Webinar recording available: https://www.humanresourcestoday.com/frs/8466476/make-your-onboarding-inclusive---engaging/download
Assimilating new hires into your culture is straightforward when the employees work in a central location. However, what happens when the new hires work remotely, either at a global location or home office, or the employee works on a different schedule? Can an organization engage and train new hires during onboarding, regardless of location and circumstance?
You want to be a Learning and Development Professional? Find out what knowledge, skills and behaviours you needs to adopt to be really good at it. This was prepared as part of my CIPD Intermediate Level 5 Diploma in Learning and Development.
Alghanim presents how to measure the impact of your hires at ConnectIn Dubai 2015.
Connectin Dubai 2015 gathered 270 talent professionals and executive leaders on April 23rd from across the GCC to share talent acquisition best practices and thought leading content on employer branding, internal mobility, and measuring quality of hire. Speakers and agenda can be found here: https://lnkd.in/Connectindubai2015
Careers in the 21st Century (Webinar by Fuel50 and Bersin by Deloitte)Fuel50
There is no one right way to approach career management. Strategies for moving workers into, around, and even out of the organization have changed drastically in the past ten years and largely depend on the goals of both the worker and the company.
However, companies with effective career management initiatives have some similarities. They tend to approach career management holistically – considering more than just role descriptions and career paths – and they focus heavily on alignment with organizational goals and needs.
Check out this deck from our webinar, or view the recording at https://www.fuel50.com/events/careers-21st-century/
Bold HR: Driving Business Value through PeopleJosh Bersin
This keynote presentation is from my keynote at the 2015 Bersin by Deloitte IMPACT conference. It describes the imperatives for HR leaders and professionals for the years ahead, and explains how innovation and creativity is needed to build business value in HR.
WEBINAR: “The Employee Career Experience” with Anne FultonFuel50
Check out this insightful webinar by Fuel50 at http://go.fuel50.com/wece4
Our global career benchmarking research has shown that the employee career experience needs to be crafted with touch-points across the entire talent life-cycle — from attraction to your alumni strategy. Join Anne Fulton, Fuel50 founder and author of The Career Engagement Game, for research insights and stories around what best-in-class organizations are achieving with their employee experience.
You want to be a Learning and Development Professional? Find out what knowledge, skills and behaviours you needs to adopt to be really good at it. This was prepared as part of my CIPD Intermediate Level 5 Diploma in Learning and Development.
Alghanim presents how to measure the impact of your hires at ConnectIn Dubai 2015.
Connectin Dubai 2015 gathered 270 talent professionals and executive leaders on April 23rd from across the GCC to share talent acquisition best practices and thought leading content on employer branding, internal mobility, and measuring quality of hire. Speakers and agenda can be found here: https://lnkd.in/Connectindubai2015
Careers in the 21st Century (Webinar by Fuel50 and Bersin by Deloitte)Fuel50
There is no one right way to approach career management. Strategies for moving workers into, around, and even out of the organization have changed drastically in the past ten years and largely depend on the goals of both the worker and the company.
However, companies with effective career management initiatives have some similarities. They tend to approach career management holistically – considering more than just role descriptions and career paths – and they focus heavily on alignment with organizational goals and needs.
Check out this deck from our webinar, or view the recording at https://www.fuel50.com/events/careers-21st-century/
Bold HR: Driving Business Value through PeopleJosh Bersin
This keynote presentation is from my keynote at the 2015 Bersin by Deloitte IMPACT conference. It describes the imperatives for HR leaders and professionals for the years ahead, and explains how innovation and creativity is needed to build business value in HR.
WEBINAR: “The Employee Career Experience” with Anne FultonFuel50
Check out this insightful webinar by Fuel50 at http://go.fuel50.com/wece4
Our global career benchmarking research has shown that the employee career experience needs to be crafted with touch-points across the entire talent life-cycle — from attraction to your alumni strategy. Join Anne Fulton, Fuel50 founder and author of The Career Engagement Game, for research insights and stories around what best-in-class organizations are achieving with their employee experience.
What will the future workplace look like?Achievers
On April 3rd 2014, 200 HR Executives met at the Fairmont San Francisco for the Aspire HR Executive Summit presented by Achievers. Here are some of the key takeaways...
The Simplification of Work: What can HR and business leaders do to make work ...Josh Bersin
The Simplification of Work: What can HR and business leaders do to make work more simple, enjoyable, and productive? This presentation reviews the five major steps to simplifying the workplace and your entire organization.
Anne Fulton, CEO of Fuel50, talks the 2020 Talent Challenge: Talent Strategies for a Disrupted World at the HR Leaders' Forum in Sydney (February 2018).
More and more studies show, organizing your company around meaning makes a big difference for all stakeholders. This case of Wijs I presented at the HR Leaders Lunch May 8th in the Ancien Belgique in Brussels. It brings you in 80 slides the context of the digital agency Wijs, our vision about meaningful work, 7 building blocks with examples how we practice meaningful work in our day to day an 7 guerilliatips to start tomorrow or to take the next step.
Feedback and questions are welcome!!
Actionable Talent Strategies for the Post-COVID EraCielo
New factors are directly impacting talent strategies as businesses adapt to the changes brought on by the pandemic. In this webinar, Global industry analyst Josh Bersin will share learnings from his work with C-suite executives in planning their talent strategies for 2020 and beyond. He will be joined by Sue Marks, CEO, Cielo, and Madeline Laurano, founder, Aptitude Research who will discuss how high performing organizations have shifted their practices to position their talent acquisition teams for agility, sustainability and future success.
