There is no reason to make bad hires given the tools and knowledge available to us today. Learn more about identifying bad hires, the effects they have on your organization, and how to eliminate them in your hiring process.
Bad hires can be very costly, from the money wasted on hiring the wrong candidate to the time and actual cost-per-hire expenses. Yet, organizations typically only consider those employees who quit or are let go soon after joining to be the bad hires. The true bad hires, in terms of costing the company more money in the long term, are those employees whose performance diminishes over time. Though the company would never rehire such individuals, they are not necessarily bad enough to be fired and continue to be detrimental to the organization.
Are we claiming there should be zero turnover? No. People change and companies change.
Does it mean the elimination of bad job/person fit? Yes.
This webinar will discuss how bad hires are being made, how to identify them early on, and how to develop a process that eliminates bad hires.
In this presentation, Jason Rothman, an employee benefits attorney with the international labor and employment law firm of Ogletree, Deakins, Nash, Smoak and Stewart, P.C. will cover two key employee benefit plan issues that all employers must understand: (1) the Affordable Care Act employer mandate, including guidance issued this summer delaying employer mandate assessments until 2015; and (2) the U.S. Supreme Court’s recent decision in the case of United States v. Windsor ruling that Section 3 of the Defense of Marriage Act (DOMA) is unconstitutional. These two developments significantly impact employee benefit plans and require employers to take strategic action in the near future to comply with the requirements thereunder.
Target-date funds are becoming more popular with company 401(k) retirement plans. And as they do so, it puts more burden of responsibility on the plan sponsor to know what they are offering their employees who chose to invest in Target-date funds (TDF).
According to the SEC’s document Recommendation of the Investor Advisory Committee Target Date Mutual Funds April 11, 2013, TDFs had approximately $485 billion at the end of 2012, up 29% over the previous year. Roughly 70 percent of U.S. employers report offering target-date funds as their default investment option for company sponsored defined contribution plans.
In this webinar, learn what you the plan sponsor need to know about managing your target-date fund program.
When you think about it, what isn't changing? Industries, organizations, jobs, work, and even people's expectations are shifting. So it's only to be expected that learning will also adapt to meet the needs of all the change around us. This webinar will explore a broad range of topics such as:
• Social learning and how it will continue to evolve to meet new social technologies
• What the Kahn Academy could mean for corporate learning
• The role of accreditation in providing "trophies" to the next generation of learning
• Eight strategies for accelerating development of new employees as experienced employees leave the workplace
• Augmented reality and the implication for just-in-time learning
And in the spirit of social learning, YOU are the content. Bring your ideas to the table to collaborate on understanding the future of learning.
In the webinar, you will learn the various triggers of an audit, whether from the Department of Labor or (and) the Internal Revenue Service and how best you can begin preparing for their inevitability….
And we will emphasize the necessity of a team approach…to encompass any external advisors…,accountants to attorneys and actuaries…,that must be part of your audit prep.
We will cite specific examples of audits triggered by employees…,past and present…,not because of something you did (or did not) do…but a transgression by a third party provider that if not addressed, can prove costly.
And all of this data will be disseminated to you in easy to understand non technical terminology…we promise not to touch on either Alpha or Beta ratios.
Employee recognition programs can ultimately fall short of the desired impact if they are not aligned with your corporate objectives.
When a recognition program is correctly implemented and carried out, recognition is the best way to engage your employees with the mission, vision, and values of your organization. Giving appropriate recognition for the contributions you value will inspire your employees’ enthusiasm, loyalty, and engagement. Learn how recognition is impacting business objectives, improving retention and accelerating performance
This session will lay the fundamental groundwork for establishing a recognition initiative that accurately reflects your organizations objectives, and that helps you set your employees on the right course. You will receive recommendations for how to communicate mission and objectives to employees, providing real-world examples of how businesses are getting their employees’ to buy-into recognition in a way that helps them ‘own’ their organization’s mission.
Launch your learning journey with a high energy start! This session will introduce the Institute for Human Resources (IHR) Benefits: Cost Containment, Audits and Legal Risks and the Institute for Human Resources (IHR) certification program. Find out about the workshops that will be available, and learn how the IHR certification process works. Throughout this conference you will gain practical ideas and concepts that you will be able to put into practice in your organization. You will be introduced to the Advisory Board, learn about the opportunity to become certified within the IHR and see who is speaking and their topics. You will be given guidance on how to chat online with colleagues and access the virtual exhibit hall. You will have the opportunity to ask questions as it relates to the overall program, prior to its commencement. You can access all of the archived sessions where we launched this Institute in May, 2011.
Business users are generally time-poor, may lack the analytical skills to read and interpret charts, and need advice and guidance, not more data - however it is presented. This is where analysts, data scientists, statisticians, and power users help to analyze and interpret the information, and then present the outcomes to the managers and leaders – tell a story - so they can make informed, fact-based decisions based on the insights they’ve received. But this is not scalable to all casual business users across the organization without sound principals for engaging the business users and some degree of automation. Use this session to understand the key elements to engaging business users when presenting them with workforce analytics.
What did we do before we had our mobile phones? What was once a device for simply making calls on the go has evolved into a powerful tool, on which most of depend for the vast majority of our day to day lives. Mobile devices have completely changed how we interact with the world around us – from booking vacations, to opening our car doors, to buying a latte at Starbucks. For job seekers, as well as employers, this is especially true.
As a recruiter or an employer, if you want to stay competitive in today's market for attracting top talent, it's imperative you evolve your online strategies for mobile devices ASAP. Understanding the pluses and minuses of different mobile strategies can help you best determine how to approach mobile recruiting.
Job seekers today are mobile. In fact, the existence of the ‘mobile only’ candidate is becoming more and more common. When it comes to mobile opportunities, there are many considerations to make in terms of availability, platforms and content delivery strategies. Come learn more about the opportunities, trends and strategies that exist today for mobile recruiting, staffing and hiring.
In an effort to save costs, employers are moving toward a workforce increasingly comprised of independent contractors. Unfortunately, independent contractor classifications, when done incorrectly, can result in the violation of a host of employment laws (ranging from wage and hour laws to discrimination laws).
This fast-paced presentation will cover recent developments creating greater exposure and risk with respect to independent contractor classifications. The presentation will then address the multitude of laws that may be violated as the result of incorrect independent contractor classifications. We will address the numerous factors that go into determining whether a worker is correctly classified as an independent contractor. The presentation will then provide practical guidance to ensure that such problems are avoided in the future.
Time will be reserved for questions throughout the presentation.