Organizations need HR, but often regard it as a tactical necessity rather than a strategic essential. In this webinar, Infor HCM’s Michael Brandt explains how to build on HR’s daily transactional activity to create great strategic impact with a solid dollar value. He’ll examine how great value depends on doing the daily work of HR well, and then sharing the results for wider, deeper impact. Using real-life examples, Michael will explore:
• The crucial importance of data
• Getting hard dollar impact from soft cultural change
• Why systems usability and integration are key to success
• How HR can build value across the employee life cycle
• The technology and systems you’ll need
Creating a Proactive Recruiting Strategy to Target Passive CandidatesCachinko
The talented candidate you’re seeking to fill an open position can often be a passive one -- someone not currently looking for new employment. Does your recruiting program have a strategy for identifying and targeting passive candidates?
Be ahead of the trend, not behind it: 56% of global talent leaders are prioritizing talent branding for their company this year. But, in order to have a strong talent brand, it’s critical for you to focus on the connection between talent acquisition and marketing.
In this presentation, we’ll go over how you can apply common marketing principles to develop and execute on your talent brand.
You’ll learn how to:
- Identify the right players from your marketing team to collaborate with on your talent brand
- Align your talent brand strategy with your marketing strategy
- Learn the best marketing tools to build and assess your strategy
Get Em Keep Em Grow Em: a Texas BBQ of Integrated Talent ManagementDan Medlin
Originally presented to the Austin Human Resource Management Association for its Stepping Stones program, which prepares senior HR professionals for their next elevation into management or strategy, this program looks at the People, Processes and Tools required, in detail, for each stage of the Integrated Talent Management lifecycle.
- Reduce cost and time per hire and increase efficiency
- Establish your company brand as an employer of choice
- Secure and retain the best talent
- Increase employee engagement
- Achieve a better candidate and hiring manager experience
- Improve and sustain company productivity
- Increase market presence, sales, growth, and profit!
A Blueprint for Modern Talent Acquisition - Webinar SlidesUntangl, LLC.
These are the slides used by Bill Boorman and Ty Abernethy during their August 5th webinar on the topic of the popular white paper, A Blueprint for Modern Talent Acquisition.
Social Recruiting, Talent Acquistion and Recruitment in 2015Crexia
Social Recruiting, Talent Acquistion and Recruitment in 2015 by Maria Trivellato, Autodesk EMEA - Presented at the Social Recruiting Conference 2011 in Paris
Creating a Proactive Recruiting Strategy to Target Passive CandidatesCachinko
The talented candidate you’re seeking to fill an open position can often be a passive one -- someone not currently looking for new employment. Does your recruiting program have a strategy for identifying and targeting passive candidates?
Be ahead of the trend, not behind it: 56% of global talent leaders are prioritizing talent branding for their company this year. But, in order to have a strong talent brand, it’s critical for you to focus on the connection between talent acquisition and marketing.
In this presentation, we’ll go over how you can apply common marketing principles to develop and execute on your talent brand.
You’ll learn how to:
- Identify the right players from your marketing team to collaborate with on your talent brand
- Align your talent brand strategy with your marketing strategy
- Learn the best marketing tools to build and assess your strategy
Get Em Keep Em Grow Em: a Texas BBQ of Integrated Talent ManagementDan Medlin
Originally presented to the Austin Human Resource Management Association for its Stepping Stones program, which prepares senior HR professionals for their next elevation into management or strategy, this program looks at the People, Processes and Tools required, in detail, for each stage of the Integrated Talent Management lifecycle.
- Reduce cost and time per hire and increase efficiency
- Establish your company brand as an employer of choice
- Secure and retain the best talent
- Increase employee engagement
- Achieve a better candidate and hiring manager experience
- Improve and sustain company productivity
- Increase market presence, sales, growth, and profit!
A Blueprint for Modern Talent Acquisition - Webinar SlidesUntangl, LLC.
These are the slides used by Bill Boorman and Ty Abernethy during their August 5th webinar on the topic of the popular white paper, A Blueprint for Modern Talent Acquisition.
Social Recruiting, Talent Acquistion and Recruitment in 2015Crexia
Social Recruiting, Talent Acquistion and Recruitment in 2015 by Maria Trivellato, Autodesk EMEA - Presented at the Social Recruiting Conference 2011 in Paris
How Best-in-Class Companies Address Talent Gap Challenges | Talent Connect Ve...LinkedIn Talent Solutions
As talent acquisition professionals, we are faced with an ever-expanding talent gap. Learn effective strategies to address this solution in three core pillars.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
10 Keys to Success for Pipelining and Proactive Recruitment in EMEA | Talent ...LinkedIn Talent Solutions
Amp up your recruiting success and become proactive in your recruiting efforts. Click through to learn how to integrate pipelining into your daily routine from LinkedIn and Luxottica.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Strategic Learning and Development for Improved Workforce Performance was presented to the Western NC chapter of SHRM. Based on best practices research this presentation uses a case study to show how the entire talent cycle can be aligned around common competencies, processes and systems.
#FIRMday 15th nov 2013 emma mirrington mars chocolate the mars talent acqu...Gary Franklin
From reactive recruitment to pro-active Talent Acquisition Emma will take you through her journey at Mars over the last three years; from initial findings through to restructure, transformation and change.
Learn from her BIG mistake and glean some hints and tips along the way!
Top Ten Best Practices for Talent Acquisition ClearedJobs.Net
Kathleen Smith, CMO, ClearedJobs.Net presented at the Tidewater Techexpo Business to Government Conference on Top Ten Best Practices for Talent Acquisition. This presentation is focused on small to medium size businesses who can and should engage their business development community along with their talent acquisition community.