• Explore the major trends Bersin sees influencing the talent market and hiring climate
• Hear key observations gleaned from talent leaders in Bersin’s Big Reset executive working group
• Learn the successful approaches TA leaders are taking to support recovery and future planning
It’s important to know which trends will impact talent strategies moving forward. Join us as we discuss what’s most important to act on now for talent leaders to lead through the recovery.
Presentation about careers in the charity/voluntary sector that have a social impact. includes details of the Worthwhile Graduate Scheme. November 2015
Test drive Fuel50 in the IBM platform: http://f50.li/u2ok
Recap on our webinar presented on 12th October 2016, with Fuel50 and IBM Kenexa discussing how to build a stretch-growth marketplace within your organization.
Three insights that will define your recruiting strategy in 2017 | Talent Con...LinkedIn Talent Solutions
Harry Dhebar, LinkedIn
Reuben Obaidullah, LinkedIn
Allison Schnidman, LinkedIn
Join us to discuss Talent Acquisition trends that will shape 2017, so you can plan for the future. We’ll look back into 2016, discuss the current role of the TA team, and explore where TA is going next year. The goal of this presentation is to help talent leaders like you benchmark yourself against teams across the globe - by reviewing the most important metrics from our most recent Global Recruiting Trends survey. We will outline what global TA leaders had to say about their teams, their business and what matters to them in 2017 and beyond.
Key highlights:
Learn what your TA peers are planning for in 2017.
Benchmark yourself against your peers on key metrics.
Understand the importance of employer brand to your overall strategy.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
The unified brand: Aligning your consumer, corporate, and employer brands | T...LinkedIn Talent Solutions
Nicolas Blanc, LinkedIn
Kristin Rice, LinkedIn
Make the most of your brand by leveraging all three pillars of it: consumer, corporate, and employer. There are positive qualities and aspects of each of your brand pillars, and the most successful companies take advantage of all of these together. This session will teach you how you can create a strong, unified brand presence that incorporates all of your brand entities.
Key highlights:
Companies that successfully align their corporate, talent and consumer brand, are better suited to engage with millennials and can also develop competitive advantages.
Your employees are your best brand ambassadors. LinkedIn can help to empower them.
A strong company culture and a powerful content marketing strategy are equally important when it comes to build a Unified Brand.
Branding is more than just a marketing function; it’s an organizational function. That means that everybody needs to contribute.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Following the Deloitte ImpactHR Conference in May 2016, we had the privilege of hearing all of the latest in global HCM trends and 'Bersin by Deloitte' predictions for the 2020 work experience. This slideshare is a compilation of some of our key takeaways.
Exclusive to viewers of this slideshare, we're offering our entire Talent Lifecycle research paper for a limited time only. Links are in the slideshare.
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.
The Talent Management Cookbook: Recipes for Successful Talent ManagementSaba Software
This document is part of the Bersin Research Library. Our research is provided exclusively to organizational members of the Bersin Research Program. Member organizations have access to an extensive library of learning and talent management related research. In addition, members also receive a variety of products and services to enable talent-related transformation within their
organizations, including:
• Research—Access to an extensive selection of research reports, such as methodologies, process models and frameworks, and comprehensive industry studies and case studies.
• Benchmarking—These services cover a wide spectrum of HR and L&D metrics, customized by industry and company size.
• Tools—Comprehensive tools for HR and L&D professionals, including tools for benchmarking, vendor and system selection, program design, program implementation, change management, and measurement.
• Analyst Support—Via telephone or email, our advisory services are supported by expert industry analysts who conduct our research.
• Strategic Advisory Services—Expert support for custom-tailored projects.
• Member Roundtables—A place where you can connect with other peers and industry leaders to discuss and learn about the latest industry trends and leading practices.
• IMPACT Conference: The Business Of Talent—Attendance at special sessions of our annual IMPACT conference.
• Workshops—Bersin analysts and advisors conduct onsite workshops on a wide range of topics to educate, inform, and inspire HR and L&D professionals and leaders.
This digital transformation programme aims to equip you with the latest skills to assess how your company should evolve and transform in Digital Revolution 4.0. It aims to equip you with a digital strategy roadmap.
If you’re thinking it might be time to re-evaluate your learning management system (LMS), you’re certainly not alone. In fact, according to Brandon Hall Group’s 2016 Learning Technology Study, 44% of companies are actively looking to replace their existing LMS.
In this webinar, you’ll learn how organizations are looking for modern, flexible systems that can adapt to the evolving needs of the business and its learners. Join David Wentworth, Principal Learning Analyst with Brandon Hall Group, and Kelli Davidson, Solution Consultant at Saba Software, as they discuss the evolving learning technology landscape and strategies for finding the right LMS for your organization.
You’ll gain insights into:
Research-backed strategies for finding an LMS that engages your workforce, reduces training costs and elevates skills to maximize performance
How to future-proof your learning strategy with an LMS that allows you to keep up with the latest trends in learning and development, including micro learning, video, AI and gamification
Real-world success stories with practical takeaways!
Register now to join us live for this one-hour webinar or to receive a link to the on-demand recording!
What Did the HR Tech Salesperson Say? SHRM Annual 2014 PresentationH3 HR Advisors, Inc.
What Did the HR Tech Salesperson Say? Demystifying the HR Tech Selection and Implementation Process.
Presentation given by Steve Boese and Trish McFarlane at the SHRM Annual Conference, Orlando, FL on June 25, 2014.
What will the future workplace look like?Achievers
On April 3rd 2014, 200 HR Executives met at the Fairmont San Francisco for the Aspire HR Executive Summit presented by Achievers. Here are some of the key takeaways...
The Simplification of Work: What can HR and business leaders do to make work ...Josh Bersin
The Simplification of Work: What can HR and business leaders do to make work more simple, enjoyable, and productive? This presentation reviews the five major steps to simplifying the workplace and your entire organization.
