Dr Tim Baker's new book - "Attracting and retaining Talent: Becoming and Employer of Choice" identified eight values that all employers of choice adhere to. These eight values are:
• flexible deployment,
• customer focus,
• performance focus,
• project-based work,
• human spirit and work,
• learning and development, and
• open information.
This presentation looks at the changing employment relationship and how that is the critical linchpin for creating an organizational culture that supports an employer of choice. Becoming an employer of choice is much more than a marketing slogan; it is fundamentally about creating a new culture that serves the changing needs and interests of employee and employer.
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.
Making the “hard” business case for human capital investments is one of HR’s greatest challenges. This session provides a powerful method that links human capital investment performance with shareholder value. We will review a set of patented financial formulas, and a comprehensive, cohesive, and cascading analytic method to identify the precise human capital strategies that will drive business performance improvement and enhanced shareholder value.
This session approaches workforce analytics from a holistic, business-centered perspective. It provides a novel method and comprehensive context to the whole notion of talent analytics. The formulas and methods have been developed in collaboration with and field tested with Wharton MBAs, GE pedigree CFOs, and investment bankers, so they are credible with CEOs and boards. In short, following the methods in this session will maximize HR’s influence in the c-suite.