5 things to do to set up an hr departmentRaj Sheth
Recruiterbox is the easiest way to track applicants in one place with our online recruiting and resume management software, applicant tracking systems and other online recruitment systems. It is more efficient than email and simple to use!
http://upstarthr.com
One of my older, popular posts is from 2010 and talks about how to run a one-person or new HR department. I wrote it after attending a conference session on the topic, but at the time I had never been in a small or new HR department before. Now I have that experience and would like to share. I also realized that a very close tie-in is the group of HR professionals who have had to start the HR function from scratch (whether in a new company or an existing one), and I think this article is going to be very helpful for both of those groups.
In addition, there are amazing ideas included here for HR pros who feel like there's just not enough time in the day to get everything accomplished (who out there can't claim that one?). You'll learn how to juggle multiple competing priorities and make the biggest impact with the fewest actions. You'll learn how to balance the needs of an executive team with those of your staff, and I'm willing to bet you'll take away a heck of a lot more.
How To Setup an HR Department: A Step by Step GuideRecruiterbox
http://recruiterbox.com/blog/5-recruiting-tools-for-setting-up-an-hr-department/ | Creating an HR department is a crucial step for every expanding small business. When the HR department is created, it should develop a plan for overseeing every step of employee management, from an applicant tracking system through the exit process.
5 things to do to set up an hr departmentRaj Sheth
Recruiterbox is the easiest way to track applicants in one place with our online recruiting and resume management software, applicant tracking systems and other online recruitment systems. It is more efficient than email and simple to use!
http://upstarthr.com
One of my older, popular posts is from 2010 and talks about how to run a one-person or new HR department. I wrote it after attending a conference session on the topic, but at the time I had never been in a small or new HR department before. Now I have that experience and would like to share. I also realized that a very close tie-in is the group of HR professionals who have had to start the HR function from scratch (whether in a new company or an existing one), and I think this article is going to be very helpful for both of those groups.
In addition, there are amazing ideas included here for HR pros who feel like there's just not enough time in the day to get everything accomplished (who out there can't claim that one?). You'll learn how to juggle multiple competing priorities and make the biggest impact with the fewest actions. You'll learn how to balance the needs of an executive team with those of your staff, and I'm willing to bet you'll take away a heck of a lot more.
How To Setup an HR Department: A Step by Step GuideRecruiterbox
http://recruiterbox.com/blog/5-recruiting-tools-for-setting-up-an-hr-department/ | Creating an HR department is a crucial step for every expanding small business. When the HR department is created, it should develop a plan for overseeing every step of employee management, from an applicant tracking system through the exit process.
How to Get Strategic with the Candidate Experience Workology
An important part of recruiting and retainment begins in strategically building relationships with candidates and employees who might have not even work for your organization. We call this the candidate experience and through a series of complex planning, candidate development strategies and extensive research companies can find ways to integrate your recruiting communication efforts directly with your company's business strategies particularly company communication as well as aligning with public relations and marketing efforts. We will go beyond the basic understanding of candidate experience and discuss the steps companies can take to integrate it fully into their organization and recruiting processes. In doing so you’ll be able to elevate your current hiring initiatives and employment branding strategies. Our panelists will discuss strategies best practices when launching your own candidate experience program at your organization that goes beyond your recruiting team making your job seeker engagement and relationships compliment your company’s current business PR and marketing efforts.
5 Strategies to Hiring Non-Technical Talent in a Job Seeker Centric EconomyWorkology
The job market is changing making hiring, recruiting and retention especially challenging even for those non-STEM, non-tech and non-technical positions. We will discuss five ways to hire better and increase your offer acceptance rate for non-technical candidates.
FLSA Update: How to Plan, Prepare & Communicate Changes to EmployeesWorkology
The comment period for the proposed changes to the FLSA or Fair Labor Standards Act recently ended and now employers and HR professionals are watching, waiting and preparing for the changes coming in 2016. In this webinar, we discuss what changes are likely coming with the new FLSA, when employers will be required to make changes and how they can prepare for those changes while also communicating to your employees.
7 Ways Data and HR Metrics Can Transform Your Hiring Workology
A discussion surrounding how data, analytics and HR metrics can help establish ROI with your business leaders and drive your recruiting and hiring results in creative ways you might not expect. The foundation ins all things data whatever level you are. We'll help you get there.
