Organizations are struggling in their people analytics capabilities. The top barriers to talent analytics are: lack of staff, lack of resources, poor training, the time to implement, and access to data. The rise in demand for these skills is dramatically increasing, which highlights the importance of big data for HR. Since 2013, the demand for HR professionals with people analytics skills has increased 41% across all HR jobs appearing online.

The lack of analytic skills in HR professionals is one reason for the low adoption rate of the big data for HR. Another factor is the quality of the information used in analytics. Not timely, unreliable, or data not integrated across the talent life cycle will lead some HR professionals to say, “garbage in, garbage out”.  With this research study and associated webcast, we understand how organizations are collecting, cleaning, and integrating data for enhancing their human capital decision-making.

Registrants will receive a copy of the research report. 

What are the most critical business areas HR should focus on in 2015—is it engagement? Analytics? What’s actually important vs. what’s simply hype?  Join three of HR’s brightest thinkers for a lively discussion. 

Katherine Jones (VP of HCM Technology Research of Bersin by Deloitte), Ray Wang (Founder and Chairman of Constellation Research), and William Tincup (Principal Analyst of KeyInterval Research) will weigh in on:

• Where HR can most affect the business and what key HR strategy trends leaders should be aware of
• What are the overblown issues that HR should NOT be spending a lot of time or resources on
• What operational changes can HR make to align more closely to the business  

Current controversies over a full suite or best-of-breed LMS solution aren’t anything new. Recent questions about functionality and capabilities are similar to those heard when the concept of an LMS was in its infancy. Put another way, with major consolidation in the industry organizations realize that their choice should be based on a solution that will meet the needs of their overall business strategy today and in the future.  

Join industry experts, Ed Cohen and Brendan McGinty, to discover why the decision to go with a best-of-breed solution over a suite offering is often more straightforward than people think. In this webcst, you will learn: 

• The history of the debate and current trends in the e-learning market
• The good, the bad and the ugly – pros and cons of each offering and how to determine which is right for you
• Tips for navigating the purchasing process, determining the scope of your learning strategy and factoring in key considerations, like staffing requirements

Most large organizations are undergoing a number of major change initiatives at any one time. 

These can include restructuring the way teams work together, improving customer experience, undertaking a six sigma ethos - right through redefining the markets that they will play in. The pace of these changes is not slowing down and there are no indications that it will any time soon. 

One of the key competencies organizations need to continuously develop is a capacity to execute change effectively, across complex, chaotic, diverse and widely spread systems. Enterprise Learning initiatives can have a huge impact on converting business strategies into sustainable results. 

You will learn:

• How Learning and Development Drives Change
• How to Make Change Stick Across the Organization and How to Measure Outcomes
• What’s Next in the Role Learning Plays Across an Organization

For today’s talent-driven organization, diversity is more than an exercise in compliance or corporate social responsibility. It is a core driver of business success. The latest thinking about diverse talent acquisition – from ethnic and gender diversity to LGBT and persons with disabilities – puts an entirely new spin on the potential it has to transform a business. As a result of changing demographics and increased globalization, many employers are leveraging diversity tactics to attract and retain great talent who can help enhance business performance.

Join Randstad Sourceright’s Audra Jenkins, Senior Director, Diversity and Compliance, on April 14 as she explains how organizations with world-class workforce diversity strategies benefit from their inclusive approach. In this hour-long webinar, Audra will provide global market insight, discuss business and regulatory drivers, showcase best practices around the world, and offer tips and practical solutions to help improve your workforce practices for a better business outcome.

Here’s what you will learn:

• How a diverse workforce drives greater bottom-line performance
• What to consider when implementing global policies that also account for local attitudes and practices
• How to develop a sustainable strategy by winning support from the top down

Register today for the webinar, and receive Audra’s white paper series examining the state of workforce diversity around the world. Then log-in on April 14 for the presentation and an opportunity to ask questions of renowned diversity expert, Audra Jenkins.

For today’s talent-driven organization, diversity is more than an exercise in compliance or corporate social responsibility. It is a core driver of business success. The latest thinking about diverse talent acquisition – from ethnic and gender diversity to LGBT and persons with disabilities – puts an entirely new spin on the potential it has to transform a business. As a result of changing demographics and increased globalization, many employers are leveraging diversity tactics to attract and retain great talent who can help enhance business performance.

Join Randstad Sourceright’s Audra Jenkins, Senior Director, Diversity and Compliance, on April 14 as she explains how organizations with world-class workforce diversity strategies benefit from their inclusive approach. In this hour-long webinar, Audra will provide global market insight, discuss business and regulatory drivers, showcase best practices around the world, and offer tips and practical solutions to help improve your workforce practices for a better business outcome.

Here’s what you will learn:

• How a diverse workforce drives greater bottom-line performance
• What to consider when implementing global policies that also account for local attitudes and practices
• How to develop a sustainable strategy by winning support from the top down

Register today for the webinar, and receive Audra’s white paper series examining the state of workforce diversity around the world. Then log-in on April 14 for the presentation and an opportunity to ask questions of renowned diversity expert, Audra Jenkins.

Can't make the 9AM screening? Register HERE for a same-day encore presentation at 1PM EDT!

Training your employees and managers on the concept of business acumen may be the key to producing real results for your organization. Recent HCI research on the HR Partnership reveals that 43% of respondent organizations are considering adopting an HRBP model that emphasizes a stronger link between HR and business acumen. Most organizations fill these critical roles from outside the organization and as a result provide very little training to their HRBPs. Perhaps this is because not just any training will do. In this complex, multigenerational workforce, training needs to hit the sweet spot in order to be effective. In this webcast, hear first hand from Kris Carrera and how FIS considers their business acumen training to be their “Secret Sauce.” 

Key Takeaways:

• Learn why business acumen is important in all organizations
• What type of delivery options suit business acumen best
• Listen from Kris Carrera of FIS as she tells their story (and the benefits their story brings)
• Best practices around successful implementation of business acumen training

Is your HR team ready to take the lead in driving a major organizational change or transformation? Whether your organization is preparing for a merger or acquisition, launching a new strategy or implementing a new technology, HR has a critical role to play. Watch this Webcast on Demand for a practical discussion on how to prepare and position your HR function to take a leadership role in organizational change. The webcast will review:

• What it really means for HR to be a Change Architect and the unique contribution HR can make during a major transformation
• How to expand your organization's view of change and help key stakeholders understand HR's value in the change process
• Best practices and common challenges for HR leaders preparing their teams for change
• A tool to assess your HR department's strengths and weaknesses
• Practical tips to build your team's change leadership capabilities

This webcast is second in our popular HR as Change Architect series. Watch the first webcast in this series on demand here, to learn why HR should take a leadership role in change: HR as Change Architect, Part 1: Rewiring Your Organization for Successful Change. (Viewing Part 1 is not a prerequisite.)

Managing difficult people is simply a fact of business life that is all too often ignored. The effect of toxic employees on organizations is immense including poor morale among talent, added stress, lost productivity, and a negatively affected bottom line. Fierce survey results show that 78 percent of respondents claim their organizations are extremely to somewhat tolerant of colleagues with negative attitudes. Employees and management are frequently at odds on how to best handle and confront toxic employees. Thus, toxic employees are a leadership problem. Join Aimee Woodmiller-Wood, SVP of Learning and Development, Fierce, Inc. to gain a new perspective on managing toxic employees and navigating difficult conversations.

You will learn:

• Explore the usual suspects and toxic employees who fly under the radar
• Learn how to hold oneself and others able to have the conversations
• Get practical tools for giving and receiving feedback and what you should do when confrontation is needed.