While the future remains uncertain when it comes to the return of an in-person workforce, HR automation seems to be an ever-increasing inevitability. Shifting existing teams over to new digital processes during remote times can be a massive challenge, especially when teams are focused on maintaining the ever-illusive sense of "culture." But for the next generation now entering the workforce––an immensely tech-enabled generation––what can we as HR leaders do to meet them?
Join Teresa Smith, Senior Managing Partner, HCM Advisory Group at UKG, for this indispensable discussion on the future of work and HR tech. This session will cover:
• What a "work environment" means today and how we go about creating a positive one
• How to ensure your company remains "people-first" in these uncertain times
• Why automating HR tasks doesn't necessarily come at a detriment to culture
• How to effectively introduce digital processes to your company and employees new and old in a way that encourages adoption of these processes
Digitization of hr slideshare kenny company 2018 pdf versionWill Yen
In 2016, HR technology funding reached record levels with 402 deals worth approximately $2.2B, more than 5 times the funding in 2012. This innovation in the market place has created a new wave of adoption and digitization by HR organizations.
Digital HR Technology Powerpoint Presentation SlidesSlideTeam
Introducing Digital HR Technology PowerPoint Presentation Slides that will help you to identify the desired target state of the HR system and develop an associated roadmap. Our visually appealing human resource planning presentation contains various templates describing human capital management, HR technology system, human resource information system, KPI of human resource management, etc. Utilize our readily available human resource management PPT infographics to provide a detailed overview of HR technology industry trends, phases of HR technology in the firm, HR technology capability model, etc. Showcase different functions of the human resource information system by mentioning operative and managerial activities. This HRIS PPT slide designs will help in understanding the HR system by showing the relation of HR functions with different users of systems including employee, manager, and HR. Analyze different categories of HR market vendors and provide an overview of the HRIS market by utilizing these content-ready HR technology PPT layouts. Discuss key features of HCM technology, focus areas, market overview, etc in detail by downloading this human resource planning PPT slide deck. https://bit.ly/3awYwIB
Matt Alder shares the lessons he has learned from a career surfing the wave of digital disruption and gives his view on the roles HR should play in Digital Transformation. For presentation audio please go to http://rfpodcast.com/2017/01/ep-76-hr-and-digital-transformation/
HAN Digital helped our global IT services firms to reduce overall attrition rate with robust primary research framework and survey methodology. Our research analysis discovered 8 key reasons to quite client organization which was measured by various attrition drivers by skill competency, experience level and industry/service line they served. Our unbiased exit survey helped our client to reduce attrition rate of 15% from 23%.
People Analytics: Improving the Employee Experience and ProductivityDr Susan Entwisle
It is true today more than any point in history that talent is a company’s greatest asset. To thrive in our hyper competitive global economy, companies need the right talent to deliver exceptional customer experiences efficiently with minimal risk. Traditionally, Human Resource teams have made decisions on hiring, assigning and developing employees using experience, instinct, and basic statistical data. The same advanced analytics and machine learning techniques we use to improve the customer experience are now being used for our people. People analytics provides insights and enables better and faster data-driven decision making across all aspects of people at work.
Topics covered in this presentation include:
How analytics has changed the customer experience.
Current state of employee engagement and its impact.
Limitations of cognitive decision making process.
What is people analytics?
How companies are using people analytics today?
Challenges in adoption of people analytics.
Guidance to get started on people analytics journey.
Digitization of hr slideshare kenny company 2018 pdf versionWill Yen
In 2016, HR technology funding reached record levels with 402 deals worth approximately $2.2B, more than 5 times the funding in 2012. This innovation in the market place has created a new wave of adoption and digitization by HR organizations.
Digital HR Technology Powerpoint Presentation SlidesSlideTeam
Introducing Digital HR Technology PowerPoint Presentation Slides that will help you to identify the desired target state of the HR system and develop an associated roadmap. Our visually appealing human resource planning presentation contains various templates describing human capital management, HR technology system, human resource information system, KPI of human resource management, etc. Utilize our readily available human resource management PPT infographics to provide a detailed overview of HR technology industry trends, phases of HR technology in the firm, HR technology capability model, etc. Showcase different functions of the human resource information system by mentioning operative and managerial activities. This HRIS PPT slide designs will help in understanding the HR system by showing the relation of HR functions with different users of systems including employee, manager, and HR. Analyze different categories of HR market vendors and provide an overview of the HRIS market by utilizing these content-ready HR technology PPT layouts. Discuss key features of HCM technology, focus areas, market overview, etc in detail by downloading this human resource planning PPT slide deck. https://bit.ly/3awYwIB
Matt Alder shares the lessons he has learned from a career surfing the wave of digital disruption and gives his view on the roles HR should play in Digital Transformation. For presentation audio please go to http://rfpodcast.com/2017/01/ep-76-hr-and-digital-transformation/
HAN Digital helped our global IT services firms to reduce overall attrition rate with robust primary research framework and survey methodology. Our research analysis discovered 8 key reasons to quite client organization which was measured by various attrition drivers by skill competency, experience level and industry/service line they served. Our unbiased exit survey helped our client to reduce attrition rate of 15% from 23%.
