Explore HCI's collection of curated webcasts, executive interviews and keynote videos on trending talent management topics.
Russell Klosk, Workforce Planning Leader — Americas, HP
In order for workforce planning to be effective, the business and human capital strategies of the organization must be aligned and ready for workforce planning. ...
Peter Louch, Founder & CEO, Vemo Inc.
Ellen Whittingham, Senior Director of Business Effectiveness & Talent Management, Carmeuse Lime and Stone
Quinn Thompson, Director, Global Diversity & ...
Robert Gibby, Ph.D., Global Leader of the Human Resources Research & Analytics (HRRA) Practice, Procter & Gamble
The use of analytics supports decision making in HR processes — it aids the ability to ...Read more
Courtney Abraham, Vice President, Learning, Change & Talent Management, Winn Dixie Stores
Most organizations perform at least some form of workforce planning. However, all too often the process is focused ...Read more
New research from HCI reveals that 50% of HR leaders are not satisfied with their organization’s ability to predict talent needs. At the same time, fewer than 20% strongly agree that HR has the skills to understand and collect necessary ...Read more
Erika Duncan, Vice President, Human Resources, MetroHealth
Quality of hire is intrinsically linked to Human Capital Analytics. Measuring and reporting how new hires align to the expectations of a role is the jumping-off ...
Tracey Smith, Global Business Strategist: Strategic HR, Workforce Planning, & Analytics, FedEx Corp
The dynamics of a global economy and the rapid pace at which it changes have made Strategic Workforce Planning ...Read more
Soren Kaplan, Author of Leapfrogging: Harness the Power of Surprise for Business Breakthroughs and Managing Principal, InnovationPoint
Most leaders and organizations want breakthroughs — like the ability to ...
Both an organization’s total rewards architecture and its culture can impact the way employees perceive the “fairness” of their pay.
Mid-level leaders are responsible for successfully driving the execution of their organization’s strategy. Unfortunately, only 49 percent of mid-level leaders are perceived as being able to drive and operate a company successfully
Whether your goal is to increase your personal engagement as a leader, maximize the engagement of your team, or gain more resilience and energy across your life in general—this humorous, uplifting, practical, research-and-story-based session will inspire you to reignite your mind, your heart, and your spirit.
New methods of development can help foster a mobilized workforce – rotational programs, stretch assignments, and internal cross functional peer meetings, among others. But, integrating these new methods into already existing L&D programs can be difficult, and ensuring a clear difference between these and succession planning methods is vital to success.
The shortest and fastest route to great talent is through your best employees and contractors and their trusted networks.
Today’s HR organization needs to be agile and serve multiple strategic roles across the enterprise, while driving a variety of programs and servicing varying levels and/or business units in an autonomous, yet personal way.
What could your company achieve if you had a rich knowledge sharing culture in your organization?
Engaged employees cannot be expected to take a personal interest in organizational objectives unless organizations make a reciprocal commitment to treating employees as more than factors of production. With organizations increasingly forced to do more with less, tapping in to the discretionary effort offered by engaged employees becomes all the more important for business success.
An HCI Podcast based on the Webcast, "How Do You Measure Social Media?" on 1/30/2013. Kara Yarnot, Vice President / Director, Talent Acquisition Center of Expertise at SAIC, Inc. joins us to discuss best practices when it comes to new ...Read more
Benefit integration is the coordination of any combination of employee benefits that were previously separate, in a way that synergistically monitors, manages, and fosters cooperation between benefits. Engagement rates skyrocket when benefits are integrated as they can be promoted as one comprehensive program, with a single entry point. High employee engagement leads to increased ROI as the benefits are able to support employees on a higher level thereby reducing healthcare costs while increasing productivity, morale, and administrative efficiency.
As the nature of business continues to change, decisions and direction is no longer determined by individual leaders, but rather by groups of colleagues and leaders within in a business. But how can organizations foster this kind of collaboration?