Request Talent Management Demo http://www.PeopleStreme.com
Know your people, find your people, keep your people. PeopleStreme's Talent Management Generation3 is innovative talent management software that enables organisations to successfully manage their talent, set up career development plans, improve the succession planning process and drive employee retention rather than respond to unexpected resignations.
Everyone knows that unmotivated employees create problems
in the workplace. But what’s worse is having people who are
motivated – but cannot turn their enthusiasm into action. An employee effectiveness survey
is truly effective when it also addresses the factors that stop
your staff from performing to the best of their ability.
Learning & Talent Analytics: Integrating Business Metrics to Show the Value o...Human Capital Media
Understanding the results your talent and learning programs have on your organization’s top and bottom line often define success of the programs. So having effective tools to track and analyze learning and talent management programs together is key. Learn how integrated analytics can make your organization’s learning and talent management programs more effective and demonstrate the impact on the top and bottom line.
Request Talent Management Demo http://www.PeopleStreme.com
Know your people, find your people, keep your people. PeopleStreme's Talent Management Generation3 is innovative talent management software that enables organisations to successfully manage their talent, set up career development plans, improve the succession planning process and drive employee retention rather than respond to unexpected resignations.
Everyone knows that unmotivated employees create problems
in the workplace. But what’s worse is having people who are
motivated – but cannot turn their enthusiasm into action. An employee effectiveness survey
is truly effective when it also addresses the factors that stop
your staff from performing to the best of their ability.
Learning & Talent Analytics: Integrating Business Metrics to Show the Value o...Human Capital Media
Understanding the results your talent and learning programs have on your organization’s top and bottom line often define success of the programs. So having effective tools to track and analyze learning and talent management programs together is key. Learn how integrated analytics can make your organization’s learning and talent management programs more effective and demonstrate the impact on the top and bottom line.
Critical Metrics for Talent Management in Reporting to Boards and InvestorsHuman Capital Media
Many talent management professionals may be unaware of the swell of interest in their work by boards and investors. Aware or unaware, there’s no denying that the interest is there.
This is why powerful groups such as the Sustainability Accounting Standards Board and the International Integrated Reporting Council are pushing forward reporting standards that include reporting on human capital.
To help talent management professionals understand, be ready for and comply with these standards, industry experts David Creelman, Laurie Bassi and Andrew Lambert are preparing a major report on what’s happening in the industry.
Join David Creelman in this webinar as he reveals what these changes mean for talent management professionals, including critical metrics, the landmines to be avoided and the opportunities to be seized.
Key takeaways:
Why are there suddenly big changes in reporting to investors?
How will that affect what we in talent management have to report to management?
What aspects of our performance will be particularly under scrutiny?
What is the secret in turning talent management data into a story business leaders care about?
There are a number of complicated laws and regulations that organizations must adhere to relating to comparable worth and equal pay. While compliance is important, most organizations do not have an effective way to administer these rules on an ongoing basis.
Measuring Talent Management Effectiveness With Integrated AnalyticsHuman Capital Media
Understanding the effects your talent management program is having on your organization’s top and bottom line can ensure greater success of your initiatives. Having the right tools in place to track and analyze in real time is key.
Join this webinar to see how integrated analytics can make your organization more effective. You’ll interact with the speaker as she demonstrates the impact of integrated analytics on the top and bottom line.
During this interactive webinar, you will learn how to:
• Leverage key performance indicators for talent management.
• Create a closed-loop framework to measure and improve workforce effectiveness and efficiency.
• Make a good analytics tool work for you.
• Demonstrate the impact of integrated talent management analytics.
Learn about how to shape the organization structure, processess, and functions in line with the business strategy and realities of the business. HR becomes a strategic partner with the business leaders in driving bottom-line results.
As a c-suite executive in an organization and industry, it is almost imperative that the job demanded to create value for driving the profitability, growth and the ‘sustenance’ of the demanded growth. The intent is the navigating, exploring and detecting the right direction along with your chosen team to avoid disruptions and change facing the industry.
In the prevalent times the corporate executives faces ever growing challenges in shape of financial, political, demographics, economic and above all the ‘technology’, altering the shape and intensity of competition.
Raise the Bar on HR - Brown-Smith-Wallace ConsultingSage HRMS
In today’s volatile, unpredictable, and competitive business
environment, long-range planning is taking on a more crucial role
than ever before in organizations of all shapes and sizes. Today,
business leaders must think ahead, adopting a forward-looking
attitude companywide that will allow them to take decisive
actions on key strategies to propel their organizations forward.
