This HR Essentials Class will help you understand the full range of HR operations and administrative practices that will allow you to run your business successfully. It will help you understand the legal requirements for your business and remain in compliance. If you have employees, you need an HR Infrastructure. A typical law suit for wage and hour violators can cost your company $100,000+. During this class you will learn about the areas that you are most vulnerable. We will offer practical solutions for you to implement in your business. The class is based on the premise that good HR infrastructure leads to good management which is the key to your company's success.
It seems as though quality of hire has become an even hotter topic in 2014 than in years past. Yet, numerous studies have shown that the majority of companies do not formally track quality of hire for various reasons. This is where technology comes in. The first portion of this presentation will highlight how the right recruitment system can help companies better evaluate the skill sets of candidates and ensure that recruiters are focusing their time on the right candidates. The second portion will feature real-world best practices for maintaining quality of hire from Source2, one of the country’s fastest growing talent acquisition companies.
Does your organization view training as an expense versus an investment with predicted return? Do you need to link training with the value it produces for your company?
In this session, training and evaluation expert Dave Basarab will spotlight Predictive Evaluation (PE), the first and only training and evaluation approach to add the element of prediction. Using Dave’s innovative PE Model, trainers and business leaders can successfully predict training’s results, value, intention, adoption and impact, allowing them to make smarter, more strategic training and evaluation investments. PE enables trainers to accurately forecast and measure training’s value, track progress and clearly report the results.
While many Supervisors and Managers understand the importance to their organization of excellent employee performance, too often they have no process for bringing this about. The PIP described in this session provides a Supervisor or Manager with a clear, straightforward and effective method of conducting a facilitated conversation with their direct reports that will help them to understand their role and how it contributes to accomplishing the company’s goals, and to be continuously improving their job performance.
An effective PIP coaching session involves an open and frank, six step discussion between each Supervisor, Manager, etc. and his/her direct reports along the following lines.
1. Review, Rapport Building and Role Clarification
2. Vision of Perfect Performance
3. Barriers and Difficulties to Excellent Performance
4. Strategies for Overcoming Barriers to Excellent Performance
5. Action Plans to Implement Strategies
6. Institutionalizing this Process - Regular Meetings
Most organizational leaders are locked into the belief that that they need to conduct annual or bi-annual performance appraisals of their staff. Yet they acknowledge that the system is not working. HR managers are caught in the middle of all this.
The End of the Performance Review: A New Approach to Appraising Employee Performance outlines an alternative approach referred to as the Five Conversations Framework. The Five conversations Framework consists of five 10 to 15 minute conversations between the manager and his or her direct reports. You will learn what Tim's research of 1,200 HR managers reveal about the performance review; the value of performance conversations rather than performance appraisals; and how your organization or clients can use to the Five Conversations to enhance performance.
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.
Population Health Management is a technology-enabled business strategy that tackles the challenge of controlling healthcare cost and improving the overall health of employees. Effective engagement is a key factor in an employer-sponsored population healthcare management strategy, and shows how combining targeted “high touch” R.N. nurse health coaching with high-tech automation and digital tools can facilitate the process of mitigating healthcare costs by promoting health.
By leveraging powerful analytics, employers are able to identify in advance potential, future costly health risks and take steps to engage employees in care management and lifestyle health programs before major health events occur.
While the ability to bring about behavior change is a significant challenge, Population Health Management an result in higher engagement rates and measurable changes in better health outcomes at lower cost.