7 Secrets for Recruiting on Job Boards and Online Forums Workology
Learn 7 secrets to recruiting and hiring on job boards and online forums. We share with you current trends and research in the market as well as examples of the best in class job postings and listings to recruit and hire targeted and qualified job seekers with out of the box and creative strategies that go beyond the traditional job board listings.
Visit Blogging4Jobs.com/webinars to receive HRCI recertification credit for this webinar.
Content is King. How to Create Sticky Recruiting & Employment Branding CampaignsWorkology
This presentation focuses on 5-7 employment branding aand recruitment marketing campaigns and case studies. Our expert will get real on the results and how they went about creating the campaigns. We will discuss the time involved, channels used, effort and how companies should go about using different channels to reach audiences by location, demographic and salary.
7 Best Practices to Retain & Engage Your New Hire Employees Workology
Due to the improving economy, recruiting is not only intense but competitive. Instead of filling the leaky bucket, companies are now focusing their efforts on reducing turnover and retention of their high quality hires especially those that are new to the company.
We discuss 7 new hire retention best practices that you can implement at your organization immediately.
5 Hacks to Source Tech Talent Quick & Easy Workology
Technical recruiting and hiring is a competitive marketplace. Engineers and programmers are increasingly hard to find. In fact they are deleting their LinkedIn profiles in favor of looking for work within their peer networks. Our experts discuss how to source and hire technical talent quick and easy. These are great actionable ways to get started finding those purple squirrels today. This webinar is sponsored by Hackerrank.
This is the slides from my keynote speech on Mobile Recruiting best practices where we discuss different case studies of how to use mobile with social media, sourcing, site and supporting efforts to hire the best employees for your company.
How to Measure Success in Employment branding with Analytics Workology
Learn how to use metrics and analytics to build your case for creating an employment brand. Hear from our experts talk about how employment branding can align with marketing and operations using data and analytics as a foundation to demonstrate its reach and impact for recruiting, talent acquisition and as part of the larger business strategy
How to Manage Your Hiring Manager in 4 Easy Steps Workology
For recruiters, the biggest bottleneck in the hiring process is not with the candidate or even the sourcing or posting efforts, it lies with the hiring manager and the time they take from evaluating candidates, to interview to offer for the best candidate.
Hear from Craig Fisher and Jessica Miller-Merrell how to improve your relationship with the hiring manager that allows for a quicker time to fill and better quality job seekers and candidates. This is a great presentation to share with recruiters, talent acquisition leaders and your managers to hear how slow processes can keep you from working with the best talent at your company.
5 Hottest Trends in Recruiting & Onboarding Workology
Slides from Jessica Miller-Merrell's presentation at Success Factor's SuccessConnect session. Learn about 5 of the hottest trends in recruiting and onboarding including mobile, sourcing, smart hiring and fully engaged recruiting.
How to Win at LinkedIn. 5 Secrets to Increase Your InMail Recruiting Response...Workology
Linkedin is the number 1 recruiting sourcing and hiring platform in the world. For that simple fact, it's also quite crowded and there is increased competition to get the attention of the 300+ million users of LinkedIn. Learn 5 secrets to increasing your InMail response rate and success in engaging and reaching passive job seekers as well as best practices to enhanced your current social recruiting efforts.
Elevate Your Diversity Good Faith Recruiting Efforts with Digital Workology
"Not a week doesn’t go by where you hear about an organization who isn’t diverse among their STEM employees, board members or staff in the news. For companies, being diverse is serious business. For companies who are federal contractors, having a strong diversity program is part of their corporate obligations. And for companies who don’t meet those corporate obligations, the result can be costly and time-consuming with settlement costs ranging from $165,000 to $1.8 million not to mention countless audits, meetings and time spent on additional paperwork for alleged violations according to BLR.
We will dive into social media, programmatic ad buying and other campaigns guaranteed to help you target diverse candidates and meet your OFCCP hiring benchmarks. Learn how to embrace diversity recruiting focused on the larger business plan and strategy in addition to your federal DOL and OFCCP requirements.
Launching a formal human resources function is a difficult challenge for small businesses seeking rapid expansion — a challenge Revolution Brewing recently took on as the company sought to develop strategies that would guide its continued growth while maintaining its valued culture. Learn how Revolution integrated HR into its strategic process to allow the brewer to move from a rapid growth startup to a more mature, sustainable business.
