“Creating a high-performance culture” – as learning and talent management professionals, this is something we hear about often. But what is the best way to achieve this?
Through the alignment of learning and performance processes including cascading goals, linking personal goals to organizational goals, learning and talent management leaders can communicate required competencies and identify potential skill gaps. Learning priorities are then based on performance goals and from identified skill and competency gaps a personalized learning path can be created that provides tailored development linking back to performance goals.
Sound like talent management Nirvana? Not sure where to start? It’s more attainable than you think. Join us as we discuss how your people and your organization can benefit by connecting performance and learning to create a high-performance culture. During this webinar we will discuss how you can:
Connect learning and talent processes to tie learning to goals and performance
Leverage Talent Expansion technologies to cascade goals throughout the organization, provide contextual learning and give people the tools they need to be great at their jobs
Set and measure learning and talent management results with integrated analytics
Start building your integrated learning and talent management program immediately with a few easy steps
At its most basic level, “analytics” is the look at performance metrics in order to identify cause & effect relationships that can guide future actions. But this doesn’t necessarily mean complicated and expensive software; instead it just means using root cause analysis thinking to look for patterns in the data. This presentation will provide an example of the use of root cause analysis (RCA)to look at workforce turnover, and how iterative analysis of the data can help inform our decisions. It will also discuss how HR professionals need to both understand and use RCA, but also deploy it within the organization as a basic core competency.
This session will provide a background on how lean thinking and tools can help safety and any HR function. Following the teachings of W. Edwards Deming, Toyota created a production system, now commonly referred to as lean production. What is not well understood is that “lean” works in any office and business, regardless of size. Whether healthcare, small enterprise, food service, or non – profit, “lean” can help improve teamwork, culture and drive continuous improvement, but only if we go back to basics and strip away the mystery that this thinking is only for the manufacturing floor. Participants in the session will gain new insight into both “how” and “why” standards should be developed.
Many people may think that because there is high unemployment and lots of good people out of work during these challenging economic times that the talent shortage is over. The truth is the talent shortage is actually getting worse. There are a lot of people out of work, but companies and organizations are still in dire need of the right kind of talent. The larger demographic picture which includes an aging workforce and fewer young people moving into the workforce to replace them, has made the need to attract and retain the best talent even more critical than ever before. Tighter corporate budgets mean that the people who are working are under greater pressure with fewer resources.
In order for a company or organization to sustain itself and be competitive in its market, it needs every person functioning at his or her optimal level. This means that they are healthy, creative, energetic, focused, passionate, and committed to what they do. They need to bring all their best ideas and work effectively and collaboratively together for the common good.
This webinar provides a detailed look at how organizations should prepare for change, in addition to specific recommendations for managing the emotional impact of change.
Organizations often launch into change without thorough preparation, leading to incomplete or ineffective outcomes. This presentation provides 10 detailed questions organizations should ask and answer prior to a change. The presenter also offers five CM principles based on his operations experience and leadership of multiple successful changes.
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“Awaken the Sleeping Giants” poignantly speaks to the pivotal role HR plays at this crucial time. Through a deeper understanding of the upcoming talent shortage and its future implications, HR will be compelled to claim their place at the boardroom table. It will mean partaking in company direction, strategy and equipping the corporate culture with the “Attraction Factor”. HR will have to “stand in the gap” to create a sea-change in thinking, new levels of conscious intention and developing company culture by design rather than by default.
This powerful talk is a must-attend for HR Professionals interested in their organization’s survival.
In the Workplace Wellness Program Best Practices session we focus on global benchmarked workplace wellness programs as they are evaluated against the ten most important best practices. It addresses international trends that incorporate program design, strategy development, organizational change, program management and the evaluation of employee health, wellness and productivity outcomes. Based on real workplace wellness program case studies we address mission critical aspects that contribute to the success of any employee health promotion program. We share what thriving organizations do to develop, implement and manage their workplace health and wellness programs so that sustainable stakeholder value and triple bottom line results are created.
Become an Executive Priority by Thinking Strategically and Proving HR's Leadership Relevance! Understand Executive Priorities, Design Organizational Initiatives that solve business issues, and produce metrics to measure program efficiency! The time is now for Human Resources to take the organizational driver's seat and guide strategic change. In this session we will arm you with the ability to articulate board room speak on the issues that genuinely matter to your employees. HR is the voice of the organization and your Executives are ready to listen. So what about your employees? The workforce is looking for engaging technology, fresh program branding, rewards that matter, and Global consistency. Commoditized employee rewards programs are a waste of valuable organizational funds....it's time to stop thinking about program budgets and start thinking about driving revenue!