The Brave New World for Talent Professionals
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Robin Schooling will be speaking at a two-day conference about the brave new world for talent professionals. The conference will include six education sessions. Robin Schooling is a VP of HR with experience in gaming, banking, and healthcare. She is a regular conference speaker and writer on HR topics. The conference will discuss how HR can redesign to support organizational strategy and talent management in a changing business environment driven by technology. It will also cover topics like leadership, culture, engagement, and developing new skills for the HR organization.
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Well, here’s a rockin’ party: a gathering of several hundred midlevel human-resources executives in Las Vegas. (Yo, Wayne Newton! How’s the 401(k)?) They are here, ensconced for two days at faux-glam Caesars Palace, to confer on “strategic HR leadership,” a conceit that sounds, to the lay observer, at once frightening and self-contradictory. If not plain laughable.
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Lucas Group is one of the top executive search firms in North America, with over 40 years of experience placing over 30,000 executives. It has 250 recruiters across 15 US locations and focuses on building long-term partnerships with clients in various industries. The firm prides itself on identifying, assessing, and delivering the best talent to meet clients' specific needs through a customized full-circle search process.
Lucas Group HR Recruiting
Headquartered in Atlanta, GA with 15 regional offices, Lucas Group is North America's premier executive search firm. Since 1970, Lucas Group's culture and methodologies have driven superior results. We utilize a unique combination of sophisticated technology, rigorous research, deep industry knowledge, ongoing associate training, and a broad national reach. We are trusted consultants who deliver real business value for our clients and candidates, and we are home to the finest executive recruiters.
Lucas Group Human Resources Brochure Corporate Address
Lucas Group is an executive recruiting firm that specializes in finding human resources talent. They guarantee clients a consistent point of contact, strategic search plans to deliver results, and premium consultative service with no sales pressure. Lucas Group recruiters undergo extensive training and have experience in various HR areas. They aim to exceed client expectations through long-term relationships and by helping clients succeed.
10trends
The document discusses 10 HR trends that are changing business, including:
1) The changing role of HR professionals to focus more on strategic contributions and measurable impacts rather than administrative tasks.
2) The "war for talent" as skilled workers become more scarce, requiring innovative talent strategies, employer branding, and focusing on attracting and retaining top performers.
3) The increasing outsourcing of HR functions to reduce costs and allow HR to focus on strategic priorities rather than transactional work.
HR's Top Priorities in 2015 - Insights from global HR executives
Achievers asked HR executives and influencers from around the world for their perspectives on the changes and challenges they’re facing in 2015.
We’re sharing their answers to three questions with the HR community to provide insight on a new year, with new challenges.
Leadership training seminar 2015
This document announces a presentation titled "How Leaders Become Super Heroes but Their Capes are Invisible" to be held on April 14, 2015 from 1:30-4:30 PM at the Deep River Events Center in Greensboro, NC. The presentation will discuss the five strategic competencies that define great leadership and propel leaders to "Super Hero" status, how to strengthen strategic leadership credibility, identify admired leadership qualities, and follow the blueprint for translating strategic vision into reality. The presenter, Jack Smalley, is a storyteller and humorist who is a highly sought-after speaker on leadership topics.
Human Resources Recruitment
Our Human Resources recruiters discretely assist top companies to find and hire transcendent HR talent. More importantly, we only place people in situations that make the most sense. Our detailed interviewing process enables Lucas Group to precisely match qualifications, cultural fit, and long-term compatibility, and ensure lasting and successful placements for both clients and candidates. We’re in this for the long haul, and we’ll work diligently to become your seamless, accessible, and complementary partner.
V2 The 5 Most Influential Women Leaders in HR 2023.pdf
This edition features a handful of The 5 Most Influential Women Leaders in HR 2023 across several sectors that are at the forefront of leading us into a digital future.