This requires access to a wide range of business intelligence that
can help them make informed decisions in an efficient, timely
manner—more so than ever before. Much of this information
already resides in your human resources (HR) department, and
gaining access to it, mining it, and analyzing it can mean the
difference between turning right or left at a crucial point in your
company’s journey.
This presentation is a sales pitch to use when trying to convince a corporate leader to pursue a strategic human capital management project. It includes quotes from independent and vendor research to make the case. Those points are followed by questions that create face validity for the project. The final section outline the high-level steps required to execute the project. The original slides include a lot of detail in the notes sections.
Critical Metrics for Talent Management in Reporting to Boards and InvestorsHuman Capital Media
Many talent management professionals may be unaware of the swell of interest in their work by boards and investors. Aware or unaware, there’s no denying that the interest is there.
This is why powerful groups such as the Sustainability Accounting Standards Board and the International Integrated Reporting Council are pushing forward reporting standards that include reporting on human capital.
To help talent management professionals understand, be ready for and comply with these standards, industry experts David Creelman, Laurie Bassi and Andrew Lambert are preparing a major report on what’s happening in the industry.
Join David Creelman in this webinar as he reveals what these changes mean for talent management professionals, including critical metrics, the landmines to be avoided and the opportunities to be seized.
Key takeaways:
Why are there suddenly big changes in reporting to investors?
How will that affect what we in talent management have to report to management?
What aspects of our performance will be particularly under scrutiny?
What is the secret in turning talent management data into a story business leaders care about?
There are a number of complicated laws and regulations that organizations must adhere to relating to comparable worth and equal pay. While compliance is important, most organizations do not have an effective way to administer these rules on an ongoing basis.
Measuring Talent Management Effectiveness With Integrated AnalyticsHuman Capital Media
Understanding the effects your talent management program is having on your organization’s top and bottom line can ensure greater success of your initiatives. Having the right tools in place to track and analyze in real time is key.
Join this webinar to see how integrated analytics can make your organization more effective. You’ll interact with the speaker as she demonstrates the impact of integrated analytics on the top and bottom line.
During this interactive webinar, you will learn how to:
• Leverage key performance indicators for talent management.
• Create a closed-loop framework to measure and improve workforce effectiveness and efficiency.
• Make a good analytics tool work for you.
• Demonstrate the impact of integrated talent management analytics.
Learn about how to shape the organization structure, processess, and functions in line with the business strategy and realities of the business. HR becomes a strategic partner with the business leaders in driving bottom-line results.
As a c-suite executive in an organization and industry, it is almost imperative that the job demanded to create value for driving the profitability, growth and the ‘sustenance’ of the demanded growth. The intent is the navigating, exploring and detecting the right direction along with your chosen team to avoid disruptions and change facing the industry.
In the prevalent times the corporate executives faces ever growing challenges in shape of financial, political, demographics, economic and above all the ‘technology’, altering the shape and intensity of competition.
Raise the Bar on HR - Brown-Smith-Wallace ConsultingSage HRMS
In today’s volatile, unpredictable, and competitive business
environment, long-range planning is taking on a more crucial role
than ever before in organizations of all shapes and sizes. Today,
business leaders must think ahead, adopting a forward-looking
attitude companywide that will allow them to take decisive
actions on key strategies to propel their organizations forward.
This requires access to a wide range of business intelligence that
can help them make informed decisions in an efficient, timely
manner—more so than ever before. Much of this information
already resides in your human resources (HR) department, and
gaining access to it, mining it, and analyzing it can mean the
difference between turning right or left at a crucial point in your
company’s journey.
This presentation is a sales pitch to use when trying to convince a corporate leader to pursue a strategic human capital management project. It includes quotes from independent and vendor research to make the case. Those points are followed by questions that create face validity for the project. The final section outline the high-level steps required to execute the project. The original slides include a lot of detail in the notes sections.
Jeff Higgins: Using Talent Market Data to Create Workforce IntelligenceEdunomica
Jeff Higgins: Using Talent Market Data to Create Workforce Intelligence
People Analytics Conference 2022 Winter
Website: https://pacamp.org
Youtube: https://www.youtube.com/channel/UCeHtPZ_ZLZ-nHFMUCXY81RQ
FB: https://www.facebook.com/pacamporg
IBM Smarter Workforce Summit Toronto 2015: What is Your Critical Skills Gap? IBM Smarter Workforce
IBM Smarter Workforce Summit Toronto 2015: Gordon Ritchie, Product Evangelist, Enterprise Talent Frameworks, IBM, presents: What is Your Critical Skills Gap?
