Marketo is one of Silicon Valley’s fastest-growing companies, singlehandedly taking over the engagement marketing industry with more than 3,000 large enterprise clients on its roster. But with rapid change comes a unique set of challenges - and in 2014 the organization challenged itself to re-engineer its people strategy to increase employee engagement while continuing to grow swiftly.

Marketo abandoned its traditional employee engagement survey in favor of higher-frequency, data-driven approach that brought new insights to HR, executives and managers. By collecting data quarterly, the organization is now able to keep a finger on the pulse of its employees throughout the year. The data gives employees a voice and helps Marketo leadership to identify issues and respond, fostering higher engagement and higher retention. And by putting data into the hands of its managers, Marketo’s HR organization has empowered them to act quickly, tackling challenges before they become major issues. As a result, Marketo has created visibility and actionable insights into employee engagement, and enabled the organization to scale even faster. 

In this session, discover how to:

• Quickly implement an employee engagement strategy without significant HR team effort
• Systematically uncover and diagnose engagement strengths and issues across a large organization
• Increase the strategic role of HR by equipping executives and managers with real-time engagement data

Part of being an effective leader is applying a genuine approach to recognition when employees put in the extra effort to achieve organizational goals. When an organizations employees are surrounded by the authentic and altruistic attributes of Wholehearted Leadership there is an undeniably uptick in higher levels of service, productivity, quality, and ultimately, sales and profits.

In this fast-paced session, Kevin Kruse, Best Place to Work Winner and New York Times Bestselling Author shares what it takes to become an authentic, Wholehearted Leader who generates massive employee engagement. Join this webcast and find out some simple steps to create authenticity within your leadership style.

Learning Objectives:

• Build trust through authenticity
• Improve communication with transparency
• Generate massive employee engagement
• Turn "task managers" into "people leaders"

Each participant will receive access to a free download of Kevin’s bestseller, Employee Engagement 2.0.

In the last decade, talent management has become not just a buzzword but also a critical part of most organization’s human resources strategies. And the demands placed today on the talent management function are greater than ever before: 93 percent of CEOs say “they recognize the need to make a change, or are already changing, their strategy for attracting and retaining talent,” according to PricewaterhouseCooper’s 17th Annual Global CEO Survey. However, success in talent management is no longer about implementing new systems and processes. Join workforce intelligence expert Dave Weisbeck as he discusses how talent management leaders and practitioners can leverage workforce intelligence to:

• Make recruiting more efficient and effective, resulting in more top performers.
• Predict resignations and take proactive action to retain top performers.
• Understand how leaders and critical skillsets have developed within their organization.
• Ensure they have strong succession pipelines to meet future needs.
• Ensure they are paying for performance.

In this webcast, we will discuss: 

• The evolution of talent management.
• The definition of workforce intelligence.
• Examples of workforce intelligence for
  • Recruiting
  • Retention
  • Performance Management
  • Succession Planning
  • Compensation

In less than five years, Digital Natives will outnumber Baby Boomers. At the start of the next decade the generation that grew up connected to smartphones and other web-enabled devices will make up half of the available workforce, and by 2025 they will represent 70% of the total talent pool. Attracting and retaining them is the key to long-term business survival. It’s one of the greatest challenges facing CEOs today.

So what can companies do to win their attention and capture the loyalties of this growing group? What role does your reward and recognition program play in your strategy?   

In this webcast you will learn:

• What Digital Natives want most from their working experiences
• How those desires differ (or not) from others
• Why your technology plays a big factor in how they perceive your company and their place in it
• Why the word “connectivity” has both social and technical implications
• The importance of social recognition. What it is and why it’s critical for this generation
• 7 key things your employee recognition platform will absolutely need moving forward

The efficiency of the HR function is burdened by silos within silos. For HR to remain viable as a true strategic partner there must be an intentional transition away from a standalone talent management practice to a more holistic and unified approach.

