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?
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
Strategic Workforce Management (if it was easy, everyone would do it)Brandon Hall Group
The concept of strategic workforce management is everywhere today, but what does it really mean for your organization? Are your systems and processes ready to be strategic? After email, workforce management systems are often the most frequently accessed applications, but not all organizations are using them to their full potential. These systems are uniquely positioned to not only help you deploy your workforce and ensure compliance, but measure performance and improve productivity, agility and efficiency. Mollie Lombardi, Vice President and Principal Analyst for Brandon Hall Group's Workforce Management Practice and Ted Frederick, Vice President, Workforce Management at SumTotal discussed:
-The evolution of workforce management– from improving accuracy and compliance to enabling strategic decision-making
-How to build the right culture and processes around your workforce management solution to ensure strategic impact
-How to achieve competitive advantage by leveraging workforce data and interactions the workforce management system to foster learning and communication
-Critical steps you can take today – without changing systems or purchasing technology – to start to get more strategic value out of your workforce management efforts
Like this content? Get more great info by subscribing to our blog: http://www.brandonhall.com/blogs/subscribe/
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
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
Fosway Group-Learning and Talent AnalyticsNetDimensions
- The realities of Analytics in European companies today
- The business case for Analytics
- Practical strategies to drive Analytics forward and deliver real benefits
- Fosway's Analytics research and Maturity Model
- The challenges and opportunities for Analytics in regulated industries
Content analytics is using rules, mathematical, statistical, and semantic models to automate how content is captured, analyzed, and governed over its lifecycle
These slides--based on the webinar hosted by leading IT analyst firm Enterprise Management Associates (EMA) and Digitate--provide insights into the impact of machine learning on managing workload automation.
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
Strategic Workforce Management (if it was easy, everyone would do it)Brandon Hall Group
The concept of strategic workforce management is everywhere today, but what does it really mean for your organization? Are your systems and processes ready to be strategic? After email, workforce management systems are often the most frequently accessed applications, but not all organizations are using them to their full potential. These systems are uniquely positioned to not only help you deploy your workforce and ensure compliance, but measure performance and improve productivity, agility and efficiency. Mollie Lombardi, Vice President and Principal Analyst for Brandon Hall Group's Workforce Management Practice and Ted Frederick, Vice President, Workforce Management at SumTotal discussed:
-The evolution of workforce management– from improving accuracy and compliance to enabling strategic decision-making
-How to build the right culture and processes around your workforce management solution to ensure strategic impact
-How to achieve competitive advantage by leveraging workforce data and interactions the workforce management system to foster learning and communication
-Critical steps you can take today – without changing systems or purchasing technology – to start to get more strategic value out of your workforce management efforts
Like this content? Get more great info by subscribing to our blog: http://www.brandonhall.com/blogs/subscribe/
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
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
Fosway Group-Learning and Talent AnalyticsNetDimensions
- The realities of Analytics in European companies today
- The business case for Analytics
- Practical strategies to drive Analytics forward and deliver real benefits
- Fosway's Analytics research and Maturity Model
- The challenges and opportunities for Analytics in regulated industries
Content analytics is using rules, mathematical, statistical, and semantic models to automate how content is captured, analyzed, and governed over its lifecycle
These slides--based on the webinar hosted by leading IT analyst firm Enterprise Management Associates (EMA) and Digitate--provide insights into the impact of machine learning on managing workload automation.
The Future of Finance in a World of Global Digital Transformation3Sixty Insights
Blue Hill Research's Hyoun Park explores how the Future of Finance will change as Digital Transformation, the Internet of Things, the Subscription Economy, and microservices start to take over the business world.
It’s not a secret that the need to modernize traditional finance operations and evolve into a “Digital Finance” organization has become a key priority for finance leaders.
In this video recap of the webinar held on 12/11/ 2019; Raul Vega, Auxis CEO, discussed the key risks and challenges organizations typically face as part of their transformation journey, and how to develop and execute a strategy that provides the business case and outcomes you expect based on your specific company size and needs.
What was covered:
- What does Modern Finance really mean?
- Digitization as a Key Element of the Modern Finance Organization
- Most Common Tools you should be implementing as part of your Digital Finance journey
- What’s driving RPA’s growth?
- Implementation Strategies & Alternatives
- How Outsourcing can help finance executives self-fund their Digital Finance Strategy and drive faster outcomes
The Story of Intelligent Talent ManagementSaba Software
Most talent management solutions aren't all that different from each other. But this one is: it’s built around a machine-learning brain—technology that quickly digests incoming workforce data, evaluates it, and learns from it. Correlating diverse inputs to deliver ideas and options you didn't know you had.