Strategic Workforce Planning: The Key to Organisational SuccessThe HR Observer
Do you know the DNA of your workforce? Even if you do, how does it sync with your organisation’s core business strategy? Knowing the DNA of your workforce and syncing that info with your business strategy is the key to high performing companies. Strategic Workforce Planning helps organisations understand the talent required to deliver their strategy. Without it, you will be paying a significant cost. Ron talks about how to integrate this proven technique into your business process.
Ron Thomas, Chief Executive Officer – Gulf, Great Place to Work
The Datafication of HR: Building your Business Case for Workforce Analytics a...Human Capital Media
How can you build a business case to get your workforce analytics initiative funded this year, not this decade? And why should you care?
It is commonly understood that companies with workforce analytics capabilities outperform their peers in quality of hire, retention and leadership capabilities. Yet, recent research by Harvard Business Review has found a large gap between what companies expect from human resources — data-driven insight and action —and the capabilities that are necessary to deliver it.
In fact, Deloitte University Press’ Global Human Capital Trends report found that although 75 percent of companies believe workforce analytics is important, only 8 percent believe their company is “strong” in this area — almost the same results as their 2014 survey.
HR expert Josh Bersin has coined the term “stuck in neutral” to describe HR’s slow adoption of workforce analytics. Why is this? Why does it matter? And what can you do to accelerate your movement toward data-driven HR?
In this webinar, analytics expert Dave Weisbeck will discuss:
The drivers behind the datafication of HR.
How to build a business case for workforce analytics.
Examples of workforce analytics at work.
How to scale a global software business.
Talk by Stephen Allot, Crown Representative for SMEs at Business of Software Conference Europe 2015.
Product
Plan
People
Processes
Problem Solving
Bust the myths of talent management — key points for deploying a unified tale...Human Capital Media
With so many talent management solutions in the marketplace, organizations are even more challenged to determine which talent management solution best meets their specific needs.
In this webinar, Mark Brandau, senior director at SuccessFactors, will help bust the top talent management myths by reviewing the key questions HR executives need to ask — and answer — when evaluating and deploying a unified talent management solution.
Attendees of this webinar will:
•Get a detailed list of specific questions HR executives need to ask — and answer — as they prepare for the workforce of the future.
•Review what key processes businesses should adopt and avoid.
•See how a unified approach to talent management demonstrates immediate business value to executives.
•Acquire best practices on how to effectively establish the business value of talent management strategies and execution.
•Learn how to combat decreasing global competitiveness caused by skill and competency gaps, a lower-performing workforce and misalignment of employees.
•Review latest analyst reports on a unified talent management solution.
Global competition for talent, outsourcing labor, compliance legislation, remote workers, aging populations – these are just a few of the daunting challenges faced by HR organizations today.
Yet the most commonly monitored workforce metrics do very little to deliver true insight into these topics. Leaders need to graduate from metrics to analytics, surfacing the important connections and patterns in their data to make better workforce decisions. By graduating from metrics to analytics, HR professionals and leaders can better understand the contributing factors that are impacting their organization, and take the right actions to implement programs that will provide a true competitive advantage.
Similar to Salarycom h rcom_ppttemplatemar2609_final (20)
issued by Ijser for our book adopting anger management on January editions
we have many books on pipeline on ( business ,management ,self help, self growth ,meditation we looking for publisher to assist us on kindle platform
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
In the Adani-Hindenburg case, what is SEBI investigating.pptxAdani case
Adani SEBI investigation revealed that the latter had sought information from five foreign jurisdictions concerning the holdings of the firm’s foreign portfolio investors (FPIs) in relation to the alleged violations of the MPS Regulations. Nevertheless, the economic interest of the twelve FPIs based in tax haven jurisdictions still needs to be determined. The Adani Group firms classed these FPIs as public shareholders. According to Hindenburg, FPIs were used to get around regulatory standards.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
1. Is Disjointed Data Blurring Your
View of Who to Retain or Fire?
5 Steps to Gaining Application Clarity
and Better Decision-Making
Expert Advice from Paul D. Hamerman,
Nora Costa and Nick Camelio
March 26, 2009
2. Agenda
• Introduction: Our Team of Experts
• The Situation
• The HR Dilemma
• Common Pitfalls and Causes
• 5 Steps to Fixing the Problem
• Getting Executive Buy-In
3. Introduction
Salary.com presents the “HR Dilemma™ Series”
• Fictional cases that present common managerial
dilemmas
...and,
• Offer concrete solutions from experts on how to
resolve them
4. Our Experts
Paul Hamerman Nora Costa Nick Camelio
Forrester Iron Mountain Salary.com
Research
Leading industry analyst at Forrester Director of compensation at Iron Vice President of Human Resources
with nine years of experience specific Mountain, with over 25 years of and Talent Development at
to business technology, evaluating: experience as a business & practice Salary.com, with over 16 years of
software vendor mergers and leader in corporate HR, with proficiency experience providing HR leadership
acquisitions, next-generation in market pricing and skill- or to technology companies –
architectures, industry-specific competency-based salary structure specifically in recruiting,
strategies, & packaged application design. Industries include business compensation and benefits, learning
deployment models (including services, higher education, financial and development, and employee
software-as-a-service). services, healthcare, and software. retention.
