Explore HCI's collection of curated webcasts, executive interviews and keynote videos on trending talent management topics.
An HCI Podcast based on the Webcast, "The Driving Force behind Agile HR Service Delivery" on 2/21/2013. Jim Scully, Founder, President at HR Shared Services Institute, and Gary Givan, Vice President of Sales at cfactor Works, join us to ...Read more
Leadership is the most overanalyzed, thoroughly dissected, and utterly confused topic in business. The expectations leaders are judged against have become unrealistic and overly complicated, causing people to opt out of the chance to lead. It’s time to lighten the leadership load. It’s time to get back to what’s most essential about leading others; creating opportunities for those you lead.
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. To do that, you need quick and easy access to human capital metrics — the right metrics — and benchmarks on a range of evolving talent management topics.
Great, so the firm has invested in a talent analytics package now leadership needs to make it work for the firm.
When a new role is created in an organization, the wheels of talent recruitment and acquisition start spinning.
Organizations that effectively manage intricate connections thrive in the marketplace, because of their ability to engage and process complex challenges. Nowhere is that more evident than in Talent Management.
To explore this topic further, HCI and Achievers conducted a survey in early 2013 to better understand how employee engagement is cultivated and maintained by three key players: the employee, the manager, and the organization. When these three groups work cohesively on building and sustaining engagement, the results are profound.
Leaders must consider questions like the following on behalf of their possible job applicants: How will they find the job?
Job descriptions are the foundation of many key activities in HR, but most organizations treat the creation and maintenance of job descriptions as an ad hoc process, driven by an immediate need to recruit or retain.
As we exit what we’re terming the ‘easy growth’ era and find ourselves in a market which calls for smarter growth, it’s increasingly important that recruiting functions attract high caliber talent. If organizations want to fuel growth and outpace the market, they have to hire people who can perform in the ‘smart growth’ era.
Dan Pink, Journalist, Lecturer and Author of “Drive: The Surprising Truth About What Motivates Us,” and “To Sell Is Human: The Surprising Truth about Moving Others,” provides insight on how organizations can ...Read more
Dan Pink, Journalist, Lecturer and Author of “Drive: The Surprising Truth About What Motivates Us,” and “To Sell Is Human: The Surprising Truth about Moving Others,” provides applicable tips and tools for the new way ...Read more
In Dan Pink’s new book, "To Sell Is Human: The Surprising Truth about Moving Others", he says, “Like it or not, we are all in sales.”
While 1-9 workers today are officially in sales roles at work, ...
Learn how to become a trustworthy leader yourself, and to encourage trustworthy behavior in others. This session – filled with stories and practical examples - will take you through the 6 elements of the Virtuous Circle of Trustworthy Leadership, providing you with guidance to enhance your own trustworthy leadership practices.
New employees form their opinions about your organization through their early experiences, which determine their loyalty and motivation to stay with your company.
Starting a new job can be a stressful time—but with the right onboarding experience, it doesn’t have to be.