In this session, attendees will learn:
• How to maintain culture through expansion.
• The importance of developing buy-in across the board, rather than top down or bottom up.
• How to build a lean and technologically savvy HR department that can bring about effective change and provide quality support.
Speaker: Andrew Cole, Human Resources Manager, Revolution Brewing Chicago
Ep 246: Accessibility Solutions for EmployersWorkology
Two of the biggest myths when it comes to working with disabilities is the belief that technology and employee accessibility is expensive. The second is the belief that employees with disabilities hurt not help drive business revenue. These myths are conversations we need to hit and work to debunk which is why I’m excited to talk to my podcast guest today.
This episode of the Workology Podcast is part of our Future of Work series powered by PEAT, the Partnership on Employment & Accessible Technology. In honor of the 30th anniversary of the Americans with Disabilities Act this year, we’re investigating what the next 30 years will look like for people with disabilities at work, and the potential of emerging technologies to make workplaces more inclusive and accessible. Today, I’m joined by Mike Hess.
Episode 245: How Customer Experience Starts with AccessibilityWorkology
Sometimes the business case might get in the way of just doing the right thing. This happens a lot in my opinion when we are looking at accessibility and diversity and inclusion efforts. We often get caught up in the ROI of doing something instead of doing it because it’s the right thing. It’s not so much about the ROI as it is with being a good citizen of the universe and making your business and workplace accessible.
This episode of the Workology Podcast is part of our Future of Work series powered by PEAT, the Partnership on Employment & Accessible Technology. In honor of the 30th anniversary of the Americans with Disabilities Act this year, we’re investigating what the next 30 years will look like for people with disabilities at work, and the potential of emerging technologies to make workplaces more inclusive and accessible. Today, I’m joined by Ted Drake.
How to Get Strategic with the Candidate Experience Workology
An important part of recruiting and retainment begins in strategically building relationships with candidates and employees who might have not even work for your organization. We call this the candidate experience and through a series of complex planning, candidate development strategies and extensive research companies can find ways to integrate your recruiting communication efforts directly with your company's business strategies particularly company communication as well as aligning with public relations and marketing efforts. We will go beyond the basic understanding of candidate experience and discuss the steps companies can take to integrate it fully into their organization and recruiting processes. In doing so you’ll be able to elevate your current hiring initiatives and employment branding strategies. Our panelists will discuss strategies best practices when launching your own candidate experience program at your organization that goes beyond your recruiting team making your job seeker engagement and relationships compliment your company’s current business PR and marketing efforts.
5 Strategies to Hiring Non-Technical Talent in a Job Seeker Centric EconomyWorkology
The job market is changing making hiring, recruiting and retention especially challenging even for those non-STEM, non-tech and non-technical positions. We will discuss five ways to hire better and increase your offer acceptance rate for non-technical candidates.
FLSA Update: How to Plan, Prepare & Communicate Changes to EmployeesWorkology
The comment period for the proposed changes to the FLSA or Fair Labor Standards Act recently ended and now employers and HR professionals are watching, waiting and preparing for the changes coming in 2016. In this webinar, we discuss what changes are likely coming with the new FLSA, when employers will be required to make changes and how they can prepare for those changes while also communicating to your employees.
7 Ways Data and HR Metrics Can Transform Your Hiring Workology
A discussion surrounding how data, analytics and HR metrics can help establish ROI with your business leaders and drive your recruiting and hiring results in creative ways you might not expect. The foundation ins all things data whatever level you are. We'll help you get there.
7 Secrets for Recruiting on Job Boards and Online Forums Workology
Learn 7 secrets to recruiting and hiring on job boards and online forums. We share with you current trends and research in the market as well as examples of the best in class job postings and listings to recruit and hire targeted and qualified job seekers with out of the box and creative strategies that go beyond the traditional job board listings.
Visit Blogging4Jobs.com/webinars to receive HRCI recertification credit for this webinar.
Content is King. How to Create Sticky Recruiting & Employment Branding CampaignsWorkology
This presentation focuses on 5-7 employment branding aand recruitment marketing campaigns and case studies. Our expert will get real on the results and how they went about creating the campaigns. We will discuss the time involved, channels used, effort and how companies should go about using different channels to reach audiences by location, demographic and salary.
