This document discusses transforming core HR processes for 2017 and beyond. It highlights that HR platforms are changing due to technological advances like cloud, mobile, analytics, and artificial intelligence. The Bersin report notes that the types of technology, experiences, and designs of HR platforms are new and how companies manage people has changed. The document then discusses key aspects of building a strong HR system, including defining user needs, checks and balances, and marketing concepts to engage employees. Finally, it outlines four trends that are modernizing the workplace: people data, workforce management, recruiting tools, and performance management.
What HR Will Look Like in 2020 – A SHRM Research Insight, Brian DicksonThe HR Observer
As part of the SHRM Experience, this session is sourced from leading edge SHRM research coupled with global expert opinion surrounding: how will HR change in the
future, specifically what will HR being doing in 2020. Key topics in this session are the effects of social media on performance and talent management, generational divides and globalisation.
This presentation was used at HR Summit and Expo 2013 www.hrsummitexpo.com
Engelstalige essay over HR in 2017.
Deze essay was deelname aan de NVP International Future HR-Award 2003 en bekroond met de eerste prijs!
1e plaats: HR in 2017, Espace-transformation-a future HR-essay
De bijdrage van Mark van den Broek, HR Development Directeur bij FCI, getuigt van een integrale zakelijke visie op de toekomst van de HR-professie. Zijn essay bevat een heldere probleemanalyse en toont een duidelijke link met de actuele en toekomstige HR beleidsdoelstellingen. Zijn bijdrage onderscheidt zich door een creatieve, soms gedurfde toepassing van huidige en/of nieuwe HRM-instrumenten, -methodieken en/of denkwijzen. Zijn bijdrage is verzorgd, prettig leesbaar, degelijk, compleet en zet de lezer aan tot denken.
Creating the Human Resources Operating Model for the next generation. See also Blog article on HR Transformer Blog - http://tinyurl.com/nxk5jm. Discussion of key trends, components of HR operating model and some predictions. Short presentation given at EMRG BPO Conference June 23rd 2009, London. Andrew Spence Glass Bead Consulting.
What HR Will Look Like in 2020 – A SHRM Research Insight, Brian DicksonThe HR Observer
As part of the SHRM Experience, this session is sourced from leading edge SHRM research coupled with global expert opinion surrounding: how will HR change in the
future, specifically what will HR being doing in 2020. Key topics in this session are the effects of social media on performance and talent management, generational divides and globalisation.
This presentation was used at HR Summit and Expo 2013 www.hrsummitexpo.com
Engelstalige essay over HR in 2017.
Deze essay was deelname aan de NVP International Future HR-Award 2003 en bekroond met de eerste prijs!
1e plaats: HR in 2017, Espace-transformation-a future HR-essay
De bijdrage van Mark van den Broek, HR Development Directeur bij FCI, getuigt van een integrale zakelijke visie op de toekomst van de HR-professie. Zijn essay bevat een heldere probleemanalyse en toont een duidelijke link met de actuele en toekomstige HR beleidsdoelstellingen. Zijn bijdrage onderscheidt zich door een creatieve, soms gedurfde toepassing van huidige en/of nieuwe HRM-instrumenten, -methodieken en/of denkwijzen. Zijn bijdrage is verzorgd, prettig leesbaar, degelijk, compleet en zet de lezer aan tot denken.
Creating the Human Resources Operating Model for the next generation. See also Blog article on HR Transformer Blog - http://tinyurl.com/nxk5jm. Discussion of key trends, components of HR operating model and some predictions. Short presentation given at EMRG BPO Conference June 23rd 2009, London. Andrew Spence Glass Bead Consulting.
WISDOM FROM 73 THOUGHT LEADERS.
Every contributor to this remarkable volume has graciously donated ideas and time to the over 1 million global HR professionals who want to make a difference.
