CLO Breakfast Club: Lessons From The Road
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Learning and leadership are in a constant state of change. Results today are no guarantee of success tomorrow. Now more than ever, CLOs are critical to a growing set of crucial organizational imperatives, from employee development to talent management and workplace culture. Learning is no longer defined by traditional bounds, happening at set times with specific people in certain conditions. This special CLO webinar is the perfect opportunity to hear how learning is being redefined – by our times, by our organizations and employees and by us. Specially designed by the magazine’s editors and advisers, this highly interactive webinar curates ideas from the four city Breakfast Club series on defining and developing a learning strategy. Moderated By: Mike Prokopeak Vice President and Editor in Chief Chief Learning Officer Magazine Panelists: Ryan Seamons Product Manager Degreed Tim Staley Senior Professor Keller Graduate School of Management Margaret Flynn Senior Product Manager of Learning and Collaboration Saba
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How Dimension Data created a consultative approach focusing on promoting an effective partnership between talent acquisition and hiring managers.
How the talent acquisition team and Brown-Forman uses candidate insight to create onboarding and development strategies for new hires.
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Hear how AIG reinvented their performance management process to be a quick, interesting and engaging experience for both managers and employees.
Explore the role neuro and behavioral sciences play in the performance management.
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Audience Takeaways:
Importance of frontline manager development for solving today’s business challenges
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How high engagement learning can accelerate leadership development, particularly for first-time managers
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Like most organizations, AIG was not satisfied with how they were managing performance. So they set out on a 12-month journey to learn the science behind why most performance management systems fail. They partnered with some of the greatest minds in the world, from leading consultants to Nobel Prize-winning behavioral economists and used this information to completely reinvent performance management at AIG. The result is a quick, interesting and engaging experience that in 10 minutes provides a rich description of an employee and makes it easy to have constructive conversations that drive high performance. Implemented across AIG’s global population and at all levels of the organization, more than 95 percent of employees report that the process as fair, accurate and encouraging, and 87 percent report that the conversation was useful in improving their relationship with their manager. This session will cover what AIG learned on their journey and the details of their revolutionary approach to performance management.
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Explore the role neuro and behavioral sciences play in the performance management.
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Mutasyonlar ve mutajenler (fazlası için www.tipfakultesi.org )
Mutasyonlar ve mutajenler (fazlası için www.tipfakultesi.org )
Reframing Performance Management Conversations: AIGs Transformation Story
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Similar to CLO Breakfast Club: Lessons From The Road
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It makes sense to focus on education for the leadership in your organization, but what about the people on the front line and in the middle? On the surface, it seems that these groups are being cared for and developed for career success—a recent report from the Institute from Corporate Productivity and UpSkill America showed that 89 percent of surveyed organizations offer development opportunities to frontline workers and 82 percent offer them tuition assistance. Yet the outcomes of the opportunities may not be a priority: 73% don't know how many frontline workers actually take advantage of that development.
Join practitioners from across the country to hear how and why they’re choosing to make education investments in their frontline and middle management not just a practice but a priority.
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On average, people only have 1 percent of their workweek to focus on learning, and employees are now interrupted as frequently as every five minutes[1]. In addition to distractions, workers are simply too busy and impatient to sit down and complete hours-long training. Most learners will not watch videos more than four minutes long, and 55 percent of people spend fewer than 15 seconds on a website[2].
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What Microlearning is, and is not
Areas of success and pitfalls when it comes to Microlearning
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Use cases and examples of Microlearning as experienced in real workplace scenarios
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In this webinar, participants will learn:
The Comcast approach to building leaders to build the bench.
How Comcast is encouraging employees to own their career development.
A simple yet effective model for personal and professional development.
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Worldwide, $130 billion dollars was spent on corporate training in 2014, up 15 percent from 2013. Meanwhile:
70% of organizations cite “capability gaps” as one of their top five challenges.
Employees have as little as 1% of their work day to dedicate to learning due to continued capacity strains
“Corporate training” is rated as the lowest valued way to learn at work.
That should be a scary picture for every learning and performance professional. We’re quickly losing relevance in a world that needs our help but doesn’t have the patience for us to get our act together. Learning and development must change to meet the needs of the modern learner and workplace — but how?
In this webinar, JD Dillon from Kaplan Higher and Professional Education will share his organization’s practical approach to evolving what it means to support learning and performance in the modern workplace. Dillon will explore the challenge facing L&D as it attempts to step off the business sidelines to become an essential part of the business ecosystem. Participants will discover how Kaplan used a resource-centered approach, supported by the realities of brain science and the context of the modern workplace, to become a valued partner to every employee in their student support teams.