7 Best Practices to Retain & Engage Your New Hire Employees Workology
Due to the improving economy, recruiting is not only intense but competitive. Instead of filling the leaky bucket, companies are now focusing their efforts on reducing turnover and retention of their high quality hires especially those that are new to the company.
We discuss 7 new hire retention best practices that you can implement at your organization immediately.
5 Hacks to Source Tech Talent Quick & Easy Workology
Technical recruiting and hiring is a competitive marketplace. Engineers and programmers are increasingly hard to find. In fact they are deleting their LinkedIn profiles in favor of looking for work within their peer networks. Our experts discuss how to source and hire technical talent quick and easy. These are great actionable ways to get started finding those purple squirrels today. This webinar is sponsored by Hackerrank.
This is the slides from my keynote speech on Mobile Recruiting best practices where we discuss different case studies of how to use mobile with social media, sourcing, site and supporting efforts to hire the best employees for your company.
How to Measure Success in Employment branding with Analytics Workology
Learn how to use metrics and analytics to build your case for creating an employment brand. Hear from our experts talk about how employment branding can align with marketing and operations using data and analytics as a foundation to demonstrate its reach and impact for recruiting, talent acquisition and as part of the larger business strategy
How to Manage Your Hiring Manager in 4 Easy Steps Workology
For recruiters, the biggest bottleneck in the hiring process is not with the candidate or even the sourcing or posting efforts, it lies with the hiring manager and the time they take from evaluating candidates, to interview to offer for the best candidate.
Hear from Craig Fisher and Jessica Miller-Merrell how to improve your relationship with the hiring manager that allows for a quicker time to fill and better quality job seekers and candidates. This is a great presentation to share with recruiters, talent acquisition leaders and your managers to hear how slow processes can keep you from working with the best talent at your company.
5 Hottest Trends in Recruiting & Onboarding Workology
Slides from Jessica Miller-Merrell's presentation at Success Factor's SuccessConnect session. Learn about 5 of the hottest trends in recruiting and onboarding including mobile, sourcing, smart hiring and fully engaged recruiting.
How to Win at LinkedIn. 5 Secrets to Increase Your InMail Recruiting Response...Workology
Linkedin is the number 1 recruiting sourcing and hiring platform in the world. For that simple fact, it's also quite crowded and there is increased competition to get the attention of the 300+ million users of LinkedIn. Learn 5 secrets to increasing your InMail response rate and success in engaging and reaching passive job seekers as well as best practices to enhanced your current social recruiting efforts.
Elevate Your Diversity Good Faith Recruiting Efforts with Digital Workology
"Not a week doesn’t go by where you hear about an organization who isn’t diverse among their STEM employees, board members or staff in the news. For companies, being diverse is serious business. For companies who are federal contractors, having a strong diversity program is part of their corporate obligations. And for companies who don’t meet those corporate obligations, the result can be costly and time-consuming with settlement costs ranging from $165,000 to $1.8 million not to mention countless audits, meetings and time spent on additional paperwork for alleged violations according to BLR.
We will dive into social media, programmatic ad buying and other campaigns guaranteed to help you target diverse candidates and meet your OFCCP hiring benchmarks. Learn how to embrace diversity recruiting focused on the larger business plan and strategy in addition to your federal DOL and OFCCP requirements.
Launching a formal human resources function is a difficult challenge for small businesses seeking rapid expansion — a challenge Revolution Brewing recently took on as the company sought to develop strategies that would guide its continued growth while maintaining its valued culture. Learn how Revolution integrated HR into its strategic process to allow the brewer to move from a rapid growth startup to a more mature, sustainable business.
In this session, attendees will learn:
• How to maintain culture through expansion.
• The importance of developing buy-in across the board, rather than top down or bottom up.
• How to build a lean and technologically savvy HR department that can bring about effective change and provide quality support.
Speaker: Andrew Cole, Human Resources Manager, Revolution Brewing Chicago
Similar to HR for Startups and Small Businesses (20)
Ep 246: Accessibility Solutions for EmployersWorkology
Two of the biggest myths when it comes to working with disabilities is the belief that technology and employee accessibility is expensive. The second is the belief that employees with disabilities hurt not help drive business revenue. These myths are conversations we need to hit and work to debunk which is why I’m excited to talk to my podcast guest today.