Expertise: Enterprise Applications Expertise: Compensation Management Expertise: Strategic HR Functions
8. The Acme Company
Leading Pharmaceutical Provider
• 2,500 FTE
• 3 Global Offices (UK, Singapore, Tokyo)
• 15 US offices
• Annual compensation budget is roughly $250 million
• 15 Product Lines in US and 10 in Europe/Asia
9. Our Cast of Characters
Claire, VP of HR at Acme Co.
Seasoned HR veteran with over 15 years of experience.
Responsible for US and global HR operations for 2,500 FTE
company. Has Team of 20 People. Working on consolidating
two operating divisions via acquisitions; manages multiple
homegrown and packaged point solutions.
Mark, CFO at Acme Co.
Fiscally conservative CFO. Responsible for HR, Legal and
Finance operations. Believes strong balance sheet is crucial to
company’s health. Believes in paying for results and strategic
use of technology to improve business operations. Investing in
sales initiatives to drive top-line sales growth inside US.
10. March 2008: Strategic Planning
Mark and Claire review corporate objectives and set budget:
• Aggressively recruit in new sales positions in US
• Integrate 2 new acquisitions and critical sales positions in US
• Implement aggressive pay-for-performance plan across globe
• Build pipeline of strong leaders for key positions
• Manage to specific cash flow targets per quarter
12. The New Corporate Objectives
Mark, CFO walks into Claire’s office:
• Implement hiring freeze and reduce payroll by 15%
• Must maintain high level of customer service, and...
• Stay competitive in our key focal areas
• Craft a plan to execute in next 30 days
13. The Patch Process
Claire’s team scrambles to craft the plan and reviews that data she
has to work with:
• 3 HRMS systems for headcount, positions and salaries
• Excel-based submissions for remaining domestic offices
– Multiple performance input across company
• Performance ratings, potentials but no historical data
• Paper-based job descriptions, development plans with no competency data
15. Claire’s HR Dilemma & Opportunity
• Claire must pull together a recommended methodology
and list:
– No standard core system of record;
– Has to make over 5 phone calls to pull data requests across IT, Legal
Compliances, HRMS directories, performance histories, learning updates &
finance
– Team works overtime to aggregate, organize and validate data.
– Lack of executive awareness - most executives don’t realize they lack the
ability and systems to pull the information together
• How can she pull it all together so executive leadership
can focus on the best methodology and process,
ensuring they make the best talent decisions to achieve
their business goals?
17. Paul D. Hamerman
Causes and Pitfalls
• Multiple core HRMS solutions, lack of global HR data
• Outdated HRMS core system with manual processes
• Processes optimized around payroll, not HR
• Numerous best-of-breed solutions
18. Nora Costa
• The pain of patching together a view
• Turning the executive dilemma into an “aha moment”
• Window of opportunity to educate and pitch to senior
management and coordinate a plan that saves time
and money
19. Nick Camelio
Administrative burden, time to patch vs. the focus on
strategic decisions
– Pre and post reduction
– How does unified data help through the
aftermath?
20. Build Case for HR ROI
5 Things You Can Do:
1. Go to CFO with business case
2. Calculate the cost of disjointed data
• # of man-hours to pull/aggregate across functions
• Impact of redeploying resources on strategic talent
decisions
1. Calculate the cost of multiple systems and vendors
• # of people and vendors to manage
• Cost to operate internally vs. leveraging SaaS options
21. Build Case for HR ROI …continued
4. Quantify the impact of deploying best practices on CFO-
metrics:
• Revenue per employee and net income per employee
• Reduction in operating expenses vendor consolidation,
(SaaS)
• Improvement in reporting
• Lower employee turnover and replacement costs (time, $)
5. Develop a coordinated HR Applications Roadmap and ROI
37. Thank You for Attending
Questions?
If we do not answer your question during the live
event, please feel free to send any questions to
Alison Kelly: akelly@salary.com, with the name of
the speaker your question is for, and we will be
happy to get back to you!