Anne Fulton, CEO of Fuel50, talks the 2020 Talent Challenge: Talent Strategies for a Disrupted World at the HR Leaders' Forum in Sydney (February 2018).
More and more studies show, organizing your company around meaning makes a big difference for all stakeholders. This case of Wijs I presented at the HR Leaders Lunch May 8th in the Ancien Belgique in Brussels. It brings you in 80 slides the context of the digital agency Wijs, our vision about meaningful work, 7 building blocks with examples how we practice meaningful work in our day to day an 7 guerilliatips to start tomorrow or to take the next step.
Feedback and questions are welcome!!
Actionable Talent Strategies for the Post-COVID EraCielo
New factors are directly impacting talent strategies as businesses adapt to the changes brought on by the pandemic. In this webinar, Global industry analyst Josh Bersin will share learnings from his work with C-suite executives in planning their talent strategies for 2020 and beyond. He will be joined by Sue Marks, CEO, Cielo, and Madeline Laurano, founder, Aptitude Research who will discuss how high performing organizations have shifted their practices to position their talent acquisition teams for agility, sustainability and future success.
• Explore the major trends Bersin sees influencing the talent market and hiring climate
• Hear key observations gleaned from talent leaders in Bersin’s Big Reset executive working group
• Learn the successful approaches TA leaders are taking to support recovery and future planning
It’s important to know which trends will impact talent strategies moving forward. Join us as we discuss what’s most important to act on now for talent leaders to lead through the recovery.
Presentation about careers in the charity/voluntary sector that have a social impact. includes details of the Worthwhile Graduate Scheme. November 2015
Test drive Fuel50 in the IBM platform: http://f50.li/u2ok
Recap on our webinar presented on 12th October 2016, with Fuel50 and IBM Kenexa discussing how to build a stretch-growth marketplace within your organization.
Three insights that will define your recruiting strategy in 2017 | Talent Con...LinkedIn Talent Solutions
Harry Dhebar, LinkedIn
Reuben Obaidullah, LinkedIn
Allison Schnidman, LinkedIn
Join us to discuss Talent Acquisition trends that will shape 2017, so you can plan for the future. We’ll look back into 2016, discuss the current role of the TA team, and explore where TA is going next year. The goal of this presentation is to help talent leaders like you benchmark yourself against teams across the globe - by reviewing the most important metrics from our most recent Global Recruiting Trends survey. We will outline what global TA leaders had to say about their teams, their business and what matters to them in 2017 and beyond.
Key highlights:
Learn what your TA peers are planning for in 2017.
Benchmark yourself against your peers on key metrics.
Understand the importance of employer brand to your overall strategy.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
The unified brand: Aligning your consumer, corporate, and employer brands | T...LinkedIn Talent Solutions
Nicolas Blanc, LinkedIn
Kristin Rice, LinkedIn
Make the most of your brand by leveraging all three pillars of it: consumer, corporate, and employer. There are positive qualities and aspects of each of your brand pillars, and the most successful companies take advantage of all of these together. This session will teach you how you can create a strong, unified brand presence that incorporates all of your brand entities.
Key highlights:
Companies that successfully align their corporate, talent and consumer brand, are better suited to engage with millennials and can also develop competitive advantages.
Your employees are your best brand ambassadors. LinkedIn can help to empower them.
A strong company culture and a powerful content marketing strategy are equally important when it comes to build a Unified Brand.
Branding is more than just a marketing function; it’s an organizational function. That means that everybody needs to contribute.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Following the Deloitte ImpactHR Conference in May 2016, we had the privilege of hearing all of the latest in global HCM trends and 'Bersin by Deloitte' predictions for the 2020 work experience. This slideshare is a compilation of some of our key takeaways.
Exclusive to viewers of this slideshare, we're offering our entire Talent Lifecycle research paper for a limited time only. Links are in the slideshare.
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.
The Talent Management Cookbook: Recipes for Successful Talent ManagementSaba Software
This document is part of the Bersin Research Library. Our research is provided exclusively to organizational members of the Bersin Research Program. Member organizations have access to an extensive library of learning and talent management related research. In addition, members also receive a variety of products and services to enable talent-related transformation within their
organizations, including:
• Research—Access to an extensive selection of research reports, such as methodologies, process models and frameworks, and comprehensive industry studies and case studies.
• Benchmarking—These services cover a wide spectrum of HR and L&D metrics, customized by industry and company size.
• Tools—Comprehensive tools for HR and L&D professionals, including tools for benchmarking, vendor and system selection, program design, program implementation, change management, and measurement.
• Analyst Support—Via telephone or email, our advisory services are supported by expert industry analysts who conduct our research.
• Strategic Advisory Services—Expert support for custom-tailored projects.
• Member Roundtables—A place where you can connect with other peers and industry leaders to discuss and learn about the latest industry trends and leading practices.
• IMPACT Conference: The Business Of Talent—Attendance at special sessions of our annual IMPACT conference.
• Workshops—Bersin analysts and advisors conduct onsite workshops on a wide range of topics to educate, inform, and inspire HR and L&D professionals and leaders.
This digital transformation programme aims to equip you with the latest skills to assess how your company should evolve and transform in Digital Revolution 4.0. It aims to equip you with a digital strategy roadmap.
If you’re thinking it might be time to re-evaluate your learning management system (LMS), you’re certainly not alone. In fact, according to Brandon Hall Group’s 2016 Learning Technology Study, 44% of companies are actively looking to replace their existing LMS.