This episode of the Workology Podcast is part of our Future of Work series powered by PEAT, the Partnership on Employment & Accessible Technology. In honor of the 30th anniversary of the Americans with Disabilities Act this year, we’re investigating what the next 30 years will look like for people with disabilities at work, and the potential of emerging technologies to make workplaces more inclusive and accessible. Today, I’m joined by Mike Hess.
Episode 245: How Customer Experience Starts with AccessibilityWorkology
Sometimes the business case might get in the way of just doing the right thing. This happens a lot in my opinion when we are looking at accessibility and diversity and inclusion efforts. We often get caught up in the ROI of doing something instead of doing it because it’s the right thing. It’s not so much about the ROI as it is with being a good citizen of the universe and making your business and workplace accessible.
This episode of the Workology Podcast is part of our Future of Work series powered by PEAT, the Partnership on Employment & Accessible Technology. In honor of the 30th anniversary of the Americans with Disabilities Act this year, we’re investigating what the next 30 years will look like for people with disabilities at work, and the potential of emerging technologies to make workplaces more inclusive and accessible. Today, I’m joined by Ted Drake.
Ep 234 - Understanding Workplace Accessibility Technology TestingWorkology
I’m joined by Hadi Rangin. Hadi is an information technology accessibility specialist for Accessible Technology Services (ATS), which includes the Accessibility Technology Center (ATC) and DO‑IT. His main focus in working with DO‑IT is to promote accessible design for students across the nation, and working with staff, developers, administration, and technology vendors. Hadi has worked with companies including Zoom, Microsoft, Workday, and Peoplesoft.
Episode 232: The Role of Universal Design in Workplace Inclusion & Accessibil...Workology
According to The Mobility Resource, 18 million people have a limited mobility caused by everything from accidents to disease to the aging process. Only 12 percent of people with spinal cord injuries or SCI are employed one year post injury, and only 33 percent are employed in post injury, year 30. In this podcast interview, I wanted to shine a spotlight on mobility disabilities, including spinal cord injuries. I'm excited for you to hear today's guest. She shares her personal experience, how she's helping others, and ways that employers can make their workplaces more accessible using technology for all employees, including those with mobility disabilities. This episode of the Workology Podcast is part of our Future of Work series, powered by PEAT, The Partnership on Employment and Accessible Technology. In honor of the upcoming 30th anniversary of the Americans with Disabilities Act this July, we're investigating what the next 30 years will look like for people with disabilities at work and the potential of emerging technologies to make workplaces more inclusive and accessible. Today, I'm joined by Brook McCall. Brook is the director of Tech Access Initiative at the United Spinal Association. Brook leads the Tech Access Initiative at United Spinal, focused on emerging tech and where these things are tied to employment success for job seekers living with mobility disabilities. Through the initiative she's leading for United Spinal, she is working hard to connect with the tech industry. Brook is working with industry partners to advance accessible technology and is supporting tech insiders in their communities as they engage with users to understand their end user experience. Current partners include Teladoc, Microsoft, Verizon, and Google.
Ep 230 Accessibility, Training and Job Creation Workology
Workology Podcast interview with Shane Kanaday from Source America on the topic of job creation, accessibility, and training for people with disabilities at work.
Episode 223: Making The Virtual Workplace AccessibleWorkology
With so many offices transitioning to remote work and all that technology that helps power that it's easy to get overwhelmed or to be unsure where to start. When it comes to the virtual accessible workplace, I wanted to get you up to speed, which is why I'm talking to my next guests while also pointing out to you at handful a ton of great resources to help educate you and your leadership team on how to make your remote workplace more accessible. This episode of the Work All Day podcast is part of our Future of Work series powered by PEAT. The Partnership Unemployment Inaccessible Technology in honor of the upcoming 30th anniversary of the Americans with Disabilities Act. This July, we're investigating what the next 30 years will look like for people with disabilities at work and the potential of emerging technologies to make workplaces more inclusive and accessible. Today, I'm joined by Josh Christianson. He's the co-director of the partnership Unemployment Inaccessible Technology or PEAT. Josh, welcome to the Workology podcast.
Running Remote: How to Grow & Lead Remote TeamsWorkology
Lead and managing teams has never been more important especially when it comes to remote workers or employees who report to you but work off-site. During this hour-long pre-approved for 1.0 Business HRCI and SHRM Credit webinar, we will talk about how to build rapport, set expectations, and best practices for following up and communicating with your team members who are working either at home or other locations.