People Analytics: Improving the Employee Experience and ProductivityDr Susan Entwisle
It is true today more than any point in history that talent is a company’s greatest asset. To thrive in our hyper competitive global economy, companies need the right talent to deliver exceptional customer experiences efficiently with minimal risk. Traditionally, Human Resource teams have made decisions on hiring, assigning and developing employees using experience, instinct, and basic statistical data. The same advanced analytics and machine learning techniques we use to improve the customer experience are now being used for our people. People analytics provides insights and enables better and faster data-driven decision making across all aspects of people at work.
Topics covered in this presentation include:
How analytics has changed the customer experience.
Current state of employee engagement and its impact.
Limitations of cognitive decision making process.
What is people analytics?
How companies are using people analytics today?
Challenges in adoption of people analytics.
Guidance to get started on people analytics journey.
"If there is one thing I have learned from working on Machine Learning problems in the People/HR space, it is this: define and structure your problem up front!"
Keith McNulty
The HR business partner is the most critical, yet frequently ignored role in the move to HR shared services. Much attention is given to new roles created by a shared services model while little attention is given to how the business partner role must change with the new model. This is the third session of a HR Shared Services learning series that ScottMadden is presenting in conjunction with Shared Services & Outsourcing Network (SSON). In this session, we discuss the important evolution of the business partner role and the skills and competencies needed to effectively support the business.
This presentation seeks to understand all possible factors behind Employee Attrition in the Philippine Corporate setting with challenges to HR departments to be innovative in addressing this problem.
Accenture had a long-standing performance management model that was built when the company was primarily a consulting organization in a less global and digital environment. Over time, changes in technology, Accenture’s business services and the company’s workforce led to reimagining performance management for the company.Accenture Human Resources designed Performance Achievement, a new performance management approach in collaboration with Accenture’s global IT organization; Fjord, part of Accenture Interactive; and early adopter groups. Human Resources and Fjord focused on applying human-centered, experience design to the concepts, while global IT partnered with Human Resources to develop the functional and technical requirements.
Global IT together with Human Resources solution architects assessed the marketplace for packaged solutions but were unable to find any that would meet this project’s unique requirements. This outcome led the team to turning to build a solution. Development had to be done quickly to meet a tight timeline. To support this objective, a core global IT team started with three main tenets:
Stay on the leading edge architecturally and use on-demand cloud computing platforms to allow for fast development and experimentation.
Move toward use of microservices architecture.
Be cloud-first.
The Role of HR on Digital TransformationUğur Gürbüz
This presentation shows the results and briefs of some researchs and literature reviews related to "The Role of HR on Digital Transformation".
"Digitalisation changes the business and HR professionals always have a seat at the table to take an active role for transformation." (Green, 2018)
The workforce and HR play a major role in a company’s digital transformation. Learn about new trends and strategies to jump start and fuel your journey.
An overview of HR analytics. The slide can be used by everyone for their learning purpose as well as in institute presentation at the last moment. All basics are being covered.
Best of Luck.
This presentation highlights the required steps for HR Departments to transition themselves into a formidable HR Analytics Team. It will show how to apply HR Analytics to a departmental case as well as the required skill sets for your HR Team to acquire in order to become savvy analytics professionals. #hranalytics #humanresources
HR / Talent Analytics orientation given as a guest lecture at Management Institute for Leadership and Excellence (MILE), Pune. This presentation covers aspects like:
1. Core concepts, terminologies & buzzwords
- Business Intelligence, Analytics
- Big Data, Cloud, SaaS
2. Analytics
- Types, Domains, Tools…
3. HR Analytics
- Why? What is measured?
- How? Predictive possibilities…
4. Case studies
5. HR Analytics org structure & delivery model
Artificial Intelligence: threat or opportunity for HR? Tom Haak
At HR Innovation Day 2017, in Leipzig, Tom Haak of the HR Trend Institute, gave a presentation on HR and Artificial Intelligence. These are the slides he used.
People Analytics: State of the Market - Top Ten ListJosh Bersin
What are the "Top Ten" trends in People Analytics? This presentation reviews the research and discusses how you should prepare for this exciting and fast growing but emerging market.
Inspirational approaches to HR data to drive better management and decision-making. On Friday 23 September 2016 we hosted a morning seminar for senior HR managers and executives on how to create business impact through HR & People analytics.
What is HR analytics & how advanced methods such as analytic & machine learning can evolve the role of HR and make them leader of the change in the organization
"If there is one thing I have learned from working on Machine Learning problems in the People/HR space, it is this: define and structure your problem up front!"
Keith McNulty
The HR business partner is the most critical, yet frequently ignored role in the move to HR shared services. Much attention is given to new roles created by a shared services model while little attention is given to how the business partner role must change with the new model. This is the third session of a HR Shared Services learning series that ScottMadden is presenting in conjunction with Shared Services & Outsourcing Network (SSON). In this session, we discuss the important evolution of the business partner role and the skills and competencies needed to effectively support the business.
