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Standalone Webcast
The rapid pace of technology and globalization change how organizations operate, but how do people – especially our leaders – adapt? We are biologically hard-wired to resist change and avoid risk even though that hurts our performance.

But new research on brain function shows that we can actually rewire our brains to change this mindset and increase our adaptability. This webinar looks at the science and evolutionary facts behind leadership and provide specific guidance to make our people and organizations more resilient. You’ll learn:

  • The hidden barriers that limit our adaptability to change
  • How our mindset affects resilience, innovation and teamwork
  • The connection between mindset and success in leadership and sales
  • improve our mindset
  • Leadership techniques that make an impact
Date: Apr 23 2014
Time: 1:00 PM - 2:00 PM
Presenter:
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David Collins
TRACOM Group

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Casey Mulqueen
TRACOM Group

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Natalie Wolfson
TRACOM Group

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TRACOM Group
 
Standalone Webcast
What is a breakthrough? To ClearPicture, a breakthrough is about collecting information and revealing actionable insights that lead to new ideas, programs, and processes that have a favourable impact on the organization. In the world of HR, endless breakthroughs can be achieved through 360-degree feedback programs 360-degree feedback evaluation programs are highly desirable in organizations today. However, they can be costly and difficult to develop, implement and manage. Understanding the best practices and guidelines for developing, implementing and managing 360 feedback evaluations is critical if you are interested in exploring this area. If you are already conducting 360-degree feedback programs then the tips and strategies shared in this session will surely optimize what you are already doing and give you some new ideas to consider when approaching your own 360-degree feedback program.
Date: Apr 24 2014
Time: 11:00 AM - 12:00 PM
Presenter:
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Sarah Williams, SPHR
Luihn Food Systems, Inc

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Ryan Caligiuri
ClearPicture Corporation

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ClearPicture Corporation
 
Standalone Webcast
Creating high-performance, cost-effective schedules has long been one of the toughest challenges for large employers. Yet, getting the work done on time and on budget is a shared responsibility between employer and employee… so why isn’t scheduling?

A growing number of organizations are weaving more self-service into scheduling practices to give employees a bigger role in filling the critical shifts. Done right, this collaborative model can improve organizational performance while also strengthening employee morale.

Join WorkForce Software’s John Rawcliffe and Jonathan Corke as they share techniques that take advantage of the latest in scheduling automation, outline key considerations for employees and managers, and examine how different scheduling models can be tuned to meet various organizational needs.

Date: Apr 24 2014
Time: 1:00 PM - 2:00 PM
Presenter:
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Jonathan Corke
WorkForce Software

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John Rawcliffe
WorkForce Software

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WorkForce Software
 
Standalone Webcast
Soft Skills, Hard Benefits: Assessing the Key Predictors of Hiring Success

HR is obsessed with the things it knows how to measure and ignores the things it doesn’t. Unfortunately, so-called soft skills – like problem-solving, professionalism and adaptability – are the very things that determine success or failure in most jobs.

Generally, HR and other decision makers in the hiring process go with their gut on these important success drivers. But, it doesn’t work. The fact is that 46% of new hires fail within 18 months, according to a recent study.

There are a number of reasons why the hiring process is so unpredictable. Soft skills, such as professionalism and interpersonal communication, are seldom given their due. The assessments most commonly used are not job-specific, they’re generic. Meaningful data on past performance of a job candidate from past managers and coworkers are rarely collected.

Learn how to assess job candidates against the key proven success drivers for each job – all part of new predictive talent analytics that are changing the way HR approaches the recruiting process and measures the skills that matter most. SkillSurvey’s patented approach is proven to reduce turnover for companies by 69%.

Key things you will learn:

  • How to identify a meaningful set of soft skills for each job.
  • How an assessment from former managers and coworkers provides critical success predictors.
  • How to use predictive talent analytics to assess the key predictors of hiring success for each position.
Date: Apr 30 2014
Time: 3:00 PM - 4:00 PM
Presenter:
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Jack Kramer
SkillSurvey, Inc.

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SkillSurvey, Inc.
 