The world and workplace is moving fast and it is extremely important for employees and managers to be all on the same page. We’ll discuss remote engagement strategies and what technologies to leverage to reach your employees in the most effective and meaningful ways.
This webinar is a great resource for HR leaders who want to help their managers who because of COVID-19 are now leading remote teams. Our speaker will share tools and strategies for HR leaders to help train and coach your managers to be great managers who happen to do so remotely.
Included in this webinar are talking points and messaging templates for HR to share with their managers and recommended check in cadences and messaging allowing everyone to all be on the same page.
This webinar is worth 1.0 HRCI Business and SHRM credit.
"Join HR experts for an open conversation Q&A style regarding COVID-19 and how it is affecting HR and employers.
There are no words to truly explain the business challenges we are encountering right now in these uncertain and challenging times. We are working and leading teams in a world that was very different to us even a short two weeks ago.
In this webinar hear from HR experts and consultants who decided to come together after watching our own clients' and business owners' struggles. We want to provide you with HR support on a variety of topics from remote work, COVID-19 employment law changes, and other tough employee decisions you are currently facing."
Episode 220: Future of Work: How to Find and Select Accessible Workplace Tech...Workology
This episode of the Workology Podcast is part of our Future of Work series powered by PEAT, the Partnership on Employment & Accessible Technology. In honor of the upcoming 30th anniversary of the Americans with Disabilities Act this July, we’re investigating what the next 30 years will look like for people with disabilities at work, and the potential of emerging technologies to make workplaces more inclusive and accessible. Today, I’m joined by Gregg Vanderheinen.
Gregg Vanderheinen directs the Trace R&D Center at the University of Maryland and co-directs Raising the Floor, part of an international consortium of over 50 companies and organizations building the Global Public Inclusive Infrastructure (GPII) with the goal of making all digital interfaces accessible. Gregg is recognized as a pioneer in computer access for people with disabilities and has worked in the field of technology and disability for just shy of 50 years. Many of the initial digital accessibility features for both Windows and MacOS came from his work with Apple and Microsoft.
His work can be seen in a wide range of products including computers, phones, Automated Postal Stations, Amtrak ticket machines, and airport communication terminals. He has worked with over 50 companies and numerous government advisory & planning committees including FCC, NSF, NIH, GSA, NCD, Access Board and White House. Gregg, welcome to the Workology Podcast.
Ep 214: Making Workplace Technology Accessible with Chancey FleetWorkology
This episode of the Workology Podcast is part of our Future of Work series powered by PEAT, the Partnership on Employment & Accessible Technology. In honor of the upcoming 30th anniversary of the Americans with Disabilities Act this July, we’re investigating what the next 30 years will look like for people with disabilities at work, and the potential of emerging technologies to make workplaces more inclusive and accessible. Today, I’m joined by Chancey Fleet. Chancey is an assistive technology coordinator for a library in New York. Chancey is an affiliate in residence at Data and Society Research Institute. She also serves as President of the National Federation of the Blind’s Assistive Technology Trainers Division.
Take your personal growth and career in HR to the next level by joining our webinar. Learn how to prepare for career change and create a meaningful plan to upskill your HR game regardless of the economy, time of year, or your current skills, abilities, and work experiences. Join Jessica Miller-Merrell as she walks you through secrets to creating a powerful personal brand in HR and how to develop a career strategy plan that is aligned with your personal and professional goals. While this presentation is designed for senior HR leaders, anyone can benefit in learning these practices to creating a personal brand and developing career clarity.
With so much focus on employee retention right now, employee development and upskilling is a great way to help grow and develop your employees. This presentation will cover different strategies to encourage focused self-development as well as a more formal employee development program. It's not enough to have an employee development program, HR teams must be internal marketing and sales people making the business case for the program benefits and adoption.
This webcast is pre-approved for 1.0 business HRCI and SHRM credits.
A replay will be available for those unable to attend the webinar live.
7 Strategies to Streamline HR Busywork and Maximize Your HR Team's ProductivityWorkology
The average U.S. worker spends on average 47 hours a week at work, 14 hours a week being productive, and nearly 10 hours of week distracted and surfing mindlessly on the web. As an HR executive, your struggle to optimize and elevate your own workday and your teams is constant and unrelenting.