Strategic employee development for slide shareCraig Juengling
Developing your employees and retaining top talent are imperatives to drive employee engagement and thrive in today's increasing competitive business environment. This slide deck has been presented to many HR professionals as a way to rethink the process of strategically developing your employees. You will understand why it is important, how to identify the competencies required for success, and then learn many ways to develop your employees... strategically.
The New Model for Talent Management: Agenda for 2015Josh Bersin
Corporate talent management has matured over the last ten years. In the light of today's new world of work, the globalization of the workforce, and the power of Millennials, it's time to rethink the model. Talent Management today is not just integration of HR - its a new set of 9 imperatives every company must address.
Get ahead in 2015 with LinkedIn's latest insights on sourcing, talent brand, and future recruiting trends. Download the full report: http://lnkd.in/2015recruitingtrends
Paradigm shift - Building a new talent management model to boost growthEY
Nearly five years after the financial crisis erupted, a sustained global economic recovery remains elusive. Nothing less than a fundamental change in thinking is required to tackle the talent shortfall.
http://www.ey.com/GL/en/Issues/Driving-growth/Growing-Beyond---Paradigm-Shift---Overview
Our Growing Beyond program explores opportunities across expanding into new markets, finding new ways to innovate & implementing new approaches to talent.
www.ey.com/growingbeyond
Panel: Putting Together a Global Talent Acquisition Strategy | Talent Connect...LinkedIn Talent Solutions
Talent acquisition leaders in the U.S. and from around the world share what works, what doesn’t, and their core lessons learned when building out or scaling a global talent strategy.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Top 8 Recruiting Trends and Strategies for 2016 Talemetry
View this presentation here: https://youtu.be/tw3LifLsJvg
For 2016 and beyond, candidates for jobs will be in tight supply. This presentation outlines the top 8 trends and strategies that will affect whether recruiters succeed or fail in this new recruiting paradigm.
HR Summit and Expo Africa 2015 - Assessments for high performance workforceThe HR Observer
Presentation by Samantha Carr, Assessment and Business Development Consultant, MAC Assessment & Development.
Scientific and rigorous assessments have been shown to increase productivity significantly, reduce costs and grow the bottom line. Join this session to will learn how to conduct effective job analysis, structured interviews and leverage the best assessment methods for organisational excellence.
Talent Acquisition Challenges: Recruitment Trends and Issues Facing Today’s L...Cielo
As the world faces unprecedented demographic, economic and competitive challenges, recruitment and retention remains a top concern. Recognizing the critical role talent acquisition plays, leading organizations are maintaining focus on attracting and retaining talented people. Finding, hiring, and retaining the right people remains a challenge through all economic climates and are presenting new and even paradoxical challenges.
2011.06.24. - Cloud Services Solution Provider - Forum des Partenaires du Clo...Club Alliances
Deck exploité lors du Forum des Partenaires du Cloud IBM - Atelier "Cloud Services Solution Provider" - Loic Simon [Club Cloud des Partenaires, Club Alliances, Cloud Channel Development]
How Best-in-Class Companies Address Talent Gap Challenges | Talent Connect Ve...LinkedIn Talent Solutions
As talent acquisition professionals, we are faced with an ever-expanding talent gap. Learn effective strategies to address this solution in three core pillars.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
10 Keys to Success for Pipelining and Proactive Recruitment in EMEA | Talent ...LinkedIn Talent Solutions
Amp up your recruiting success and become proactive in your recruiting efforts. Click through to learn how to integrate pipelining into your daily routine from LinkedIn and Luxottica.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Strategic Learning and Development for Improved Workforce Performance was presented to the Western NC chapter of SHRM. Based on best practices research this presentation uses a case study to show how the entire talent cycle can be aligned around common competencies, processes and systems.
#FIRMday 15th nov 2013 emma mirrington mars chocolate the mars talent acqu...Gary Franklin
From reactive recruitment to pro-active Talent Acquisition Emma will take you through her journey at Mars over the last three years; from initial findings through to restructure, transformation and change.
Learn from her BIG mistake and glean some hints and tips along the way!
Top Ten Best Practices for Talent Acquisition ClearedJobs.Net
Kathleen Smith, CMO, ClearedJobs.Net presented at the Tidewater Techexpo Business to Government Conference on Top Ten Best Practices for Talent Acquisition. This presentation is focused on small to medium size businesses who can and should engage their business development community along with their talent acquisition community.
Strategic employee development for slide shareCraig Juengling
Developing your employees and retaining top talent are imperatives to drive employee engagement and thrive in today's increasing competitive business environment. This slide deck has been presented to many HR professionals as a way to rethink the process of strategically developing your employees. You will understand why it is important, how to identify the competencies required for success, and then learn many ways to develop your employees... strategically.
The New Model for Talent Management: Agenda for 2015Josh Bersin
Corporate talent management has matured over the last ten years. In the light of today's new world of work, the globalization of the workforce, and the power of Millennials, it's time to rethink the model. Talent Management today is not just integration of HR - its a new set of 9 imperatives every company must address.