Virtual Conference Webcast
This session is a brief 15 minute introduction to the two day event. It will give you an overview of the IHR certification program as it relates to Performance Management. There will be an introduction to the Institute's Advisory Board as well as the progress of the Institute over the past year. An overview of the speakers and their topics will be provided. You will be given guidance on how to chat online with colleagues and access the virtual exhibit hall. You will also have the opportunity to ask any questions as it relates to the overall program, prior to its commencement.
  • Discuss and define Performance Management in today’s market (meeting needs and niche)
  • Talk about HR.com and member value added benefits
  • Illustrate the Performance 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
Date: May 5 2014
Time: 10:30 AM - 11:00 AM
Presenter:
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Amanda Norris
HR.com

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HR.com Institute for Human Resources (IHR)
 
Virtual Conference Webcast
Does your organization view training as an expense versus an investment with predicted return? Do you need to link training with the value it produces for your company?

In this session, training and evaluation expert Dave Basarab will spotlight Predictive Evaluation (PE), the first and only training and evaluation approach to add the element of prediction. Using Dave’s innovative PE Model, trainers and business leaders can successfully predict training’s results, value, intention, adoption and impact, allowing them to make smarter, more strategic training and evaluation investments. PE enables trainers to accurately forecast and measure training’s value, track progress and clearly report the results.

Date: May 5 2014
Time: 11:00 AM - 12:00 PM
Presenter:
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Dave Basarab
Dave Basarab Consulting

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Dave Basarab Consulting
 
Virtual Conference Webcast
While many Supervisors and Managers understand the importance to their organization of excellent employee performance, too often they have no process for bringing this about. The PIP described in this session provides a Supervisor or Manager with a clear, straightforward and effective method of conducting a facilitated conversation with their direct reports that will help them to understand their role and how it contributes to accomplishing the company’s goals, and to be continuously improving their job performance.

An effective PIP coaching session involves an open and frank, six step discussion between each Supervisor, Manager, etc. and his/her direct reports along the following lines.

1. Review, Rapport Building and Role Clarification
2. Vision of Perfect Performance
3. Barriers and Difficulties to Excellent Performance
4. Strategies for Overcoming Barriers to Excellent Performance
5. Action Plans to Implement Strategies
6. Institutionalizing this Process - Regular Meetings

Date: May 5 2014
Time: 12:00 PM - 1:00 PM
Presenter:
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Michael Zroback
Head2Head, Inc.

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Head2Head, Inc.
 
Virtual Conference Webcast
Performance management is always a hot topic because leaders want to ensure employees are high performing and delivering business results. For many managers, performance management is a dreaded process because it’s often too complex, time consuming, and discussions are viewed as conflict conversations. While leaders understand the science of their performance management program, they often struggle with the artfulness of the process. This webinar provides participants with the knowledge of how to leverage the ‘art’ of performance management, and the tactical skills to conduct the planning, managing, assessing, and rewarding phases of the process. We layer on a generational perspective to performance management, by exploring what each generation expects and desires.
Date: May 5 2014
Time: 1:00 PM - 2:00 PM
Presenter:
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Giselle Kovary
n-gen People Performance, Inc

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n-gen People Performance, Inc
 
Virtual Conference Webcast
EI interventions often serve the function of putting the spotlight on investments in people development and challenging the level of ROI. Whilst these programs have bottom-line impact, they are not for the fainthearted or for HR professionals prepared to settle for the easy option. When practitioners embark on an EI intervention, they are often charting new territory. This usually involves being accountable for ‘people competence’ and being required to quantify the changes accomplished in more concrete ways than in the past. For professionals who choose to venture into this territory, there are results to be gained for individuals, teams and the organization as a whole through intelligent and careful planning. It is time for the so called ‘soft skills’ which encompass EI to be considered as both credible and concrete. Emotional intelligence is tangible, measurable and has a significant impact on the bottom line.
Date: May 5 2014
Time: 2:30 PM - 3:30 PM
Presenter:
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Jim Henderson
Alverno College

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Alverno College
 
Virtual Conference Webcast
Most organizational leaders are locked into the belief that that they need to conduct annual or bi-annual performance appraisals of their staff. Yet they acknowledge that the system is not working. HR managers are caught in the middle of all this.

The End of the Performance Review: A New Approach to Appraising Employee Performance outlines an alternative approach referred to as the Five Conversations Framework. The Five conversations Framework consists of five 10 to 15 minute conversations between the manager and his or her direct reports. You will learn what Tim's research of 1,200 HR managers reveal about the performance review; the value of performance conversations rather than performance appraisals; and how your organization or clients can use to the Five Conversations to enhance performance.

Date: May 5 2014
Time: 3:30 PM - 4:30 PM
Presenter:
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Dr Tim Baker
WINNERS AT WORK Pty Ltd

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WINNERS AT WORK Pty Ltd
 
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