See the tangible difference this makes. Download our LookBook to learn how Saba Intelligent Talent Management:
Delivers relevant, personalized recommendations
Provides answers to critical HR questions—before you even ask
Individually mentors every employee
Advises you of problems before they materialize
To get the LookBook, register here.
ADLIB are delighted to announce the arrival of their 2015 salary, engagement and benefits survey.
Our objective was to create an informed picture of the current salary, benefits, motivations and sentiment towards permanent and contract employment across the South West creative, digital, marketing, eCommerce and technology sectors. We hope that employers and employees alike find equal value.
And whilst the document provides a comprehensive guide to the permanent salaries and contract rates that are being paid across the region, we've also delved into how secure and satisfied respondents feel, what the factors are that would entice change, how engaged people are against their companies vision and what key factors contribute to choosing a contracting life (to name but a few).
Validating and Promoting HR Strategies with Data and AnalyticsMark Lawrence
CIPD HRBP Conference Address, November 2014 (London)
Disclaimer: Mark Lawrence is no longer an employee of IBM. This content was presented with permission, to the CIPD community; although IBM materials feature in this presentation, the views and opinions reflected belong to Mark Lawrence. To avoid compromising confidentiality, details relating to use cases have been removed; remaining material should be publicly available (references are included).
Gramener is always on the lookout for talent who like to work with numbers and aspire to be the Algorithm Translators.
This deck is presented to cohorts at IIM's and other B School as part of Gramener company overview session.
With hiring volume increasing but recruiting teams shrinking, hiring success will mean intelligently speeding up your recruiting in 2017. Presented by Ideal and Xref, here are 5 tips to speed up your job postings, resume screening, candidate outreach, interviewing, and background checking. Learn more: http://bit.ly/2lKDu0y
Boost Engagement and Performance with Your Talent Management System in 2015Saba Software
Keys to Selecting Your TMS
Watch Recording: http://www2.sabameeting.com/GA/main/0000003f1ec869014b7c797af5007ed1
Traditional performance reviews and talent management systems aren't helping today's HR teams as they are trying to boost retention, engagement and employee performance. The latest technological advances like predictive analytics, mobile, cloud and machine learning are dramatically changing the game. The longer a company goes without a modern talent management system today, the more difficulty it will face in attracting, engaging and retaining the talent needed to execute its business strategy.
In this 20-minute presentation, you will learn key criteria to consider when selecting a talent management system that:
Drives employee engagement and collaboration
Increases agility, innovation and leadership
Reduces complexity and costs
Improves retention
Join us for this interactive TIM Talk , where Babak Salimi, Senior Director of Product Marketing at Saba, will discuss what you need to think about as you're defining your talent management strategy to drive innovation and increase business growth in 2015.
Find the Right Balance Between Recruitment Automation and PersonalizationCielo
Automation brings many benefits to the recruitment process (better candidate flow, reduced time-to-fill, etc.), but many organizations continue to lag in using automation in their own organizations.
View these slides to learn more about:
-Understanding what processes are ready for automation and which ones are not
-Methods to quantify the impact of automating recruiting processes
-What technologies are ready for prime time and which ones are still more hype
Project on Artificial Intelligence in to Recruitment ProcesGautam Raval
The project is all about research how artificial Intelligence will help the recruitment industry in hiring the right candidate at right place. It is all about adding value to the organisation in a effective way
The Future of Finance in a World of Global Digital Transformation3Sixty Insights
Blue Hill Research's Hyoun Park explores how the Future of Finance will change as Digital Transformation, the Internet of Things, the Subscription Economy, and microservices start to take over the business world.
It’s not a secret that the need to modernize traditional finance operations and evolve into a “Digital Finance” organization has become a key priority for finance leaders.
In this video recap of the webinar held on 12/11/ 2019; Raul Vega, Auxis CEO, discussed the key risks and challenges organizations typically face as part of their transformation journey, and how to develop and execute a strategy that provides the business case and outcomes you expect based on your specific company size and needs.
What was covered:
- What does Modern Finance really mean?
- Digitization as a Key Element of the Modern Finance Organization
- Most Common Tools you should be implementing as part of your Digital Finance journey
- What’s driving RPA’s growth?