During this webinar, we’ll discuss how L&D professionals can begin to:
Redefine what it means to support learning and performance in the context of the modern workplace
Shift L&D’s focus from formal instruction to searchable, on-demand resources
Leverage basic brain science principles to motivate learners and drive long-term knowledge retention
Create simple, integrated learning opportunities using diverse content and technology
Promote L&D’s position from the business sidelines to a starting role in every employee’s workday
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How can organizations ensure that women are able to rise to leadership positions?
While companies have been making efforts to promote gender diversity, there is still a significant amount of progress to be made to ensure that women have the support they need to reach leadership roles.
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The causes and data behind the trend and how companies are shifting to adapt.
What the "consumerization of learning" means.
How you can create a learners.-first culture in your organization while maintaining security and visibility.
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Most organizations have a leadership development program targeting high ceiling early career resources with the intention of developing them into future leaders for the company. The challenge with these programs is they are a short-term cost to the business with the long-term benefits being hard to measure.
In this session you’ll learn how Cox Communications:
Created an early career leadership development program that simultaneously delivered immediate and measurable business value.
Developed a culture that fosters peer-learning and support.
Implemented a successful support structure to ensure management was equipped to grow the new resources.
How the Workforce Learns In 2016
According research by ATD, only 38% of learning and development (L&D) professionals think they’re ready to meet the needs of tomorrow’s learners. So to help L&D teams better engage employees, Degreed recently surveyed 500+ people to understand the learning culture, values and habits of today’s hyper-kinetic, hyper-connected workers.
Sign-up for this 30-minute webinar to learn:
How people really build their skills and fuel their careers in 2016
What employees think is most missing from the workplace learning environment
5 strategies for adapting L&D to meet the learning needs of tomorrow's workforce
HOW TO CREATE A CULTURE OF ENGAGEMENT
The world of work is changing rapidly. Employees are demanding more learning and development opportunities that are engaging, easy to consume and available on-demand—when and where the they want it. Organizations are finding that recruiting and keeping employees is a growing challenge and are investing in learning and development programs to attract and retain workers. However, even with an increase in the availability of on-demand, easy to consume learning, many employees still are not engaging with it. This isn't simply an 'If you build it, they will come' situation. Without attention to creating appealing and engaging learning opportunities within a modern learning culture, that organizational investment is likely to fall very short of its potential.
In this webinar, tactics will be presented to help you:
Get insights to determine if your employees are engaged
Embed learning into organizational culture to drive employee engagement
Design learner-centric programs that put your employees in the driver's seat of their professional development
CLO SURVEY: DEFINING & MAPPING EFFECTIVE HIGH-STAKES LEARNING
We asked 400 CLOs and over 1000 learners what they think the state of their organization’s learning culture is and where they hope it is going. Join us for an intriguing and somewhat disconcerting summary of your peers’ perspective as we dissect the key findings and its implications for L&D approaches moving forward. Additionally, we’ll provide some clarity around what an effective Collaborative Learning solution functionally is and how the benefits transcend common barriers to adoption.
This webinar will:
Identify the most business-critical challenges facing CLOs today
Dissect the data trends and what they mean for the industry
Define the ideal modality for high-stakes learning and justify its adoption
CREATING A HIGH-IMPACT COACHING CULTURE: BEST PRACTICES FROM ORGANIZATIONS TH...
A coaching culture is a key component of improving productivity, increasing retention, and driving business results. Organizations thrive when coaching occurs up, down and throughout the organization, with executive leaders leading the charge. Based on first-hand research with more than 500 organizations implementing a coaching culture, this webinar explains the key elements of a mature coaching culture and how to effectively bring them into your organization.
Attend this webinar to learn:
What makes a coaching culture successful (and what stands in the way)
How organizations with the strongest coaching cultures support their coaches
How coaching employees generates real business results
Producing Webinars For Nonprofits & Libraries
This online seminar was recorded and can be accessed by clicking on the link to the right. You'll also see a link to the PowerPoint presentation. If you have additional questions about graphic design software, please post them to our Software Forum.
Producing Webinars For Nonprofits & Libraries
This online seminar was recorded and can be accessed by clicking on the link to the right. You'll also see a link to the PowerPoint presentation. If you have additional questions about graphic design software, please post them to our Software Forum.
