Ever wonder “where did we go wrong” in implementing a new HRIS platform? Asking yourself key questions such as: did you have the right people in place, did you solicit the right people to do the job, did you a lot the necessary time and budget, did you rely on the necessary resources and stakeholders? Implementing a new HRIS platform is no easy project but it doesn’t have to be an excruciating one either.
Understanding the necessity to conduct a thorough needs analysis, purchasing power, and vendor relationship is just some of the key essentials that need to be adopted from the get go.
During this educational webinar we will further elaborate all the key players, essential steps and helpful recommendations needed to successfully adopt a new HRIS in your organization.
Epicor HCM provides HR professionals with easy-to-use Web-based functionality that meets core HR needs and automates a broad range of processes. Envision a work life where you’re free to manage talent instead of data—and drive profitability instead of process. Epicor HCM makes the vision a reality.
Learn how Epicor HCM can empower you to:
• Track, manage and analyze employee information throughout the entire employee lifecycle
• Increase visibility for the HR department and its impact on business strategy
• Focus on improving employee performance to increase the company’s ROI
This demo webcast is hosted by HR.com, however it is the Sponsors’ discretion (not HR.com) to deny/refuse attendance to any participant/competitor, as they see fit. HR.com is not responsible in any way for the sponsor’s decision.
Your CEO cares about innovation, and so should you! Innovation is really the only way to create sustained profitable growth, and talent is the key. What are the research-based drivers of innovation? How do you identify the talent that will accelerate innovation? How are they developed and engaged? What are the real implications for diversity? For team leadership? For organizational culture? The answers may surprise you! Leading innovation is one of the most difficult of all leadership challenges, and HR has an important role to play in creating organizational capability for innovation. In this session, Kim Ruyle will expose myths of innovation and explain practical ways in which HR professionals can leverage talent to accelerate innovation, make a meaningful impact on the business, and establish themselves as true strategic partners with senior leadership.
This webinar reveals a dramatically effective, alternative to the “In Charge” model at the top of your business, your department, your project team, your church group, or even your family.
Developed by the host, best selling author and keynote speaker through ten turnaround CEO experiences, it rejects the legacy “In Charge” model for the Job at the Top and introduces an entirely fresh, infectious, effective and deeply satisfying approach to fulfilling that role.
Deceptively simple, this method soothes anxieties and opens the gateway to a path for a lifetime of joyful fascination with improvement in the role that he calls “The Single Greatest Determinant Of Success In Organizations.”
Making the “hard” business case for human capital investments is one of HR’s greatest challenges. This session provides a powerful method that links human capital investment performance with shareholder value. We will review a set of patented financial formulas, and a comprehensive, cohesive, and cascading analytic method to identify the precise human capital strategies that will drive business performance improvement and enhanced shareholder value.
This session approaches workforce analytics from a holistic, business-centered perspective. It provides a novel method and comprehensive context to the whole notion of talent analytics. The formulas and methods have been developed in collaboration with and field tested with Wharton MBAs, GE pedigree CFOs, and investment bankers, so they are credible with CEOs and boards. In short, following the methods in this session will maximize HR’s influence in the c-suite.
When it comes to bridging the engagement gap, are your managers part of the problem or part of the solution? Most studies reveal that managers not only play a large role in whether or not employees are engaged, many don't seem to know what will actually engage them. This session will show you how to apply current engagement research, along with more than 30 years of research on thinking, learning and the brain, to transform your leadership development strategies and build a strong engagement advantage. By exploring the impact of thinking preferences on communication, work processes, team development and coaching efforts you’ll learn how to impact your engagement results by developing leaders who see past their own preferences to focus on what will truly engage, motivate and retain their employees.
The Hazelden foundation revealed that 67 per cent of Human Resource professionals consider substance abuse and addiction to be one of the most serious issues they face in the workplace. However, only 22 per cent of those professionals felt their company openly and proactively dealt with these issues.
Many people have great intentions of assisting those who are struggling, but few know how. Several companies exert their energy towards the individuals who are personally being challenged with addictions and mental illness, but few are paying attention to those individuals who have a loved one who is struggling with these issues. The signs are similar, and these individuals report being less productive in the workplace because of the impact that their loved ones have on them.
Countless employees continue to be silent about their personal challenges through mental health issues and addictions because they fear that they will be met with judgment or that disclosure will prevent them from moving up the company ladder. A proactive approach can include a reduction in risks and liabilities, fewer injuries and accidents, and increased employee loyalties. This inevitably leads to a safe, healthy and productive work environment.
Andrea has a mission to help organizations achieve health without guilt and complexity. Food and eating is much like life; when your team is having fun, they will be successful. Your employees don’t need complicated plans and a huge amount of time or resources. They also don’t need to sacrifice their favorites to improve wellness. You will enjoy her refreshing approach that you needn’t be perfect to achieve good health (she is the Chocoholic Nutritionist after all!).
This session will refresh your knowledge on nutrition to enhance employee health and productivity. Nutrition plays an important role in preventing and reducing obesity, high cholesterol, high blood pressure, diabetes, depression, stress, burnout and more. Supporting healthy employee eating habits also plays a role in reducing the high cost of employee benefits, medications, sick leaves and poor productivity. Nutrition is one of the most important areas you need to focus on to address unfavourable results in health risk assessments and biometric screening.
Andrea will review top strategies for HR professionals to use when building successful nutrition initiatives in your workplace. She will discuss what organizations can do to improve the cardiovascular health, weight management and productivity of their employees through nutrition. She will also discuss case studies about initiatives that are working to shift nutrition habits in the organizations she is working with regularly.
Exercise and nutrition are typically the focus when it comes to improving employee health and wellness. However stress is often left out of the equation and not fully addressed in a wellness program. Stress is costing U.S. businesses an estimated $300 billion every year. In fact, according to a recent study over half of employees say that work stress has made them look for a new job, leave a job or say no to a promotion.
Corporate health expert, Kirsi Paalanen will describe how she helped her client reduce work stress through a comprehensive wellness program that led them to win a Best Places to Work award. You’ll learn how her wellness program successfully reduced stress, improved morale and retained key employees – and how your organization can apply a similar program.
➢ Learn what a successful wellness program really needs to cover – and why nutrition and exercise are not enough
➢ Understand the business benefits of reduced work stress on health care costs, employee productivity and retention
➢ Discover how to structure a successful wellness program to improve employee health, boost productivity and retain key talent
Never before has the workplace been criticized to the extent it is now as an unhealthy place for employees and employers to be. With rising absenteeism due to sickness, stress, burnout and mental health issues, the need to explore these issues is crucial. Perhaps more important though, is to find out what is causing these unfortunate symptoms to occur in the first place.
Enter the whole question of happiness and its effect on employees in the work environment. “The Role of Happiness in the Workplace” presentation will examine some of the factors contributing to and taking away from happiness in the work environment from the perspective of the employer, employee and the work setting itself. Attendees will learn how to effectively influence and change unhealthy workplace practices and behaviours.