- Implementation Strategies & Alternatives
- How Outsourcing can help finance executives self-fund their Digital Finance Strategy and drive faster outcomes
The Story of Intelligent Talent ManagementSaba Software
Most talent management solutions aren't all that different from each other. But this one is: it’s built around a machine-learning brain—technology that quickly digests incoming workforce data, evaluates it, and learns from it. Correlating diverse inputs to deliver ideas and options you didn't know you had.
See the tangible difference this makes. Download our LookBook to learn how Saba Intelligent Talent Management:
Delivers relevant, personalized recommendations
Provides answers to critical HR questions—before you even ask
Individually mentors every employee
Advises you of problems before they materialize
To get the LookBook, register here.
ADLIB are delighted to announce the arrival of their 2015 salary, engagement and benefits survey.
Our objective was to create an informed picture of the current salary, benefits, motivations and sentiment towards permanent and contract employment across the South West creative, digital, marketing, eCommerce and technology sectors. We hope that employers and employees alike find equal value.
And whilst the document provides a comprehensive guide to the permanent salaries and contract rates that are being paid across the region, we've also delved into how secure and satisfied respondents feel, what the factors are that would entice change, how engaged people are against their companies vision and what key factors contribute to choosing a contracting life (to name but a few).
Validating and Promoting HR Strategies with Data and AnalyticsMark Lawrence
CIPD HRBP Conference Address, November 2014 (London)
Disclaimer: Mark Lawrence is no longer an employee of IBM. This content was presented with permission, to the CIPD community; although IBM materials feature in this presentation, the views and opinions reflected belong to Mark Lawrence. To avoid compromising confidentiality, details relating to use cases have been removed; remaining material should be publicly available (references are included).
Gramener is always on the lookout for talent who like to work with numbers and aspire to be the Algorithm Translators.
This deck is presented to cohorts at IIM's and other B School as part of Gramener company overview session.
With hiring volume increasing but recruiting teams shrinking, hiring success will mean intelligently speeding up your recruiting in 2017. Presented by Ideal and Xref, here are 5 tips to speed up your job postings, resume screening, candidate outreach, interviewing, and background checking. Learn more: http://bit.ly/2lKDu0y
Boost Engagement and Performance with Your Talent Management System in 2015Saba Software
Keys to Selecting Your TMS
Watch Recording: http://www2.sabameeting.com/GA/main/0000003f1ec869014b7c797af5007ed1
Traditional performance reviews and talent management systems aren't helping today's HR teams as they are trying to boost retention, engagement and employee performance. The latest technological advances like predictive analytics, mobile, cloud and machine learning are dramatically changing the game. The longer a company goes without a modern talent management system today, the more difficulty it will face in attracting, engaging and retaining the talent needed to execute its business strategy.
In this 20-minute presentation, you will learn key criteria to consider when selecting a talent management system that:
Drives employee engagement and collaboration
Increases agility, innovation and leadership
Reduces complexity and costs
Improves retention
Join us for this interactive TIM Talk , where Babak Salimi, Senior Director of Product Marketing at Saba, will discuss what you need to think about as you're defining your talent management strategy to drive innovation and increase business growth in 2015.
Find the Right Balance Between Recruitment Automation and PersonalizationCielo
Automation brings many benefits to the recruitment process (better candidate flow, reduced time-to-fill, etc.), but many organizations continue to lag in using automation in their own organizations.
View these slides to learn more about:
-Understanding what processes are ready for automation and which ones are not
-Methods to quantify the impact of automating recruiting processes
-What technologies are ready for prime time and which ones are still more hype
Project on Artificial Intelligence in to Recruitment ProcesGautam Raval
The project is all about research how artificial Intelligence will help the recruitment industry in hiring the right candidate at right place. It is all about adding value to the organisation in a effective way
Test drive Fuel50 in the IBM platform: http://f50.li/u2ok
Recap on our webinar presented on 12th October 2016, with Fuel50 and IBM Kenexa discussing how to build a stretch-growth marketplace within your organization.
NOCWA: Collaboration of Assets and Operation to Improve Customer Service and ...OHM Advisors
Vicki M. Putala, PE, Director of Environmental and Water Resources at OHM Advisors presented: "North Oakland County Water Authority – Collaboration of Assets and Operation to Improve Customer Service and Reduce Cost" at the Michigan Section AWWA 2015 Annual Conference.
