Motivation is a complex component of human behavior. Historically, researchers looked at ways to increase motivation. Then the research community changed the emphasis from increasing motivation to examining ways that motivation is impeded or undermined in the workforce.
The key to sustaining motivation revolves around the environment and how the employee interfaces with the organization, the human resources department and managers. Rather than trying to change the employee directly, we have learned to change the way we look at the employee and their behavior. This means making changes to the way human resources and mangers coach, interact and address issues with their employees.
We have seen the world move from an agricultural economy to an industrial economy, then on to the knowledge economy. Each of these major shifts has caused disruptions to the worker environment and the organizations created to manage the economic growth.
Along the way, the science of management has attempted to gauge and impact the productivity of the workforce.
A relatively new field called Affective Computing and the measurement of Subjective Well-Being has developed to measure real time levels of individual employee positivity, collaboration, and contribution. This session introduces the concepts of Affective Computing and Subjective Well-Being, the tools, and the applications that will help you move to the next level of employee interaction and a work environment designed to successfully accommodate the wide generational differences and motivational factors in the employee demographic.
Is your organization made up of employees who truly and passionately believe in the products and services they help deliver? Introducing… The Brandful Workforce – the first-ever roadmap that shows you step-by-step how to create a workforce of brand ambassadors.
Employees are the single-largest, under-utilized asset for an organization’s brand. You will use the approach presented in this webinar to help your organization build a more authentic, interactive and captivating brand for both employees and consumers.
Julia Gometz, former Wall Street mediator and human resources executive at JetBlue Airways has advised leaders and engaged audiences on this topic for the past few years. She looks forward to connecting with the HR.com community.
You may have heard about the "Talent War" but in case you missed it...the talent won! The BLS studies show nearly 26 million workers will exit the talent pool by 2020. If talent development is not a core part of your strategy then this session is for you. Talent development must be a core component to any strategic HR plan. With talent shortages on the horizon, those that compete as employers of choice will attract talent, and even those employers will actively strive to retain the existing talent in the coming decade. Every HR professional will be forced to develop programs to create talent for the sustainable future. Our presenter will discuss the emerging threat on sustainable business given demographic shifts in the US. This session will explore topics to include the importance of the Employee Value Proposition, the value of leadership in talent development, and certainly the Human side to Profitability. Effective talent management strategies can mean the difference between being an employer of choice or an organization that hands off talent to the competition.
All the buzz about "Big Data" - which is interesting and exciting but usually not associated with HR. This webinar by nationally known HR Technology thought leader Marc Miller - puts this hot trend in proper perspective. Miller talks about why Metrics are important to HR technologists (most of us) - how they will help you professionally and position the HR function as a strategic business partner. Marc will discuss an overview of the types of Metrics HR folks need to be aware of, some just to know about..and some to actually generate. Miller will present his "Top Ten" HR metrics in detail.
ADP invites you to join us for our latest event in a series focused on Health Care Reform – the dos and don’ts in managing your workforce.
The Health Care Reform law (also known as the Patient Protection and Affordable Care Act, the Affordable Care Act, or the “ACA”) has created new obligations for employers, the full force of which will take effect in 2015. However, employers should be paying attention to these rules now. They will soon need to be in a position to make decisions that will have a direct impact on the healthcare they will be offering. In 2015 and beyond, the requirements of the ACA are extremely complex and its legal implications extend well beyond ERISA and the Internal Revenue Code.
Pay, benefits and then jobs have been downsized, right-sized, outsourced and reimagined. The hardy survivors, though occasionally evincing symptoms of post-traumatic stress disorder, have work to do and skills with which to do it. Which means they have some value. The real rub lies when organizations are actually forced to replace someone: the recruitment and training costs alone can easily surpass the salary of the position holder. And this does not even begin to factor in the lost productivity and possibly, profits, as the new hire gets up to speed.
Research has also demonstrated that happily interactive, communicative enterprises are more effective and efficient. As the following article explains, organizations in which communication is free-flowing tend to function better, which both pleases customers and reduces costs. This presentation will discuss how to evaluate the value and values that contribute most effectively to a productive workplace.
The presentation will explore the drivers of this transformational change for workforce analytics, from the business and technology perspective. This informative session will explore the critical driving forces that are leading HR leaders to re-think their approach to workforce analytics.
This informative session will explore the developing key trends as they relate to business demands, IT infrastructure, the costs and benefits of analytic programs, as well as, the knowledge and skills required by HR practitioners.
Session participants will gain the critical knowledge they need to “lift” their HR department and organization onto this wave of change for workforce analytics, and join this critical transformation for HR leaders to deliver business value to the organization.
One of the best ways to engage your employees is to involve them. Organizations that involve their employees this way have an opportunity to truly engage their employees as collaborators, regardless of their place on the organizational chart or the tasks that are part of their "9 to 5".
There’s no better example of this than the work Lynn Patterson has done over the last number of years with RBC’s 80,000 employees and their corporate responsibility commitment to “Blue Water”. In this 60-minute webinar, RBC’s Lynn Patterson and TemboSocial’s David Bator will discuss how RBC engaged their employees as ambassadors and how this sort of engagement can be leveraged to drive productivity, retention and recruitment.
Join Steve Quinn for this brief 15 minute session as he provides an overview of the dedicated presenters who will be sharing their expertise throughout the next two days as part of the Workforce Planning and Analytics virtual event. Steve will also deliver information about the Institute for Human Resources (IHR). You will learn about the opportunity to become certified within the Workforce Planning & Analytics Institute as well as the other IHR areas of speciality that are available for either yourself or your colleagues. There will also be an introduction of the Institute's Advisory Board. You will be given guidance on how to chat online with colleagues and access the virtual exhibit hall. 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 and the conference on the whole.