First, on behalf of our more than 140,000 certificants and the HR Certification Institute (HRCI) board and staff, I would like to thank Dr. Dave Ulrich, Dr. Bill Schiemann, GPHR, and Libby Sartain, SPHR, for contributing hundreds of hours of their personal time to ensuring that this book illuminates the value and impact that HR professionals bring to organizations every day.
As the industry’s foremost voice for human resources certification, HRCI has brought together the world’s leading HR experts to share insights on our profession through this inaugural Institute-sponsored publication that is being distributed globally in an effort to advance the HR profession.
Seventy-three human resources thought leaders from across the globe volunteered to contribute their expertise to this compilation of wisdom regarding the HR profession. Together, their contributions offer a comprehensive look into the critical issues transforming human resources—one of the fastest-growing professions in the workplace and one that is being influenced by many factors, including technological developments and globalization.
#hrsummit
@HRM_Asia
In recent years there has been no love lost for HR with articles like "Why I hate HR", "It's time to spilt HR", "Why we love to hate HR.." and many others. While most of these articles have been vocal about a complete overhaul of the HR function, it also leaves an underlying message of the capability level of the HR folks themselves.
HR teams have been undertaking transformation initiatives for years to not only build core competencies but also increase their credibility as strategic business partners for their organisations and shake itself out of the image of being a 'mere cost centre'. How can HR continue to build its competencies and manage the transformation process amidst the current environment?
Join Jayesh Menon in this insightful session as he covers:
- The evolving HR competencies and the need to transform HR continuously
- How capability building in HR starts with the leader and what they can do about it
- Research and case studies on HR transformational journey
- Tips and best practices on breaking barriers and managing change during the transformation
Data Science and Analytics in Human Resources - Moneyball comes to HRJosh Bersin
Latest research on the imbalance in employment and the need for data science and assessment science in HR. Applies the concepts of the book Moneyball to HR.
Transformation, HR & Restructuring Best-Practice - DMR Blue Special - DeteconMarc Wagner
Transformation, HR & Restructuring Best-Practice - The New DMR Blue Transformation Special
What do “Integral Business”, “Smart Working”, “Corporate Demography”, and “Enterprise 2.0” have in common? They are all aspects of one of the greatest and most disruptive develop ments of the last century: the complete digitalization, virtualization, and flexibilization of the working world. A brave new world which does not stop with the optimization and automation of secondary processes; it is nothing less than a profound redefinition of work and its meaning.
Bold HR: Driving Business Value through PeopleJosh Bersin
This keynote presentation is from my keynote at the 2015 Bersin by Deloitte IMPACT conference. It describes the imperatives for HR leaders and professionals for the years ahead, and explains how innovation and creativity is needed to build business value in HR.
Achieving High-Impact HR requires a shift to a new level of maturity. Traditional models that focus on service delivery efficiency and cost reduction are important, but now we must move further – from “rationalization” to “optimization” of the entire HR function.
This knowledge document is developed to provide aspiring leaders with practical basic tools to build an effective human resources management system in a typical early stage of organization build-up. The insights presented are taken from a combination of high level primary research, validation interviews and team internal analysis from best practice observation in multiple successful organizations. The readers are highly encouraged to treat this document as a general reference, provided that the information contained herein are non-exhaustive.
How To Choose The Right HR Software - 7 Steps To SuccessCoreHR
CIPD HR Software Show 2015, what a great two days!
This was our showcase presentation 'How To Choose The Right HR Software - 7 Steps To Success' if you missed us at the event.
Selecting a new piece of HR software can be a daunting task. There’s a lot to think about. At the end of the day, the chosen software won’t just affect the HR department – it’ll affect the organisation as a whole.
Visit our website at www.corehr.com for more information on the latest HR and Payroll technology.
How to get a HR system in place fast. Five principles that can help your organisation deploy and leverage new HR technologies. By Owen Pagan, Director of Strategy and Growth at CoreHR. This was originally presented at the CIPD HR Software Show in the Olympia London on June 19th 2014. The presentation discusses Gartner's Nexus of Forces, how it is influencing strategic HR and the development of HR technology by CoreHR.