Get ahead in 2015 with LinkedIn's latest insights on sourcing, talent brand, and future recruiting trends. Download the full report: http://lnkd.in/2015recruitingtrends
Paradigm shift - Building a new talent management model to boost growthEY
Nearly five years after the financial crisis erupted, a sustained global economic recovery remains elusive. Nothing less than a fundamental change in thinking is required to tackle the talent shortfall.
http://www.ey.com/GL/en/Issues/Driving-growth/Growing-Beyond---Paradigm-Shift---Overview
Our Growing Beyond program explores opportunities across expanding into new markets, finding new ways to innovate & implementing new approaches to talent.
www.ey.com/growingbeyond
Panel: Putting Together a Global Talent Acquisition Strategy | Talent Connect...LinkedIn Talent Solutions
Talent acquisition leaders in the U.S. and from around the world share what works, what doesn’t, and their core lessons learned when building out or scaling a global talent strategy.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Top 8 Recruiting Trends and Strategies for 2016 Talemetry
View this presentation here: https://youtu.be/tw3LifLsJvg
For 2016 and beyond, candidates for jobs will be in tight supply. This presentation outlines the top 8 trends and strategies that will affect whether recruiters succeed or fail in this new recruiting paradigm.
HR Summit and Expo Africa 2015 - Assessments for high performance workforceThe HR Observer
Presentation by Samantha Carr, Assessment and Business Development Consultant, MAC Assessment & Development.
Scientific and rigorous assessments have been shown to increase productivity significantly, reduce costs and grow the bottom line. Join this session to will learn how to conduct effective job analysis, structured interviews and leverage the best assessment methods for organisational excellence.
Talent Acquisition Challenges: Recruitment Trends and Issues Facing Today’s L...Cielo
As the world faces unprecedented demographic, economic and competitive challenges, recruitment and retention remains a top concern. Recognizing the critical role talent acquisition plays, leading organizations are maintaining focus on attracting and retaining talented people. Finding, hiring, and retaining the right people remains a challenge through all economic climates and are presenting new and even paradoxical challenges.
2011.06.24. - Cloud Services Solution Provider - Forum des Partenaires du Clo...Club Alliances
Deck exploité lors du Forum des Partenaires du Cloud IBM - Atelier "Cloud Services Solution Provider" - Loic Simon [Club Cloud des Partenaires, Club Alliances, Cloud Channel Development]
The webcast will cover the benefits of assessment, diagnostics, analysis and measurement in human capital management. There will be discussion of employee engagement, data driven decision making, implementation and ROI.
Bring Your Talent Brand to Life in 4 Steps | Talent Connect San Francisco 2014LinkedIn Talent Solutions
Learn how to leverage the information from your LinkedIn Career Page to share content and elevate your company's message and brand to the talent you’re looking to engage.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Content will range start with why does Text Analytics need a special session on convincing boss, followed by a role play summarizing current mistakes, a sample elevator pitch for your boss and a proposed execution plan. The content is tailored for Mid to Senior Level Managers trying to convince Leaders/Executives/Heads. It doesn’t provide any technical details –methodologies, tools, vendors or hardware investments.
This was presented at Text Analytics West Summit 2014 at San Francisco. Questions? Reach out at Ramkumar Ravichandran @ Linkedin.
Talent Brand ROI Webcast: Metrics To Measure Talent Brand SuccessLinkedIn
Join LinkedIn's Talent Brand experts for a live webcast: 'Talent Brand ROI: Metrics Speak Louder Than Words', and learn how to demonstrate the impact of your talent brand including four key metrics to measure ROI and talent brand success.
2012.02.09 - Leveraging the IBM Cloud Partner Ecosystem - Cloud Top Gun - Loi...Club Cloud des Partenaires
This is presentation material I prepared about IBM Cloud Partner Ecosystem.
Target audience for the 45 mn session it supports is mostly IBM Sellers from SWG [Software] and STG [Hardware] attending the Cloud Top Gun education.
“Lights Out”Configuration using Tivoli Netcool AutoDiscovery ToolsAntonio Rolle
Review why a CMDB is essential to and is the foundation of your BSM strategy
Outline the known challenges that require planning at the outset of a CMDB initiative
Drill down into the approach and lessons learned in the initial stages of a CMDB rollout for one of the largest financial institutions in North America
dashDB Enterprise MPP is a new fully managed cloud data warehouse service with massive scale and performance. Powered by IBM's network cluster architecture, dashDB MPP is an easy to use, self service solution for building: standalone data warehouses; data science data marts; hybrid warehousing; development and QA environments; and analytics for NoSQL. It is available through IBM Bluemix along with IBM's other Cloud Data Services, including Cloudant and SQL DB.
Vertical Market Excellence: Your Path to SuccessCA Nimsoft
•Vertical market opportunities for MSPs
•How to create a vertical market practice
•Navigating obstacles and strategies for meeting them head on
For more information visit http://www.nimsoft.com.
Cloud and Software as a Service (SaaS) can make a huge impact on a business. Unfortunately, most start the evaluation of SaaS from an IT perspective and traditional data center advantages (i.e. on-premises costs, staffing and savings). While savings are important, cloud is about agility and speed. For these reasons, line-of-business (LOB) leaders have been more interested in SaaS solutions. Learn how Cognos Business Intelligence on Cloud and IBM dashdb make it simple to get started with collaboration, reporting and analytics.
This presentation reviews IBM's Social Capability reference architecture. It is a guide to understand the comprehensive nature of a social platform for conducting social business.
It focuses on the technology enablers to which customers should compare their IT strategy AND it allows the organization understand how to apply that technology for business benefit. Social Business capabilities are what business does, such as communicate, collaborate, share knowledge and insights, and leverage expertise.
Social software enables business success by providing people-centric:
-social networking and collaboration
-content and document management
-integrated digital (social, web, and mobile) experiences
-social analytics and reporting
5 essential steps to a social talent brand featuring skyLinkedIn Europe
Lauren Fogarty, Media Solutions Consultant at LinkedIn explains the importance of Talent branding and the essential steps to employee and social media engagement to spread the word on your workplace. This presentation features results from Sky’s employment branding activity on LinkedIn – with thanks to Lee Yeap.