Best Practices in Partner and Channel Training
This interactive and collaborative session will explore how some innovative organizations are engaging with and training the channel faster and with more impact. You will learn how two technology companies and the leading single-cup coffee system maker used analytics to understand learning behavior to adjust and improve their training efforts practically in real time. Hear how these same organizations created a 2-D learning community to allow easy access to content, subject matter experts and peers. You will also get input from the audience to hear other best practices used in other industries.
FINALLY CAPTURE THE WHITE WHALE OF LEARNING: MEASURE IMPACT ON BUSINESS RESULTS
Learning has become a top concern for the C-level. Business impact and ROI of learning programs are the top two priorities of CEOs, according to the LinkedIn Workplace Learning Report. Yet only a small percentage of organizations are delivering on either of those insights. Measuring learning at the higher levels of the Kirkpatrick model is a struggle that many organizations are facing. However, with advancements in big data technology and analysis, measuring business impact is no longer a white whale.
In this interactive webinar, learning leader, Tina Woita, will level set on what is happening in learning functions today and the common challenges organizations are facing in their attempts to measure impact. Illustrated through her own experiences, Tina will share practical tips on how you can empower your teams with the right tools and strategy to successfully measure the dollar and productivity impact of your learning programs.
Key takeaways:
Common measurement challenges at each level of the Kirkpatrick Model
Effective measurement strategies
Relevant success stories of measuring learning impact
Are you ready to embrace informal learning?
Whether you’re ready for it or not, it’s happening. Your employees are generating self-driven development experiences from any multitude of resources. They’re taking to Google, YouTube, blogs, books, podcasts, and industry experts to get the answers they need. Information is ubiquitous and informal learning is the name of the game.
In fact, research shows that at least 80% of all workplace learning is informal.* So let down your hair, loosen your tie and join Saba as we discuss how to assess whether or not your organization is ready to embrace informal learning and what it means to nurture informal learning in a way that works for everyone.
In this webinar, you’ll gain insights into:
What it means to embrace informal learning – the good, the bad, and the ugly
How to assess whether or not your organization is ready to tackle informal learning, including access to an on- demand assessment checklist
What it takes to implement, manage and measure an informal learning program that meets the needs of your employees without restricting them
How to improve the user and administrative experience through an informal learning strategy
DEVELOPMENT OF FRONTLINE LEADERS: A STEALTH APPROACH
Many organizations have limited resources (time, bandwidth, funding) for the personal development of frontline leaders. The focus is often on training and ensuring those individuals have the skills to perform their job. This approach to personal development utilizes a “stealth approach” that can utilize resources in place to impart this knowledge through a facilitated mentorship approach.
Learning Objectives:
Determine key competencies to focus on.
Provide easy to use resources for mentors to facilitate discussion and create action items.
Create micro-level activities and assignments for mentees to complete between sessions and build on throughout the session term.
DEVELOPING MIDDLE MANAGERS INTO BETTER PEOPLE MANAGERS
Are your managers driving your talent out the door? With the highest quit rate we’ve seen in nearly two decades, companies need every tool in their belt to retain key players. One area to pay attention to are your middle managers because as the saying goes, people don’t quit companies, they quit managers. This session will give attendees tips to build their managers into better people managers to retain top talent. Key takeaways include:
Understanding the critical role managers have in an organization.
Understanding the difference between people managers and managers.
Traits of good people managers.
Mistakes made when identifying good people managers.
Developing people managers.
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A Practical Approach for Supporting the Modern Learner
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EMPOWERING WOMEN IN LEADERSHIP: HOW TO DEVELOP FEMALE TALENT
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ORGANIZATIONS INVESTMENT IN EXPANDING EMPLOYEES’ PERFORMANCE CAPABILITIES TO ...
CLO SURVEY: DEFINING & MAPPING EFFECTIVE HIGH-STAKES LEARNING
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FINALLY CAPTURE THE WHITE WHALE OF LEARNING: MEASURE IMPACT ON BUSINESS RESULTS
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DEVELOPMENT OF FRONTLINE LEADERS: A STEALTH APPROACH
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More from Human Capital Media
STRATEGIC WORKFORCE PLANNING: WHERE HR AND FINANCE MEET
In today’s dynamic business world, it is imperative to be able to react proactively to changes in the macro and micro environments with a strategy for all of your business’s investments, including their most important and largest asset, their employees. In their workforce planning efforts, C-suite leaders have to plan for critical roles and competencies that address the demand for candidates and ensure it aligns with the company’s business strategy.
