Scheduling and Planning solutions - to help them manage their bottom line and pass labor audits with flying colors!
Critical to the success of virtually all companies is controlling labor costs in ways that maintain productivity, customer service levels, and compliance.
It's a balancing act. You can't succeed if you only focus on minimizing the cost of your labor. You also won't succeed if you pay little regard to labor costs as you try to maximize production or ensure 100% compliance with labor rules and government regulations. The key is to find a way to get a better return on your investment in labor. Companies that take a strategic approach to workforce planning, scheduling, time and attendance, analysis, and reporting will inevitably be better positioned to control labor cost without jeopardizing other critical business metrics.
Infor™ Workforce Management is a comprehensive solution that helps companies around the world align workforce management processes with corporate strategy to improve bottom-line business results. The solution features integrated modules for addressing all
critical workforce management requirements, including planning, scheduling, time and attendance, performance management,
Infor Workforce Management is ideal for any organization with challenging workforce management requirements, from small operations to those with more than one million users. More companies with more than 100,000 employees use Infor Workforce Management than any other workforce management solution.
Prepare for an Investigation! Know which settings raise red flags when there's an evaluation of your time sheet and payroll practices. Simple things that you may think are 'set it and forget it' rules in your software may become your biggest nightmare.
We'll discuss the big areas of focus for DOL investigators as well as for money-hungry plaintiffs attorneys. We'll review what the law actually says and how it's been interpreted in DOL Administrative Interpretations and case law.
Then we'll focus on software solutions - what they can do versus what they should do.
Throughout the session, you'll learn what you can and should do to easily and legitimately demonstrate your company's compliance and beat a violation allegation.
Wage and hour class actions continue to sweep through the country and are now the leading type of class action filed nationwide representing 91% of all employment law class actions. These cases are attractive to plaintiffs’ lawyers and devastating to employers because they often result in massive awards or settlements in the tens of millions of dollars.
As employers are learning to comply with the basics of the law, employee claims are targeting new practices that many employers have not considered. This program focuses on identifying these hot button issues and the steps employers should be taking to resolve them now.