Upcoming Webcasts

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.

The emergence of the ‘global business’ model has brought a broader and ‘real time’ approach to leadership in the business climate. The influence of many complex factors has contributed to the increase in task variety and decrease in task accomplishment. Consequently, Human Resource professionals are left to address the question, ‘How do I assist the organization in accomplishing more without taking on more? While, seemingly, easier to move, undefined, tasks into the Human Resource function, the process negates the critical development of leadership roles across a spectrum of organizational disciplines This presentation will focus on the ‘Strategic Consultation’ Leadership/Management model in which the focus is on leading by way of consultation. Research and practices gathered from consulting experiences will be presented.

“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.

No one has ever produced a widely accepted universal set of traits which differentiate a good leader or that are required to be a great leader, from a poor leader, despite many attempts. It was thought that a good personality model would provide the evidence to show that certain traits made good leaders. However, they have shown the opposite: good and bad leaders come from all traits. What actually distinguishes good and bad leaders is the ability to motivate themselves and others.

Understanding human motivations is the key to helping ourselves be “the best leaders they can be”, because it is the alignment of motivation with leadership which is “authentic leadership”. This webinar will provide a fundamental model of motivation in order to help attendees consciously develop it in themselves and others.

Did you know that within the first 48 hours of your employees attending a traditional training or learning event, their knowledge retention drops to 33 percent? Did you also know that research now shows that nearly 80 percent of learning in the workplace takes place informally? So why are training departments still spending the vast majority of their budgets on formal training efforts? Informal Learning has become all the rage over the past 5 years in the Learning and Development industry. As we’ve taken a closer look at this powerful discipline we’ve learned that Informal learning can actually be “formalized”, tracked, measured, and implemented through Performance Support. This session will address the methodologies behind designing, implementing, and maintaining effective Performance Support (learning while doing), and how it is now, more than ever, all around us!

Fifty to 60% of companies fail to achieve their goals and objectives (Source: McKinsey & Co and IBM Global Business Services). What can be done about this and whose responsibility is it to see that the situation improves? The first question is why does this happen with the answer being because employees don’t know what they need to do to help the company achieve its goals and objectives, and/or because they are too preoccupied with personal issues to do what is expected of them. The responsibility for this rests with the CEO, however he or she can’t do what is needed alone. While Human Resources should be the obvious choice to address this problem it is not viewed as a “line” function as often as it is “staff”, and as a result, they are not called upon to help with goal achievement. This presentation discusses both the problem (why companies fail to achieve their goals and objectives) as well as what HR can do to gain the trust of senior management regarding their contribution to the overall effort.

A growing realization that too many strategic development intentions quickly become ill-fitting and cumbersome, out of date and even misleading, has led to the realization that more dynamic cost-effective processes are needed in today’s competitive and demanding business environments. As a consequence and with foresight, G-ACUA, led by Chairman Richard Dealtry, has resourced and developed open management processes that are more suitable and befitting for success in these rapidly and persistently changing contexts. A rigorous search for high return on investment practice solutions, based upon a unique combination of quantum theory and high level concept corporate university thinking, has resulted in the world’s first holistic reality HR strategic management program that optimizes HR portfolio resource decisions and their timely management with the expectations of shareholders. How this exciting and important outcome was accomplished will be defined at this event and the path to the acquisition of related disciplines will be described.

HR has the potential to be a highly impactful, strategic business partner to the organization. To achieve this potential, though, HR will have to be run more like a business. Attend this session to learn the four critical steps of running HR like a business: First, align initiatives to key organizational goals. Second, plan the initiatives carefully, including reaching agreement with the sponsors on expected impact from the initiative. Third, execute the planned initiatives with discipline through regular reporting and dedicated monthly meetings. Fourth, measure and evaluate to ensure the planned impact was delivered or learn why it was not.

In this presentation we will discuss what is necessary to implement a new Time & Attendance or HR System within your company. Using real world examples of projects that have gone well and ones that haven't we'll discuss what you can do to make sure your investment in such a project is a success. As a former implementer of the product Howard Rabb will explain what he's seen at companies of all sizes and help guide you through the potential pitfalls that can be found during the implementation of such an important business system. As a former Support Analyst, Howard will explain how to get the most out of your support services and how to make any system work its hardest for you.