This presentation seeks to understand all possible factors behind Employee Attrition in the Philippine Corporate setting with challenges to HR departments to be innovative in addressing this problem.
Accenture had a long-standing performance management model that was built when the company was primarily a consulting organization in a less global and digital environment. Over time, changes in technology, Accenture’s business services and the company’s workforce led to reimagining performance management for the company.Accenture Human Resources designed Performance Achievement, a new performance management approach in collaboration with Accenture’s global IT organization; Fjord, part of Accenture Interactive; and early adopter groups. Human Resources and Fjord focused on applying human-centered, experience design to the concepts, while global IT partnered with Human Resources to develop the functional and technical requirements.
Global IT together with Human Resources solution architects assessed the marketplace for packaged solutions but were unable to find any that would meet this project’s unique requirements. This outcome led the team to turning to build a solution. Development had to be done quickly to meet a tight timeline. To support this objective, a core global IT team started with three main tenets:
Stay on the leading edge architecturally and use on-demand cloud computing platforms to allow for fast development and experimentation.
Move toward use of microservices architecture.
Be cloud-first.
The Role of HR on Digital TransformationUğur Gürbüz
This presentation shows the results and briefs of some researchs and literature reviews related to "The Role of HR on Digital Transformation".
"Digitalisation changes the business and HR professionals always have a seat at the table to take an active role for transformation." (Green, 2018)
The workforce and HR play a major role in a company’s digital transformation. Learn about new trends and strategies to jump start and fuel your journey.
An overview of HR analytics. The slide can be used by everyone for their learning purpose as well as in institute presentation at the last moment. All basics are being covered.
Best of Luck.
This presentation highlights the required steps for HR Departments to transition themselves into a formidable HR Analytics Team. It will show how to apply HR Analytics to a departmental case as well as the required skill sets for your HR Team to acquire in order to become savvy analytics professionals. #hranalytics #humanresources
HR / Talent Analytics orientation given as a guest lecture at Management Institute for Leadership and Excellence (MILE), Pune. This presentation covers aspects like:
1. Core concepts, terminologies & buzzwords
- Business Intelligence, Analytics
- Big Data, Cloud, SaaS
2. Analytics
- Types, Domains, Tools…
3. HR Analytics
- Why? What is measured?
- How? Predictive possibilities…
4. Case studies
5. HR Analytics org structure & delivery model
Artificial Intelligence: threat or opportunity for HR? Tom Haak
At HR Innovation Day 2017, in Leipzig, Tom Haak of the HR Trend Institute, gave a presentation on HR and Artificial Intelligence. These are the slides he used.
People Analytics: State of the Market - Top Ten ListJosh Bersin
What are the "Top Ten" trends in People Analytics? This presentation reviews the research and discusses how you should prepare for this exciting and fast growing but emerging market.
Inspirational approaches to HR data to drive better management and decision-making. On Friday 23 September 2016 we hosted a morning seminar for senior HR managers and executives on how to create business impact through HR & People analytics.
What is HR analytics & how advanced methods such as analytic & machine learning can evolve the role of HR and make them leader of the change in the organization
Becoming a Best Place to Work: The Six Strategies That Every Great Employer F...Xenium HR
Looking to attract the top talent of your industry? Great! So does everyone else. It’s never been more important to develop a holistic HR strategy that will attract and retain great employees. Whether you need a total overhaul or you’re just missing a few key elements, this webinar will help you get started. Join us as we discuss the six critical elements of top-notch HR strategy.
Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
Generative AI Deep Dive: Advancing from Proof of Concept to ProductionAggregage
Join Maher Hanafi, VP of Engineering at Betterworks, in this new session where he'll share a practical framework to transform Gen AI prototypes into impactful products! He'll delve into the complexities of data collection and management, model selection and optimization, and ensuring security, scalability, and responsible use.
Unlocking Employee Potential with the Power of Continuous FeedbackAggregage
https://www.humanresourcestoday.com/frs/26832980/unlocking-employee-potential-with-the-power-of-continuous-feedback
Recent studies show that only 21% of employees feel their performance and growth are within their control. What if the answer to employee development and high performance lies elsewhere?
Enter continuous feedback. Imagine a work environment where feedback isn't a dreaded annual event, but a constant source of growth. Join us to discover how ongoing, actionable feedback empowers your team to take ownership of their performance, boosting engagement and development. After all, when surveyed, almost all employees say they want and crave timely feedback!
Objectives:
• Navigate employee challenges with feedback and equip yourself with effective delivery methods.
• Learn how to cultivate a thriving workforce through frequent feedback conversations.
• Gain practical strategies to turn you into a feedback pro, improving communication, empowering your team, and unlocking employee potential.
The Key to Sustainable Energy Optimization: A Data-Driven Approach for Manufa...Aggregage
Join us for a practical webinar, hosted by Kevin Kai Wong of Emergent Energy, where we'll explore how leveraging data-rich energy management solutions can drive operational excellence in the evolving landscape of energy intelligence and sustainability in manufacturing!
