With the upcoming economic recovery and wave of retirements and, companies once again face a tightening labour market and labour shortage in key skill areas. Gerry Beitel (MBA), Senior Consultant for Dynawise, shares a model for evolving workforce planning from a reactionary approach to being a strategic component of your organization.
As a speaker Gerry brings a dynamic approach and a wealth of practical experience from working with major corporations in delivering effective solutions that bring organizations ahead of the curve. You will come away with a tangible starting point for developing workforce plans and strategies to take your workforce planning practice to the next level.
Every major study reports that American business leaders believe that innovation is the key to future growth – and that getting their companies to be more innovative is one the biggest challenges they face.. To stay ahead of the competition, several companies are developing programs to stimulate creativity and convert the best ideas into potential innovations. This program will clarify the difference between creativity and innovation, and review some of the successful programs that encourage innovation for growth. We will also focus on the critical role of culture and execution in fostering innovation, and the complex role leaders must assume to successfully generate innovations.
In this session, you will learn:
• The difference between creativity and innovation
• Six popular techniques to stimulate creativity
• Why it’s difficult to integrate the development of innovations with daily corporate activities
• How to create a culture that supports creativity and innovation
• Four interesting program models that encourage innovation
• What leaders must do to facilitate and sustain the development of innovations
Let's face it. We are all online and using some kind of digital media and our organization and people are not in isolation of it. In fact, in a study conducted by Deloitte, more than 90 percent of Fortune 500 companies either partially or fully implemented an enterprise social network by the end of 2013. Even the way we hire and manage our Human Resources has changed. The rapid ascent of digital and social media are propelling businesses forward like never before.
Do you have the right knowledge and process in place to take part in this and make it the most effective channel for your organization, management, and employees?
The concept of what it means to be Learning Organization has taken a major turn over the last couple years. New learners are more agile and have become more adaptive in their learning style. Because of this they have higher expectations for on-boarding and training when they enter a new workplace.
This webinar explores changes and trends that impact The Next Generation Learning Organization. Participants will learn how to create faster more efficient learning content that suits today's agile learners, learn about the impact of developing customized Learning Paths for rapid on-boarding and performance, and how to better manage learning content through a range of strategies and delivery options from mobile to tablet to laptop and desktop.
With so many different types of HR software in use, it’s hard to make useful business decisions based on all of the data that’s available to us. This is because all of these pieces of software have their own reporting systems, and almost none of them are able to communicate with each other.
The Tin Can API changes that. It’s a language that all HR, training, and learning platforms can speak, so they can share one common reporting system and help you learn things about your organization that weren’t possible before—including correlating real-world performance data with learning and HR data.