What’s the big deal about assessments anyway? Assessments have been around for decades now, so why all the attention to the assessments industry these days? Organizations large and small are using a wide variety of assessment types – skill, behavioral, personality, cognitive and more – throughout the hiring process and the employee lifecycle to help make better talent decisions, guide managers in developing their teams, and help individuals further their own career goals. It’s not enough to get an assessment score or profile. Managers and individuals need to know how to take action on that information. It’s a balance of science driven assessments, and the art of integrating the results with your talent processes.
Mollie Lombardi, Vice President and Principal Analyst, Workforce Management and Ben Eubanks, HR Analyst, revealed key findings from Brandon Hall Group’s just released 2014 Assessments study, providing an overview of today’s assessment landscape, including:
- Defining assessment types, and how and why your organization can use them
- The growing importance of feedback to the assessment taker, whether candidate or employee
- How top performing organizations integrate assessments into their talent processes
- The three questions you should be asking your assessment provider
As a LinkedIn Talent Solutions customer, you have the best sourcing tool on the planet. However, great technology is only half of the equation: The best companies combine it with cutting-edge sourcing strategies. In this webinar, Lou Alder shares his master sourcing tips/tricks.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Learn about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Powering meaningful analytics, workforce planning and managing a dispersed and diverse workforce. These are some of the most critical workforce management challenges revealed in Brandon Hall Group’s latest research. Mollie Lombardi, principle analyst and study lead, shares a sneak peek at some of the initial findings from this breakthrough study, including how organizations are rising to meet these challenges.
Key points covered:
- An overview of key concerns, drivers and trends in workforce management
- Study demographics
- Insights into how organizations are using technologies like automated time & attendance, scheduling, absence management and payroll solutions to drive business value
- A look at how top performing organizations are integrating workforce management with key talent and business processes
- The planned output from the study, including a timeline for publications on key topics
Career management, much like performance management, is undergoing a transformation. At one time, both were distinct, separate activities a part from the regular rhythm of the business; now they’re becoming a part of an organization’s ongoing practices.
A number of drivers are causing companies to re-think their approach and enable greater internal talent mobility:
To win the war for talent, employees are a critical asset to retain
To maintain a competitive market position, cost containment and nimbleness are critical and can both be achieved through increased retention rates
To motivate and engage employees in today’s flattened corporate hierarchies, it is important to show them a future path
Responding to the strategic motivators above requires a collaborative and integrated approach that aligns the career aspirations of employees with the company’s strategic needs.
In this webinar, we will share how to:
Create a formula for talent mobility within your company
Make mobility work, using a practical case study example as a guide
Enable career management within your talent management system
Predictive index 2021 Talent Optimization editionRobert Friday
What is Predictive Index? How does Predictive Index work? Talent Optimization expert Rob Friday has trained over 1000 business leaders to use Predictive Index. See the updated 2021 Talent Optimization Presentation here.
Effective Implementation of Psychometrics in Talent Acquisition and Management The HR Observer
Ever bring on a new employee, only to realise by the end of the first week that this new hire was a huge mistake? Every organisation is unique and has a DNA of its own. To build great teams, you must hire the right talent and make sure you manage and nurture this talent to its fullest potential. This journey begins with the “Job fit” concept which is critical to ensure maximum productivity, employee motivation and job satisfaction. You will learn how to select the right assessment tool and ensure effective integration of psychometrics into your recruitment process.
Oussama Mansour, CEO, Profiles International
Talent – should you buy or build?
The answer to the question will vary according to the nature of the role, the time-scales involved, and the precise nature of the need. In many instances, organizations will be hiring to fill some positions, while simultaneously developing to fill others. The key is to make the right decision in each instance.
In this presentation Brandon Hall’s VP and principal analyst Mollie Lombardi will focus her considerable thinking power on this crucial issue.
Aberdeen's latest look at the trends and issues at the forefront of human capital management for 2014 found that organizational ability to source and develop talent — at both the front line and leadership levels — will be the critical differentiator between companies that deliver high performance and those that barely survive. The organizations that are successful in these endeavors share some critical characteristics, including their ability to integrate and align human capital strategies with their business strategies, and develop leadership skills among business leaders that include the ability to identify talent both inside and outside the organization, and the capability and tools to help manage the performance and development of key employees.
Join Mollie Lombardi, VP and principal analyst of Aberdeen's Human Capital Management practice as she shares key strategies to foster business alignment and performance including:
Find out how technology can support business leaders in making talent decisions — including guidance for interviewing and selection, performance feedback and engagement strategies.
Learn the evolving role of the HR leader, and the skills required to drive business alignment.
Learn strategies for developing a critical eye for talent among business leaders, and supporting their role in attracting and retaining critical talent.
With many recruiting teams facing resource challenges on a regular basis, how can you stay proactive and navigative hiring cycles?
This presentation covers:
- Challenges facing companies hiring at scale
- The 2016 Global Recruiting Trends to embrace these
- Tips and tricks to put you on the fast track of hiring at scale
How to Create a Competency-Based Training Program - Webinar - 11-12-13BizLibrary
Employee training is fluid, dynamic and complex – which is why Competency-Based Training is a more important strategic component of a today’s employee learning strategies. In this complementary”How-To” e-book, you will learn:
Why a sharp focus on key competencies is more important than ever;
The key characteristics of best-in-class competency-based training programs;
A straightforward seven-step process any organization can use to implement a CBT starting today.
Learn how to create and implement a Competency-Based training program today!