Join us for the webinar, Strategic Workforce Planning: Where HR and Finance Meet, to learn how Oracle’s Strategic Workforce Planning Cloud Service (SWPCS) can help today’s HR leaders align future human capital needs with future strategic decisions of the C-suite. SWPCS provides the ability to visualize scenarios with an infinite amount of options to help determine the best approach to both tactical and strategic decisions. Learn how your organization can benefit from resource efficiency, global strategy alignment and cross-departmental collaboration through SWPCS.
What Attendees Will Learn:
The steps and best practices on how to execute Strategic Workforce Planning in your organization.
How human resources can collaborate with finance departments to align future human capital needs with future strategic decisions of the business.
How to use the tool to identify current skill gaps and forecast future workforce needs.
Examples of what-if scenarios with data and input from the HR and Finance management systems that can help prepare for the unexpected and establish action plans.
This event is co-hosted by Baker Tilly and Oracle. By clicking the ‘Register’ button, Baker Tilly and Oracle will have access to your personal information, and all may communicate with you regarding this event and their other products and services. Each party will be responsible for managing their own use of your personal information. We recommend you review the privacy policies of Baker Tilly and Oracle to address any questions you have regarding their handling of your personal information.
ADDRESSING THE SKILLS GAP BY IDENTIFYING, DEVELOPING, AND REWARDING LIFELONG ...
Organizations are struggling to find skilled workers to fill jobs. Workers are struggling to stay up to speed on the skills they need to succeed in today’s labour market. Students are graduating with skills that are already obsolete. Despite this, there is massive voluntary turnover happening across industries as employees seek jobs that offer them education and growth opportunities. Businesses and educators today need to invest in workforce learning and development in order to stay relevant and prepared for a rapidly changing economy. Employers need to work with education institutions to recruit, develop, and retain lifelong learners who have the capacity and desire to upskill and reskill over the course of their careers.
In this webinar:
Explore the skills gap facing organizations today
Analyze the role of workforce and educators in solving the skills gap
Learn how to identify lifelong learners who will be able to upskill and reskill over time
Discover strategies for effectively rewarding and encouraging lifelong learning at your organization
2020 GLOBAL EMPLOYEE EXPERIENCE TRENDS
What drives employee engagement across the globe? What can you do to meaningfully improve employee experience in your organization? Join Qualtrics Employee Experience Consultant Yesenia Cancel for a deep-dive into the 2020 Global Employee Experience Trends, a comprehensive study of 13K+ workers across 13 geographies. Through a mix of data insights and case studies, Yesenia will highlight insights to drive your people strategy in 2020 and beyond.
Learning objectives:
Deep dive into 3 key trends that can impact your people strategy in 2020
Hear how other HR leaders are gathering and acting on employee feedback
Learn proven strategies for empowering managers to act on employee feedback
HR TRENDS 2020 THE NEXT DECADE OF WORK
2020 is the year that accelerates HR’s focus on supporting the changing nature of work. We see the convergence of trends in people analytics, employee experience and the race to embrace digital strategies in every industry. Nobody disputes that the future of work is being shaped by what many call the Fourth Industrial Revolution.
Join Paul Rubenstein, Chief People Officer, Visier and Ravin Jesuthasan, Author and Managing Director, Willis Tower Watson as they explore the role that HR leaders will play in supporting business and talent outcomes.
We will dive into the new expectations of HR’s capabilities around technology and people science and examine practical insights drawn from Willis Towers Watson’s new white paper HR4.0: Shaping People Strategies in the Fourth Industrial Revolution. This will include a discussion of case studies and experiments from organizations who are breaking new ground in the use of analytics, assessment science, talent management techniques and other practices as their HR functions shift from being stewards of employment to being stewards of work.
IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?
Leadership development today is not delivering on board level expectations and research shows there are issues in developing leaders just-in-time and in a consistent and cost-effective way. There’s a growing need for organizations to completely rethink how they develop their leaders. This session will demonstrate how leadership development can deliver on its promise and how you can tune your LD-strategy and offer tomorrow’s needs.