WISDOM FROM 73 THOUGHT LEADERS.
Every contributor to this remarkable volume has graciously donated ideas and time to the over 1 million global HR professionals who want to make a difference.
First, on behalf of our more than 140,000 certificants and the HR Certification Institute (HRCI) board and staff, I would like to thank Dr. Dave Ulrich, Dr. Bill Schiemann, GPHR, and Libby Sartain, SPHR, for contributing hundreds of hours of their personal time to ensuring that this book illuminates the value and impact that HR professionals bring to organizations every day.
As the industry’s foremost voice for human resources certification, HRCI has brought together the world’s leading HR experts to share insights on our profession through this inaugural Institute-sponsored publication that is being distributed globally in an effort to advance the HR profession.
Seventy-three human resources thought leaders from across the globe volunteered to contribute their expertise to this compilation of wisdom regarding the HR profession. Together, their contributions offer a comprehensive look into the critical issues transforming human resources—one of the fastest-growing professions in the workplace and one that is being influenced by many factors, including technological developments and globalization.
#hrsummit
@HRM_Asia
In recent years there has been no love lost for HR with articles like "Why I hate HR", "It's time to spilt HR", "Why we love to hate HR.." and many others. While most of these articles have been vocal about a complete overhaul of the HR function, it also leaves an underlying message of the capability level of the HR folks themselves.
HR teams have been undertaking transformation initiatives for years to not only build core competencies but also increase their credibility as strategic business partners for their organisations and shake itself out of the image of being a 'mere cost centre'. How can HR continue to build its competencies and manage the transformation process amidst the current environment?
Join Jayesh Menon in this insightful session as he covers:
- The evolving HR competencies and the need to transform HR continuously
- How capability building in HR starts with the leader and what they can do about it
- Research and case studies on HR transformational journey
- Tips and best practices on breaking barriers and managing change during the transformation
Data Science and Analytics in Human Resources - Moneyball comes to HRJosh Bersin
Latest research on the imbalance in employment and the need for data science and assessment science in HR. Applies the concepts of the book Moneyball to HR.
Transformation, HR & Restructuring Best-Practice - DMR Blue Special - DeteconMarc Wagner
Transformation, HR & Restructuring Best-Practice - The New DMR Blue Transformation Special
What do “Integral Business”, “Smart Working”, “Corporate Demography”, and “Enterprise 2.0” have in common? They are all aspects of one of the greatest and most disruptive develop ments of the last century: the complete digitalization, virtualization, and flexibilization of the working world. A brave new world which does not stop with the optimization and automation of secondary processes; it is nothing less than a profound redefinition of work and its meaning.
Bold HR: Driving Business Value through PeopleJosh Bersin
This keynote presentation is from my keynote at the 2015 Bersin by Deloitte IMPACT conference. It describes the imperatives for HR leaders and professionals for the years ahead, and explains how innovation and creativity is needed to build business value in HR.
Achieving High-Impact HR requires a shift to a new level of maturity. Traditional models that focus on service delivery efficiency and cost reduction are important, but now we must move further – from “rationalization” to “optimization” of the entire HR function.
This knowledge document is developed to provide aspiring leaders with practical basic tools to build an effective human resources management system in a typical early stage of organization build-up. The insights presented are taken from a combination of high level primary research, validation interviews and team internal analysis from best practice observation in multiple successful organizations. The readers are highly encouraged to treat this document as a general reference, provided that the information contained herein are non-exhaustive.
How To Choose The Right HR Software - 7 Steps To SuccessCoreHR
CIPD HR Software Show 2015, what a great two days!
This was our showcase presentation 'How To Choose The Right HR Software - 7 Steps To Success' if you missed us at the event.