However many companies still haven’t arrived at this critical juncture despite the fact that research demonstrates that process improvements in talent management can generate a 15% increase in earnings. Beyond the proven financial benefits of a more unified approach to talent management there are numerous process improvements that result in higher performance and productivity, greater engagement and retention and more impactful learning and development.

Building out a true talent management strategy isn’t going to be a walk in the park. But not doing so can result in countless unforeseen consequences that will only reinforce the status quo and hinder HR’s ability to make strategic talent decisions supported by irrefutable business intelligence.

Join this webcast to learn:

• The principles of a more modern and holistic approach to HR
• The key statistics to ensure leadership buy-in for stronger talent management unification
• The areas of HR that present the greatest risk to the business if they are to remain in silos

No single role in HR suffers from a crisis of identity more that the HR Business Partner. While many are calling for HR to serve a more strategic role there are others that say HR’s job is to primarily provide a service role focused on the tactical tasks that support the needs of employees and supervisors. Amid these diametrically opposed concepts comes the HRBP – a role designed to serve as a conduit between the tactical and the strategic functions of both HR and the business. 

So what’s holding back HRBPs? Is it the skills gap associated with the historical generalist role as compared with being a strategic business partner? Is it a lack of organizational enablement or understanding of the strategic power of the role? Or is it something else?

Join a panel of HR leaders for an informative and interactive session based on new research from the Human Capital Institute and hosted by an instructor of the HCI sHRBP certification.

You will learn:

• The necessary steps to ensure your organization is ready to implement a truly strategic HR partnership
• The biggest barriers to shedding the tactical process-driven tasks and how to overcome them
• The skills and mindset needed to operate in a truly strategic way

Webcast Highlights:

• Is there a trend for increasing or decreasing the number of remote workers?
• Is there a bias against remote workers that can hurt their chances for development and advancement?
• What are HR’s and managers’ roles in facilitating the engagement and retention of remote workers?
• What are the best practices for your employees?

Seventy-nine percent of surveyed organizations report they have a significant retention and engagement problem. 3.2 million Americans work from home and the number of organizations offering work-from-home benefits has risen over the past several years. Full-time employees who work the majority of their time (5 days a week) in a remote location from their companies’ office face many challenges such as, social isolation, decreased engagement, and increased work-family conflict. However, little is known about the effective engagement and retention strategies for the virtual workforce.

Webcast Highlights: 

• What are the methods organizations are using (or want to use) to measure employee engagement and sentiment?
• What role should digital marketing techniques play in the measurement of employee sentiment? 
• How frequently should engagement be measured? 
• What are best practices for taking action with these data?
• How can employee engagement inform business strategy?

When speaking of employee engagement two important facts are frequently discussed.   

1. Employee engagement is critical to business success. Employee engagement drives many positive organizational outcomes such as, decreased absenteeism, lower turnover, higher productivity, and increased safety at work. 
2. Most employees are disengaged. Only one-third of U.S. workers are actively engaged in their jobs and disengagement costs the economy $450 billion to $550 billion in lost productivity per year. The overwhelming majority of business and HR leaders rate engagement as their top challenge for their organization. 

The measurement of engagement is an indicator for the overall health of the organization and results should prompt action to address areas of concern in the talent and business strategy. Most organizations rely on annual engagement survey for this feedback. However, in a complex world of constant change is the annual survey enough? Is more frequent or even real-time data critical to understanding the current state?

It’s scarce and it’s important. It’s one of the most valuable resources a leader has. It’s called “white space,” and it’s the available time between meetings and other tasks. Join Skillsoft Vice President and Executive Producer Taavo Godtfredsen in this leadership webinar as he shows you how the way you use white space can be the difference between success and failure.

You’ll learn:

• The difference between a development “program” and a development “process.”
• How to direct white space to maximize effectiveness.
• How to create real impact on leadership development application.

 Refocusing your white space starts with this webinar. Register today!