The learning objectives for this interactive session are:
Understand the current state of leadership development in organizations
Explore the reasons why LD often fails today
Provide a leadership development framework to enable performance for all leader
Review key metrics and enablers for leadership development
MEASURING THE BUSINESS IMPACT OF LEARNING: WHAT WE’VE LEARNED
The ‘Measuring the Business Impact of Learning’ benchmarking survey, conducted by LEO Learning and Watershed (on behalf of Learning Technologies Group) is entering its fourth year. With the survey launching on November 1st and closing on December 13th, LEO Learning and Watershed are holding a webinar to reflect on the results so far, plus discuss how organizations they’re working with have overcome the barriers in measurement planning and implementation. The insights are drawn from their group experience working with a range of clients in this field and should be valuable for anyone who wants to get going in learning analytics and sustainable business impact assessment.
Join your hosts as they cover the state of the world of measurement, and you’ll receive:
An understanding of how well-known organizations have overcome the barriers in measurement planning and implementation.
Real-world examples of how to get management buy-in, designing for data, building data ecosystems, implementing a learning analytics strategy and more.
The opportunity to take this years ‘Measuring the Business Impact of Learning’ survey, and see the results coming in live!
EMPOWER A CAREER JOURNEY: FOSTER YOUR WORKFORCE’S GROWTH AND DEVELOPMENT
Learning and development is critical to an organization, if you don't help the workforce learn and grow in their jobs and their roles, they're not going to be engaged in their positions. Join Ryan Rippy, Talent Management System Administrator at Trustmark Bank as he discusses the challenges of taking a manual process and automating it to achieve business goals and track performance across roles - using succession planning to create a talent pipeline for key positions and developing all associates along their journey.
By the conclusion of the webinar, you’ll leave with:
Ways to help your workforce be engaged in their jobs and be engaged as employees
The benefits a succession plan has to your organization and your employees
Effective LMS strategies to integrate talent modules
View successful metrics and how it begins with onboarding through performance management and into development
STRATEGY + TECHNOLOGY A WINNING COMBINATION FOR EFFECTIVE LEARNING MEASUREMENT
How do you know if your learning program is really working?
Proper course tracking and sharing of learning data can help organizations develop best practices for how organizations measure the impact of learning. When historically, tools and systems haven’t made it easy to access and correlate data in order to measure, finding the right combination of strategy and technology can help optimize learning results to increase performance and impact business outcomes across the entire organization.
In this webinar you will learn about:
Best practices for measuring and optimizing learning programs.
Learning tools that improve workflow efficiency.
Expanding L&D value across the enterprise to drive results.
8 PRINCIPLES OF ORGANIZATIONAL RELEVANCE
In this age of digital transformation, the speed of business propels at breakneck pace. Thirty years ago, companies moved much slower, akin to a Class-II whitewater rapid. The executives at the helm of the lead boat negotiated the rapids dragging everyone else behind in another boat. Support functions and many individuals definitely didn’t have a place in the lead boat, but it didn’t matter much, as the convoy still succeeded moving at a manageable pace.
But today, companies demand agility, responsiveness, and foresight as they traverse dangerous Class-VI rapids. Insufficient or ineffective communication fostered or hindered by Relevancy of individuals and Teams across all disciplines leaves your organization perched precariously on the edge of a major crisis, potentially provoking financial catastrophe, deteriorating customer loyalty, and brand presence.
Damage comes in more insidious forms as well, including the repercussions of ineffective production and communication, or the cancer of a toxic organizational culture. Despite these treacherous waters, we are still often not asked to be part of the lead boat. Pat Bodin, the best-selling author of Get in the Boat: A Journey to Relevance, will discuss organizational relevance and actionable items to give you the opportunity to earn a seat in the lead boat.
Impacts of Organizational Relevance include:
For the Individual:
Elevates their awareness of the needs of all groups within the organization
Broadens their visibility to the core operations in support of its’ needs
Creates improved job satisfaction and belonging
For the Organization:
Strengthens the working relationships across all disciplines and improves retention
Fosters Talent Development
Drives performance through common focus between individuals and groups
THE AGILITY SHIFT: T-MOBILE DEVELOPS LEADERS FOR A VUCA WORLD
A volatile, uncertain, complex, ambiguous (VUCA) workplace requires a distinct set of leadership competencies: non-hierarchical influence, the ability to rapidly align across functions, creativity for drawing insights across domains, and most of all, “empathy,” the linchpin leadership skill in the modern workplace. Empathy allows us to imagine the world from different perspectives, unite across functions, generations, regions. Join Melissa Lanier of T-Mobile to learn about “The Agility Shift,” an award-winning leader development offering designed to equip people managers to thrive in an uncertain, complex, and ambiguous environment. The program, which will utilize cutting-edge virtual simulation technology, is designed to help leaders respond quickly and increase resilience by immersively preparing them for stressful encounters. Impact is measured on an individual, function and business level. Collectively, managers report learning how to “avoid tunnel vision,” "think on their feet," “respond rather than react” and embrace a positive mindset.
