Most organizations understand the value of driving employee engagement and measuring it on a regular basis. The problem arises when leaders fail to take action on the engagement results, or, when they do take action, it turns into an unwieldy action planning process that is not in synch with the business. When used in the correct way, employee engagement data can be a powerful business tool that drives the strategic priorities and values of the organization. In this webinar, we will discuss a paradigm shift in which engagement data is linked to strategic priorities and ROI metrics to provide leaders with critical business insight. Case study examples will be shared and participants will be given practical suggestions for effectively leveraging engagement data to accomplish strategic change within their own organizations.
To help prepare you for this webinar- we encourage you to learn more about our Employee Engagement Survey: http://newmeasures.com/surveys/individual/employee-engagement-survey.html
With remote work becoming increasingly the norm it's now more than ever important to understand the hiring and management processes behind remote employees. Hiring is changing and the ability to not just find the best person in a particular area but the best person in any area will be a critical skill to learn in the near future. This course will take you through the basics of finding remote employees, the filtering process, what to look for in remote employees, the onboarding process and best practices when it comes to online team management and how they connect to your local counterparts.
With four generations of men and women in the workforce, we are in an unprecedented period in organizational life these days – one never experienced before. And with nearly 10,000 Baby Boomers reaching retirement age every day now, millions of people a year must determine what comes next for themselves while also transitioning their organizations to the next generation eagerly waiting to succeed them. The key to success in succession planning is not just identifying the CEO or other senior leader’s successor and then developing this next-generation leader though. While that is an important goal, there are more far-reaching talent management issues to consider. In this workshop, learn cutting-edge strategies to groom your NextGen leaders by integrating your corporate drivers with their career motivators.
Managing employee absences is often way more demanding than you might expect – unless that responsibility falls on your shoulders! Whether it’s an abrupt and unplanned event or an extended leave, there are cascading consequences for the organization and HR:
Adjusting schedules to cover for absent staff
Managing labor costs with a dynamic team
Adhering to the constellation of leave laws and policies
Keeping benefits, payroll, and workforce data in sync
Yet, the very best programs take an even broader view, and ask:
“How do our leave practices impact employees?”
Join this webinar to learn how you can reinforce your core values, and boost employee morale and well-being, through simple changes to absence and leave management.
Social networking is everywhere, and to be effective in 2014 and beyond, you MUST know about social data, and be ready to succeed with it. There is more data on your workforce outside your walls than inside them. Seriously, your competitors can know more about your talent than you do! But not all social data is created equal, and you must be careful and planful about how you proceed. This session will tell you the most important facts and risks about social data, show you how to cut through all the hype, and help you know the most effective strategy for your organization. These are five lessons you need to know!
In the competitive Global Market, having the best and brightest can be the difference between success and failure. What if your Talent has to be located in a completely different country and culture? Having an employee relocate for work can be a delicate thing. Most employees love the idea of moving to a different city or country for either an assignment or for a longer period of time. However, the potential exists that without a proper relocation program in place, employees end up wanting to leave the company as soon as they finish their contract, or worse- sooner.
In this session we will cover some of the ways with which employers can proactively avoid issues with employee relocation by implementing an Employee Relocation Program. Participants will learn:
1) Whether or not the employee is the right person to send?
2) How HR should communicate to teams about impending change
3) What the importance is of HR and the organization to show empathy to the relocating employee (and their family)
4) Tips on how to develop a relocation strategy for your organization.
The current workplace revolution has ideals that represent some of every organization’s major goals including gaining control of your largest expenses (labor, real estate and technology) and achieving greater productivity. This revolution continues to gain momentum and is affecting your workplace, especially your workforce. How will an employee’s location across the globe affect my payroll processes? How will the millennial generation’s demand for flexibility and mobile technologies impact my organization? HR and payroll professionals are encouraged to attend this 60-minute Webinar as we will cover five key strategies that have emerged to revolutionize your workplace and workforce this year and beyond.
Thank you for joining the Integrated Talent Management virtual event. This community has recently celebrated its second year anniversary and has enjoyed tremendous response and success since its inception. Thanks to the remarkable talent of the team at HR.com, the Integrated Talent Management Opening Remarks webinar will:
Discuss and define Integrated Talent Management in today’s market (meeting needs and niche)
Talk about HR.com and member value added benefits
Illustrate the Integrated Talent Management community and matrix wheel
Describe the HR.com virtual event (how to navigate and enjoy all that the event has to offer)
Explain the Institute for Human Resources and how to earn your certification
Highlight opportunities for your company to get involved with HR.com
In this program, Tammy McCutchen, a former Administrator of the U.S. Department of Labor’s Wage and Hour Division, will discuss common reward programs for non-exempt employees and how they impact overtime pay. Often, when considering the cost of incentive pay, employers fail to consider the related cost of the increased overtime pay. For example, a non-exempt employee who worked 150 regular hours and 25 overtime hours during a month in which he received a $200 production bonus is also owed an additional $14.29 in overtime. Although this seems a modest amount by itself, over time and for many employees, the overtime costs quickly mount up – as does the risk of class action litigation if the employer fails to pay this overtime.
In addition to providing training on how to calculate additional overtime due on bonuses, incentive pay, prizes and awards, Tammy will also cover reward programs that do not require the employer to calculate and pay additional overtime to non-exempt employees.
Recognition programs must have executive level support to be successful. This program focuses on five key strategies to help you present your recognition program to executives and get their buy in to move forward with your recognition initiatives.
If you are tasked with gaining buy-in from executive management for your recognition program, this presentation will introduce five strategies to help you explain the scope of your program, resource requirements, implementation techniques and anticipated results.
The strategies include:
- Presenting the Business Case
- 8 Major Objectives of Successful Reward Programs
- Key Reward Rules
- Implementation Factors for Success
- Action Plan for Roll Out