From Awareness to Action: An HR Guide to Making Accessibility AccessibleAggregage
https://www.humanresourcestoday.com/frs/26293486/from-awareness-to-action--an-hr-guide-to-making-accessibility-accessible
Making accessibility accessible for organizations of all sizes may seem complex, but it doesn’t have to be.
Prepare to broaden your understanding of Disability, Cultural Competency, and Inclusion with this insightful webinar. We’ll explore disability as a vibrant culture, understand the nuances of reasonable accommodations under the ADA, and navigate the complexities of undue hardship while challenging the status quo of accessibility practices. This session will offer practical strategies for creating a company culture of accessibility, ranging from cost-effective initiatives to moderate investments, ensuring an environment where every individual feels valued, respected, and included.
We'll cover:
• Introduction to Disability, Cultural Competency, and Inclusion
• Defining reasonable accommodation and undue hardship
• The power of intention in inclusion and how to empower employees with disabilities
• Types of accessibility
• How to create a company culture of accessibility at any size
The Path to Product Excellence: Avoiding Common Pitfalls and Enhancing Commun...Aggregage
https://www.productmanagementtoday.com/frs/26795801/the-path-to-product-excellence--avoiding-common-pitfalls-and-enhancing-communication
In the fast-paced world of digital innovation, success is often accompanied by a multitude of challenges - like the pitfalls lurking at every turn, threatening to derail the most promising projects. But fret not, this webinar is your key to effective product development!
Join us for an enlightening session to empower you to lead your team to greater heights. Through compelling storytelling and actionable insights, learn to overcome challenges like misaligned objectives, communication breakdowns, and resistance to change.
Takeaways:
• Uncover and navigate through common pitfalls that are plaguing product teams today.
• Explore proven solutions, laying the groundwork for triumphant product launches.
• Gain inspiration from real-world success examples from top digital companies, offering invaluable insights into their winning strategies.
• Discover how the symbiotic relationship between product managers, UX/UI designers, and developers can transform pitfalls into opportunities, propelling your product outcomes to unprecedented heights.
How to Leverage Behavioral Science Insights for Direct Mail SuccessAggregage
Join Neal Boornazian and Nancy Harhut to discover proven, actionable strategies to leverage behavioral science in your direct mail today, and leave this webinar with a competitive advantage that lets you easily boost your engagement and response rates!
Sales & Marketing Alignment: How to Synergize for SuccessAggregage
While many B2B organizations continue to struggle with aligning their marketing and sales teams, they can take practical steps to unify both teams and simplify their approach. In this webinar, Carlos Hidalgo, CEO of Digital Exhaust and B2B expert, will show you how to solve your company's alignment troubles to meet organizational growth objectives!
How Automation is Driving Efficiency Through the Last Mile of ReportingAggregage
https://www.corporatefinancebrief.com/frs/26690636/how-automation-is-driving-efficiency-through-the-last-mile-of-reporting
As organizations strive for agility and efficiency, it's imperative for finance leaders to embrace innovative technologies and redefine traditional processes. Join us as we explore the pivotal role of digitalization and automation in reshaping what is commonly referred to as the “last mile of reporting”.
We’ll deep-dive into why digitalization is no longer a choice, but a necessity for finance departments to stay competitive in a fast-paced environment touching on:
• 2024 trends for the Office of the CFO: A review of today’s automation revolution within the finance department as it faces evolving internal and external challenges.
• Leveraging automation for efficiency and accuracy: Learn how automation tools and technologies can streamline repetitive tasks, reduce manual errors, and free up valuable resources for more strategic initiatives.
• Enhancing transparency and stakeholder confidence: See how robust disclosure management practices contribute to increased transparency, fostering trust among stakeholders, including investors, regulators, and internal decision-makers.
• Overcoming challenges and embracing change: Gain practical strategies and best practices for overcoming common barriers to digital transformation within finance departments and learn how to effectively manage change to maximize the benefits of automation.
Planning your Restaurant's Path to ProfitabilityAggregage
Join James Kahler, COO of Full Course, in this new session all about where to spend and where to save when operating and expanding your restaurant for maximum profitability!
The Engagement Engine: Strategies for Building a High-Performance CultureAggregage
https://www.humanresourcestoday.com/frs/26766735/the-engagement-engine--strategies-for-building-a-high-performance-culture
Many companies strive for a positive culture with happy employees. But what if you could achieve more? High-performing cultures are the McLarens of the business world, leaving Camrys in the dust. They unlock exceptional results by fostering innovation, engagement, and continuous growth.
In this webinar, we'll demystify the concept and provide practical steps to kickstart the journey toward a high-performing culture in your organization. Drawing on research and real-world examples, we'll discuss the fundamental elements that contribute to such a culture, including trust, feedback loops, and fostering curiosity and growth mindsets. You'll learn how to transform your company from a reliable work environment into an engine for peak performance.
Join us to discover:
• The High-Performance Difference: We'll explore the key characteristics that set high-performing cultures apart. These cultures attract and retain top talent who crave a dynamic and stimulating work environment. Leaders set the tone by embodying company values and inspiring employees with a clear vision.
