VIEW Upcoming Events
VIEW Schedule of Upcoming Events
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For more details about VIEW events, please call us at: 877.472.6648, or email us at:view[at]hr.com
2010 Schedule - Click on the topic for more information or to register
Effective Onboarding for Smooth Transitions
How an employee perceives his or her experience from the time they are hired to getting through their first couple of weeks can have a real impact on their satisfaction and retention. Does your company welcome new employees with a well-rounded and thoughtful onboarding program? It only makes sense to ensure that once you have selected a new hire that you provide them with an effective way to make them as productive as possible as quickly as possible. There are a number of strategies that an effective onboarding program should include.
Join us at this conference to learn how your organization can become masterful at this critical activity.
Quick - What Do People Think of When they think of Your Company? (And Why It Matters!)
Did you know that candidates rate an organization's employment brand the 2nd most influential factor when considering employment opportunities? A solid employer brand will generate awareness and provide a consistent voice and framework. Developing and managing your employment brand is one of the most important aspects of your organization’s overall recruitment strategy.
The goal of any organization's employment branding should be to build the organization's reputation as a top place to work in order to attract top talent. Positive employment branding will result in a significant increase in the volume of unsolicited resumes, higher quality candidates, higher offer acceptance rates, an increased number of employee referrals, improved employee retention rates and an overall increase in the success rates of an organization's recruitment programs.
Join us as we examine how you can strive to become the number one brand in your vertical, and what components your employment branding initiative should include.
Rewards & Recognition: Are You Leveraging the Best Ways to Reward and Motivate Your Employees?
Studies have shown that rewards and recognition motivate people to do a better job because they know they are valued. Motivated people offer great potential for success in business projects, team efforts, and job performance, which has a direct impact on the success of your organization. Providing a thoughtful and well-rounded rewards and recognition program will also aid performance management and improve employee satisfaction, which directly impacts employee retention.
Join us to learn how you can employ rewards and recognition programs to help meet your objectives, keep your employees performing optimally, and impact employee retention.
Corporate Health & Wellness
We are facing a nation with escalating health issues and a health care cost burden that is stunning. Corporations have been absorbing the impact of costly, preventable diseases up to now, but with new health care legislation and a growing awareness, companies realize that a new approach is needed. Personal health behaviors over which individuals have control, such as diet, smoking, and activity, significantly impact chronic disease, which, according to the CDC, account for 75%, or $1.5 trillion, of our nation’s health care costs. Yes. $1.5 TRILLION.
The increase in lifestyle-driven conditions not only contributes to the rise in health care costs, but negatively impacts employee productivity. In fact, it is estimated that the lost economic output associated with seven of the most common chronic health problems - cancer, diabetes, heart disease, hypertension, mental disorders, pulmonary conditions and stroke - totals more than $1 trillion, including time lost for employee and caregiver workdays and individual and caregiver presenteeism.
Join us as we look at this issue and what companies can do.
RPO: How Do You Decide Whether Your Company Should Go Outside?
The official definition for RPO given by the Recruitment Process Outsourcing Association (RPOA) is: "Recruitment Process Outsourcing is when a provider acts as a company's internal recruitment function for a portion or all of its jobs. RPO providers manage the entire recruiting/hiring process from job profiling through to the onboarding of the new hire, including staff, technology, and methodology and reporting. A properly managed RPO will improve a company's time to hire, increase the quality of the candidate pool, provide verifiable metrics, reduce cost and improve governmental compliance."
Join us to learn about RPO and whether it is right for some, or all, of your hiring processes.
Legal Issues for HR Professionals
HR compliance is a process. It's a way of defining proper individual and group behaviors, and assuring that laws and policies are understood and followed. This means you must know the laws and develop appropriate policies in relation to these laws. Compliance also means you and your managers need to communicate these policies to the troops, along with your expectations for adherence and the consequences for non adherence. The latter requires specific investigative and punishment procedures.
