Upcoming Webcasts

Performance management is often viewed with contempt or seen as having little relevance to what actually is relevant to a specific company. The problems for performance management are that people do not see the relevance or importance of the process. The goal of this webinar is to provide the viewer with a concrete foundation for how to create performance management forms that are not only useful but relevant to the job and company.

This presentation will cover:

1. Performance management and why it is a useful tool.
2. The importance of creating performance questions that is specific to your company and the jobs within the company.
3. The importance of creating from a job analysis or job description.
4. How to create good questions that will be easy to score and provide useful feedback for employee growth and employment decisions.
5. Create questions for the organization that everyone is rated on.
6. Creating questions that are position and job category specific.
7. Types of questions that can be asked and the benefits and problems associated with each of them.
8. Linking performance management to making stronger hiring decisions.

Viewers will leave the presentation with an understanding of how to create performance management forms that will be more detailed and useful than off the shelf solutions. When done watching this presentation viewers will have a fundamental understanding of what is in a question. In addition, viewers will understand how to create questions that are designed for the company as a whole to measure company goals as well as individual goals.

Effective onboarding is not just about making someone successful in his/her first 90 days. The same information gathered and used in the selection process can be a springboard for the employee’s ongoing development and growth. An Aberdeen research report details how 90% of new hires make their decision to stay at a company within their first 6 months of employment. Leading companies are not only able to assess a candidate’s ability and organizational fit at the interview stage, but they also determine the executive’s future development and where he or she will be most effective in the future

This session will provide best practices for onboarding and succession planning, linking the two processes for a more effective talent management strategy.

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.

Decision support tools can help your employees understand, appreciate and make better use of their benefits - and at the same time, the analytics derived from these tools can help you improve your programs and increase employee engagement and satisfaction. Without tools and analytics, you and your employees are planning in the dark. Join us for a one-hour webcast that will provide insight into how ADP's Decision Support Tools and Analytics can help you drive desired results. During this informative webcast, we will also delve into a real-life case study and look at the results achieved by one of our clients: increased enrollment in desired health plans, increased tax savings for employees and increased FICA savings for the employer.

Leadership is the most overanalyzed, thoroughly dissected, and utterly confused topic in business. The expectations that leaders are held to have become so inflated that practically no one can categorically quality as a “leader” anymore. Leaders are expected to be bold and calculated, passionate and reasonable, rational and emotional, confident and humble, driven and patient, strategic and tactical, competitive and cooperative, principled and flexible. Of course, it is possible to be all of those things…if you’re God!

The problem is that the ever-growing and ever-changing list of leadership criteria causes people to opt-out of the chance to lead. And those who do choose to lead doubt themselves.

Open-door Leadership involves aligning the needs of the organization with the career aspirations of the people you lead. People and organizations grow and develop when they intentionally pursue goals and challenges that stretch their skills and test their mettle.

During today’s CEO interactive session (David Mosby) will interview Gene Tange, CEO of PearlHPS. We will explore the “missing link” of an integrated management development system. With 20 years as the CHRO of Fortune 500 companies and having completed 12,000 hours of basic research on high performance companies Gene will provide insights around team based outcomes. He will share the connection between the elements that drive high performance teams: team leadership competence, team goal alignment, and team continuity and predicting business outcomes 12 months out. He will also share how some of the current tools in the integrated talent management tool kit maybe used much more effectively to support business outcomes of line customers.

If you've ever asked the question, Why Should I Get Certified? This Webcast will provide you with the answers you need to make the best decision.Certification gives you the chance to advance above the competition by proving that you are staying in touch with current issues and the constant changes in the industry. HR.com is the ONLY PLACE where you can earn IHR (Institute for Human Resources), HRCI and WorldatWork (benefits and compensation webcasts only) credits all at the same time.

We will review:
- The Importance of Certification
- Earning HRCI Recertification Credits (PHR, SPHR, GPHR)
- Earning WorldatWork Recertification Credits
- Picking the right IHR Program (Expert Certification & Certificate Program)
- Searching for Webcasts
- How to use your "My Certification" profile
- Registration and Exam Process


If you are in the process of completing your HRCI recertification this webcast will show you how to utilize HR.com to get the credits you need on your schedule. The presentation will be followed by a Q&A session and onsite demonstration.

**This webcast is not approved for Certification Credits**

This webinar provides a detailed look at how organizations should prepare for change, in addition to specific recommendations for managing the emotional impact of change.

Organizations often launch into change without thorough preparation, leading to incomplete or ineffective outcomes. This presentation provides 10 detailed questions organizations should ask and answer prior to a change. The presenter also offers five CM principles based on his operations experience and leadership of multiple successful changes. This webinar provides a detailed look at how organizations should prepare for change, in addition to specific recommendations for managing the emotional impact of change. You will learn:

• 10 detailed questions to ask and answer prior to a change
• Five Principles for Change Management

Does your business face a turnaround or significant restructuring? Do you operate in countries undergoing an economic downturn? Does your HR budget get cut year over year or is it nominal to begin with? Do you believe that business uncertainty has become “the new normal”?

If any of these scenarios sound familiar, then this session may be for you.

I will explore how organizations facing a turbulent environment can drive strategic value through targeted activity across the talent management cycle. The session will provide insights from my experience as a management consultant and corporate talent strategy leader as well as external research and thought leaders.