Similar to The Brave New World for Talent Professionals (20)
The 10 most admired corporate recruitment companies
The 10 most admired corporate recruitment companies
How HR Can Ensure a Smooth Return to the Office - Robert Stone, CHEP Network
How HR Can Ensure a Smooth Return to the Office - Robert Stone, CHEP Network
Why we hate HRIn a knowledge economy, companies with the best .docx
Why we hate HRIn a knowledge economy, companies with the best .docx
Lucas Group Human Resources Brochure Corporate Address
Lucas Group Human Resources Brochure Corporate Address
HR's Top Priorities in 2015 - Insights from global HR executives
HR's Top Priorities in 2015 - Insights from global HR executives
V2 The 5 Most Influential Women Leaders in HR 2023.pdf
V2 The 5 Most Influential Women Leaders in HR 2023.pdf
More from ★ Tony Karrer
Building A Collaborative Innovation Playbook - Greg Satell
For his upcoming book, Mapping Innovation, Greg Satell has researched how people and organizations successfully innovate. In this session, Greg draws upon these insights and provide a playbook for how to define the right innovation strategies for your organization to overcome the specific challenges that your organization faces and dramatically improve your innovation effectiveness.
A Strategic Approach to Open Innovation - Jeffrey Phillips
In this session, Jeffrey Phillips examines the critical questions you should ask as you establish an open innovation framework: which technologies or ideas? Which partners and how many? Which methods? By taking a strategic approach to open innovation, you’ll find the right ideas or partners more effectively, and you’ll accelerate new products to market more quickly.
Leadership of Open Innovation by Paul Sloane
Paul Sloane is a well-known author and speaker on open innovation. In this session, Paul will takes through the breadth of what open innovation can be for organizations and the value it can bring. Of course, innovation where other parties are involved means a different leadership approach. Paul takes us through keys to effective leadership when open innovation is part of our innovation strategy.
In this session, you will learn:
What is Open Innovation and why is it important for your business?
Who is using Open Innovation?
What are the main difficulties and impediments to OI and how can we overcome them?
What is crowdsourcing and how can we use it?
Six Keys to Making Collaborative Innovation Successful
Soren Kaplan will present a two-day conference on making collaborative innovation successful. The conference will include six education sessions on defining an innovation strategy, providing tools to support innovation, measuring meaningful metrics, rewarding employees in a way that aligns with the brand, and cultivating an innovation culture. Kaplan is an expert in disruptive innovation and has worked with many large organizations. The document provides an overview of the conference topics and Kaplan's background.
The Surprising Connection Between Millennials, Culture, and Growth
Human Resources Today / HR Innovators Virtual Conference - September 2016
We have been complaining about Millennials for a decade now, and that conversation is not only stale--it's flat-out unhelpful. When we shift the conversation towards learning and curiosity, however, we find that the Millennials are helping us to get a glimpse what the future of work looks like, and that has important implications for how we run our organizations today. Bringing in research from his recent books and consulting work, Jamie Notter will make a compelling case for turning Millennial insights into concrete changes in your organization's culture that can actually drive your growth and success. Learn how greater precision in how you manage your culture can translate into real results.
Sign-up at http://www.humanresourcestoday.com
HR Must Use Social Media to Engage and Attract Talent
Human Resources Today / HR Innovators Virtual Conference - September 2016
The explosion of social media has enabled companies direct access to people like never before and in 2016 using social media for talent acquisition is not a new concept. But with the explosion came the noise and visibility so HR must work smarter if it wants to engage & attract new employees.
Attract, Engage, and Develop Talent using Open Badges: An IBM case study
Human Resources Today / HR Innovators Virtual Conference - September 2016
HR has an incredible opportunity to use badges to help attract, engage, recognize and develop talent.
There have been significant developments around digital credentials and particularly the fast rise of badges and micro-credentials. HR Managers need to be aware of what’s happening and innovators should be taking a leading role.
