Are you a leader, influencer or connector? IF so can we show you how to use these relationships to get CASH, Marketing Credits or support a charity of YOUR choice.
HR.com is proud to launch our affiliate program, whereby all our members have the ability to be “Net Promoters” of HR.com products and services and be rewarded for their efforts. This is a very impactful way to show the power of our respective communities and reward you as an influencer in the space. There is no charge for anyone to become an affiliate.
How? By referring your network to our events and products with our easy to use affiliate program you can earn points which can be redeemed towards any of our site products, prizes, cash or even make a donation to a charity of your choice. It’s as simple as sharing your affiliate link via email, templates or share your custom URL in your personal marketing through blogs, websites and social media posts to start earning points.
The best part of this program… the more you refer- the more you earn! Not only do members get a discount on products and services based on you offering them a special price, you also earn points based on all your affiliates that buy. Everyone Wins!
Attend this webinar to find out how you can start using the free Affiliate program.
* Please note: this webcast does not qualify for educational credits.
Please note: This webcast does not qualify for educational credits.
Your organization has invested time and effort to perfect its recruitment process and you’ve landed the best candidate for the job. Now it is time to turn talent into actual performance, to build on this great first impression and make it last. Organizations with a formal onboarding process achieve 50% higher productivity, 2X higher engagement and 50% higher retention from their new hires. Lumesse Accelerator is the combined power of Social, Onboarding and Learning. With its talent centric design, it is intuitive and easy to use, letting employees spend more time getting settled in their new job and less time learning new systems.
Please note: This webcast does not qualify for educational credits.
Can the sophisticated know-how of development be applied by managers who develop their people everyday? In simpler terms, the science of learning tells managers that developing people cannot just be logical, it must be psychological. “Selling and telling” their people about specific growth steps falls far short of psychologically preparing employees for more complex assignments. Learn how exceptional managers (from companies including Nike, Corning, Microsoft, IBM, Intel, Merck) embrace hands-on employee development using principles of psychology, including: building trust, increasing self awareness, and translating emotion into deeper development. You can play an essential role in helping managers use this approach. A template will be provided to support your actions to help managers use psychology while accelerating workforce development.
Did you know that the average jury award for negligent hiring exceeds $1M whereas the average background check cost $17.06. And the average screening package ordered by clients contains a national criminal file search and a county criminal record search for counties lived or worked in the past 7 years? Does your screening meet the baseline? Are you average? Or more or less risk averse? Attend this session to learn the latest trends presented in the First Advantage Employment Background Checks Infographic and have a chance to benchmark your practices with session participants to hear first hand if other HR professionals vote “average” is good enough.
In this 1 hour session, Eric Papp, Consultant and Management Trainer will show participants how to communicate your message, so others understand and respond to it. Many people are talking today, and few are actually connecting and communicating.
This webinar will teach participants the skills it takes to be a great listener and why these skills are paramount in becoming an effective communicator. Participants will become aware of how they and their message are occurring to others.
Eric will also share the importance of questions. He will focus on the questions that people DON’T ask and how it costs them their valuable time. By learning to ask the right questions and participate in active listening, attendees will learn how to fully engage their employees and create a workforce of creative and forthcoming workers. You’ll learn how to obtain more information by asking open-ended questions.
If you apply the skills taught in this webinar it will save you both time and money in getting what you want.
Discover the 3 Steps to Professional Intimacy (don’t panic, it’s not what you think!): The key to retaining top talent.
What you can do to invest in your organization’s talent so they can communicate authentically, quickly build trust with their new team, and be built to last for the long haul. When you invest in the people skills of your top talent, the trickledown effect to your bottom line will be evidence that relationships not only matter – they are critical to the success of your human assets.
What is Professional Intimacy? It is the ability to have genuine conversations to show you care and inspire the connection that results in better working relationships. It may just become your organization’s edge on the competition (and your best kept secret!).
In recent years, how many U.S. companies with 2,000+ employees have announced lay-offs and issued outplacement packages? For laid-off employees, how well have these packages been regarded and utilized? For employees who remain on staff, has there been any negative impact? For employers, what consequences have these outplacement models generated, both in their ability to move productively forward as a company and vis a vis their reputation? The answers to all these questions would likely raise concern among HR professionals. By way of enlightened alternative, let’s look at the features a more effective, humane, affordable, trackable outplacement model could contain.
This brief 15 minute session is the introduction to the two day event. There will be an overview of the sessions and speakers for the event, but more importantly, it will give you an overview of the IHR certification program and the progress we’ve made within the Institute. You will learn about the opportunity to become certified within the Health & Safety Institute and the other HR verticals that are available for either yourself or your colleagues. There will also be an introduction of the Institute's Advisory Board. You will be given guidance on how to chat online with colleagues and access the virtual exhibit hall. You will also have the opportunity to ask any questions as it relates to the overall program, prior to its commencement. Even if you have attended one of our events in the past, we’d still encourage you to attend. If this is your first time attending an event, the introduction will provide you an overview of the certification program.
During this presentation, Judy Owen (Freeman Co. – the leading global partner for integrated experiential marketing solutions for live engagements including expositions, conventions, corporate events and exhibits) and Amber Thomas (Select International – a global provider of assessments for selection and development) will discuss best practices for identifying and developing top Sales talent.
It is well documented that most organizations struggle to identify and build talent within their sales roles. Freeman and Select have partnered to build a robust sales competency model and an aligned assessment system towards the purpose of creating a comprehensive sales training strategy, positioning Freeman’s sales organization for future growth, to provide the best possible support to Freeman’s customers.
Many incident investigation reports generated are laden with corrective action items directed to “counsel or instruct employee.” Too often these corrective action items miss the actual root causes as to why the incident happened in the first place and that is the loss of an opportunity to make a difference in your safety culture.
In this session the speaker will lead participants through an exercise on the root cause analysis of a sound incident investigation program. The session will focus on the following elements:
• Incident prevention – preventing incidents before they happen by using tools such as job safety analysis, workplace audits and inspection programs;
• Investigation procedures – discussion on the who, what, why, when, where and how to conduct an investigation;
• Fact-finding – provides a step by step sequence of root cause analysis;
• Interviewing – how to conduct interviews with personnel either involved in an incident or witness to one;
• Problem solving techniques - how to identify what did we learn from the investigation to insure it doesn’t happen again and how to develop sound corrective actions
• Investigation report – building an investigation report that will help your organization track corrective actions to completion