- See more at: http://www.bizlibrary.com/bizblog/posts/2013/november/how-to-create-a-competency-based-training-program-webinar-111213.aspx
Brandon Hall Group: A New Approach to Managing TalentSaba Software
As you already know, performance reviews have been standard business practice for decades. Yet, only a meager few have figured out how to garner real value from it.
It’s time to seriously reconsider traditional approaches and reinvent your performance review process. The most successful companies have evolved from appraising past performance to developing future potential. How did they do it? Join this live webinar to learn their secrets.
In this session, Brandon Hall Group’s VP and Principal Analyst Talent Management Practice will:
Explore today’s performance management drivers, challenges and philosophies
Share their proprietary framework for transforming to a new approach
Present the business value of adopting the new approach
Describe success levers of the new approach
Offer examples of how to put the new approach into practice
UPSTART Live Spring Summit - The New, New ThingWorkforceNEXT
The New, New Thing: Latest Innovations in Recruiting and Workforce Management Solutions.
Presented By Ziv Eliraz, ZAO; Mark DeChant, Findly; David Lyon, RoundPegg; Tim Lambert, Jobvite; David Kent, Oilpro
3 ways to turbo charge your learning content strategyInfor HCM
Today’s employees want development tools that are easily accessible, continuous, and tailored to their individual needs. Many modern HR professionals are using technology to transform the way learning and development opportunities are offered, supplementing traditional practices with innovative, self-directed approaches that tap into the autonomous and connected realities of our culture.
In this presentation, Donald H Taylor, chairman of the Learning and Performance Institute, and Rob Moore of strategic partner OpenSesame, explore how modern L&D departments are supporting employees’ self-directed learning in three ways: curating existing user-generated content, adopting the minimum-viable-product approach to course creation, and using high quality materials that already exist.
In this presentation you can learn how to close the gap between the desire for training and the ability to engage in it—and free up your own valuable time, too.
Building your talent base for the future is essential – especially with your emerging leaders. But do you know the best techniques to coach these high potential employees, or how to improve your coaching’s speed and effectiveness by using smart technologies and data sharing?
In this webinar Infor’s Jason Taylor and Kenneth Fung share their proven methods for ensuring full motivation and engagement during coaching. They will also reveal how working with behaviors allows you to develop a common language and to focus on delivering results.
Is your L&D department ready for the future?Infor HCM
Training is not what it used to be. New technologies not only provide more ways to learn and share information, they also drive a faster, more demanding business environment. Learning and Development (L&D) departments have to adapt dramatically to fit this new reality – is yours ready for the change?
In this interactive webinar, chairman of the Learning and Performance Institute, Donald H Taylor examines the changing role of L&D professionals and what they must do to meet the learning expectations of the modern workforce.
You’ll learn about:
Three things L&D must do to secure its future
What ‘aligning learning to the business’ really means
Recognizing the ‘Training Ghetto’ and how to escape it
Time to get real about your talent selection technologyInfor HCM
Your choice of candidate assessment technology could help your business or leave it floundering. Are you equipped to make the right decision?
Assessment technologies now provide such a competitive edge that they have become an essential business tool. Research demonstrates that implementing the right technology boosts productivity, reduces staff turnover and has a direct bottom-line impact. But how do you make the right choice?
Infor’s Chief HCM Scientist Jason Taylor explains the best way to select and deploy talent assessment technology, and then how to study and ensure its effectiveness. Jason explores both the key technological considerations and the increasingly complex legal and business implications of assessment:
The technology – is it truly cloud-based and ready to integrate?
The methodology – is it legally and scientifically sound?
The testing – how do you ensure it works for your business?
Discover why yesterday's approaches to workforce management won't cut it in today's tough business environment-and what you need to stay current.
Mitri Dahdaly, part of Infor's Product Management and Strategy team, will explore the new world of workforce management, the changes it demands, and the opportunities it offers.
In this presentation you will learn about:
Five key factors shaping new labor approaches in WFM
Recent WFM changes having a profound impact
How to deliver strategic value with WFM
The real reason your top performers are leaving youInfor HCM
In this presentation Infor’s Chief HCM Scientist Jason Taylor explores why top performers sometimes feel they have to move on. He examines tested ways of ensuring your key players stay the course, from picking the right candidates at the beginning of their careers, through to coaching them as best fits their character.
Losing some staff is inevitable; losing your best is not. There’s plenty you can do to retain your top performers. Discover how by looking at this presentation.
Infogencer Solution Audits provide an independent and objective third-party assessment of a vendor’s technology solution or service from a business perspective. They provide not only a detailed assessment of a solution’s capabilities, but also insight into the key business challenges which those capabilities can help organizations to address. By providing this analysis in a common format and which is free from any of the unnecessary hype or jargon which so often pervades the technology industry - Infogencer Solution Audits provide a practical and trusted resource which enable organizations to identify and compare capable technology solutions and services.
Each Infogencer Solution Audit is published by Infogencer following our independent research and interviews with the company’s executives. It presents our sole opinion and has not been sponsored or commissioned by the vendor, their partners or any other affiliated organization.
The information contained within each Infogencer Solution Audit represents our own opinion. We also rely on information provided to us by a variety of sources outside of our control. As a result, we do not make any guarantees as to the validity or accuracy of the information contained within this document.