In this session, David will go through the well-known IBM Open Badge Program to help explain badge programs. You will learn how to design a nano-credential program that quickly generates significant results. David will examine how IBM merges credentials and recognition, as well as how it integrates with social media, such as LinkedIn, Facebook, and Twitter. You will learn how digital credentials can be directly tied to career opportunities and workforce demand through labor market insights. You will come away with an understanding of how badges can easily be issued, shared and verified and how digital, standardized recognition connects individuals to learning and professional advancement.
Sign-up at http://www.humanresourcestoday.com
Get Your Product Moving - Founders Institute
The document discusses strategies for getting a product developed and moved to market. It suggests starting simply by developing minimum viable products (MVPs) using existing platforms or third parties to reduce complexity and costs. Founders should thoroughly research requirements through wireframes, user testing, and addressing key questions before development begins. When seeking developer help, founders should understand developers want to solve problems and learn, while avoiding wasting their time. A technical advisor can help bridge gaps between founders and developers.
Before you build your MVP as a non-technical founder
This document discusses how to ensure you are ready to build your minimum viable product (MVP). It recommends doing customer interviews to understand problems and desired solutions/features. You should define minimum features and technical requirements. A document for developers should outline the business concept, user types, user stories, wireframes, and feature specifications. The founder should protect themselves by owning code/documents and specifying deliverables, pricing, and termination terms. It warns of development issues like missed deadlines and untested code, and stresses the importance of testing across devices and for performance.
Building an MVP
The document discusses building a minimum viable product (MVP). It defines an MVP as the version of a new product that allows a team to collect the maximum amount of validated learning about customers with the least effort. It recommends starting with paper prototypes, smoke and mirror prototypes, or leveraging existing platforms to keep the MVP minimal. The document also provides tips for finding developers and advice on how to judge the quality of developers.
Maximizing Member Engagement
Tom Morrison and Tony Karrer hosted a webinar on maximizing member engagement for associations. The webinar covered 6 keys to member engagement: 1) understanding threats to the industry, members, and association, 2) having an effective communication strategy, 3) providing programs and services members cannot do themselves, 4) using the right metrics to motivate change, 5) narrowing your focus, and 6) consistently asking questions to improve. The webinar provided advice on value propositions, innovation, challenges with different demographics, and maximizing revenue per member.
eLearning 2.0 - ISPI Los Angeles
The document discusses the changing nature of work and learning skills in light of new technologies. It presents results from a recent survey showing that abilities today range from novice to adept. New tools like wikis, social bookmarking, blogging and RSS readers are enabling more collaborative and informal learning. The implications are that individuals will need to continually learn and adapt, while training organizations should embrace these new tools and build Learning 2.0 skills.
Learning Management Systems - Selecting an LMS
The document discusses best practices for selecting a learning management system (LMS). It recommends forming a core selection team and defining stakeholders at the start. The evaluation process should include capturing differentiating use cases, conducting research, sending requests for information and proposals, arranging demonstrations and pilot tests. Common mistakes include underestimating operational needs, writing vague requirements, and prioritizing customization over core functionality. A good request for proposal focuses on specific business needs rather than generic features.
eLearning 2.0 - Karrer - ASTD OC 2007
The document discusses the changing environment for learning and work, and how new technologies like wikis, blogs, social bookmarking, and RSS feeds are enabling a move toward eLearning 2.0. These new tools allow for lightweight, collaborative learning that is ongoing, social, and happens at the point of need. This represents a shift away from formal eLearning 1.0 which was centralized, one-directional, and focused on delivering full courses.