Selecting a new piece of HR software can be a daunting task. There’s a lot to think about. At the end of the day, the chosen software won’t just affect the HR department – it’ll affect the organisation as a whole.
Visit our website at www.corehr.com for more information on the latest HR and Payroll technology.
How to get a HR system in place fast. Five principles that can help your organisation deploy and leverage new HR technologies. By Owen Pagan, Director of Strategy and Growth at CoreHR. This was originally presented at the CIPD HR Software Show in the Olympia London on June 19th 2014. The presentation discusses Gartner's Nexus of Forces, how it is influencing strategic HR and the development of HR technology by CoreHR.
We provides the best specialized Obia Online Training & Software training for various Computer IT courses. For more details contact us on 9290971883,9247461324.
Email.id.revanthads@gmail.com
oracle data integrator training | oracle data integrator training videos | or...Nancy Thomas
Website : http://www.todaycourses.com
Oracle Data Integrator 11g Course Content :
1.Introduction to Oracle Data Integrator
What is Oracle Data Integrator?
Why Oracle Data Integrator?
Overview of ODI 11g Architecture
Overview of ODI 11g Components
About Graphical Modules
Types of ODI Agents
Overview of Oracle Data Integrator Repositories
2. Administrating ODI Repositories and Agents
Administrating the ODI Repositories
Creating Repository Storage Spaces
Creating and Connecting to the Master Repository
Creating and Connecting to the Work Repository
Managing ODI Agents
Creating a Physical Agent
Launching a Listener, Scheduler and Web Agent
Example of Load Balancing
oracle data integrator training, oracle data integrator training videos, oracle data integrator training online, oracle data integrator training material, oracle data integrator training ppt, oracle data integrator tutorial, oracle data integrator 12c, oracle data integration suite, oracle dataintegrator 12c, oracle database 12c multitenant architecture overview, odi master repository, odi12c introduction demo, oracle data integrator training videos
How to Handle DEV&TEST&PROD for Oracle Data IntegratorGurcan Orhan
Most of us have development teams apart from test and operation teams using the different repository environments. And there are generally 3 different ODI installations and repositories which each of the teams use separately. Chaos is usually expected and happened who will test which development and what to deploy into production.
In this session hear how ODI can handle your development hierarchy with ease of usage and in simplified/synchronized way for successful deployments.
A simple project will be built up and will be enlarged to enterprise level step by step.
Presentation by Mark Rittman, Technical Director, Rittman Mead, on ODI 11g features that support enterprise deployment and usage. Delivered at BIWA Summit 2013, January 2013.
At Opportune we understand, for better transparency of process with the employees, improve in employee engagement, increase in productivity. It is important to identify key HR process, create custom required process checklist & Automate the process. This helps the HR to free up for core HR activity
HR in IT services- the strategic shifts over yearsKrish Shankar
Looks at the changing focus of HR in IT services industry, and outlines a framework for arriving at a HR strategy given the environmental changes and business strategy.
It is increasingly difficult for leaders to earn respect, trust and loyalty if they do not bring results. The focus has to return to good management, results and responsibility. Evidence-based HR provides HR with the means to build credibility & capability.
Future of work, Role of Technology and Impact on the HR profession (al) 2020MP Sriram
The one hour session focusses on 3 sub themes
The significant trends that are emerging around work and organising
The impact on the HR profession and HR professionals including their roles and skills
Emerging trends in HR technology and Digitalisation in HR
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.
Thinking outside the Inbox - What some big trends mean for HR and Recruiting. Presentation delivered by Steve Boese and Trish McFarlane at HR Florida 2013.
IBM: The Future of Work is Here: Is the people function 'fit for purpose'?Emma Mirrington
Dave Millner, Workforce Science & Analytics, will look at what you need to consider in order to ensure that the Resourcing/HR function can deliver the talent-based solutions both today and in the future. Key points will include: • A brief overview of the Future of Work trends being seen in 2017 • What challenges will this create from business leaders and the workforce in our organisations? • What does this mean for the Future of HR (technology adoption, new talent practices, new ways of acquiring talent etc.)?