The Business Case for Workforce Management Solutions - White PaperInfor HCM
The widespread adoption of dedicated Workforce Management (WFM) solutions continues to gain momentum as organizations increasingly recognize that the level of control and visibility needed in managing their workforce resource is rapidly outstripping the capabilities provided by existing HR applications and processes. Unlike many other areas of their operations that have for a long time seen the adoption of sophisticated solutions to optimize value (such as Enterprise Resource Planning, Supply Chain Management, Customer Relationship Management, Business Intelligence, Business Process Management and so forth) - the management of the underlying human resource has remained a largely administrative, and often manual, undertaking. In our view this is a situation that has to change if organizations are to maximize the value from their workforce resources, while at the same time minimizing its cost and risk. To achieve this, organizations need to have a much greater level of visibility and control of their workforce resources and workforce processes. Without the underlying support that a capable Workforce Management Solution can provide, this can be difficult, if not impossible to achieve. As a result, the demand for Workforce Management Solutions is growing rapidly as organizations increasingly turn their attention to the ability of their workforce management processes to support some of their most pressing operational and strategic challenges.
This trend is also being driven by the evolving role of HR within organizations. What was traditionally regarded as purely an administrative function, HR teams are now being required to take a more strategic position as organizations increasingly recognize the impact of their workforce and its activities on their operational and strategic performance. As a result, HR responsibilities are extending beyond their traditional boundaries and are now becoming closely involved in helping to drive greater value from their workforce operations. Yet just as the role of HR is evolving, so too does the need for the IT solutions and service capabilities which are required to support, or even enable that transition to happen. If HR is able to successfully fulfill this new mandate, they must also take a fresh look at the tools and methods which are currently available to them.
Retail Scheduling: Creating a Win-Win for Employers and EmployeesInfor HCM
There’s no question that scheduling optimization software, which uses historical and predictive analytics to assist retail managers with the associate scheduling process, is hot. With razor thin margins and increasingly stiff business competition, retailers are striving to increase revenue while holding down their operational costs. Considering labor’s wide acceptance as a retailer’s largest controllable cost, scheduling optimization has proven a compelling means to that end.
Retail Workforce Compliance Challenges: Leveraging Automation to Avoid RiskInfor HCM
Retailers face a host of workforce management challenges, not the least of which is compliance with a multitude of ever-changing federal, state, and local labor laws, negotiated labor agreements, and internal work rules and policies. Failure to comply with any of these whether law or rule—can carry hefty costs in the form of
financial penalties, expensive and time-consuming law-suits, inefficient use of management resources, and the negative public exposure that leads to a degradation of brand reputation.
Things change fast today: is your HR department keeping up? Operating across six states, Bon Secours transformed its HR department in 30 months, cutting budget and increasing effectives at the same time. Like all leading organizations, this health care system felt the pressures of operating with fewer resources, faster and leaner.
We'll explore in great detail their transformation process to operate faster, and deliver more value, with fewer resources. Led by Kelvin Lovely (Infor Business Process Consultant) as he shares Bon Secours story of transformation including the importance of communication, how and when to integrate technologies and the skill sets your HR team will find essential in driving business results.
3 steps to enterprise talent success with Performance ProfilesInfor HCM
Do you know the keys to a high performance culture? Can you describe what success in your company's key roles looks like? If not, you're not alone. Over one-third of organizations in Brandon Hall Group’s recent skills gap survey have not defined the critical roles required to enable their future business success. Knowing the traits that lead to performance in particular jobs is a core task for the modern HR function, but creating an accurate picture of success can be difficult. By turning to data, many successful organizations are building "Performance Profiles" that help them reduce staff turnover, boost productivity and accelerate time to performance. This webinar will address the latest research on Performance Management, the science behind Performance Profiles, and how they can be deployed in the HCM cycle. In this Slideshare, Laci Loew, VP and Principal Analyst of Brandon Hall Group's Talent Management Practice, and Jason Taylor, Infor’s Chief HCM Scientist will explore the following:
Critical trends in using data to define success, and the talent science behind it
How to develop high-quality Performance Profiles for your organization
Turning data into action – how profiles accelerate time to performance for new hires, identify low performers, and support development efforts through data-driven insights
The importance of mobile tools for managing and measuring performance
Managing employee and manager expectations around Performance Profiles
With training budgets under close scrutiny, it has never been more important to show the impact of learning on the business. Traditionally, demonstrating value has been complex and time-consuming. Now there is a more straightforward method: learning analytics.
How does enterprise learning show it is adding value? The answer is not the usual route of reporting on training activity. The number of courses completed (in the classroom or online) is no measure of impact. Demonstrating the value of learning today is crucial.
In this presentation you learn,
Why tapping into existing business data is essential
How to take your first steps towards real learning analytics
Three bad approaches to measuring business impact
Social Media in the Workplace - Are We Nearly There?Infor HCM
Since Facebook was invented a decade ago, it has attracted a billion users worldwide. Twitter now reports 200 million users who send 400 million tweets every day. Compounded by record IPO valuations well into the billions, there is little doubt that the social media way of life is here to stay.
The Evolution of Healthcare and Its Impact on LearningInfor HCM
Healthcare in the US is evolving fast, bringing with it increased opportunities and responsibilities for employers. Is your learning and development department ready for the change?
In this presentation Perry Richardson of University of Colorado Health (UCH) explores how UCH has dealt with the increased complexity of learning in healthcare under the Affordable Healthcare Act. You'll explore:
Dealing with increased statutory demands around the value of care, quality and safety
Using technology to reach employees, external providers, and community members
Tracking and reporting on this complex learning environment
Altering The Future: Deciding Employee BenefitsInfor HCM
Employee benefits are changing - how should employers respond?
For the last decade, employers have focused on controlling health benefit costs. The result: health insurance is increasingly seen as a commodity, not as a differentiator. What does this mean for employers? How should they change their approach to benefits and to their employee value proposition
In this Infor-sponsored webinar Jennifer Benz, Chief Strategist and Founder of Benz Communications, will explore how employers can both fulfill their promise to protect the health and financial security of employees and be seen as an attractive employer.
