HR professionals are consistently challenged to prove the value they bring to the enterprise bottom line. While new disciplines and tools provide innovative methods, the cost and ROI of every system, including basic technologies such as time management and payroll systems are under constant scrutiny. This has led many HR and HRIS professionals to look deeper into these systems to find untapped value.
March 11, 2013 by Barbara Ginther | comments (1) | |
Competencies are vital to the success of individuals and teams. Individuals need to know what level of what competencies they need for the position they hold today and for potential future jobs. In addition, there are mixtures of roles and competencies that are just as important for a successful team. It’s true that individuals must be successful with their individual goals, but as the sum is often greater than the whole, the entire team must work well together and there are an entirely different set of competencies necessary for that to occur. This yields a numbe
April 29, 2013 by Daniel Fogel | comments (2) | |
Combine Theory and Practice to Maximize the Performance of Your Organization’s Talent Today's economic environment requires a high level of performance from employees. They need to be responsive, innovative, independent, nimble—and align their work with the organization’s mission. Leaders are in the best position to drive this level of performance through ongoing, focused coaching conversations with their direct reports. Recent research shows that coaching is ranked first among 22 desirable talent management practices.
November 12, 2012 by Aubrey K. Wiete | comments (3) | |
People and process management challenges remain constant for HR, incurring high costs. Add a continuing tough economic climate and HR has no choice but to continue to drive efficiency and effectiveness from its HR Service Delivery model. Join Scott Bolman, Principal, Mercer, who will describe the continued evolution of the next generation HR service delivery model. While no two service delivery models will ever be exactly the same, we will explore the trends we are seeing, including the changing role of the Bus
April 25, 2013 by Kim Carpenter | comments (10) | |
By 2025, Generation Y will encompass 75% of the entire North American workforce. It is critical for organizations to start engaging Generation Y now. With the impending retirement of the Baby Boomers, large skills and leadership gaps will require organizations to leverage their best talent to maintain business momentum.
July 16, 2012 by Denise Pressman | comments (1) | |
Recovery from the global recession has been slow and while some indicators are showing signs of improvement, the future is uncertain. Employee engagement is a critical issue in this economy as engaged employees help drive business success. On this webcast, we will highlight key findings from Aon Hewitt's 2012 Trends in Global Engagement Report and our historical analysis that links employee engagement levels to company financial performance. The data represents input from 3,100 organizations and 9.7 million employees around the world.
October 8, 2012 by Laurie McCabe | comments (1) | |
Making workforce decisions in today’s uncertain global economy is a complex task. Many organizations find it difficult to get their hands on even basic workforce analytics. Still, HR must provide companies with critical insights to drive workforce investments and strategies.
2 days ago by Emily Gerle | comments (1) | |
Corporate culture is a key predictor of how companies function, from employee satisfaction and retention to organizational profitability. There has been a recent surge in investment in culture change initiatives as a tool to enhance organizational effectiveness and, yet: 70% of culture initiatives fail. This one-hour webinar will highlight the pitfalls of typical culture change initiatives and give you the arsenal to combat those issues.
January 11, 2013 by Aubrey K. Wiete | comments (2) | |
In order to be successful in today’s workforce, employees are requesting more development than ever before. A well-designed 360 Degree Feedback Program is a critical building block of an organization’s talent development strategy. 360 degree feedback benefits the employee by providing a multi-faceted view on key competencies so that they can develop for the future.
May 3, 2013 by Aubrey K. Wiete | comments (2) | |