Supply Chain & Logistics Basics: The Automotive Supply ChainAngela Carver
Despite the economic downturn, the U.S. automotive supply chain has seen significant growth. Sales volume increased from 10 million to 15.6 million units between 2009 and 2013. These unit increases can be associated not only to improvements in economy, but solid efforts to implement industry best practices to solve supply chain challenges. Some of the top challenges faced by the automotive supply chain include inability to adapt to fluctuations in demand due to capacity constraints, financial constraints due to lack of liquidity, supply chain complexity increases with the globalization of the supply chain, qualified labor shortages and lack of information visibility with legacy technologies. Outdated supplier technology is present most often in tier 2 suppliers such as metal stampers and die casters. Lack of production management systems causes significant delays for OEMs and downstream supply chain partners.
According to the Global Supply Chain Survey 2013 automotive industry leaders plan to focus on both continuous improvement efforts relating to production efficiency and inventory management. Focusing on improving these areas can help to reduce costs and increase supplier collaboration. The top four areas of focus identified in this study were cost minimization, delivery performance, volume flexibility and complexity management. This is where industry best practices come into play. To address these issues automotive supply chain operators are implementing EDI/ASN to more effectively manage inbound shipment schedules and facility staffing. The information gleaned from this change allows these businesses to be proactive rather than reactive. Supply chain managers are also implementing documentation management protocols in order to comply with regulations and improve recall execution. In response to omni-channel retailing the automotive supply chain is also now aggregating orders into once centralized location such as a warehouse management system (WMS). This provides fulfillment centers with a more holistic view of inventory data. With this more accurate view of data, supply chain operations can also reduce on-hand inventory and focus on a just-in-time (JIT) replenishment strategy. This helps to reduce costs creating savings that can be passed on to customers. Transportation routing and other analytics are also being used to make data more accessible to all key supply chain players, including customers. To access more valuable automotive supply chain resources contact Datex experts today at www.datexcorp.com or marketing@datexcorp.com or call 800.933.2839 ext 243.
비투링크(B2LiNK)는 국내 화장품 및 패션 브랜드들의 중국 및 동남아시아 진출과 성공적인 해외 확장을 도와주는 글로벌 뷰티•패션 커머스 퍼블리싱 스타트업입니다. 온라인 채널 전략과 MD, 영업, 마케팅, CS, 디자인, 물류 등 전 과정을 대행합니다. 중국 최대 뷰티•패션 플랫폼인 VIP닷컴을 포함해 10여 개의 아시아 이커머스에 채널을 오픈했으며, 120여 개의 한국화장품 및 패션브랜드와 제휴를 맺고 있습니다. 최근에는 중국의 대표 해외 역직구 서비스인 순풍하이타오(SFHT)와 전략적 제휴를 체결하고 한국을 방문하는 중국 소비자들을 대상으로 O2O 비즈니스를 시작하는 등 뷰티·패션 제품 유통에 대한 새로운 비즈니스 모델을 만들어 가고 있습니다.
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.
COVID-19 has impacted the work-force like never before. However, we've gone ahead to put together data that would help you be more informed during this crisis. Here you will find :
- Jobs Remain in High Demand in Malaysia
- New Industry Trends
- How JobStreet Can Help You
- Advice Moving Forward
For more information, visit https://bit.ly/JSCovid-19
Why Should We Keep Evolving Candidate Experience? Launchpad
We talk about the impact - both positive and negative, of incorporating technology into the recruitment process and take a crystal ball to predict how things will move forward over the next 5 - 10 years. Not quite futurology - more like a 'realistic prediction'!
Recruiting has evolved due to technological innovations and candidate expectations and so should your measurement practices. From employer branding and recruitment marketing to social recruiting and sourcing, recruiting activity these days generates an immense amount of data. But gathering and analyzing this data is a full-time job – and recruiters already have their hands full with managing endless req loads, as well as the needs of candidates and hiring managers.
However, a growing number of organizations are leveraging insights derived from more robust analytics and measurement practices, and outperforming their peers. In this webinar, Will Staney, Founder and Principal Consultant at Proactive Talent Strategies, LLC and Kyle Lagunas, Founder and Principal Analyst at Lighthouse Research & Advisory will examine key practices emerging in data-driven recruiting, showcase their research, and spotlight examples of these practices at work today.
We’ll be covering the following topics:
The Evolution of Recruiting
Social media and consumer technologies have changed candidate expectations and the way we attract talent.
Defining Data-Driven Recruiting
What does “data-driven recruiting” mean?
Metrics, Measurement & Analysis
How are top talent leaders measuring the effectiveness of their talent attraction efforts? We’ll look at the research.
Cool Tools & Applications
Technology driving the industry forward that both
THE DATAFICATION OF TALENT MANAGEMENT: HOW PEOPLE ANALYTICS LEADS TO STRATEGI...Human Capital Media
According to Bersin by Deloitte’s HR Technology Disruptions for 2018 report: people analytics is now “a must-have domain within HR.”