• Building the Foundation: We'll break down the essential building blocks for a high-performing culture. This includes fostering psychological safety and trust, where employees feel comfortable taking risks and learning from mistakes. Clear goals and focused roadmaps keep everyone aligned, while roadblocks are identified and removed to empower teams to thrive.
• A Culture of Growth: High-performing cultures go beyond simply measuring numbers. They embrace a growth mindset, constantly seeking to learn and improve. This includes a commitment to open and honest feedback, delivered in a way that motivates and develops employees.
Driving Business Impact for PMs with Jon HarmerAggregage
https://www.productmanagementtoday.com/frs/26551585/driving-business-impact-for-pms
Move from feature factory to customer outcomes and drive impact in your business!
This session will provide you with a comprehensive set of tools to help you develop impactful products by shifting from output-based thinking to outcome-based thinking. You will deepen your understanding of your customers and their needs as well as identifying and de-risking the different kinds of hypotheses built into your roadmap. Understand how your work contributes to your company's strategy and learn to apply frameworks to ensure your features solve user problems that drive business impact.
Learning objectives:
• Learn how to prioritize the most impactful opportunities: Identify the most impactful opportunities using Impact Mapping and other framing techniques, shift from output orientation to outcome/impact orientation.
• Grow your user empathy skills: Better understand users and the problem space they are working in through Journey Maps that are customized for Product Managers.
• Understand the risks and hypotheses built into your roadmap: By making explicit the different hypotheses in your plan and identifying the riskiest ones, you will be able to quickly validate the riskiest assumptions and improve your outcomes.
• Create actual artifacts for your products: With the practical experience provided in this session, apply these tools to real-world product management scenarios to build journey and impact maps for actual users & products.
Strategic Project Finance Essentials: A Project Manager’s Guide to Financial ...Aggregage
Empower yourself as a project manager with insights that directly influence the financial landscape and strategic direction of your organization!
Join us for a deep dive into the world of financial strategy, as we dissect key metrics that drive CFOs and business leaders’ investment decisions. This session will equip you with the necessary tools to craft compelling business cases as well as a comprehensive understanding of the crucial distinction between capital expenditure and operational expenditure, and its profound impact on financial statements.
During this webinar, we’ll cover the following:
• Three Critical Metrics: Net Present Value (NPV), Internal Rate of Return (IRR), and Payback Period
• Why tracking capital spend is important
• How project spend classification shapes the portrayal on an income statement
• Classification of capital expenditure (CapEx) versus. operational expenditure (OpEx), and its impact on financial statements and EBITDA
The Retention Ripple Effect: Nonprofit Staff and Donor DynamicsAggregage
https://www.nonprofittech.com/frs/26320757/the-real-nonprofit-retention-issue---it-s-not-what-you-think
Across the nonprofit sector, organizations invest heavily in donor retention efforts, yet the struggle of cultivating lasting relationships remains. While attracting new donors is crucial, the lack of repeat donors poses significant financial risks.
Through a comprehensive analysis of industry data, experts argue that there is a direct correlation between donor burnout, donor retention, and the talent retention crisis. By unpacking this relationship, we emphasize the importance of cultivating a dedicated workforce to enhance donor retention and drive sustainable growth. 📈
Industry experts Andrew Olsen and Kat Landa will explore:
• A data-driven analysis of the current retention crisis in the nonprofit sector 📊
• How talent retention and donor retention challenges faced by nonprofit organizations go hand in hand 🤝
• The key role of organizational leaders in addressing the retention crisis head on 🔑
• Actionable strategies to combat the retention crisis and foster long-term donor relationships 💡
Breaking the Burnout Cycle: Empowering Managers for ExcellenceAggregage
https://www.humanresourcestoday.com/frs/26375534/breaking-the-burnout-cycle--empowering-managers-for-excellence
In the fast-paced world of work, burnout has emerged as a critical issue. Alarming statistics reveal two in five U.S. workers experience feeling burned out. However, the situation is even more dire among managers, with nearly half reporting burnout, often hidden behind their responsibilities and the desire to uplift their teams. Recognizing the severity of this problem is crucial. Join Bonusly’s Head of People, Adri Glover, and Sr. People Partner, Mollie Hinz, as we delve into the unique challenges faced by managers and provide actionable insights for addressing and preventing manager burnout.
We will not only explore the distinct signs of manager burnout but also how to identify the warning signals. We will share practical strategies for alleviating manager burnout and discuss how prioritizing the well-being of your managers will, in turn, enhance team performance and culture.
In this webinar you will learn:
• Recognizing Warning Signs: Understand and identify the four key warning signs of manager burnout.
• Practical Strategies for Alleviation: Gain insights into data-backed methods for managing burnout.
• Turning Burnout into Engagement: Explore how prioritizing the well-being of managers can lead to stronger team performance and company culture, turning burnout into an opportunity for growth and resilience.
Strategic CX: A Deep Dive into Voice of the Customer Insights for ClarityAggregage
In this interactive session, Nicholas Zeisler will delve into fundamental questions about VoC, and will explore why you’re doing VoC in the first place, how you can do it better, and what that means when it comes to acquiring and analyzing customer insights!