Bill Boorman will look at candidate mobility in 2017. Length of service is shrinking rapidly. People are having more jobs with more companies than ever before. In this session Bill Boorman looks at what this means for talent attraction, from attraction to branding, and the tech needed to support the changing world of work.
Reinventing HR: The Future of HR in these Transitionary TimesRoshan Thiran
We are living in "transitionary times." Just like in the past, transitionary times require different leadership
In this special presentation to HR leaders, I share how the HR function needs to lead, manage, grow and drive the Human Capital function with technology in these complex, transitionary times. It also shares where the HR function is moving towards - as an employee intelligence function.
This was a presentation to the National Human Capital Conference (NHCCE) for the Northern Region in Penang on May 31, 2023
Once you have decided to shop for a new HR technology solution, you want to make sure you are identifying and evaluating vendors on the things that matter. It’s easy to get caught up in feature and functionality comparisons among vendors. In addition to those things—are there other areas you should make sure you have a full understanding before signing any contracts? Join Kristen Wylie as she covers five critical things you shouldn’t overlook throughout the selection process including:
The configurability of the solution. Are the vendors able to adopt to your critical processes and workflows or do you have to adapt yours to their system? When is okay to flex your workflows and when is it not?
The ongoing product support model post implementation. If you have an issue, can you pick up the phone or email someone and expect a reasonable turnaround time? Is it better to have a designated account manager or a team of representatives ready to address your issues real time?
Underlying dependencies around integration and technology partnerships. These may not be represented during the demo and could add cost and complexity to the implementation. What is the process for data transfer from existing systems?
Different approaches to pricing models and what to ask to ensure you fully understand what you are receiving from your contract.
Types of end-user training, remote or on-site services available to train end users of all types to drive adoption. It’s also critical to understand the release schedule and the product road map—are there on-going knowledge paths to support new users and new features and functionalities when released?
Learning objectives:
Understand what questions to ask your vendor during the product demo.
Gain a stronger understanding of the different pricing models you will encounter during the selection process and how to truly understand what you’re getting for your money.
Learn what are other ways beyond the product that vendors should be able to support you in meeting your goals and objectives.
The FIRM & IBM event THE FUTURE OF WORK IS HERE: Is the people function 'fit ...Emma Mirrington
This presentation will look at what you need to consider in order to ensure that the Resourcing/HR function can deliver the talent-based solutions both today and in the future. Key points will include:
• A brief overview of the Future of Work trends being seen in 2017
• What challenges will this create from business leaders and the workforce in our organisations?
• What does this mean for the Future of HR (technology adoption, new talent practices, new ways of acquiring talent etc.)?
One of my favourite picks for large scale cloud adoption. The HR space offers the maximum potential for cloud computing to add serious value. Find out why the underlying factors aid cloud adoption and how the HR organizations have to adapt and lead the change.
Metrics to Maturity, Intelligence for Innovation: Your Value PropositionCherwell Software
Managing the perception of value is a key strategic initiative that solidifies the business case for further investment in an organization’s service desk. However, metrics are the key to achieving this difficult and challenging proposition. Taking a segmented approach to metrics can bring speed and relevancy to reports and dashboards by empowering the user’s data literacy and the organization’s overall strategic goals. This session will explain how correctly managing metrics for maturity can go hand-in-hand with innovation and value. Status quo BI initiatives will no longer be good enough for IT to maintain its value proposition. The IT organization should manage the user’s perception of value with business intelligence and metrics.
Clair Bush, Marketing Consultant & Cofounder at Talent Stories presented at Recruitment Leaders Connect: The Year Ahead on 8th March covering the following.
Artificial Intelligence, machine learning and automation feature heavily in the headlines. It’s been reported that corporate spend on AI will grow to $47 billion by 2020, but what does this mean for recruitment agencies, and how can you compete?