The global economic recovery, compounded by demographic shifts, has moved power from employers to employees, turning talent into a seller’s market. As a result, the workforce is increasingly a core strategic consideration and top concern of the C-suite. Yet the most commonly monitored talent metrics do very little to deliver true insight into the workforce and its impact on the business–and Talent Management’s readiness to report more than basic metrics remains a serious issue.
Talent Management needs to graduate from metrics to people analytics–from information that only guides tactics to insights that drive strategy–and discover the important connections and patterns in their data that enable better workforce decisions. Join expert Dave Weisbeck as he discusses how Talent Management can use people analytics to achieve strategic excellence and play a more critical role in driving business performance than ever before.
In this informative webinar, Dave will show you how to transform your Talent Management, ramping up from basic operational reporting to strategic people analytics and workforce planning.
Topics will include:
Global and technological trends shaping the Datafication of Talent Management
How Talent Management can move up the people analytics maturity curve
What impact the advent of the people strategy platform plays in analytics maturity
Practical examples of how to graduate from metrics to people analytics in:
Recruiting Effectiveness
Performance Management
Talent Retention
Comp & Benefits
Workforce Costs
Common pitfalls to avoid with people analytics
Register for this engaging webinar to learn the ins and outs of the datafication of Talent Management and what impact it has your organization.
DevDigital Presentation: How Much Are Your Digital Assets Worth?maggiedevdig
Every business is now a digital business and those where the full C-Suite understand the benefits of this are those that will be most successful.Executive leadership teams must recognize that the separation between technology and business has vanished, and that understanding and using technologies is now the key to any long lasting success.
Jeff Higgins: Using Talent Market Data to Create Workforce IntelligenceEdunomica
Jeff Higgins: Using Talent Market Data to Create Workforce Intelligence
People Analytics Conference 2022 Winter
Website: https://pacamp.org
Youtube: https://www.youtube.com/channel/UCeHtPZ_ZLZ-nHFMUCXY81RQ
FB: https://www.facebook.com/pacamporg
How accessible technologies may enable organizations to achieve diversity and inclusion of all people, irrespective of abilities and disabilities. The benefits may be internal to an organization (employees, regulation etc.) and external to their customers, patients, citizens). This is a topic relevant to all industries, countries and societies.
The Truth About Cats & Dogs: What You MUST Know About Talent Acquisition TodayRecruitingDaily.com LLC
Nobody has time for fake trends, especially recruiters.
Jonathan Kestenbuam, Managing Director of Talent Tech Labs, is here to separate myth from reality.
Back to Basics with integrations, Data Management and AutomationBeamery
No one wants to spend time on talent tech integrations or data management when there are sexy new features to talk about.
And yet, in a recent research report on the success factors of transformation projects in talent teams, we find that transformation projects that ignore the foundational aspects of talent technology, namely integrations, talent data management, and recruiting automation, are most likely to fail. During the 2020 pandemic, companies rushed to roll out transformation agendas, prioritizing a speedy response at the expense of viability, adoption, and positive returns. Madeline Laurano and Kyle Lagunas explore how that can happen, and what talent leaders can do to avoid this outcome, or course-correct if necessary.
Digital transformation can be defined as a process whereby an organization shifts their business models, processes, and organizational culture with digital technologies to adapt to changing customer behaviors. They adapt to meet ever-changing customer expectations and engage with consumers in innovative ways. Transformational journeys require acurate assessments, learning, growth, and monitoring of:
1) People and Culture;
2) Capacity and Capabilities;
3) Innovation; and
4) Technology.
Talent Mobility: Building Human Connections Beyond the Candidate LifecycleSmashFly Technologies
Have you heard about the TA "infinity loop"? Here's the idea: Recruiting isn't a single-direction assembly line of matching resumes to reqs and funneling prospects into pipelines — it lays the foundation for lasting relationships that engage (and re-engage) the talented people your business needs to succeed today, tomorrow and even years down the line. It's a lifecycle.
Intel's Talent Analytics and Automation Manager Tyler Weeks and SmashFly's Head of Recruitment Marketing Strategy Brandy Ellis held a live webinar discussion to give you the rundown on the candidate journey's new shape, plus the real-world examples you'll need to successfully navigate it.
Similar to Time to get real about your talent selection technology (20)
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.
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.
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
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
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.
Three Steps to a Hard Dollar ROI from Talent ManagementInfor HCM
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
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.