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072210 - Talentpalooza Archive
Web 2.0 and the Staffing Process
What is Web 2.0? Examples of Web 2.0 include web-based communities, hosted services, web applications, social-networking sites, video-sharing sites, wikis, blogs, mashups and folksonomies. A Web 2.0 site allows its users to interact with other users or to change website content, in contrast to non-interactive websites where users are limited to the passive viewing of information that is provided to them.
The benefit of using social media for the Staffing function is that it can help find the candidate with the perfect skills set and experience, and also helps the company with a position to fill portray itself as being comfortable in this arena, which can be very important in the global marketplace. However, many HR executives have not embraced Web 2.0 because HR is an industry that values confidentiality and there is still a fairly widespread perception that the Internet is ‘anything goes’, without regard for privacy.
Join us at this virtual conference as we listen to experts on the use of Web 2.0 technologies and how they can be applied to the Staffing function.
Integrated Talent Management: Selecting the Best System and Pitfalls to Success
An Integrated Talent Management System ensures that the right people are in jobs and roles that carefully align their unique talents and interests with the strategy of the organization. When implemented correctly, an Integrated Talent Management System removes friction from the process of harnessing the maximum value that people bring to an organization and creates trust between the company and every person in it.
Most companies have a mish-mash of systems that have been built, bought, and implemented over many years. HR technology systems can include Payroll, Human Resource Management Systems, Learning Management Systems, Applicant Tracking, and more — all of which have different levels of maturity and are commonly owned by different parts of an organization.
Join us as we look at this challenging topic.
Health & Welfare Benefit Providers: Options, Evaluation, & Selection
Health & welfare benefit programs are under significant scrutiny today as employers respond to escalating healthcare costs, unacceptable levels of employee dissatisfaction, regulatory pressures, competitive benefit pressures, and the failures of managed care. The challenge is to find the balance among employee satisfaction, cost, and quality, while adding value through these benefits.
There are many factors that influence health plan selection, including:
- Health care benefits offered by each provider
- Employee out-of-pocket costs
- Employee premium contributions
- Employee attitudes towards the FFS plan or HMO
- Communication of benefits
· Enrollment process
A good health and welfare benefit program will strike a balance between cost-effectiveness and employee satisfaction.
Payroll Options and Solutions
What are the benefits to choosing to Outsource your Payroll versus keeping it in-house? And if you do produce your Payroll internally, do you use an application that is wrapped within an HRIS system or do you choose a stand-alone system? Join us as we look at this topic in today's conference.
Workforce Management - Why You Should Adopt It
Workforce management is all about assigning the right employees with the right skills to the right job at the right time. Workforce management has evolved from the traditional staff scheduling, which is limited to the administration of time/staff management.
Workforce management is evolving into a solution termed workforce optimization. This builds on workforce management to encompass all aspects of managing the complete workforce lifecycle and supports the business with key insights into how its workforce is performing. There is an emphasis not simply on improving operational efficiency or on managing the workforce effectively, but tying this to key business concepts such as the customer experience. The role of workforce optimization is to tie together siloed systems and bridge between the three main stakeholders of HR, operations, and IT. This approach is business driven. It involves automating entire processes, making key data more visible to support better decision-making, ensuring compliance with a wide range of relevant legislation and solving business problems related to staff. Workforce optimization is best viewed as the next logical step in the move to optimize the performance of staff and to manage and understand the impacts of staff on both operational efficiency and the customer experience.
Join today's conference for insight on how workforce management and optimization can be utilized to help your organization reduce costs and increase efficiency.
HRIS Systems Funding and Selection Approach
We see that our clients are facing enormous challenges – improving their HCM delivery model and maintaining or reducing costs.
View Archive - Feb 24 2010
Workplace Wellness and Rx Drug Cost Reduction
Originally run on Feb 24, 2010
Sponsors: BidRx, Healthways, Abacus
Workplace Wellness and Rx Drug Cost Reduction
Increasingly, it is recognized that the workplace itself has a powerful affect on people’s health. When people are satisfied with their job, they are more productive and tend to be healthier. Companies today who want to attract and keep good workers have leaders who understand the connection between employee satisfaction and employee health and believe that workplace wellness is a business strategy. Their management practices include making reasonable demands on time and energy, involving employees in decision making, rewarding work well done, openly communicating, and providing support to balance work and home life. Additionally, many companies are now implementing workplace wellness programs to help their employees improve their health and fitness. These can include online applications, fitness memberships, and onsite diet, lifestyle, and fitness coaching.