Discover how machine learning and automation can create efficiencies for recruiters
Deploy Artificial Intelligence to increase client and candidate engagement
Understand how you can apply AI and automation to increase profitability
First Universal Solution for Hirers, Agencies, Workers and Payroll CompaniesTALiNT Partners
Drey Francis, Commercial Director at Engage Technology Partners presented at Recruitment Leaders Connect: The Year Ahead on 8th March with his innovation spotlight on Connecting up the Supply Chain
JobDiva's Innovations in Intelligent RecruitmentTALiNT Partners
Daniel Zetazate, Director - Client Success EMEA at JobDiva presented at Recruitment Leaders Connect: The Year Ahead on 8th March covering the latest innovations in intelligent recruitment.
John Wallace, Author of "Hire Power" presented at Recruitment Leaders Connect: The Year Ahead on 8th March covering the following.
Why companies will direct source
What the issues are and why does it succeed or fail
Where does that leave agency suppliers?
Leveraging Communications Technology in Recruitment & StaffingTALiNT Partners
Simon Cleaver, CEO at Cloudcall presented at Recruitment Leaders Connect: The Year Ahead on 8th March covering the following.
With 52% of recruitment businesses predicting an increase in tech investments in 2018, this session highlights how to use communications technology solutions to boost results, drive productivity and enhance candidate experience.
The role of technology and its impact on the candidate’s experience.
The ‘robots are coming’. The communications technology that will impact recruiter processes in the future.
GDPR without tears – how you can ease GDPR compliance with communications technology.
PR – Why it’s an Investment Rather than a CostTALiNT Partners
Tracey Barett, Managing Director at BlueSky PR presented at Recruitment Leaders Connect: The Year Ahead on 8th March covering the following.
“It’s expensive…it’s a cost…we can’t measure it “ Three things I hear a lot of from recruitment leaders. This presentation will show you how to set measurable KPIs that will deliver inbound leads for your agency:
Setting objectives
Promoting yourselves as subject matter experts
Measuring outcomes
Talent Leaders Connect, The Year Ahead and Candidate Experience 2018 - Welcom...TALiNT Partners
Ken Brotherston, Managing Director at TALiNT Partners hosted our annual Talent Leaders Connect conference where he introduced the events upcoming for 2018, The New Talent Acquisition Reality and the Good Recruitment Benchmark & Awards
The Impact of Informed Candidates on Your BusinessTALiNT Partners
Joe Wiggins, Head of Communications at Glassdoor presented at Talent Leaders Connect - The Year Ahead and Candidate Experience 2018. He covered the characteristics of informed candidates and what they are looking for,
the benefits of interviewing and hiring informed candidates
and the challenges in attracting informed candidates plus tips for recruiters.
Flex or Break - How to Engage the New Talent EconomyTALiNT Partners
James Bridgland, Head of Product Development at Reed Talent Solutions presented at Talent Leaders Connect The Year Ahead and Candidate Experience 2018. In his talk, he dispenses the myths of AI, Gig Economy, IR35 and Millenials!
Drey Francis, Commercial Director of Engage Technology Partners presented an innovation spotlight on the First Universal Solution for Hirers, Agencies, Workers and Payroll Companies
Setting the scene on the ever-changing times we operate in, Ken presents a view of the key, current market trends and drivers affecting the industry. He will talk to what the implications are for recruitment business owners and leaders, noting potential strategies and tactics which you can adopt to be successful in such a rapidly changing market.
Keep a Pulse: Turning Data into Relationship Insights and (Automated) ActionTALiNT Partners
Sinéad Daly, Regional Manager for UK & Ireland, Bullhorn
- Are you working harder OR smarter? The technology and subsequent data at our fingertips creates boundless opportunities and valuable insights if harnessed properly
- However, with endless requests from clients, candidates, and internal employees, it’s difficult to slow down to evaluate, set strategy and execute. In this session
-We will share tips on leveraging the data from your ATS and CRM to drive (and potentially automate) activity to increase both efficiency and results.