In this webinar, you’ll learn how organizations are looking for modern, flexible systems that can adapt to the evolving needs of the business and its learners. Join David Wentworth, Principal Learning Analyst with Brandon Hall Group, and Kelli Davidson, Solution Consultant at Saba Software, as they discuss the evolving learning technology landscape and strategies for finding the right LMS for your organization.
You’ll gain insights into:
Research-backed strategies for finding an LMS that engages your workforce, reduces training costs and elevates skills to maximize performance
How to future-proof your learning strategy with an LMS that allows you to keep up with the latest trends in learning and development, including micro learning, video, AI and gamification
Real-world success stories with practical takeaways!
Register now to join us live for this one-hour webinar or to receive a link to the on-demand recording!
What Did the HR Tech Salesperson Say? SHRM Annual 2014 PresentationH3 HR Advisors, Inc.
What Did the HR Tech Salesperson Say? Demystifying the HR Tech Selection and Implementation Process.
Presentation given by Steve Boese and Trish McFarlane at the SHRM Annual Conference, Orlando, FL on June 25, 2014.
Talent – should you buy or build?
The answer to the question will vary according to the nature of the role, the time-scales involved, and the precise nature of the need. In many instances, organizations will be hiring to fill some positions, while simultaneously developing to fill others. The key is to make the right decision in each instance.
In this presentation Brandon Hall’s VP and principal analyst Mollie Lombardi will focus her considerable thinking power on this crucial issue.
UPSTART Live Spring Summit - The New, New ThingWorkforceNEXT
The New, New Thing: Latest Innovations in Recruiting and Workforce Management Solutions.
Presented By Ziv Eliraz, ZAO; Mark DeChant, Findly; David Lyon, RoundPegg; Tim Lambert, Jobvite; David Kent, Oilpro
Predictive index 2021 Talent Optimization editionRobert Friday
What is Predictive Index? How does Predictive Index work? Talent Optimization expert Rob Friday has trained over 1000 business leaders to use Predictive Index. See the updated 2021 Talent Optimization Presentation here.
Learning's Big Data Problem: Measuring & Analyzing ImpactWatershed
The wave of information known as Big Data has been growing exponentially in recent years. That's why it's critical for organizations to not only get better at collecting more meaningful data, but also understanding just what it all means.
Join us for a webinar next week, when we'll we review the results of Brandon Hall Group’s 2016 Learning Measurement Study and 2016 Learning Analytics Study, identify what organizations are measuring (and what they aren’t), and how they're making use of that data.
Presenters:
David Wentworth, Principal Learning Analyst with Brandon Hall Group
Michael Rochelle, Chief Strategy Officer & Principal HCM Analyst with Brandon Hall Group
Mike Rustici, CEO & Founder of Watershed
During this webinar, you'll learn more about:
-The metrics organizations are using
-The outcomes organizations are measuring
-How data is being analyzed
-Data analysis as a skill set
-How High Performers approach measurement & analytics
2017 UK Employee Engagement Conference in association with People InsightMatt Manners
This is the collection of the majority of presentations shared to a captive audience in London on March 01, 2017. They cover UK finalists & winners of the coveted Employee Engagement Awards, as well as, thought leading experts in CX, Performance & Recognition.
HR Top Tips: 5 Keys to Gaining Momentum with Internal Career MobilityAggregage
Encouraging employees to engage in work and opportunities in ways that benefit both the organization and the employee has never been more valuable. Join us for this exclusive webinar, where Matthew Daniel, Principal of Talent Strategy and Mobility at Guild Education, will share the top five highest impact practices you can leverage to build momentum for your internal career mobility efforts now!
With many recruiting teams facing resource challenges on a regular basis, how can you stay proactive and navigative hiring cycles?
This presentation covers:
- Challenges facing companies hiring at scale
- The 2016 Global Recruiting Trends to embrace these
- Tips and tricks to put you on the fast track of hiring at scale
The Workforce is Learning Differently. What Does it Mean for the Digital CLO?David Blake
Organizational learning is always evolving, but it seems that we have reached a point in time when it is changing more rapidly than companies can keep up with. The changes are both dramatic and incremental, and coming from every direction. Simply changing what we do is not enough, we need to start changing who we are. Do today’s learning organizations and the people running them have the DNA to deliver the modern learning experience?
Go Beyond: Going Beyond With Learning AnalyticsAggregage
Measurement of learning effectiveness has always been a difficult subject for learning leaders. Surveys reveal that while the executive pressure to measure the business impact of learning is growing, significant numbers don’t know how to go about Learning Measurement. Those who do it well are able to prove training is essential to drive business results by rigorously leveraging Data and Analytics.
To truly influence business decisions, you
need to understand where the industry is
going. This 5th annual report uncovers
worldwide recruiting trends that will move
your organization forward, and help position
you as a strategic business partner.
Truly influence business decisions with emerging recruiting trends worldwide.
Learn top recruiting priorities, upcoming challenges and opportunities ahead in LinkedIn’s annual report.
Level Up Your Roadmap: How to Sell Your Product Roadmap to Your Leadership te...Shelley Reece
A product roadmap needs to both capture your product’s strategy and outline your execution plan. Because these documents are such an essential component of your job as product manager, you also need to strategize your roadmap presentation. In other words, you need to speak your executive suite’s language. In this webinar, Brett Truka, CEO of Devetry, shares his experiences and advice on how to successfully sell your roadmap to your leadership team.
Digital Transformation Beyond the Buzz(words)! Before Transforming The Experi...Shelley Reece
Every company is (soon to be) a technology company. Undergoing digital transformation is the key to succeeding in this digital era - but the process isn’t all innovation and shiny new tech. Join Vivek Bedi, a product expert with 18 years of experience across Fortune 100 companies and startups alike, as he shares his expertise on how to strike the right transformation balance and change your product mindset.