Making the right choices on benefits is vital for employers today - are you ready for the future?
During our last growth cycle corporations had it easy. Above average unemployment in developed economies meant that keeping employees engaged had not been a focus. But as developed economies continue to grow in 2014 we can expect those disengaged people (estimated at 70% of the workforce by McKinsey) to lift their noses from the grindstone and start eyeing the exit.
Three Steps to a Hard Dollar ROI from Talent Management
1. Three
Steps
to
a
Hard
Dollar
ROI
from
Talent
Management
Mollie
Lombardi
VP/Principal
Analyst
of
Workforce
Management
PracAce
Brandon
Hall
Group
Michael
Brandt
Area
VP,
HCM
SoluAons
Infor
23. What
are
you
hearing
out
there?
Process
A
utomaNon
We
will
streamline
your
processes!
SaaS
One
vendor,
one
code-‐set,
easy
upgrades!
End
to
End
Because
we
have
everything,
we
are
beier!
Best
of
Breed
We
are
beier
because
we
focus
on
this
one
specific
thing!
26. What
are
you
not
hearing?
idenAfy
your
own
top
people
repeatedly
make
great
hires
idenAfy
the
traits
that
work
develop
your
people
against
those
traits
track
this
against
the
company’s
boiom
line!
How
you
can
…
28. every
employee
● your
only
employee
every
performer
●
a
top
performer
29. Break
Down
Top
Performers:
Sales
RepresentaAve
Example
What
makes
top
performers
great?
The
Key
Traits
and
Components
Differ
From
Company
to
Company:
– Empathy
– Controlling
– Listening
Build
a
Performance
Profile
(Talent
DNA)
30. Best
Way
to
Improve
The
Boiom
Line
Replicate
Top
Performers
Using
Proven
Traits
31. People-‐driven
success
The
three
steps
Science-‐driven
HR
success
Map,
hire
and
develop
your
top
talent
…
on
scienNfic
principles
Taking
the
guess-‐work
out
of
HR
and
TM
process
success
The
support
you
need
Usable,
data
sharing
technology
32. People-‐driven
success
The
three
steps
Map,
hire
and
develop
your
top
talent
…
on
scienNfic
principles
Science-‐driven
HR
success
Taking
the
guess-‐work
out
of
HR
and
TM
process
success
The
support
you
need
Usable,
data
sharing
technology
33. Step
1:
Map
Your
Talent
Benchmark
your
key
talent
profiles
for
mission-‐criAcal
roles
Define
the
DNA
of
best
of
the
best
IdenAfy
key
behaviors
and
traits
that
make
them
the
best
Talent
Mapping
Accountab
10
5
0
Adaptabilit
Communic
Customer
Inclusiven
Team
Leadership
Power
Approval
Avoidance
PerfecAoni
OpposiAon
CompeAAv
Dependen
Traits
34. Step
2:
Hire/IdenAfy
Top
Talent
Leverage
research
to
define
recruiAng
strategies
Assess
applicants
against
top
traits
by
role
Replicate/hire
the
traits
of
your
top
people
Understand
the
business
effect
of
every
hire
35. Step
3:
Develop/Foster
Top
Talent
Develop
performance
and
development
plans
around
top
traits
Track
the
effects
of
every
improvement
on
business
Measure
onen,
realign
and
monitor
effect
Foster
your
top
producAvity
DNA
plan
36. People-‐driven
success
The
three
steps
Science-‐driven
HR
success
Map,
hire
and
develop
your
top
talent
…
on
scienNfic
principles
Taking
the
guess-‐work
out
of
HR
and
TM
process
success
The
support
you
need
Usable,
data
sharing
technology
37. Human
Resources
Workforce
Management
Talent
Science
Learning
Management
HR
Service
Delivery
Talent
AcquisiNon
Talent
Management
Course
and
Curriculum
Content
Authoring
CerNficaNon
Management
Compliance
Assurance
System
of
Record
Performance
Fit
Employee
Benefits
Payroll
Management
Answersource
HR
Case
Management
Self
Service
Off-‐Boarding
Applicant
Tracking
RequisiNon
and
Workflow
On-‐Boarding
Social
RecruiNng
Timekeeping
OpNmized
Scheduling
Labor
BudgeNng,
ForecasNng
ProducNon
AnalyNcs
Performance
and
Goals
Succession
CompensaNon
Skills
and
Competencies
Top
Performer
Analysis
Performance
Profiling
Behavioral
Assessment
Candidate
SelecNon
Simple
ScienNfic
Social
BeauNful
Flexible
38. Human
Resources
Workforce
Management
Talent
Science
Learning
Management
HR
Service
Delivery
Talent
AcquisiNon
Talent
Management
Course
and
Curriculum
Content
Authoring
CerNficaNon
Management
Compliance
Assurance
System
of
Record
Performance
Fit
Employee
Benefits
Payroll
Management
Answersource
HR
Case
Management
Self
Service
Off-‐Boarding
Applicant
Tracking
RequisiNon
and
Workflow
On-‐Boarding
Social
RecruiNng
Timekeeping
OpNmized
Scheduling
Labor
BudgeNng,
ForecasNng
ProducNon
AnalyNcs
Performance
and
Goals
Succession
CompensaNon
Skills
and
Competencies
Top
Performer
Analysis
Performance
Profiling
Behavioral
Assessment
Candidate
SelecNon
Simple
ScienNfic
Social
BeauNful
Flexible