The Data Metaverse: Unpacking the Roles, Use Cases, and Tech Trends in Data a...Aggregage
https://www.productmanagementtoday.com/frs/26116444/the-data-metaverse--unpacking-the-roles--use-cases--and-tech-trends-in-data-and-ai
Embark on a transformation journey into the heart of the data ecosystem! This webinar is your gateway to a deeper comprehension of the foundations that drive the data industry and will equip you with the knowledge needed to navigate the evolving landscape. Delve into the diverse use cases where data analytics plays a pivotal role. We’ll explore how these applications are transforming with the introduction of Gen AI, and discuss the anticipated use cases for 2024 and beyond. Join us for a forward-looking exploration of the future data landscape!
Key objectives:
• Introduction to the structures and ownership dynamics of data platform, analytics and AI teams, along with an exploration of various roles in the data ecosystem.
• Delve into the distinctive roles and responsibilities of a Platform PM compared to other Product Managers.
• Examine real world use cases, both internal and external, where data analytics is applied, and understand its evolution with the introduction of Gen AI.
• Anticipated future use cases as we project into 2024 and beyond.
• Explore the array of tools and technologies driving data transformation across different stages and states, from source to destination.
How to Build an Experimentation Culture for Data-Driven Product DevelopmentAggregage
In this webinar, Margaret-Ann Seger, Head of Product at Statsig, will teach you how to build an experimentation culture from the ground-up, graduating from just getting started with data-driven development to operating at the level of a FAANG company!
Bridging the Gap: The Intersection of DEI Initiatives and Employee BenefitsAggregage
https://www.humanresourcestoday.com/frs/26116903/bridging-the-gap--the-intersection-of-dei-initiatives-and-employee-benefits
Unlock the secrets to transforming your organization’s employee benefits into a strategic tool for Diversity, Equity, and Inclusion (DEI). During this informative session, we will discuss common pitfalls in traditional benefits and then delve into the essence of DEI in employee-centric benefit offerings. This involves not only defining DEI in the workplace but also understanding the pivotal role that employee benefits play in fostering a diverse and inclusive environment.
The session will provide actionable insights into creating a robust inclusive benefits strategy, emphasizing the importance of understanding the diverse needs of employees and tailoring benefits to support different demographics, family styles, and generations. Don’t miss this opportunity to revolutionize your approach to employee benefits and make a lasting impact on your workplace culture.
Key Audience Takeaways:
• Understanding how DEI intersects with Employee Benefits
• Creating an inclusive benefits strategy
• Affordable and inclusive benefit offerings
• Overcoming resistance and challenges
• Strategies for implementation
• Measuring success and impact
Bridging the Gap: The Intersection of DEI Initiatives and Employee Benefits
The Power of HR & Automation: How to Keep the “Human” in Human Resource Management with Technology
1.
2.
3.
4. • Sr. Managing Partner, HCM Strategic Advisory
• Strategic Advisory Board Leader
• 22+ years in HCM as Leader and Consultant
• Former IT Director at Columbia HCA Hospital
• Former Systems & Support for the
Department of Defense
Teresa Smith
SHRM PMQ, FPP, HRP, PFA, FDS
@teresagarrison
6. What We Have Learned
The future still remains
unclear.
7. of US workforce is
currently looking
for new
opportunities.
55%
Bloomberg, August 2021
4 Million
In July, a record
Bureau of Labor Statistics
US employees quit
their jobs.
The Great Resignation
9. • Engagement
• Retain & Develop
• Trust, Transparency, & Stability
• Diversity, Inclusion, Belonging
• Multi-Generation, Gig, & Temp Workers
• Technology Empowered
• Cloud-based
• Mobile First
• Real-time Data & Analytics
• AI-Driven Automation
WORKFORCE
WORKPLACE WORK
THE RULES OF WORK HAVE CHANGED
• Flexible Work/Schedules
• Modified Work Weeks
• Remote
• Hybrid
• Work-Life Integration
10. You MUST
adapt to survive.
Resilient organizations
have accelerated their adaptability
in order to stay competitive
The future is going to require a
new approach!
17. Key Moments that Matter
The Employee Journey
DAILY
WEEKLY
MONTHLY
YEARLY
ONCE
Apply for a job
Interview
Get hired
Onboard
Enroll in benefits
Set performance goals
Get paid
Access pay stub
View schedule
Request time off
Clock in/out
Swap a shift
View accrued hours
Take a vacation
Attest to hours
Submit timecard
Request leave of absence
Ongoing training
Take a sick day
Complete assigned tasks
Review performance
Learn and develop skills
Get promoted
Retire
18. Hear the Employee Voice
The first step in building a great
workplace culture that engages,
motivates, and retains employees is
understanding what they care about.