A workplace wellness initiative can help a company to:
·Attract and keep employees;
·Reduce the costs of disability, drugs, and absenteeism;
·Reduce the effects of a stressful workplace;
·Reduce health costs or keep them contained; and
·Improve morale by creating a happy, supportive environment.
There are a myriad of benefit programs and wellness applications that organizations can implement to help them improve workplace productivity and employee engagement.
HRIS Systems - Is Yours Meeting your Needs?
Human Resource Information Systems (HRIS) are a software or online solution for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business. Normally packaged as a data base, hundreds of companies sell some form of HRIS and every HRIS has different capabilities. Pick your HRIS carefully based on the capabilities you need in your company. An effective HRIS (Human Resource Information System) provides information on just about anything the company needs to track and analyze about employees, former employees, and applicants.
With an appropriate HRIS, employees can often do their own benefits updates and address changes, thus freeing HR staff for more strategic functions. Additionally, data necessary for employee management, knowledge development, career growth and development, and equal treatment is facilitated. Finally, managers can access the information they need to legally, ethically, and effectively support the success of their reporting employees.
Performance Management
Managing employee or system performance facilitates the effective delivery of strategic and operational goals. There is a clear and immediate correlation between using performance management programs or software and improved business and organizational results.
For employee performance management, using integrated software, rather than a spreadsheet based recording system, may deliver a significant return on investment through a range of direct and indirect sales benefits, operational efficiency benefits and by unlocking the latent potential in every employee's work day i.e. the time they spend not actually doing their job. A good performance management system provides improved management control and helps audit / comply with legislative requirements. It can result in decreased costs, a more motivated workforce, and can help to align the organization to its goals.
Join us at this conference to explore in more detail how your organization can benefit from Performance Management implementation.
Leadership Development Programs: Should You Be Using Them?
Leadership Development Programs are effective at (1) increasing the caliber of the workforce, (2) enhancing efficiency in the organization's education and development activities, (3) reducing turnover and related expenses, and (4) focusing organizational attention on specific strategic priorities. Amid rapidly changing technologies, faster cycles of innovation, and hyper-competitive markets, why do some companies consistently outperform their competitors? Strong leadership is the differentiator. Leaders play a key role in creating and sustaining business success. Likewise, high potential employees (HIPO's) are the emerging leaders in your organization and need to be identified and nurtured.
Learn how leading organizations are using new insights and tools to help develop and sustain their leaders in order to tackle the tough challenges of leading change under pressure, building effective teams, and developing leadership throughout the organization.
The Ultimate Difference in Human Capital Management
Unified, comprehensive HR, payroll, and talent management offered in a Software-as-a-Service model. Curious whether your company could benefit?
View Archive - November 18th, 2009
Quality of Hire: How Can You Identify and Manage the Factors that Impact Quality of Hire?
Originally run on Wednesday, November 18th, 2009
Sponsors: Select International, The Ladders
Fiscal Responsibility & 401K for Your Staff
With the enactment of the Pension Protection Act in 2006, corporations became a bigger part of the governmentís action to bolster retirement savings. The legislation strongly encourages automatic enrollment in a company's 401(k) plan to all eligible employees and to automatically increase annual contributions. It also allows investment advice to be given by the plan provider.
The changes affecting 401(k) and other defined contribution plans are: automatic 401(k) plan enrollment, automatic escalation of contributions with 3 percent of compensation by the end of the first year, 4 percent in year two, 5 percent in year three and 6 percent thereafter, and providing investment-related guidance to help workers get better returns on their savings.
The Pension Protection Act of 2006 has created a whole new list of notice and logistical requirements that HR professionals will be actively involved in implementing and overseeing.
Todayís session will provide information on the most notable changes impacting 401(k) plans and outline the key actions the HR professional or anyone who is involved in administrating retirement plans need to take to comply with the new law.
HRIS Systems: Evaluation, Selection, Implementation, and Integration
A Human Resource Management System (HRMS) or Human Resource Information System (HRIS) refers to the systems and processes that have been developed to help the HR department manage their organization’s people efficiently and effectively as a result of this becoming an increasingly imperative and complex process.
The HR function consists of tracking employee data which traditionally includes personal histories, skills, capabilities, accomplishments and salary. To reduce the manual workload of these administrative activities, organizations will electronically automate many of these processes by introducing specialized Human Resource Management Systems. HR executives rely on internal or external IT professionals to develop and maintain an integrated HRMS.
Quality of Hire - How Can you Identify and Manage the Factors that Impact Quality of Hire?