FUTUREPROOF YOUR ORGANIZATION: SUCCESSION PLANNING IN THE SKILLS ECONOMY
According to Bersin by Deloitte, only 33% of millennials believe their organizations are using their skills well, and 42% say they are likely to leave because they are not learning fast enough. Developing new knowledge, new skills and new abilities is critical to futureproofing your organization’s evolving talent needs. Additionally, assessing the abilities of your talent is essential to understanding the profiles of your employees and ensuring the right role is filled with the right ability. Whether employees need development or have mastered success, understanding the skill profile of your talent is critical to futureproof organizational growth and innovation. This session explores ways to fine-tune your talent’s abilities to perform their job duties as well as future ones.
Attendees of this presentation will have a clear understanding of:
Methods to assess the skills and abilities of your talent to ensure the right role is filled with the right employee.
Ways to incorporate development, skills assessments and succession planning into employee performance conversations.
How to create now the company culture you want to be then.
RE-EVALUATING YOUR ORGANIZATION’S SKILL GAPS
Many companies seem to have fallen victim to the ominous skills gap – but only because they’ve found it’s easier to place blame somewhere than to look at what they can do to fix it. If you’re struggling to find qualified candidates, you might need to take a deeper look at your organization and ask some pointed questions. Are there areas of the recruiting process that are lending to skill gaps? Have you done a formal assessment to uncover skill gaps? Are you using modern learning methods to bridge gaps by upskilling your current workforce?
Join Katie Miller from BizLibrary as we re-evaluate potential root causes of your organization’s skill gaps and discuss what can be done to fill them efficiently.
In this webinar, you’ll learn:
The factors that could be contributing to your skill gaps, and how to find and address the root causes
How to re-evaluate what a “qualified candidate” is in order to create more relevant and realistic talent expectations
How to start uncovering your organization’s skill gaps with a formal assessment
How to use modern training methods to bridge skill gaps by upskilling your workforce
HOW TO FIX THE LEADERSHIP DEVELOPMENT GAP
Behind every successful organization is a great team of leaders. But despite billions of dollars spent each year on leadership development programs most companies are still failing their next generation of emerging leaders. In fact, according to Gallup, 50% of attrition is due to poor managers––which makes that the biggest driver of employee disengagement.
So why are leadership development programs failing? And how can we fix it?
Join us for a live webinar where we discuss reasons these programs fail and how to keep your leadership development on track. We’ll explore:
How to identify who should be a leader in the first place
The big, pervasive problem with leadership development
What to do with great employees who might not be cut out for management
The best traits to bring out of your emerging leaders
And more!
EXPLORE THE CORE PRINCIPLES OF DESIGN THINKING
Design Thinking is getting a lot of attention today, for many reasons. Innovation is the key to reinvention, which is the goal of organization’s who are looking to future-proof and define themselves as leaders in the Experience Economy. Join Kristin Shackleford for a practical discussion to review the core principles of Design Thinking, and walk away with insight around:
Why it’s important
Who should participate
How to create a culture of Design Thinking
Practical ways to get started driving creativity and innovation that will make a difference to your customers and within your organization
REACHING THE BLUE COLLAR WORKFORCE: HOW POLARIS DEVELOPS TALENT IN 2019
Traditional L&D isn’t obsolete, but it has become outdated. That’s why we collected data from nearly 800 workers, managers, and leaders from around the globe to gain some insights into where L&D and talent leaders can be more effective. The survey says…..L&D is falling short for the modern workforce. In fact, our respondents gave their employers an overall Net Promoter Score of -25 on their learning and development strategies. But many business leaders know this already. What they don’t know is how to fix it. The good news is that employees still love learning and they’re looking for organizational guidance. By honing in on the data and insights that impact how people — and companies — learn, you can make smarter investments in your most valuable assets: the skills of your people. Lucky for you, this event also includes a quick case study from Booking.com on how they are making this data come to life in their organization.
Register for this webinar to learn:
The difference between learning and acquiring new skills
How to apply hard metrics to your L&D strategy
How to align your employees’ learning goals with those of your larger company
How Polaris is putting the insights from the research to work at their organization
HIRING & FIRING AROUND THE WORLD: AVOID LEGAL TRIPWIRES IN THE TOP COUNTRIES ...
