We know that people are the differentiating factor in an organization. In North American, 60%+ of employees are not engaged in the workplace. How can we use data and objective decision-making to improve performance, productivity, engagement and drive results? Too frequently, we are making business decisions on “gut emotions” and failing to recognize the value of big data in the most important area of our business – our people. Grounded in science, Dave will illustrate the significance in helping CEOs and company leaders champion their greatest asset – their people – and identify, attract, retain and leverage high potential talent.
Getting the right people in the right roles and keeping them engaged is the key to generating capacity in today’s business environment. Businesses compete as much on the strength of their intellectual capital as on that of their financial capital. By using data-driven tools and an objective decision-making process to select people with the natural abilities to succeed, we foster a workplace of employee engagement.
Imagine an extra day of productivity from your employees each week. This presentation ties into improving organizational effectiveness by recognizing individual motivating drives and maximizing efficiency, productivity and job satisfaction by providing employees with customized management strategies. By understanding how your greatest asset works, leaders can communicate the value in attracting, onboarding, developing, recognizing, and coaching the right people for the right roles. Ultimately, knowledge of data-driven human capital processes allow leaders to unlock engagement levels, build high-functioning teams, mange change effectively, and influence productivity, driving for sales performance.
We know that a poor hiring decision costs a company 1x base salary. Given that many companies plan to hire approximately 800 people in 2014, this is a significant area for potential “mishires.” It has become increasingly valuable to attract high performers, leverage talent, and develop leaders. Dave will illustrate the value in “taking the lead” and staying well ahead of competition. To “take the lead” means becoming a more objective leader who is able to lead vs. manage, coach effectively, build strong teams, illustrate “people-smart communication,” resolve and leverage conflict, and empower their organizations. There are countless studies that demonstrate the value of learning to use big data to solve your most complex people challenges.
In this presentation, Dentons Canada LLP lawyers Jordan Deering and Correna Jones will provide a comprehensive overview of the law relating to employee fraud in Canada, from tips for prevention and detection to available remedies for recovery of assets lost as a result of the fraud. The presentation will detail tips for employers to prevent and identify fraud through appropriate policies and procedures, including tools such as employee monitoring, audits, and whistleblower policies. Once a fraud arises, the presenters will canvas the law relating to appropriate workplace investigations of fraud and the remedies available to recover funds taken by the fraudster. From prevention to recovery, this presentation will canvas the central issues relating to employee fraud.
At the heart of change lies the problem that some future state is to be realized, some current state is to be left behind, and some structured, organized process for getting from the one to the other is to be identified. In the past 50 years, work has changed from less physical work to more creative cognitive processes.
Tapping into the diversity of ideas requires an understanding of the diverse needs of others and the models and methods that they use to sort and understand their world. Given the complexity of workplace problems, teams find better solutions when they draw on the differences of cognitive perspectives which we refer to as cognitive diversity: the understanding of different perspectives, techniques, and methods that individuals use to categorize, predict and find solutions to problems.
By tapping into the diverse mental processes of others, individuals and teams stay empowered and bring more creativity to change processes.
HR professionals will begin to see some marked improvements from software providers. Anything is possible through the advent of new technologies – technologies that are smarter, faster and more robust than their predecessors. These new advances are going to change recruitment processes and the world of Applicant Tracking Systems.
The purpose of this webinar is to outline what has changed in technologies that will impact the way we recruit new applicants and how we specifically get the right person with the right information that we need. We have identified nine key drivers that will impact corporations’ processes for recruiting electronically.