Effective HR compliance programs need to be integrated into your business strategies and given more than just lip service. Compliance has to start at the top and trickle down to all levels, so everyone in the company knows that the workplace must be kept safe and discrimination won't be tolerated.
Join us as our experts examine a few of the Legal Compliance issues that HR executives need to be aware of in 2010.
How Can You Think Like a CEO from the HR Office?
HR has historically been known as a support department with a lot of responsibility and little control over outcomes. However, in the current climate of globalization, changing demographics, cost containment, and advanced technology and legislation, HR must prove its importance by acting as a strategic partner and aligning with company wide objectives or face outsourcing themselves. HR professionals need to begin aligning their focus with knowledge management, foresight, and strategic redirection and renewal.
Join us at this conference as we examine the changing role of HR and how the new HR professional must become strategically aligned or face the consequences
Developing Great Leaders
According to recent research by the American Society of Training and Development, companies with regular employee training consistently outperform companies who do not train their people. Businesses interested in long-term viability recognize that to be successful, they must continually develop their people - especially their leaders.
Companies consistently look for ways to increase revenues and decrease costs, and when the economy takes a downturn, one of the first areas that is often cut is training and development. In the short-term this will decrease a company's costs, but in the long term, research shows that when the economy bounces back, companies who continued to invest in their high potential employees and their leaders achieve much greater sucess than those who don't.
Leadership is an essential factor in any kind of organization. Leaders are your motivators, your innovators, and your key to success. Organizations need leaders who can challenge the norm, motivate people, and push the frontiers. Great leaders display the ability to think creatively and often can change the rules of the game in whatever industry they enter. A leadership development program can serve as a powerful tool for the growth and success of your business.
Join us as we examine what it takes to make a leadership development program effective and why your organization could benefit from implementing them.
Learning Mgmt Systems: Functions, Offerings, and What is Right for You
A learning management system (commonly abbreviated as LMS) is a software application for the administration, documentation, tracking, and reporting of training programs, classroom and online events, e-learning programs, and training content.
LMSs range from systems for managing training and educational records, to software for distributing courses over the Internet with features for online collaboration. Corporate training departments use LMSs to automate record-keeping and employee registration.
There are many uses for LMSs including: student self-service; training workflow; the provision of on-line learning and on-line assessments; management of continuous professional education (CPE); collaborative learning; and training resource management.
Some LMS providers include "performance management systems", which encompass employee appraisals, competency management, skills-gap analysis, succession planning, and multi-rater assessments (i.e., 360 degree reviews). Some LMSs also include recruitment and reward functionality.
This all-day conference will showcase companies whose Learning Management Systems are used for corporate training and should be attended by anyone with an interest in evaluating LMSs or discovering who the players are.
Improve Your Quality of Hire - And Know How to Measure It
Quality hiring is more than running ads, screening, interviewing and checking references. It is a series of specific procedures that can bring in top candidates or create bottlenecks and inefficiencies. Improving your quality of hire involves a multi-pronged strategy that includes how you source candidates, defining job profiles, analyzing your process, and measuring your results. There are different methods to measure quality of hire including first pass yield, second pass yield, and roll through yield; cost per hire; and new hire quality measurement.
Join us as we examine how you can improve your quality of hire and measure your effectiveness.
Fiscal Responsibility & 401K for Your Staff
It used to be that you worked for a company for most of your adult life and as part of your agreement, the company had an obligation to fund their pension plan to take care of all employees through the retirement years. Unions were created for the same reason; pensions were their primary concern. Social security was designed to supplement these pensions. Today’s environment is different. Many businesses have replaced the traditional pension plan with a 401k or 403b contribution plan, and do not match funds. Employees must learn what contributions they need to make in order to provide a comfortable retirement. Without proper planning, many people will outlive their retirement portfolios. So what is the role of the organization in all of this?
Join us at this conference as we examine what companies can do to help their employees plan effectively for their retirement.