More from ★ Tony Karrer (14)
Building A Collaborative Innovation Playbook - Greg Satell
Building A Collaborative Innovation Playbook - Greg Satell
A Strategic Approach to Open Innovation - Jeffrey Phillips
A Strategic Approach to Open Innovation - Jeffrey Phillips
Six Keys to Making Collaborative Innovation Successful
Six Keys to Making Collaborative Innovation Successful
The Surprising Connection Between Millennials, Culture, and Growth
The Surprising Connection Between Millennials, Culture, and Growth
HR Must Use Social Media to Engage and Attract Talent
HR Must Use Social Media to Engage and Attract Talent
Attract, Engage, and Develop Talent using Open Badges: An IBM case study
Attract, Engage, and Develop Talent using Open Badges: An IBM case study
Before you build your MVP as a non-technical founder
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哪里购买伯明翰大学毕业证（uob毕业证）学位证书原版一模一样
原版一模一样【微信：741003700 】【伯明翰大学毕业证（uob毕业证）学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
加急制作美国密歇根州立大学毕业证（msu毕业证书）本科文凭原版一模一样
原版一模一样【微信：741003700 】【美国密歇根州立大学毕业证（msu毕业证书）本科文凭】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
The Rules Do Apply: Navigating HR Compliance
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
原版制作英属哥伦比亚大学毕业证研究生文凭证书原版一模一样
原版一模一样【微信：741003700 】【英属哥伦比亚大学毕业证研究生文凭证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
学校原版(curtin毕业证书)澳洲科廷科技大学毕业证双学位证书原版一模一样
原版定制【微信:bwp0011】《(curtin毕业证书)澳洲科廷科技大学毕业证双学位证书》【微信:bwp0011】成绩单 、雅思、外壳、留信学历认证永久存档查询，采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信bwp0011】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信bwp0011】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
高仿迈阿密大学毕业证（um毕业证）硕士文凭证书原版一模一样
原版一模一样【微信：741003700 】【迈阿密大学毕业证（um毕业证）硕士文凭证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Webinar - How to Craft a Winning Compensation Strategy
Join Payscale’s HR team as they discuss how to rethink and build a better compensation strategy that works for your organization.
Recently uploaded (9)
Webinar - How to Craft a Winning Compensation Strategy
Webinar - How to Craft a Winning Compensation Strategy
The Brave New World for Talent Professionals
- 1. The Brave New World for Talent Professionals With Robin Schooling
- 2. About the Conference 2 Days, 6 Education-packed sessions
- 3. About Robin Schooling Robin Schooling Robin Schooling, SPHR, SHRM-SCP, is VP of Human Resources with Hollywood Casino in Baton Rouge, LA and has extensive experience in a variety of industries including gaming, banking and healthcare. She’s a regular speaker at HR, Recruiting, and business conferences, has a popular HR blog at robinschooling.com and is on a mission to make organizations better by making HR better. The Huffington Post named her one of The Top 100 Most Social Human Resource Experts on Twitter and Glassdoor called her one of the 2015 HR and Recruiting Thought Leaders to Follow. She’s been interviewed, quoted by, or has written for numerous entities including Yahoo, CareerBuilder, Monster, HRM Online Canada, Certified Magazine, HR Examiner, SHRM and Recruiting Daily.
- 4. 4
- 6. 6 re-designing HR for a new world
- 8. HR exists to connect the capabilities of individuals to organizational success 8
- 9. HR delivers value when it supports and enables the execution of strategy 9
- 10. talent management links the acquisition, retention, and development of people to the business strategy 10
- 12. 12 The Way We Work Today
- 13. 13 Technology “Hollywood” Model The New Leader The Employment Experience
- 14. 14 The Evolution of HR
- 15. McClean & Company - HR Framework Operational StrategicTactical Talent Management Learning & Development Employee EngagementHR Strategy Talent Acquisition Total Compensation Performance Management HR Operations & Infrastructure
- 16. 16 Structure of the HR Department generalist or specialist? HR is like...
- 17. Deloitte Human Capital Trends Report (2016) 1. Organizational design 2. Leadership 3. Culture 4. Engagement 5. Learning 6. Design thinking 7. Changing the skills of the HR organization 8. People analytics 9. Digital HR 10. Workforce management 17
- 18. 18 “changing the skills of the HR organization”
- 19. HR delivers value when it supports and enables the execution of strategy... 19 ...how do we deliver that value?
- 20. 20 Aligning Strategies & Improving Capabilities
- 21. 21 strategy and analytics agility embrace (and welcome) change
- 23. Q&A
- 24. 5 Don't Miss the Next Session!