Matt Alder, Recruitment Marketing Expert and Author 'Exceptional Talent'
- Cutting through the noise to reach outstanding candidates
- Using technology to persuade at scale
- What does good look like and which organisations are getting it right
WHY – A Sense of Purpose and the Positive Impact That This Can Have on Perfor...TALiNT Partners
Derek May, CEO, Brightwork
- Why companies need to make sure their sense of purpose is clear and aligned with expectations of their staff
- It’s not all about KPI’s and hitting target but more about relationship building and solving client problems
- Passion and purpose are the key ingredients for long term success
Innovation Spotlight: The First Universal Solution for Hirers, Agencies, Wor...TALiNT Partners
Drey Francis, Director, Engage
The powerful new platform that’s changing the way hirers and recruitment agencies work. Engage enables the entire supply chain to work together seamlessly without duplication and inefficient process. Engage removes the need for multiple expensive back office solutions and instead replaces them with cutting edge technology that will streamline the entire recruitment process
Russell Dalgleish, Managing Partner & Founder, Exolta Capital Partners
Creating value in our businesses is the core purpose. Placing candidates has traditionally been viewed as the way to achieve this but in this age of networks and communities there is much, much more we can do!
- Russell will cover some of these new value creation channels and share some of his experience of over twenty five years in the recruitment sector in the UK and US
Finding Your Fit: Using Company Culture to Hire the Right TalentTALiNT Partners
Lynn Cahillane, Marketing Manager, Totaljobs
- How to use company culture in your candidate attraction
- Learn why an employee’s cultural fit helps improve productivity
- Why company culture is key to retention
09:15-09:35 The New Talent Journey
Matt Alder, Talent Acquisition & Innovation Consultant & Author 'Exceptional Talent, MetaShift'
- How the relationship between people and the organisations they work for has fundamentally changed
- What is a joined up "talent journey" and why is it important?
- Which Employers are doing great work in this area
Transforming your Core HR processes for 2017 Bruce Walcroft, Senior HCM Solution Consultant, CoreHR
1. Mange your global workforce on one fully
integrated platform
Transforming your Core
HR processes for 2017
Bruce Walcroft
2. A bit about me…
• Senior HCM Solutions Consultant – CoreHR
• 18 Years experience in the HR Software Industry
• Worked for various software suppliers
• Passionate about HR Technology
4. Bersin Report
“Driven by massive technological change—the shift from cloud to
mobile; the explosion in analytics and artificial intelligence; and the
emergence of video, social systems, behavioural economics, and
wearables—HR platforms are changing. The types of technology
used, the experiences they deliver, and the underlying designs are
new. And even more importantly, the way we manage people in
companies has changed…..All in all exciting time to be working in the
HR environment.”
- Bersin - Disruptions for 2017
6. What do users need to see and do?
• What information/functions should users have access to?
• What information should they be able to report on?
• What is the hierarchical structure?
• What checks and balances do we need in place?
9. Appropriate Checks and Balances
• How to approve?
• Notifications!
• What can you record?
• Can you create anything else you need?
• Is your data appropriately secure?
11. How will we get people to use the system?
Dealing with differing needs:
Generations
Locations
Contractors/Permanent
Gig economy
Values
We need to learn
from the marketing
team….
12. Marketing Concepts
• Customer Requirements
• Clear Branding
• Consistency of Branding
• Net Promoter Scores (NPS)
• Customer Sectors
• “Your Customer is your best ambassador”
• Hold on to customers
13. Marketing Concepts
• Employee Requirements
• Clear Branding
• Consistency of Branding
• Employee Net Promoter Scores (ENPS)
• Employee Divisions
• “Your employee is your best ambassador”
• Hold on to employees