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Will you advocate for or against abandoning reliance on the annual performance review? There are many reasons talent management professionals are debating this topic – with research indicating that people’s strengths generate their best performance and are responsible for the most improvement in their performance outcomes. It is well understood at the formal annual report card does not create value equivalent to the resources invested to carry out the process. We know employees have a strong desire for real-time feedback in their search of meaningful work. So how do we make solving these challenges the central focus to creating value through performance management? The opportunity to achieve objectives meaningful to the organization and the employee are further complicated by the gig economy. As employees move in and out and within the organization, leaders must find ways to quickly ramp up the relationship and trust while putting greater emphasis on the integration of performance conversations and personal development. Coaching skills of leaders must be honed to ensure engagement and productivity between and among teams. The presence of freelance workers within the organization amplifies the need for leaders to quickly articulate expectations of the job and host insightful conversations, drive strategy execution by delivering feedback and development opportunities, and gather and share the most detailed view of available talent. Webcast Highlights: Why on-going feedback and coaching is crucial for accelerating performance for all types of employment arrangements How internal mobility and development are highly dependent upon performance management efforts aligned to strategic business objectives and relevant processes What new processes can create transparency, fuel future performance based on strengths, or predict future performance levels

Evolving Performance Management Within the New World of Work

Human Capital Media

The market is changing fast, and jobs are being reinvented every 3-5 years. The problem is, we can’t go back to school every 3-5 years because it’s time consuming and expensive. Combined with people’s changing workplace expectations, we find ourselves in a new working world with a different set of employee engagement challenges. The solution to all these challenges is to consumerize learning at work. Why? Your training solution should operate at a higher level. Your employees expect the best user experience from their favorite personal apps in their daily lives, and the technology expectation at work should be no different. People want an intuitive and engaging learning experience, so that they can acquire new skills at their moment of need. This is what consumerizing learning is able to achieve. In order to succeed at developing and retaining the best talent, organizations today must invest in consumer-first learning technology that keeps up with changes in the market, and keeps employees productive and happy. Takeaways: Why learning is being consumerized and what you can do to manage it The key changes in learner behavior and the learning landscape What it means to offer a consumer-first learning solution

Why We Must Embrace the Consumerization of Learning

Human Capital Media

An organization’s success depends on retaining an engaged, skilled, and productive workforce. But with so many variables that can influence engagement efforts and retention rates, how do you know where to focus your energy? Join our upcoming webinar, Employee Burnout is a Complex Problem — But It Doesn’t Have to Be, to find out how creating a culture of awareness around burnout, engagement, and fatigue can help you develop, manage, and retain a high-performing workforce. During the webinar, experts from Aptitude Research Partners and Kronos® will share: NEW research on best practices for managing employee burnout The steps leadership should be taking to improve retention rates The engagement initiatives and technologies your employees REALLY want Accelerate engagement and prevent burnout. Join us for the webinar that will give you actionable strategies to improve employee engagement — and retain your top performers to deliver bottom-line results.

Employee Burnout is a Complex Problem — But It Doesn’t Have to Be

Human Capital Media

Wouldn’t you like to know the future? Of course you would – and by attending this webinar you’ll learn the most critical 10 trends in HR Tech. By understanding these trends and what’s driving them, you’ll make better technology purchases. HR Tech is NOT rocket science, but technology advancements are moving quite fast. Our three goals with this session are that you are aware, you understand and you’re confident about the future of HR Tech. In this webinar, you will: Get a full map of the current HCM software market. Find out the 10 technology trends you’ll need to watch. Understand how evolving HR technology will affect your work.

The Future of HR Technology

Human Capital Media

Creating a strategic, fact-based HR practice is the objective of every effective HR leader. However, achieving that goal can sometimes seem insurmountable, with traditional business intelligence and data warehouse projects often taking years before they start producing even meager results. But with the right approach, the truth is that you can lay the foundation for a data-driven HR function in a relatively short time if you follow some key workforce intelligence best practices. In this webinar, workforce intelligence expert Dave Weisbeck will explain: How to overcome the hurdles and avoid traps on the path to data-driven HR Why combining workforce data with business data is the key to becoming strategic Examples of quick wins you can make with workforce intelligence

How to kickstart data-driven HR this summer

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From your hiring practices to social media policies, is your organization compliant with 2016’s changes in the regulatory landscape? Do you have policies and strategies in place that will protect your organization from legal claims and regulatory hassles and headaches? And most importantly, are you ready for the upcoming changes in overtime rules? During this Spotlight webinar, Chicago-based employment law experts, Cary Donham and Heather Jackson, partners at the law firm Taft Stettinius and Hollister, will explore recent changes in workplace laws and regulations that are transforming corporate HR functions. They hope to help you, as HR leaders, to be aware of and prepared for these changes, to mitigate risk and enhance your ability to meet the demands of the workplace in 2016 and beyond. During this spotlight webinar, attendees will: Discuss the proposed overtime regulations along with strategies for addressing the new salary basis regulations. Recognize multifaceted approaches to implementing and enforcing corporate social media policies while complying with the National Labor Relations Act. Develop an understanding of best practices in employee pre-hire activities and the potential implications on their organization’s talent acquisition strategy and processes.

Mind the Gap: New Laws Affecting HR Professionals

Human Capital Media

It’s 2016. Do you know where your employees are? Is your organization aware of what is coming? We’re living in an era of incredible change, transitioning from an Industrial Era to a Digital Economy, and trying to navigate the largest human capital shift in history. By 2020 the workforce will be considerably more diverse, mobile and robotic. It will also be younger. In fact, by 2025, 75% of the global workforce will be under the age of 40. Sarah Sladek’s presentation presents in-depth insight into the trends, behaviors, and expectations of the future workforce and features strategies employers can use now to shape the future to their competitive advantages. Her presentation fuses humor with hard-hitting facts about the future workforce. She draws from her own research, and also showcases examples of fatal mistakes and tremendous successes in future planning. Audiences will learn the “FutureFirst” strategy, as well as the chief workforce indicators of change, how to position an organization to be innovative and responsive to these changes, and how to attract top talent and win in the marketplace of the future.

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