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.
Join ADP and the Jeitosa Group International for an upcoming webcast focused on leading practices in effective, efficient and innovative global organizational management. This webcast will address specific global payroll strategies employed by “top-performing” organizations that have learned how to effectively reconcile the conflicting forces in the global business environment.
At the conclusion of the webcast, you will leave with some concrete, step-by-step recommendations to help your global organization in your journeys toward both greater efficiency and enhanced innovation.
As a thank you for attending, all participants will receive a copy of Jeitosa’s latest research paper, “Driving Globally Strategic Payroll.”
To truly improve employee engagement inside the enterprise, we need to first be clear on who is accountable for engagement. It turns out that there are different accountabilities at different levels, from individual accountability, the accountability of managers and the accountability of executives. But each level is different. In this session, author Fraser Marlow shares perspectives from the consulting work of BlessingWhite specific to the senior leader’s role in engagement. Most employees are only exposed to these executives in corporate statements, town hall meetings or other one-to-many communications. So how does an executive set the tone and inspire others when their opportunities to do so are few and they are seen as being so remote?
HR departments realize that implementing a good cloud-based HRMS solution can help achieve their business objectives, improve day-to-day processes and unify the vast array of employee information into a single database for detailed reporting and analysis.
But first, HR teams need to be able to explain to C-level executives the benefits and advantages this new technology delivers before they can get the go-ahead to get started.
Listen to this discussion between a CHRO, a CFO and a CIO as they share their c-level perspective on new technology and discuss what they want to see addressed in the business case for switching to the cloud.
Every organization has projects that they know come up each year. Open Enrollment, Performance Reviews, Year End, Compensation, and the dreaded system implementations. As more and more companies continue building their cloud-based technology, the typical HR employee now has to manage their projects as well as prepare their systems for a good employee experience.
During this webinar, managers and employees will learn a proven project methodology focused on utilizing system functionality through a creative mindset for successful reoccurring processes year after year. We will discuss how to create a scope, project plan, how to engage the project teams, best practices, communications, change management, and how to end the project in preparation for next year.
We will also take the time to talk through making time to brainstorm innovative ideas. What is it that limits us from changing the old way of doing things? As a project team, we have the chance to bring people together from multiple backgrounds and experiences to think of new ideas. We also have the ability to document processes to better prepare for next year’s experiences.
Limited budgets continue to impact HR Technology decisions, especially the ability to replace your existing HR technology. There are various steps that you can take to breathe new life into your current technology and provide additional ROI. A proven methodology will be discussed identifying the most cost effective and timely steps for your organization, and potential steps including system optimization, integration expansion, and user adoption enhancement. The possible implementation of “bolt-on” solutions will also be addressed. Details on each step will be discussed along with the cost savings and/or operational benefits.
Who should participate:
- Anyone working with HR systems with a limited budget
- Anyone who wants to get a few extra years of life from their current system
Did you know that less than 1 in 3 organizations characterize their high potential programs as effective? Or that less than 20 percent of HR professionals globally report strong bench strength in their succession planning programs? Critical talent shortages and constraints in organizations have real impact on business strategy and operations. Join us in this webinar where we will review industry research and trends from leading talent management organizations, and give you the information you need to implement and maintain high potential identification, development, and engagement strategies in your organization. This webinar is suitable for all HR and Talent Management professionals.
One of the selling points of online-based HR software is that it’s easier to implement. It’s certainly true for the IT department. The same cannot be said for HR.
The IT department’s role is greatly diminished as they no longer have to worry about procuring hardware or installing and testing new software. The result is minimal IT involvement, leaving HR to take a leadership role in the implementation.
Surveys have reported that up to 70% of organizations are unhappy with their new HR system. While some of the blame should rightfully be directed at the software provider, a significant portion of the issues can be traced directly back to an inadequate implementation. There’s a lot more to a successful system implementation than simply letting your software vendor configure your new software. There are a host of things you, as the HR practitioner, should address.
This session will identify and discuss the keys to a successful implementation. It is non-technical and is designed to provide the HR practitioner with practical tips for implementing a new system.
This presentation will benefit anyone planning a future systems implementation including senior HR management, HR staff and members of a project team.
HCM software spending continues to break records, yet various industry research continues to highlight the fact that most executives are dissatisfied with talent management support. Most executives think HR technology does not help them do their jobs better, and customer satisfaction with HCM/Talent Management solutions industry-wide generally hovers around the equivalent of a “C+” grade.
What’s behind these lackluster customer experiences and ROI-related outcomes very often has something to do with sub-par change management planning and execution, unrealistic expectations about what technology does and does not solve, stakeholder agenda misalignments, how project success is defined, sub-optimal implementation strategies and approaches, and numerous other factors that have nothing to do with software functionality.
This webinar features important and very specific ‘HR Technology ROI’ tips that should be on the radar of every organization considering or implementing new HCM/Talent Management solutions. The presenter, Steve Goldberg, has operated on all sides of the HR Technology domain for 30 years.
Too often people make the mistake of thinking performance management means only performance reviews. Don’t make that same mistake. You’d be doing your employees and your company a big disservice.
It is an important fact that performance management needs to be on going. It’s not a once-a-year, on-the-fly performance review. Having a performance management system is about engaging employees in the company’s vision and direction.
HR departments play a vital role in the strategy, implementation, and execution of the performance management process. In this session, we will dissect the elements of a performance management system, walking participants through each phase and explaining how companies and employees can be better aligned with workplace performance and business growth. Highlights include hiring right; developing and committing to effective goals geared toward business alignment; creating effective development plans; performance review automation and why it’s important; effective communications; and compensation.