Never Miss An Opportunity: How ISO 56000 Enables an Innovative OrganizationShelley Reece
One of the challenges for innovators is how to integrate innovation with Quality Management (QMS) and balance the culture of creativity with execution. Join Peter Merrill as he walks us through the newly published ISO 56000 series on Innovation Management, specifically the Guidance Standard ISO 56002 that discusses how to establish an Innovation Management System (IMS). He will take you through the elements of innovation management from strategy development, through risk assessment to solution delivery.
Supply Chain Visibility: Navigating the Road to Successful Automation - A Pro...Shelley Reece
Automation can be an incredibly powerful tool to lower costs, increase capabilities, and enable scaling. However the road to implementing automation can be long and challenging even when all the proper steps are taken. Being equipped with the proper tools and knowledge of common pitfalls when implementing automation can make the difference between a show stopping disaster and seamless success.
How to Grab Attention with Audience IntelligenceShelley Reece
As a B2B marketer, you already know - attention spans are short, and the competition to win attention is fierce. So how do you break through the noise to deliver the right message, at the right time, using the right channel - and reach the right audience?
People Enablement: Transforming Roles into Careers with Growth OpportunitiesShelley Reece
Roles turn into careers when people can proactively seize moments to celebrate, learn, and improve. But training people to be proactive means building a workplace and culture where they believe that you have their best interests at heart. How do you establish that?
True people enablement requires trust, and trust is built upon a culture that participates in an ongoing cycle of instruction/feedback, evaluation, correction/adjustment, and more evaluation. It must be transparent, genuine, and delivered in an encouraging manner - rather than leaving the person with a sense of "gotcha!"
Human Resources Today is excited to bring together four expert voices to this one-of-a-kind panel, to help you develop your own culture of growth at work.
Workplace Wellness: Supercharge Your Mental Wellbeing - 5 Secrets to an Extra...Shelley Reece
Today, in our high-tech, high-touch world of 24/7 business demands, it is more important than ever to stop for a moment, take a breath, and make sure you are taking care of your number one client, patient, or customer... YOU!
If you are not at your best, your business, your relationships, and your health will all suffer.
Some studies suggest we have about 65,000 thoughts per day. They also show that up to 85% of those thoughts are negative. We also tend to have the same thoughts day after day. Additionally, it takes anywhere from 5 to 7 positives to counter the effects of one negative. Because of this, it takes a huge effort to feed your brain enough positive material to remain focused. Doing this keeps you on track, mentally sharp, and allows you to thrive in your career and enjoy life most of the time.
We hope you will join us for this enlightening webinar. Happiness and success expert, Ricky Powell, will share his knowledge and wisdom to help you live an extraordinary life at home and at work!
People Enablement: What's My Job, Again? - The Role of Clarity & Alignment in...Shelley Reece
We all understand that engagement is an important part of connecting people with their work, but many initiatives miss one of the most important motivators, and that is mission. When surveyed, millennials listed this in their top 5 reasons for staying at a job. People want to know their work is valued, and that they are making a difference with their contributions.
So, how do you help your people experience fulfillment in what they do?
Managing the Modern Workforce: Don't Let Them Leave Mad - Offboarding with Em...Shelley Reece
Layoff. Reduction in force. Termination. Separation. Dismissal. Redundancy. Reorganization.
No matter what you call it, no human resources manager enjoys the process of letting people go from the organization. Informing employees they are losing their job is a difficult and stressful task. For the interaction between the employee and the manager or supervisor to go smoothly as possible, careful preparation, planning and effective communication are the most important elements. Proactively planning for a layoff can save an organization thousands of dollars from the cost heavy burden of talent loss.
Workplace Wellness: Promoting a Culture of Workplace Wellness through Mindful...Shelley Reece
Whether you are working too much, balancing work and family, or simply want to get more out of each and every day, research proves that practicing simple things like being more mindful, communicating what you are grateful for, and simply injecting more joy into everyday tasks can impact everything from your heart health to forging a better connection with those around you. It’s incredible to learn about the proven scientific evidence that can physiologically change your mind and your body! Learn how to share this in your workplace and build a unique culture of wellness in this webinar by Julie Bruns.
I’m Gonna Be (500 Miles) - Engaging Remote/Gig Employees In The Digital AgeShelley Reece
Remote workers have already proven to be more productive for many businesses. By 2020 50% of our workforce will be remote. This trend will only continue to rise.
With access to the latest and greatest technologies, it’s never been easier to communicate and collaborate with people anywhere, at anytime. But yet, many remote and freelance workers note a feeling of isolation and disengagement from the team. Does this sound like your challenge?
Managing the Modern Workforce: Happy Work, Happy Life - Linking Talent Manage...Shelley Reece
Think about the last time you were happy doing something at work. Did it feel like work? Did you feel satisfied? Did you feel that your work had meaning and impact? Recent studies show that our happiness at work and belief that we’re affecting the business in a positive way is good not only for you, but for the organization as well.
Today’s Curriculum for the Higher Ed HR LeaderShelley Reece
Today’s universities and colleges face many challenges ranging from reconciling financial pressures, to ensuring student success, to managing complicated workforce dynamics. One thing they all have in common: Their head of HR must align the HR function to best support the institution as it navigates this current landscape.
How to Build Pay Grades and Set Salary RangesShelley Reece
In today’s changing workforce, having a clearly defined career path is becoming critical for attracting and retaining top talent. Setting pay ranges and grades can give you a competitive advantage in an ever-changing market by enabling clear job progression as well as competitive pay. So how can you set your pay ranges just right?