The war for talent is heating up and businesses are smart to consider qualified, passionate candidates from around the world.
That said, hiring and firing in countries other than the U.S. comes with interesting (and often surprising) challenges.
In the U.S., companies can hire quickly as business entities are already established. They can fire quickly as well, so long as the reason isn’t illegal.
What many executive teams overlook is that this efficiency isn’t the same when expanding and adding team members globally. Internationally, hiring without setting up a subsidiary is impossible. And the concept of at-will employment, where companies can let go of employees at any time, does not exist.
What does this mean for your international expansion plans and your business? What would normally be an uneventful employment action or termination in the U.S. could blindside your company in an international context.
Navigating the intricacies of country-specific labor laws can feel like a minefield of potential legal exposure, expensive litigation, and costly payouts. It’s critical to be prepared before you make the first international hire.
In this webinar, you’ll learn:
3 things every HR lead needs to know when it’s time to hire globally
Surprising facts about employment law and benefits packages in EMEA, APAC and more
What U.S.-based HR teams need to know about the termination process in key expansion countries (and real stories from international HR specialists on the ground)
INNOVATION GENERATION: THE BIG HR TECH DISCONNECT WEBINAR
Register for the webinar to hear:
From VP Proposition and Client solutions, Matthew Jackson about how organizations are driving the change needed for a competitive advantage.
Stephen Migliaccio, Director Global Provider Automation, share his thoughts on how HR technology and provider automation create a globally consistent employee experience.
James Knight, SVP Data and Analytics on how data and analytics is powering the future of HR.
Dont wait what 300 ld leaders have learned about building data fluency
Data science and AI are impacting many industries globally, from healthcare and government to agriculture and finance. Everybody needs to be able to work with data the way everybody needed to start using email 20 years ago. As we wrote in Harvard Business Review, “Very few companies expect only professional writers to know how to write. So why ask only professional data scientists to understand and analyze data, at least at a basic level?”
But what value can data fluency actually add, what are best practices to build it into your organization, and what are the biggest challenges that businesses encounter in data-driven transformations?
To answer these questions and more, we conducted a survey of over 300 Learning and Development leaders from diverse industries including healthcare, technology, consumer goods, government, and finance. Join this webinar with Dr. Hugo Bowne-Anderson, a data scientist and educator at DataCamp, to find out what we discovered and what 300 L&D leaders have learned about building data fluency.
Learning Objectives:
What value can data fluency actually add?
What are the best practices to build data fluency in your organization?
What are the biggest challenges that businesses encounter in data-driven transformations?
HUMANIZING BUSINESS AND CHANGE
As businesses become more technological (AI and robotics), there is a challenge and opportunity to, paradoxically, make them more human. The Business Roundtable talked about the importance of human stakeholders over just profit — but how close are we? Are those nice words? What would it take to make business and change more human? As a change, ethics and leadership expert with 40 years of experience, Paul Gibbons will talk us through conclusions from his new book “IMPACT.”
LEARNING OBJECTIVES:
1) Is the Fourth Industrial Revolution really "a thing?” What is it and what makes our time special?
2) What are the human implications of new technologies? Who will benefit? What is the potential harm?
3) What can workplaces and leaders do to equip themselves for these workplace transformations (future of work)?
Unlock Your Courageous Culture
Courage (noun): the mental or moral strength to venture, persevere, and withstand danger, fear, or difficulty. Author Ryan Berman has devoted the past three years interviewing many of the most courageous people and leaders on the planet. Through this experience, he learned that the companies that win share courageousness as a trait. Berman unveils how every brand can unlock courage in their people, leaders or culture. This presentation culminates with ways for the audience to take action today to transform from a Coward Brand or Stasis Brand into a Courage Brand.
After this discussion you’ll be able to:
Build a culture of empowered, courageous behavior and experimentation.
Utilize a modern day, step-by-step framework to becoming a Courage Brand.
Overcome the clarity epidemic we currently find ourselves in.
Create true conviction and healthy retention with your best people.
More from Human Capital Media (20)
STRATEGIC WORKFORCE PLANNING: WHERE HR AND FINANCE MEET
STRATEGIC WORKFORCE PLANNING: WHERE HR AND FINANCE MEET
ADDRESSING THE SKILLS GAP BY IDENTIFYING, DEVELOPING, AND REWARDING LIFELONG ...