19. Create a People First Culture & Build Connections
Keep employees at
the center of your
decisions
Offer flexible
options to balance
work & life
Ensure they know
their impact to the
company mission
Understand what is
important to
employees
Utilize AI-
powered
technology
Build peer
networks
21. EMPLOYEE SYMPTOMS
Low Engagement
High Attrition
Low Productivity
No Commitment
Low Quality
Poor Customer Service
Toxic Culture
Bad Manager
No Recognition
No Work-Life
Balance
Lack of Purpose
No Growth
Opportunity COVID 19
Civil & Social
Office vs Remote
22. Cultivate a Stable and Engaged Workforce
Remove obstacles
preventing success
Promote
wellness
Promote ongoing
development
Evaluate total
compensation
packages
Deploy DEI&B
initiatives
Offer competitive &
equitable
compensation
23. • Organizations Must Understand
the Whole Person
• Organizations are Looking Inward
• Organizations Need a Wellness
Strategy
Stability in Wellness
24. Stability in DEI&B
DEI&B
Employee Engagement
Engages & Reflects Local
Communities
Financial Performance
Reduce Employee Turnover
Brand and Reputation
Better Decision Making
Addresses Skills Shortages
Innovation
25. Stability
in the Modern Workplace
Space for new ideas, contributing to innovation and a growth mindset.
Employees’ ability to make mistakes or fail without feeling judged.
Not be punished or humiliated for speaking up with ideas, questions,
concerns or mistakes.
Source: Amy Edmondson, Harvard Business Professor
26. Stability in the Remote &
Hybrid Workplace
How you serve your employees
• Be Flexible
• Establish Boundaries
• Set Clear Expectations
• Deploy Technology & Tools
• Provide a Fair & Consistent Experience
27. A Good Hybrid/Remote
Employee
• Create structure in their workday.
• Self-starters who look for what needs to
be done and take decisive action.
• Problem solvers who find solutions for
the inevitable issues that come up.
• Effective relationship builders, even from
a distance.
28. Bring Out the Best in Hybrid/Remote Employees
1= Low – 10 = High 1 2 3 4 5 6 7 8 9 10
Home Office: How comfortable are you with your setup
at home?
Accountability: What is your preference/need around
accountability for work-related tasks?
Social Interaction: What level of social interaction do
you prefer while working from home?
Communication: What is your preferred means of
communication while working from home?
Productivity: Do you have the tools & technology you
need to create structure for you workday and set
priorities?
36. Trust is the Foundation, it Affects so Much
Brand and
reputation
Belonging and
wellbeing
Attracting &
retaining talent
Stability in the
organization
Productivity &
engagement
Relationship
building
38. Workforce Ready
The HR Transformation Journey:
Optimizing the People Part of Your Business
Automated
• Paperless environment
• Standardize processes
• Disparate systems
Manual
•Paper and spreadsheets
•Complex requirements
•Errors and fines
Strategic
•Integrated systems
•Attract, hire and develop
top talent
•Communication and
collaboration
Data-Driven
•Unified platform
•Actionable data provides
insight
•Measure the impact your
people have
•Employee engagement
and retention
Compliance
Concerns
Centralized
Administration
HR is a
Business Partner
HR is a
Business Leader
39. Concerns with Embracing Smart Technology
34%
________
Fear of losing job
Being replaced by
automated processes
31%
________
The company
wouldn’t
benefit fully because
human intervention
is always needed
29%
________
Our every move
would be tracked, so
management would
know exactly how we
spend our time at
work
25%
_______
It would create more
work for us as we
would have to
monitor the
automated processes
and do checks
Source: Workforce Institute@UKG
40. Where Smart Technology Would be Embraced
64%
_______
Simplifying &
automating internal
processes
64%
_______
Better
balancing
the workload
61%
_______
Increasing
fairness in subjective
decisions
61%
_______
Helping
company
Improve the
bottom line
profitability
60%
_______
Completing
more work in
a regular shift
Source: Workforce Institute@UKG
41. Evolution of
HR Technology
Systems of
Connection
Understand us and anticipate our needs—
systems that reach out to us to make us better
Systems of
Insight
Make us smarter and faster—
making high-quality decisions in context of daily work
Systems of
Engagement
Create technology people want to use
Systems of
Automation
Reduce manual processes—
be more efficient
Systems of
Record
Store a single source of truth about your
people—compliance is key
42. …so what does it take to
meet the needs of people
with technology?
43. Feel safe, informed, and
prepared to get my job done
Understand expectations and be
treated fairly
Know that I am valued and that
my voice is heard
Look out for me and my family,
especially in times of need
Schedule my team efficiently and
fairly
Give my people the time away they
need while staying productive
Ensure my team is aligned to wider
business strategy and goals
Avoid administrative hassles and
minimize mistakes
Look out for my people’s wellbeing
and keep developing top talent
Keep the company compliant with
all the latest labor laws
Recognize where my managers are
succeeding and where they need
help
Cut down on busywork to become
a strategic business partner
Executives Employee
Set strategic priorities for my
organization
Assess and address risks and
understand business costs
Create a thriving company
culture and recognize my best
people
Keep an eye on the pulse of my
business quickly in the moment
Manager HR
44. Create more meaningful and connected work
experiences for all people
Understand and support people
in a meaningful way
Recognize and reward
people thoughtfully
Strengthen skills
and relationships
Build an inclusive culture
Ensure continuity of
people operations
People
Focused
Technology
45. People Focused Technology
Communication
& Communities
Predictive &
Prescriptive
Analytics
Check-Ins Mobile First
Surveys &
Sentiment Analysis
Natural Language Processing
Machine Learning
& AI Capabilities
49. Prioritizing and Understanding Your People
Employee Continuum of Needs
Survival Security Fulfillment
Safe and
ergonomically
sound working
environment,
promise of
continued
employment.