Join PayScale’s compensation experts as they show you how to build ranges from a market-centered midpoint, and how to use market data to update or create market-based pay ranges.
Recording: https://www.humanresourcestoday.com/webinar-series/how-to-build-pay-grades-and-set-salary-ranges/
Innovative eLearning in Sales: The Modern Essentials for Sales Onboarding Eff...Shelley Reece
The way that top-performing organizations onboard new employees has changed significantly over the last five years. Traditional sales onboarding methods have not produced a strong return on investment or moved the needle on the sales metrics that matter. Modern learning methods reflect how today’s workforce prefers to interact with the world, and are driving greater ROI.
Technical Recruiting: Using Artificial Intelligence + Machine Learning to Ins...Shelley Reece
Artificial Intelligence (AI), a machine’s ability to have human-like intelligence, and Machine Learning (ML), a type of AI that provides a machine with the ability to learn from inference, continue to dominate the headlines and integrate into our daily lives. It’s natural to question how our jobs (and job security) may be affected. Well… Good news, Y'all − AI doesn’t replace you, it empowers you!
Performance Management Masterclass: Stop Torturing Your Managers and Employee...Shelley Reece
Webinar recording available: https://www.humanresourcestoday.com/frs/8410206/stop-torturing-your-managers-and-employees-with-traditional-performance-management---give-them-something-of-value/email
Research and feedback on traditional performance management systems indicates that the parties involved do not find the process valuable. Managers dislike it because it is time consuming, lacks timeliness, seems to always be done under pressure, and are often disputed. Employees who receive “positive” performance reviews complain they are not good enough and employees that receive “negative” performance reviews complain they are inaccurate and not good enough. What a waste of time and energy!! “Stop Torturing them and give them something of Value”.
Younger generation employees are clear that they need and insist on more feedback regarding all aspects of their jobs and job performance. How does management respond to this need? Initiate a system of ongoing performance management feedback. This feedback is in the form of regular conversations with the employee. How do you do this?
Employee Performance Management - What Your CFO Needs to Know About Culture B...Shelley Reece
Labor is probably your number one CONTROLLABLE cost. Talented employees are also a scarce resource. How is it that financial capital is plentiful but carefully managed, and great employees are scarce and poorly managed?
The answer lies in the relationship between your CHRO and your CFO.
Recording available here: https://www.recruitingbrief.com/frs/8300080/resume-2-0/email
In technical recruiting, engineering skill can be measured - and it should be. Once skills have been quantified, they can be compared side-by-side, allowing technical recruiters to hire in confidence, knowing that they really are bringing in the best people for the job.
Managing the Modern Workforce: Make Your Onboarding Inclusive & Engaging
1. Make Your Onboarding Inclusive
& Engaging
Daria Friedman Shelley Trout
With: Moderated by:
TO USE YOUR COMPUTER'S AUDIO:
When the webinar begins, you will be connected to audio using
your computer's microphone and speakers (VoIP). A headset is
recommended.
Webinar will begin:
12:30 pm, PDT
TO USE YOUR TELEPHONE:
If you prefer to use your phone, you must select "Use Telephone"
after joining the webinar and call in using the numbers below.
United States: +1(562) 247-8422
Access Code: 122-595-120
Audio PIN: Shown after joining the webinar
--OR--
2. We believe great businesses are powered by great people. Guided by
decades of experience and innovation, Kronos® offers the industry’s
most powerful suite of tools and services to manage and engage your
entire workforce from pre-hire to retire. And because workforce needs
are constantly changing, Kronos solutions are designed to evolve with
you to help meet the challenges you face every day — regardless of
your industry or where you do business.
3. 3
Click on the Questions panel to
interact with the presenters
www.recruitingbrief.com/webinar-series/managing-the-modern-workforce
www.humanresourcestoday.com/webinar-series/managing-the-modern-workforce
4. About Daria Friedman
Daria Friedman is the Principal Analyst for the Talent Acquisition and Engagement practices at Brandon Hall Group.
As an Analyst, Daria analyzes trends in the market, advises clients on how to improve their practices/programs,
conducts solution provider briefings, leads webinars and workshops, and has authored numerous blogs and research
studies.
Before joining Brandon Hall Group, Daria led the research practice for Bernard Hodes Group, a recruitment solutions
agency, and Findly, a talent acquisition software service provider that has been re-branded as Symphony Talent.
Daria conducts research on topics such as talent acquisition practices, talent acquisition technology, onboarding,
candidate experience, recruitment marketing, hiring practices, sourcing, employee engagement, pre-hire and post-hire
assessments, employee value proposition, diversity and inclusion, next practices in reducing the talent shortage,
rewards and recognition, and more.
About Shelley Trout
Shelley went to UC Berkeley and majored in Anthropology & Archaeology. After working at the Center of Digital
Archaeology, she became fascinated with digital representations of personality and culture, and now leads Webinar
Production at Aggregage, providing some of the most interesting thought-leaders across a wide variety of industries with
a space to celebrate the diversity, depth, and experience of their professional cultures, personalities, and passions.
5. 5
Agenda
Make Your Onboarding Inclusive
& Engaging
What does it take to successfully onboard new talent?
Engaging, assimilating new hires
Award-winning, case studies for inclusive onboarding
Q & A
7. 7
Poll
Make Your Onboarding Inclusive
& Engaging
Do most of your employees within each of these segments
participate in engagement efforts and promote the organization
internally and externally? Check yes if applicable.
New grad hires
Other new hires
Remote workers
Diverse talent
Executive leadership
Source: 2017 Brandon Hall Group Evolution of Onboarding Survey
8. 8
Make Your Onboarding Inclusive &
Engaging
Source: Brandon Hall Group 2018 Employee Engagement Survey
*Highly engaged defined as most employees in segment participating in engagement efforts and promoting the organization internally and externally.