ADDRESSING THE SKILLS GAP BY IDENTIFYING, DEVELOPING, AND REWARDING LIFELONG ...
IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?
IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?
MEASURING THE BUSINESS IMPACT OF LEARNING: WHAT WE’VE LEARNED
MEASURING THE BUSINESS IMPACT OF LEARNING: WHAT WE’VE LEARNED
EMPOWER A CAREER JOURNEY: FOSTER YOUR WORKFORCE’S GROWTH AND DEVELOPMENT
EMPOWER A CAREER JOURNEY: FOSTER YOUR WORKFORCE’S GROWTH AND DEVELOPMENT
STRATEGY + TECHNOLOGY A WINNING COMBINATION FOR EFFECTIVE LEARNING MEASUREMENT
STRATEGY + TECHNOLOGY A WINNING COMBINATION FOR EFFECTIVE LEARNING MEASUREMENT
THE AGILITY SHIFT: T-MOBILE DEVELOPS LEADERS FOR A VUCA WORLD
THE AGILITY SHIFT: T-MOBILE DEVELOPS LEADERS FOR A VUCA WORLD
FUTUREPROOF YOUR ORGANIZATION: SUCCESSION PLANNING IN THE SKILLS ECONOMY
FUTUREPROOF YOUR ORGANIZATION: SUCCESSION PLANNING IN THE SKILLS ECONOMY
REACHING THE BLUE COLLAR WORKFORCE: HOW POLARIS DEVELOPS TALENT IN 2019
REACHING THE BLUE COLLAR WORKFORCE: HOW POLARIS DEVELOPS TALENT IN 2019
HIRING & FIRING AROUND THE WORLD: AVOID LEGAL TRIPWIRES IN THE TOP COUNTRIES ...
HIRING & FIRING AROUND THE WORLD: AVOID LEGAL TRIPWIRES IN THE TOP COUNTRIES ...
INNOVATION GENERATION: THE BIG HR TECH DISCONNECT WEBINAR
INNOVATION GENERATION: THE BIG HR TECH DISCONNECT WEBINAR
Dont wait what 300 ld leaders have learned about building data fluency
Dont wait what 300 ld leaders have learned about building data fluency
CLO Breakfast Club: Lessons From The Road
- 1. #CLOBC Sponsored by The presentation will begin at the top of the hour. Two ways to Listen: Choose Mic & Speakers to use your computer’s audio Choose Telephone to use the dial-in number: 1-415-930-5229 Code: 498-‐266-‐645 Welcome to the Webinar!
- 2. #CLOBC Sponsored by CLO Breakfast Club: Lessons From the Road Mike Prokopeak Chief Learning Officer magazine Tim Staley Keller Center for Corporate Learning Ryan Seamons Degreed Margaret Flynn Saba Moderator: Panelists:
- 3. #CLOBC Sponsored by Tools You Can Use Audio Control – Choose Telephone to use the dial-in number: (213) 493-0005 | Code: 382-523-339 – Choose Mic & Speakers to use VoIP o Adjust the volume by selecting the appropriate sound level in the control panel to the right. o Check your computer’s volume for external speakers or headsets.
- 4. #CLOBC Sponsored by Tools You Can Use To Participate – Submit questions and comments via the Questions panel.
- 6. CLO Breakfast Club: Lessons From the Road Moderated by: Mike Prokopeak Vice President and Editor in Chief Chief Learning Officer magazine
- 8. Meet the Panelists Tim Staley Keller Center for Corporate Learning Ryan Seamons Degreed Margaret Flynn Saba
- 9. Questions & Answers Submit questions for today’s panelists in the question panel.
- 10. The Next Generation Learning Department
- 11. Learning’s Role in Talent Management
- 12. Final Thoughts From the Panelists
- 13. Coming to a City Near You! Join us live in 2016 in your city! For more information and to register visit: hAp://events.clomedia.com/breakfast-‐club
- 14. #CLOBC Sponsored by Thank You Download resources from today’s webinar in the Handouts panel.
- 15. #CLOBC Sponsored by Share Your Feedback Please complete the webinar evaluation. It will launch when you exit the webinar.
- 16. #CLOBC Sponsored by Join our next Webinar! Love the One You’re With: How Learning Can Help Retain Top Talent Wednesday, June 15, 2016 Webinars start at 2 p.m. Eastern / 11 a.m. Pacific Register for all upcoming Chief Learning Officer webinars at www.events.clomedia.com/webinars