Key industry insight and trends when it comes to today’s expectations for the modern manager
Step through University of California’s programs and challenges
Actionable steps to take back into your own program
We expect more of our people managers than ever before – often balancing the roles of coach, motivator and contributor. We’re seeing declining engagement levels, more generations in the workplace and new employee expectations all challenging the traditional view of the manager role. These challenges are compounded by shifts in HR practices that rely on effective managers – such as evolving performance processes, the rise of career mobility and the demand for continuous development.
Join us for a look at how the University of California rose to the challenge, creating and deploying targeted development programs that set out to skill and prepare over 46,000 people managers across a geographically dispersed University system – no easy feat! During this session we’ll share key industry insight and trends when it comes to today’s expectations for the modern manager, step through University of California’s programs and challenges, and answer your questions so you walk away with actionable steps to take back into your own programs.
A dear friend of mine runs the IT Helpdesk at a company that shall remain nameless. Generally speaking, when an organization hires a new person, in today’s digital age one of the first priorities is to ensure that the new hire has access to all the technology necessary to do his or her job successfully. If I told you how many times my friend has learned that a new hire needs a laptop or iPad as much as a week after a person’s start date, you’d be shocked. Imagine being asked to learn a new job while spending an entire week without the proper devices.
How would you describe your organization’s culture? Does it center on profitability? Reliability? Customer service? Communication? What makes your organization unique? Knowing your company culture is an important first step in ...