In this webcast, you’ll learn 7 strategies to streamline your HR team and drive maximum productivity, helping to eliminate non-productive time and busywork in human resources. Hear from our speakers on how to get out from the HR weeds and be more strategic in your role supporting the larger business. This hour-long interactive presentation focuses on HR productivity strategies for success, prioritizing you and your team’s tasks, combined with recommended technologies and tools designed to help you operate in the most focused and optimized way. You’ll walk away with success strategies designed to increase productivity levels as much as 25%. Imagine if you had 25% more of anything - more time, more results or more happiness.
This webcast is pre-approved for 1.0 business HRCI and SHRM credits.
Designing AI Driven Employee Experiences Workshop: Sept. 18, 2019Workology
In early 2019, Workology distributed an “HR Artificial Intelligence (AI) Readiness” survey to its global subscriber list of over 100,000 HR practitioners (with various job titles and industries). This survey was designed to capture feedback to determine the level of understanding of what AI is, how it can be leveraged in the employee experience (EX), its implications, and whether or not HR, L&D, and other EX support professionals have a strategy to implementing AI tools within their teams.
Digitizing Talent: Creative Strategies for the Digital Recruiting Age Workology
This is digital recruiting and recruitment marketing presentation for the AHRMA Conference 2019. This session discusses internet and online recruiting strategies to reach targeted and qualified candidates.
Episode 190: Creating Authentic & Inclusive Experiences for Your WorkforceWorkology
The world is moving quickly and changes are happening in the way we live and work fueled by technology combined with a new awareness. We are more conscious of other types of people and lifestyles of fellow citizens not just in the US but on earth. Our responsibilities as business leaders and HR is to create workplaces that are inclusive and many of us struggle with how to get started as well as how to get the executive support to make that happen. Today, I’m joined by Frances West, she is internationally recognized thought leader, keynote speaker, strategy advisor and women-in-technology executive. Frances has held many global executive positions from marketing, sales to business development and strategic partner management. She was IBM’s first Chief Accessibility Officer and received an Honorary Doctor of Science degree from the University of Massachusetts in Boston for her work in accessibility research and digital inclusion.
Webinar: Evaluating HR's Readiness for Artificial IntelligenceWorkology
In 2019, Workology distributed an “HR Artificial Intelligence (AI) Readiness” survey to its global subscriber list of over 100,000 HR practitioners. This survey captured HR feedback to determine the implications and understanding of AI, how HR can leverage same and what implementation strategies HR professionals use to deploy AI. The results of the AI HR Readiness survey will be used to provide data points in this broader discussion of AI on 15 May 2019.
This presentation, which is accredited for both HRCI and SHRM CEUs, will:
Highlight the history of Technology in HR, showing software and tools to help HR move the needle from being tactical and administrative to more strategic partnering
summarize advances in technologies and related tools supporting AI for HR address macro economic changes in the workforce (demographics, remote workers, gig economy, low unemployment, etc.) that now provide HR an opportunity to use AI
summarize some use cases of AI in HR today with potential implications review steps to begin an AI strategy in your organization
In 2019, Workology distributed an “HR Artificial Intelligence (AI) Readiness” survey to its global subscriber list of over 100,000 HR practitioners. This survey captured HR feedback to determine the implications and understanding of AI, how HR can leverage same and what implementation strategies HR professionals use to deploy AI. The results of the AI HR Readiness survey will be used to provide data points in this broader discussion of AI on 15 May 2019.
This presentation, which is accredited for both HRCI and SHRM CEUs, will:
Highlight the history of Technology in HR, showing software and tools to help HR move the needle from being tactical and administrative to more strategic partnering
summarize advances in technologies and related tools supporting AI for HR address macro economic changes in the workforce (demographics, remote workers, gig economy, low unemployment, etc.) that now provide HR an opportunity to use AI
summarize some use cases of AI in HR today with potential implications review steps to begin an AI strategy in your organization
Navigating Immigration: How to Hire Current Visa HoldersWorkology
U.S. businesses are consistently faced with the challenge of finding qualified candidates to fill highly skilled positions. The demand for the best talent continues to be fierce and many employers are turning to foreign talent already in the U.S. on a visa. Join Immigration Attorney, Jason Finkelman, for a discussion on how U.S. businesses can find success navigating the immigration system to hire foreign employees who are already in the U.S. with a visa or in the green card process.