Other New HiresNew Grad HiresExecutive Leadership
Remote WorkersDiverse Talent
Percent of Organizations with Highly Engaged* Employee Segments
60% 27%
32% 15%
24%
9. Brandon Hall Group Employee Engagement Definition
• Engaged employees are committed to, aligned with,
and enthusiastic about their work and the
company culture.
• Engaged employees make personal
contributions to drive organizational
success and excellence.
Make Your Onboarding Inclusive
& Engaging
9
Source: 2018 Brandon Hall Group Employee Engagement Survey
11. The primary goals of
onboarding are to
optimize new hire
engagement and
time-to-proficiency.
11
Make Your Onboarding Inclusive
& Engaging
Source: 2017 Brandon Hall Group Evolution of Onboarding Survey
13. 13
Why Onboarding is Critical to New Hire Success
Make Your Onboarding Inclusive
& Engaging
Employee Engagement Journey
RECRUITMENT
ONBOARDING
DEVELOPMENT
OFF-BOARDING
14. Poor Onboarding Can Lead to Less than Optimal Results
Source: Brandon Hall Group 2017 Evolution of Onboarding and Hiring Practices and Internal Mobility Surveys.
*On average.
The Current Situation:
10.2%
51%
12.6%*
28%*
New-hire average
voluntary attrition rate
Most new hire voluntary
attrition occurs during
first six months
Bad hires in past year
Of bad hires attributable to
sub-optimal hiring practices
Make Your Onboarding Inclusive
& Engaging
14
15. Brandon Hall Group Onboarding Maturity Model
Source: 2017 Brandon Hall Group Evolution of Onboarding Survey
15
Make Your Onboarding Inclusive
& Engaging
16. 13%
37%
26%
38%
46%
44%
29%
48%
50%
50%
56%
63%
Employee Retention
Customer Retention
Employee Engagement
Customer Satisfaction
Revenue/Performance
Market Penetration
Percent of Organizations by Maturity Level Seeing
Improvement in KPIs Over Past Year
Levels 3 & 4 Onboarding Levels 1 & 2 Onboarding
Source: 2017 Brandon Hall Group Evolution of Onboarding Survey
16
Make Your Onboarding Inclusive
& Engaging
17. Characteristics of a Level 4 Onboarding Process
• Fully-dedicated onboarding technology
• Onboarding integrated with Learning/LMS
• Assessments used during onboarding
• High-potential new hires are identified
• Engagement and assimilation practices implemented
• Mentors, coaches provided
• Continuously look to improve practices
17
Make Your Onboarding Inclusive
& Engaging
Source: 2017 Brandon Hall Group Evolution of Onboarding Survey
18. 30%
33%
33%
35%
36%
68%
70%
82%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90%
To support a dispersed or global workforce
To enable better reporting
To improve time-to-proficiency
To improve assimilation
To improve training
To alleviate manual tasks
To improve management of process
To improve new hire experience
Drivers for Onboarding Technology Adoption
Source: 2017 Brandon Hall Group Evolution of Onboarding Survey
18
Make Your Onboarding Inclusive
& Engaging
19. 38%
30%
43%
47%
46%
44%
48%
51%
53%
59%
0% 10% 20% 30% 40% 50% 60% 70%
Customer Retention
Employee Engagement
Customer Satisfaction
Revenue / Performance
Market Penetration
Organizations Seeing Improvement in KPIs Over Past Year
Have Onboarding Technology Does Not Have Onboarding Technology
Source: 2017 Brandon Hall Group Evolution of Onboarding Survey
19
Make Your Onboarding Inclusive
& Engaging
20. Best Practices for Making Onboarding Inclusive
• Electronic documents and signatures.
• Onboarding technology with mobile access.
• Personalization is key (location, role, etc.).
• “Train the trainer.” Leaders need to know when to welcome, encourage new
hires.
20
Make Your Onboarding Inclusive
& Engaging
Source: 2018 Brandon Hall Group.
21. Best Practices for Making Onboarding Inclusive
• New hires should be able to meet each other and their managers in person.
• Have frequent virtual meetings during onboarding.
• Recognize new hires and explain recognition program.
• Encourage collaboration through software, such as Google Docs, Basecamp,
Yammer, etc.
21
Make Your Onboarding Inclusive
& Engaging
Source: 2018 Brandon Hall Group.
22. Best Practices for Making Onboarding Inclusive
• Explain diversity and inclusion program / values during onboarding.
• Introduce and encourage participation in Employee Resource Groups / Affinity
Groups during onboarding.
• Describe, if applicable, any employee mobility programs at organization.
22
Make Your Onboarding Inclusive
& Engaging
Source: 2017 Brandon Hall Group.
23. Onboarding Practice Trends
Average duration of onboarding:
• 28 days
• 57% want duration to be longer
• 35% shorter
Source: 2017 Brandon Hall Group Evolution of Onboarding Survey
23
Make Your Onboarding Inclusive
& Engaging
24. Most-Important Onboarding Metrics
Source: 2017 Brandon Hall Group Evolution of Onboarding Survey
73%
62%
58%
24
Make Your Onboarding Inclusive
& Engaging
Time to Productivity
New Hire Retention
New Hire Engagement
25. Most-Desired Improvements for Onboarding
New Hire Experience Assimilation Practices Collaboration
64% 57% 52%
Source: 2017 Brandon Hall Group Evolution of Onboarding Survey
25
Make Your Onboarding Inclusive
& Engaging
27. The Basic Onboarding Practices
93%
86% 86% 84% 80%
53%
73%
46%
32%
69%
0%
20%
40%
60%
80%
100%
Orientation Employment
documentation
Training,
product/service
Assimilation Benefit enrollment
How Well Do Organizations Implement Important
Practices?
