Upcoming Webcasts

“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

We all know that no employee learns from a single exposure to a training. Indeed, within two hours, more than 50% of content is forgotten, and within a week, 95% is forgotten. It is no wonder training seldom results in transfer to the workplace.

This webinar will review four important techniques that overcome the forgetting curve. These techniques include booster quizzing, social elaboration, strategic coaching, and depth of processing.

In this hands-on webinar, we will teach HR professionals techniques to incorporate these techniques into both their formal and informal trainings. Within a week, your trainings will be significantly more effective and transfer will increase.

Workplace mental health issues present significant costs to Canadian businesses. Estimates are as much as $1,494 per person per year. How much does that add up to at your organization? These costs are not obvious, and are hidden in places like turnover, drug plans, absence, disability claims and presenteeism. However, they can be tackled while also improving employee engagement—if you have an integrative mental health program.

Whether your goal is to understand the impact of the recently released National Standard for Psychological Health and Safety in the Workplace, to develop a new strategy and plan or to improve what you are doing now, this webinar will provide the guidance you are looking for. Three industry experts will demonstrate how an approach that is measurable, integrative and flexible is able to deliver financial ROI and employee engagement.

Our presenters will identify successful approaches to identifying risks, building a business case, increasing leadership awareness and developing and training people managers and employees. During this webinar you’ll have an opportunity to compare your mental health readiness to the average of your competitors—getting instant, confidential results—with Morneau Shepell’s free Mental Health Pulse Check tool.

Truly integrated talent management impacts every level of the business from the C-level all the way down to the last employee, leading to reduced turnover, higher revenue, and increased employee engagement.

In this 3-part webinar series, we’ll dig deeper into what specific value integrated talent systems bring to three different roles; the Business Leader (May 30th), the Manager (June 13th), and the Employee (June 27th).

Three different companies will share how integrated talent management:

• Allows senior leaders to guide their business growth
• Enables managers to better assess and develop their teams
• Makes employees feel more appreciated, encouraging them to work harder

Gamification, including “serious gaming” and “social gaming,” is an innovative enabler of today’s multigenerational workforce that is increasingly used to support learning. Serious games and mobile learning are serious business today. What does a real-world serious game look like? How and why does it work? How are the games developed, delivered and played? What features are critical for learning success? And how do you get started? IBM learning experts from three perspectives will walk you through real-world success stories and answer your questions about how your organization can harness the benefits available today from gamification and mobile learning.

Mobile technology is on the rise and has taken the globe by storm. Mobile devices -- including the smart phone, cell phone, tablet, e-reader, and MP3 player -- have become integrated with culture and society. Valuable uses for mobile devices include communicating, collaborating, retrieving information, gathering information, and managing both knowledge and learning. In this session we will examine the features, benefits, and business applications for mobile technologies. We will also consider instructional design strategies for mobile learning (m-learning). Our main goal is to explore ways in which HR professionals and those with people care responsibilities can use mobile technologies to increase employee productivity and knowledge. So join us as we discuss how "HR Goes Mobile".

Truly integrated talent management impacts every level of the business from the C-level to the manager all the way down to the last employee, leading to reduced turnover, higher revenue, and increased employee engagement.

In Part 2 of this webinar series, we’ll dig deeper into what specific value integrated talent systems bring to the Manager.

You will learn how integrated talent management:

• Enables managers to better assess and develop their teams
• Makes the day-to-day life of the manager easier
• Increases your teams’ productivity

On June 27th, in the last webinar of this 3-part series, we’ll cover what benefits the Employee realizes.

Our world has gotten much smaller over the years. For example,we can now take classes from anyplace at any time and on any device. But while technology has allowed us this freedom, along with it have come some challenges we didn't come across in the past...multicultural training. Join this interactive session and learn tips and tricks from the trenches to help you re purpose your training content and enhance your delivery to encourage retention and engage your learners from what ever culture they happen to be from. In this session you will learn about each cultural trait and how to avoid and prevent pitfalls that prevent learning to take place.

Welcome to the exciting (and confusing) world of mobile learning!

Is now the time to take the plunge into mobile learning, or should you wait for a more stable mobile landscape to emerge? Join Skillsoft for a webinar that will provide you with a framework as you begin thinking about the challenges and opportunities for mobile learning within your organization. During the webinar you will learn:

• The different devices suitable for different learning content types.
• The difference between mobility and portability when applied to learning activities.

Join Skillsoft’s VP of Product Marketing and VP of Corporate marketing and explore whether your organization is ready to take the plunge into mobile learning!

In the previous two webcasts of this series, we covered the value integrated talent management systems provide to Business Leaders and Managers. In the last and third part of this series, we dive into what specific value integrated talent management brings to the most important role within the organization, the one that does most of the heavy lifting – the Employee. You will learn how integrated talent management: • Makes employees feel recognized and appreciated • Provides top employees appropriate and timely career paths • Increases employee retention, engagement, and productivity This webinar will be recorded and you will be able to access it along with the other two on HR.com.