39. Human
Resources
Workforce
Management
Talent
Science
Learning
Management
HR
Service
Delivery
Talent
AcquisiNon
Talent
Management
Course
and
Curriculum
Content
Authoring
CerNficaNon
Management
Compliance
Assurance
System
of
Record
Performance
Fit
Employee
Benefits
Payroll
Management
Answersource
HR
Case
Management
Self
Service
Off-‐Boarding
Applicant
Tracking
RequisiNon
and
Workflow
On-‐Boarding
Social
RecruiNng
Timekeeping
OpNmized
Scheduling
Labor
BudgeNng,
ForecasNng
ProducNon
AnalyNcs
Performance
and
Goals
Succession
CompensaNon
Skills
and
Competencies
Top
Performer
Analysis
Performance
Profiling
Behavioral
Assessment
Candidate
SelecNon
Simple
ScienNfic
Social
BeauNful
Flexible
40. Human
Resources
Workforce
Management
Talent
Science
Learning
Management
HR
Service
Delivery
Talent
AcquisiNon
Talent
Management
Course
and
Curriculum
Content
Authoring
CerNficaNon
Management
Compliance
Assurance
System
of
Record
Skills
and
Competencies
Employee
Benefits
Payroll
Management
Answersource
HR
Case
Management
Self
Service
Off-‐Boarding
Applicant
Tracking
RequisiNon
and
Workflow
On-‐Boarding
Social
RecruiNng
Timekeeping
OpNmized
Scheduling
Labor
BudgeNng,
ForecasNng
ProducNon
AnalyNcs
Performance
and
Goals
Succession
CompensaNon
Skills
and
Competencies
Top
Performer
Analysis
Performance
Profiling
Behavioral
Assessment
Candidate
SelecNon
Simple
ScienNfic
Social
BeauNful
Flexible
41. Human
Resources
Workforce
Management
Talent
Science
Learning
Management
HR
Service
Delivery
Talent
AcquisiNon
Talent
Management
Course
and
Curriculum
Content
Authoring
CerNficaNon
Management
Compliance
Assurance
System
of
Record
Performance
Fit
Employee
Benefits
Payroll
Management
Answersource
HR
Case
Management
Self
Service
Off-‐Boarding
Applicant
Tracking
RequisiNon
and
Workflow
On-‐Boarding
Social
RecruiNng
Timekeeping
OpNmized
Scheduling
Labor
BudgeNng,
ForecasNng
ProducNon
AnalyNcs
Performance
and
Goals
Succession
CompensaNon
Skills
and
Competencies
Top
Performer
Analysis
Performance
Profiling
Behavioral
Assessment
Candidate
SelecNon
Simple
ScienNfic
Social
BeauNful
Flexible
42. Human
Resources
Workforce
Management
Talent
Science
Learning
Management
HR
Service
Delivery
Talent
AcquisiNon
Talent
Management
Course
and
Curriculum
Content
Authoring
CerNficaNon
Management
Compliance
Assurance
System
of
Record
Performance
Fit
Employee
Benefits
Payroll
Management
Answersource
HR
Case
Management
Self
Service
Off-‐Boarding
Applicant
Tracking
RequisiNon
and
Workflow
On-‐Boarding
Social
RecruiNng
Timekeeping
OpNmized
Scheduling
Labor
BudgeNng,
ForecasNng
ProducNon
AnalyNcs
Performance
and
Goals
Succession
CompensaNon
Skills
and
Competencies
Top
Performer
Analysis
Performance
Profiling
Behavioral
Assessment
Candidate
SelecNon
Simple
ScienNfic
Social
BeauNful
Flexible
43. Human
Resources
Workforce
Management
Talent
Science
Learning
Management
HR
Service
Delivery
Talent
AcquisiNon
Talent
Management
Course
and
Curriculum
Content
Authoring
CerNficaNon
Management
Compliance
Assurance
System
of
Record
Performance
Fit
Employee
Benefits
Payroll
Management
Answersource
HR
Case
Management
Self
Service
Off-‐Boarding
Applicant
Tracking
RequisiNon
and
Workflow
On-‐Boarding
Social
RecruiNng
Timekeeping
OpNmized
Scheduling
Labor
BudgeNng,
ForecasNng
ProducNon
AnalyNcs
Performance
and
Goals
Succession
CompensaNon
Skills
and
Competencies
Top
Performer
Analysis
Performance
Profiling
Behavioral
Assessment
Candidate
SelecNon
Simple
ScienNfic
Social
BeauNful
Flexible
44. Sales
Associate
–
Foot
Locker
n
=
2,446
n
=
988
Pre:
not
assessed
Post:
assessed
*Denotes
staAsAcal
significance
d=0.62,
p
=
.0000*
$16,170,677
addiAonal
sales
Increased
SPH
in
assessed
group
45. People-‐driven
success
The
three
steps
Science-‐driven
HR
success
Map,
hire
and
develop
your
top
talent
…
on
scienNfic
principles
Taking
the
guess-‐work
out
of
HR
and
TM
process
success
The
support
you
need
Usable,
data
sharing
technology
46. SupporAng
your
success
• The
importance
of
usability
– For
‘ease
of
use’
to
Wow
factor
– Ensures
people
using
sonware
and
good
data
entered
• The
importance
of
data-‐sharing
across
processes
– Making
the
most
of
talent
data
– Infor
ION
/
Business
Vault?
• People
– Methodologies
need
people
– Technology
needs
people
50. People-‐driven
success
The
three
steps
Science-‐driven
HR
success
Map,
hire
and
develop
your
top
talent
…
on
scienNfic
principles
Taking
the
guess-‐work
out
of
HR
and
TM
process
success
The
support
you
need
Usable,
data
sharing
technology