Over the past few years, with the economic uncertainty and the deluge of new technologies for learning introduced to the market, training & development professionals are facing an exciting and difficult challenge.
November 6, 2012 by Sabrina Gesto | comments (1) | |
In this session, by best-selling author and scholar Barry Posner (co-author, The Leadership Challenge), find out what it takes to make extraordinary things happen in organizations. Or put in another way: Nothing great happens in organizations without great leadership! Learn about the results of over 30 years of research worldwide using The Five Practices of Exemplary Leadership and how they contribute to building great workplaces and increasing productivity. Take-away practical ideas about how you can implement each of The Five Practices to develop exempla
November 19, 2012 by Lidia Gomes | comments (1) | |
Every year, the unemployment rate seems to remain worrisomely high, and every year the number of unfilled jobs seems to become more insurmountable. With so many qualified people looking for work and so many open positions, why is it so hard to close the talent gap? If we step back and look at the problem objectively, we will see that, in many cases, it is not necessarily a people problem, but a systems problem. With the advent of Web 2.0, a serious disconnect has developed between where and how recruiters search for new candidates, and where and how candidates can be found.
April 17, 2013 by Christine Wilrick | comments (1) | |
It is said that luck results from preparation meeting opportunity. But organizations not wanting to leave success to chance would be well served to recognize that getting the most from their people results from employee engagement meeting employee enablement. That is, leaders not only need to motivate employees but also to position them to succeed.
January 30, 2013 by Aubrey K. Wiete | comments (2) | |
Beyond a family of products and services, every company hinges on its leadership – or lack thereof. But leadership is not static, and as time goes by, current leaders retire, move onto other positions and pass the reigns to someone else as seen recently in Micron and Johnson & Johnson. How can this transition be handled most effectively, and how can organizations today ensure that when the torch gets passed, no one gets burned?
November 29, 2012 by Aubrey K. Wiete | comments (5) | |
The difference in efficiency and quality of work between a high-performer and a low-performer is easy to spot. That difference translates directly into a dollar amount that either adds or subtracts from the bottom line. However, the difference between high and low performing leaders is magnified by the level of influence and power they have in an organization.
February 14, 2013 by Paul Shibelski | comments (1) | |
This webcast will highlight how the purely vendor-neutral VMS/MSP model has evolved into the preferred best practice approach for managing both professional contingent labor, and statement of work based project engagements. Listen in as both a practitioner, and a participating staffing agency share success stories working with a purely vendor-neutral VMS/MSP provider. Attendees will take away key and practical benefits for both the end using companies, as well as staffing suppliers.
June 26, 2012 by Alan Mellish | comments (2) | |
This webcast draws on Interaction Associates' 2012 annual research, Building Trust in Business (in partnership with HCI), which looks at how leaders at top performing organizations build trust on the job and drive business results using those methods. With a unique self-assessment for measuring the levels of trust in your company, this lively and interactive web event will help you learn more specifically where trust is strong in your organization and where it is lacking. Moreover, you will be given the tools and information you need to address those areas of concern.
October 3, 2012 by Aubrey K. Wiete | comments (2) | |
Strategic workforce planning should be a rigorous, in-depth process. Because of the time and energy required, organizations cannot always devote equal time to every position. As a result, the roles that are most critical to business strategy must be identified early on and prioritized when the workforce plan is put into action. While most line-of-business and HR leaders may believe they have an accurate idea of which roles qualify as “critical,” these opinions are rarely based upon hard evidence. Organizations that analyze their organizational structure and talent
June 21, 2012 by Aubrey K. Wiete | comments (4) | |