HR professionals all know they should be measuring quality-of-hire, but research shows that only a minority actually do it. What are those organizations that are measuring quality-of-hire doing? What are practical approaches to measuring quality-of-hire? And in fact, what should be measured? (Hint: both quality-of-candidate and new hire quality should be measured).
It is argued that a commitment to measuring quality-of-hire may also require a shift in perspective. Much of staffing is still driven from an efficiency perspective rather than an effectiveness perspective.
In tight labor markets, getting a handle on quality-of-hire is more important than ever. If it is going to take more to attract candidates, it is easier to offer more if we are more confident that the candidate will turn out to be a quality hire.
Learn how other companies are managing the challenge of identifying and measuring this important metric.
View Archive - October 28 2009
Rewards & Recognition: Align Your Workforce and Reach Your Goals
Originally run - October 28th, 2009
Sponsors for this event: Terryberry, Abenity
Recruitment Process Outsourcing: Could It Improve Your Acquisition Efficiency and Quality of Hire?
With today's mobile workforce and rapid company growth, HR departments generally do not have the manpower to continuously identify and hire talent. Plus, focusing on full-life-cycle recruitment responsibilities does not allow HR to be completely effective. The solution may be to outsource all or part of its recruitment efforts to a Recruitment Process Outsourcing (RPO) partner.
Recent surveys of Chief Executive Officers confirm the highest level of concern around recruiting and retaining talent since the year 2000. When properly executed, Recruitment Process Outsourcing can: improve the quality of an organization's new hires, improve the efficiency and effectiveness of its talent acquisition/hiring process, provide talent acquisition and hiring process expertise that enables the client company to focus on its own core competencies, decrease recruiting costs while simultaneously providing significant value, provide flexibility and agility to the organization's staffing function, and ensure appropriate development and maximum utilization of its Human Capital assets.
Legal Compliance: What's Keeping You Awake at Night?
Join us for the second installment in HR legal compliance as we continue to look at different areas of concern to HR professionals across multiple industry sectors.
View Archive - October 21 2009
HR Strategy: Moving from the Backroom to the Boardroom to Lead the Human Side of Change
HR Strategy: Moving from the Backroom to the Boardroom to Lead the Human Side of Change
HR managers are sometimes seen as reactive administrators, rather than pro-active strategy setters. Become more effective by adopting policies and procedures that put HR in a leadership role.
HR professionals have arrived at the strategy-creating table. This is good, but it is time for HR as a profession to move past this objective. HR professionals have a unique set of perspectives and knowledge to bring to the strategy creation table, but even more important is what they could bring to the strategy-implementation table. HR professionals, often defensive about their comparative worth, need not apologize for not being financial, engineering, marketing, or sales geniuses; they can - and should be - strategy implementation geniuses.
Rewards & Recognition: Align Your Workforce and Reach Your Goals
A recognition program refers to the use of gifts, awards, trips, prizes, and other forms of merit rewards that recognize individual employees for their special contributions or length of service. The use of a recognition program is a very powerful way for management to say to staff "Yes we do notice great work".
79% of employees who leave their jobs cite "lack of recognition" as a key factor. Praise and recognition have been consistently correlated with higher customer satisfaction, employee retention and productivity. Although most firms haven't ditched traditional tokens of appreciation, companies are increasingly looking for ways to link employee recognition to achieving goals, improving products or demonstrating behaviors aligned with corporate values.
View Archive - September 2, 2009
VIEW on "Legal Compliance: What's Keeping You Awake at Night?" Originally run on Wednesday, September 2nd, 2009
View Archive - August 12, 2009
View Archive Recruitment Process Outsourcing: Could It Improve Your Acquisition Efficiency and Quality of Hire? Originally run on Wednesday, August 12th, 2009
View Archive - July 15, 2009
Archive: Onboarding: How to Build Long-Term Employment Relationships
View Archive - May 13, 2009
Workforce Planning & Labor Trends: How Can You Ensure You Have it Right? Originally run: May 13, 2009 Sponsored by: Infohrm, Fidello
View Archive -May 6, 2009
Tying Learning to Performance: Key Indicators and Metrics You Need to Know Originally run: May 6, 2009 Sponsored by: Business Training Library
View Archive - April 20, 2009
Archive for VIEW April 20, 2009 The Obama Administration's Impact on HR - Don't Get Stuck, Sued, or Shafted in the New Economy
View Archive - April 15, 2009
Healthy Workplaces: How Can You Get One and Why Should You? Originally run: April 15, 2009
View Archive- March 4, 2009
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