Important or Critical Practices Effective or Very Effective Implementation
27Source: 2017 Brandon Hall Group Onboarding Survey
27
Make Your Onboarding Inclusive
& Engaging
28. More Strategic Onboarding Practices
28
73% 73%
65%
60%
55%
31%
39%
18%
31% 33%
0%
10%
20%
30%
40%
50%
60%
70%
80%
Goal-setting Diversity and
inclusion
Mentoring,
coaching
Recognition of new
hires
Assessments
How Well Do Organizations Implement Important Practices?
Important or Critical Practices Effective or Very Effective Implementation
Source: 2017 Brandon Hall Group Onboarding Survey
28
Make Your Onboarding Inclusive
& Engaging
29. Onboarding Engagement and Assimilation Practices*
Source: Brandon Hall Group 2017 Evolution of Onboarding Survey
*Among organizations with effective assimilation practices.
Meet
Leadership
Explain
Rewards &
Recognition
Socialization
Time
Lunch with
peers,
mentors
Welcome
Letter
84%
78%
78%
69%
69%
Explain
Growth
Opportunities
64%
Provide
Feedback
on
Progress
59%
Provide
Swag
60% 55%
Set
Career
Goals
59%
Introduce
Coaches53%
Explain
Exciting
Aspects of
Job
Make Your Onboarding Inclusive
& Engaging
29
30. Effective Assimilation Practices Favorably Impact Talent Metrics
• Organizations with effective assimilation practices are more likely to
see improvement in these metrics over past year as compared to
cohorts:
Source: Brandon Hall Group 2017 Evolution of Onboarding Survey
30
Make Your Onboarding Inclusive
& Engaging
52%
28%
vs.
34%
12%
vs.
9.4%
10.5%
vs.
Employee
Engagement
Employee
Retention
Average New Hire
Voluntary Turnover
31. Consider what is relevant to all employees before
instituting an engagement program.
31
Make Your Onboarding Inclusive
& Engaging
Source: 2018 Brandon Hall Group.
32. Activities Considered Highly Valuable for Engagement
Overall “Younger” Workforce Mix “Older” Workforce Mix
Engagement surveys 58% 58% 62%
Team-building activities 51% 54% 46%
Formal employee recognition 40% 44% 29%
Performance reviews 32% 33% 25%
Source: Brandon Hall Group 2018 Employee Engagement Practices Survey
*Younger workforce mix = 75% or more of employee population are not Baby Boomers. Older
workforce mix = 26% of more of employee population are Baby Boomers.
32
Make Your Onboarding Inclusive
& Engaging
33. Activities Considered Highly Valuable for Engagement
Overall “Younger” Workforce Mix “Older” Workforce Mix
Work / life balance support 51% 44% 59%
Career development paths 48% 38% 56%
Coaching, mentoring 47% 40% 51%
Wellness / well-being 34% 30% 40%
Source: Brandon Hall Group 2018 Employee Engagement Practices Survey
*Younger workforce mix = 75% or more of employee population are not Baby Boomers. Older
workforce mix = 26% of more of employee population are Baby Boomers.
33
Make Your Onboarding Inclusive
& Engaging
34. Benefits of Measuring New Hire Engagement Levels
• Understand effectiveness of onboarding program; assess
assimilation; gauge extent employment experience meets
expectations; and be able to address problems quickly.
Frequency of Measuring Engagement Surveys During First Year
2+ times 44%
One time 23%
Ad hoc 10%
None 23%
Source: Brandon Hall Group 2017 Evolution of Onboarding Survey
34
Make Your Onboarding Inclusive
& Engaging
36. Capgemini’s Separate Portal Makes Onboarding Cool
• Situation: Every region had its own way of onboarding new hires.
There was no consistent messaging.
• Goals: Onboarding needs to be attractive to millennials; must be
social, digital and have uniformity. Program for Insights & Data group.
• Solution: Capgemini University decided on a separate portal for both
onboarding and learning. There was an introductory welcome video,
a learning journey/courses, new hire profiles, Yammer integration,
and gamification (points for completion of each segment).
• Metrics: High usage of portal, increased engagement levels, and
learner analytics.
36
Make Your Onboarding Inclusive
& Engaging
Source: 2018 Brandon Hall Group
37. Canadian Tire: Delivering a Consistent, Engaging Onboarding Experience
• Situation: Onboarding was a full-day in-class training event in one location
which was not available to all new employees. New hires are diverse in
terms of roles, capabilities, location, etc.
• Goals: Consistent onboarding experience for all new hires that provides an
engaging way to communicate values.
• Solution: Web-based onboarding program that: appeals to multi-
generations, has a blended learning approach, ensures learning sticks, and
includes methods for measuring effectiveness of each onboarding
component. Includes pre-boarding with info about company and what to
expect (pay, benefits), required new hire learning, and manager training.
• Metrics: High onboarding portal usage, high net-promoter scores, and cost
efficiency.
37
Make Your Onboarding Inclusive
& Engaging
Source: 2018 Brandon Hall Group
38. Key Takeaways
• Strive to develop an optimized onboarding process.
• Use onboarding technology that provides mobile functionality,
personalization, electronic documents, and a streamlined process.
• Make sure assimilation/engagement onboarding activities are
relevant to the new hires.
• Measure new hire engagement levels.
• Follow best practices for inclusive onboarding.
38
Make Your Onboarding Inclusive
& Engaging
Source: 2018 Brandon Hall Group