Achieving full
potential.
Experiencing
flow.
Compensation
and benefits.
Emotional safety
and security.
Treated
respectfully and
being heard.
Actualization
Accomplishments
and
achievement.
Exploring new
possibilities.
Inspiring and/or
leading others.
Autonomy
Trusted to work
autonomously
and manage
work time and
place.
Relationships
Healthy
relationships at
work, particularly
with supervisor.
Company
reputation.
Opportunity to
lead or serve
others.
51. A Better Place to Work
For All Workers • Ensure employees are engaged.
• Create a culture of trust.
• Offer self-service.
• Set clear & achievable goals.
• Recognize & reward employees.
• Monitor burnout & fatigue.
• Offer flexible options.
• Monitor training & skills.
• Manage overtime effectively.
53. Build a
Culture
Founded on
TRUST
Be transparent in your communications.
Understand your people.
Provide emotional and physical security.
Trust your employees again and again.
T
R
U
S
T
Nourish good working relationships.
55. Deploying Technology
Identify Identify gaps with your existing workforce and help you
develop, retain and hire the best talent moving forward
Influence
Highlight your organizational best practices with applicants and
employees around performance and succession planning,
development programs, benefit offerings, DEI&B, etc.
Align
Align the needs of your people with goals of
your organization.
Measure
Analytics and key performance indicators that
proactively alert you on trends that are happening with
your business and your people.
57. Tip 1: HR’s Role
• Business as usual has changed – Maybe Forever
– Time to rethink strategies.
• Personalized employee experience is critical to
meet employee needs and personal
development.
• Hiring and talent management strategies are
still key to attract and retain top talent.
• A culture of trust must be your foundation.
• Technology is no longer a nice to have.
• Change is necessary.
58. Tip 2: Humanizing the Experience
Clear Expectations
People Focused
Technology
Flexible Work
Options
Balance of
Life & Work
Mental Health
&
Well-Being
Networks &
Communities
Innovation
Trust
Diversity, Equity, &
Inclusion
59. Tip 3: Attracting Talent
• Fix What is Broken/Lacking
• Improve Company Website
• Increase Online Presence (Social Media, internal
external job boards & Other Outlets, etc.)
• Enhance Employee Referral Programs
• Revamp Job Postings (Remove Bias , Inject
Empathy, multi-lingual, etc.)
• Review Application Process
• Be Explicit About Work Locations (In-office,
remote, hybrid, flex work, etc.)
• Revisit Compensation Structure (competitive &
equitable pay)
• Re-evaluate and Promote your Benefit Offering
(Flexible work, DEI&B, Health, Wellness,
Communities, etc.)
• Promote Growth and Development
Opportunities
• Highlight Workplace Culture
• Share Business Values and Behaviors
• Train Managers Up (how to interview,
questions to ask, what a new hire can expect)
• Help Candidates Succeed (tips on resumes,
interviews, etc.)
• Create a Great Onboarding Experience
• Digitize the Experience (mobile friendly,
scheduling, resume parsing, candidate match,
offer letters, accept offer, pre-employment
checks, etc.)
60. Tip 4: Managing Change
Pick 1 or 2 areas that will make the most impact.
Start Small
Align expectations regarding the scope of the change as well as
timing and business impact.
Define
Understand how the change will impact stakeholders and design
a strategy to help them navigate it.
Plan
Engage with leaders and associates to execute the change.
Implement
Work with leaders and employees to track adoption, make
adjustments, and drive lasting change.
Sustain
61. The Way Forward
Show your
employees and
the world that
you’re on the
side of good
Be more
transparent
with your
people and
extend trust
Let your
employees join
in the direction
and incorporate
their voice
in the Modern Workplace
62. Leading
in the Modern Workplace
Reactive Proactive
Monitors productivity metrics Supports outcomes-based culture
Gives public statement decrying racism
and inequity
Publicly sets diversity goals & ties success
to performance goals
Recruits only when people leave Creates a company brand
that attracts & retains top talent
Uses automation to replace
human capital
Develops, reskills & upskills people
to evolve alongside technology
Invests solely in tools which manage
organizational processes
Invests in tools which truly serve
their people
Conducts occasional engagement surveys Deploys programs to address employee
mental, physical, financial health
63. Making the Connection
“I feel valued
and
listened to”
“I feel secure
that I am
working for the
right company”
“I feel
empowered and
confident about
the future”
“I feel a sense of
belonging and
control”
Understand &
support people
in a meaningful
way
Ensure trust &
stability are
core of your
business
Strengthen
communication
& relationships
Create a
compelling
employee
experience
