In the past several decades, assessment technologies have made tremendous advancements. These advancements have accelerated the evolution of assessment methodologies at a pace that is unmatched in the history of testing. Simulations and assessments that look and feel more like video games are, undoubtedly, going to raise the bar in terms of the types of assessments your candidates will be expecting to see. This session will provide an overview of how assessments have evolved, show real-world examples of the types of simulations that are used by organizations, and provide helpful tips for choosing an assessment based on some important considerations you may not have thought of.
PLEASE NOTE: THIS WEBCAST DOES NOT QUALIFY FOR CERTIFICATION CREDITS.
The Human Resources Certificate Institute (HRCI) sets HR professionals apart! HRCI certification demonstrates to peers and colleagues within the Human Resources profession that you are a recognized expert and have mastered the core HR principles. Earning an HR certification wreaks many benefits for both the employee and organization.
• Enhances your resume and candidacy. “One out of two recruiters prefer those (job applicants) with an HR certification” www.hrci.org.
• Certified professionals drive business through increased self- motivation, empowerment and confidence
• Certified professionals remain competitive in the workforce and raise their professional value
• network with HR professionals
• Uphold competitive advantage in the market place because of the mastery held by human capital
• Internal career advancement for certified staff reduces hiring and onboarding costs
• Clients have more confidence in the results of certified staff
HRCI statistics record that the average pass rate of the PHR and SPHR exam is 59 to 67 percent and 52 to 60 percent, respectively. An academically aggressive and reliable means of preparing for these exams is now available to ensure you don’t fall within these statistics.
HR.com has partnered with the Human Resources Certification Preparation (HRCP) program to help professionals prepare and pass their PHR or SPHR exam. This program, like no other, offers a 100% guarantee or your MONEY BACK!!
Features of the HR.com prep course include:
• 24 hours of live online blended learning classes with an HR practitioner and HRM
• 6 study manuals, each covering the body of knowledge as prescribed by HRCI
• Flash cards to test your knowledge
• Online practice exams
A couple of well known exam preparation resources are available, however their correspondence based product has not proven to drive high turnover of successful pass rates. As you will see within this product demonstration, HR.com Exam Prep Course is proficient, reliable and intimate. The key ingredients to supporting fellow professionals get certified.
This session will focus on how new “online, work-arrangement-intermediation platforms” (like oDesk, Elance, and now many others) have been driving change and innovation in work arrangements” and what this means for Human Resource and Contingent Workforce management now and in the future. The session will summarize (1) the history and developments of these new “online platforms” (of which there are now hundreds), (2) the new types of “work arrangements” that are emerging from these platforms (from "online freelancing" to "crowdsourcing" and more), (3) some of the challenges they may present (classification and compliance, workforce integration, enterprise systems, etc.) and (4) how the future is shaping up (what will be the rate of change over the next five years?).
As more and more employers turn to staffing agencies to meet their personnel demands, staffing in general has developed a poor reputation among some sectors of the public. Certainly, some of this is the result of unscrupulous agencies doing unscrupulous things, but the majority of it could be because, unfortunately, the public is massively unaware of what staffing agencies do, how they do it, and how what they do can help everyone. What practices differentiate the ‘black hat’ agencies from the rest, and what critical contributions do reputable staffing firms make for employers, employees, and the economy as a whole?
Procurement, Talent Acquisition and HR professionals: spending too much time on administration for new contractors, or worried you aren't equipped with the knowledge to correctly classify 1099 Independent Contractors? Looking for the most cost-effective and efficient way to engage your internally sourced contractors and/or temps?
Finance managers, controllers, CFOs and CEOs: concerned about the financial ramifications of having an Independent Contractor reclassified by the IRS or state agency? Looking for an easy to implement program that will reduce the cost of paying your contractor workers in any state?
Learn how top performing companies reduce the financial risks of engaging contractors/temps and drive down the cost of paying them.
"The State of Contingent Workforce Management 2013" will draw from the landmark Ardent Partners market research report of the same name, and help organizations understand the current market perception of contract talent, as well as the necessary steps (taken from world-class organizations) to build an effective contingent workforce management program that can succeed both now and into the future.
Join Ardent Partners research director Christopher J. Dwyer as he takes you into the findings from his November 2013 research study and traverses "beyond the data" to discuss how your organization can best be prepared to manage its blended workforce. Dwyer will discuss, at-length, the critical role of talent management in modern contingent workforce management and identify several key levers that should be enabled within any effective contingent workforce management program.
Dwyer will also outline how to best utilize the myriad options for technology in the space, including RPO, MSP, VMS and ICES, and how each solutions fits into the "puzzle" of modern contract talent management.
With the 2015 launch of the Affordable Care Act (ACA) also known as Obama Care, employers are strategizing on how they can cut employee hours and minimize their staff and/or avoid the 50-employee threshold. One of the many options that they are considering is utilizing contractors who are W2 employees of a third-party provider (staffing companies). But how will companies maintain their culture when a large portion of their staff will be contractors?
Get your pens and paper ready because this virtual webinar will shed some light on how to maintain your company culture in the event you decide to integrate Independent Contractors and/or a Temporary Workers into your company cultural.
The purpose of this presentation is to take into consideration that implementing an MSP/VMS solution can seem daunting, but market research shows that it is a worthwhile pursuit. Much has been written about the value of MSP and VMS solutions; however, there are many steps that must be taken to effectively prime an organization for their implementation.
Investing the prerequisite time on the front end will make all the difference in the world; we will share the steps critical to assessing your current state, and key areas to consider in determining how your organization can optimize its unique spend management efforts.
Quality of Care is defined as the ability for your organization to deliver the appropriate care and or services to your patients and residents thereby improving the expected outcome of their health or illnesses.
What types of Technologies are available to the healthcare industry to improve efficiencies and present information in an easy-to-use manner that makes sense to healthcare professionals?
The focus of this webinar will be how to leverage Workforce Management to aid your organization in delivering an improved quality of care to your patients. These tasks and functions will include Scheduling and Call-In Procedure Management, Absence Planning as well as Time & Attendance.
This brief session is the introduction to the tenth two day virtual event for the Institute for Human Resources - Contract Workforce and Talent Exchanges. The goal of the Institute is to provide on-line sharing, training and educational opportunities for HR staffing and procurement specialists on the effective utilization and management of contract talent within their organization. Over 3600 members have joined our growing community over the past year. Even if you have attended one of our events in the past, we’d still encourage you to attend. If this is your first time attending an event, the introduction will provide you an overview of the certification program.
Paula Van Kempen, Regional Sales Manager for the Contract Workforce & Talent Exchange Institute for Human Resources will take you through this introduction.
If you are new to the Institute for Contract Workforce and Talent Exchange this introduction will cover not only our past accomplishments but also explain why you should participate and be a part of this growing community!