Learn when employers can hire existing visa holders, when these candidates are able to change jobs, steps involved for employers and visa holders alike, and the timeline for processing and approving the transfer of employment. This session is advanced and is geared towards human resources leaders, recruiters, and business leaders who oversee and/or are involved in the hiring process.
Workology Podcast Episode 141 – Future of Work: Apprenticeships and Employing...Workology
I don’t think I need to remind you that we are at an inflection point when it comes to employment and the available talent we have in the market. There are now more jobs than unemployed looking for work. Especially in the technology sector, there are not enough skilled workers to fill these highly technical roles and there won’t be for years, and I mean years, unless as employers we look at creative ways to skill up our existing workforce with apprenticeships.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
6. #BLOGGING4JOBS
SMALL BUSINESS STATS
• 65% of small business have generated
new jobs since 1995!
• 50% of working population, works in
small business !
Source: Forbes Small Business
Stats http://b4j.co/smallbizstat!
10. #BLOGGING4JOBS
• Required in California for companies
with 50+ employees!
• Mandatory for supervisory employees!
– Within 6 months of hire or promotion!
– Every two years!
• Tracking methods!
– Individual!
– Training year!
HARASSMENT TRAINING
11. #BLOGGING4JOBS
LEAVE LAWS
• California Family Rights Act (CFRA)!
– Generally runs concurrently with FMLA!
– All FMLA coverage plus bonding with a child!
– Eligibility!
• Employers with 50+ employees!
• Employed at least 12 months at the company!
• Worked at least 1,250 in preceding 12-month
period!
12. #BLOGGING4JOBS
LEAVE LAWS
• Pregnancy Disability Leave (PDL)!
– All CA employers with 5+ employees!
– Employees eligible from day one!
– Up to 4 months of leave!
13. #BLOGGING4JOBS
IN CONTRAST TO FMLA
• 50 or more employees!
• 1,250 hours worked!
• Office within 50 mile radius !
• 12 weeks unpaid time with job protection!
14. #BLOGGING4JOBS
FEDERAL LAW & PREGNANCY
• Pregnancy Discrimination Act of 1973!
• Americans with Disabilities Act!
• Title VII of the Civil Rights Act of 1964!
• Family Medical Leave Act (FMLA) !
15. #BLOGGING4JOBS
LEAVE LAWS
• CA Paid Programs!
– State Disability Insurance (SDI)!
– Paid Family Leave (PFL)!
– Paid sick leave (San Francisco)!
• Check the Employment Development
Department’s website for forms:
http://www.edd.ca.gov !
17. #BLOGGING4JOBS
ALTERNATIVE WORKWEEKS
• Schedule requires an employee to work
8+ hours in a 24-hour period w/o overtime!
• Secret ballot election of at least 2/3 of
affected employee!
• Dept. of Industrial Relations:
http://www.dir.ca.gov/t8/11170.html !
20. #BLOGGING4JOBS
MEAL BREAKS
• What is a meal break in California?!
– Relieved of all duty!
– Taken within first 5 hours of shift!
– At least 30 minutes long!
– May be waived by mutual consent of employer &
employee!
– Second meal break after 10 hours!
• Brinker decision in California (April 2012)!
• Dept. of Labor Standards Enforcement:
http://www.dir.ca.gov/dlse/
faq_mealperiods.htm !
21. #BLOGGING4JOBS
CALIFORNIA FORMS
• Wage notice!
– Wage Theft Protection Act (went into effect
1/1/12)!
– http://www.dir.ca.gov/dlse/
Governor_signs_Wage_Theft_Protection_Act
_of_2011.html!
• Request to view personnel file!
– No later than 21 days from date of request!
22. #BLOGGING4JOBS
SOCIAL MEDIA
• Policy in your handbook!
• Be careful about disciplining employees
for what could be seen as protected
activity!
Great
resources:
Blogging4Jobs
NLRB
Updates
h;p://b4j.co/nlrb-‐social-‐media
23. #BLOGGING4JOBS
CALIFORNIA HR RESOURCES
• California Chamber of Commerce!
• Local Chambers of Commerce!
• Society for Human Resource Management!
• Employer Advisory Council!