The phrase “employee engagement” has captured the attention of business executives for some time now. Engaged employees are of more value to the companies that employ them, but as companies contemplate how and where they can begin increasing employee engagement levels, they should be paying special attention to the people who sell for them. Like employee engagement, “sales rep engagement” is of equal importance—perhaps more so for any business that wants to have a significant competitive advantage.

It is not uncommon for HR and sales to work closely together to create compensation plans that promote the right behaviors and lead to revenue growth. While all of those contributions are critical in relation to variable pay schemes, HR should also be using that insight, knowledge and tool kit to create and strengthen sales rep engagement programs.

This webcast is designed to examine:

• Why focusing on sales rep engagement is so critical
• Why HR needs to own the sales rep engagement discussion
• The types of planning and execution tools you can bring to the table
• How the science of behavioral economics can positively influence the way you set goals and reinforce outcomes
• The importance of having configurable technology in making sales rep engagement a reality

There is no single silver bullet for high potentials in your organization. What your business needs from its future leaders is unique to where your organization is going and the specific profile and quantity of leaders needed.

Spend 60 minutes with us to learn:
                               

• Where to begin to map your high potential strategy to your business strategy to ensure you identify the right future leaders
• Strategies to objectively identify high potentials
• How to design a program that will fit your organization’s leadership culture
• Ways to accelerate growth and create a meaningful development experience for individuals

Join this deep dive into building a program that also builds the future leaders that meet your organization’s unique needs.

With employee loyalty declining, a predicted talent exodus on the horizon, and the onset of 6 global megatrends already changing working patterns worldwide, the challenge of retaining talent is set to be greater than ever. Existing ways of engaging employees and driving workforce productivity will no longer work in the context of this new environment. To succeed in tomorrow’s business world organizations must act now and seriously re-consider the way that they engage and motivate their workforce.

During this webcast we will examine:

• How and why companies will need to behave differently in order to keep their employees engaged in the future.
• How you can adapt to the megatrends to keep your employees engaged, customers happy and your business on track.
• The engagement strategies that will drive workforce effectiveness and help your organization thrive in tomorrow’s world.

What works to attract talent in one location, may not work in another. The global talent shortage is not only more obvious than ever, but it manifests itself in different ways in every region. In order to become an employer of choice globally, you must customize your talent acquisition strategy locally.

Global organizations need a multinational recruitment strategy that targets candidates based on employment values, market trends, talent acquisition law and attraction methods and tools, for example. So, how do you execute a talent acquisition strategy that gives you a consistent employment brand globally but also works to secure top talent in specific regions?

In this one-hour webcast, WilsonHCG’s CEO, John Wilson, and Managing Director of EMEA, Jerry Wright, will discuss how to customize your talent acquisition strategy on a global and local scale based on external drivers and internal factors. From employment branding and workforce planning to talent community development and market research and analysis, John and Jerry will offer best practices for a proactive recruitment plan that will make you a best-in-class employer in every part of the world.

Most organizations understand that there is an intrinsic value in developing employee engagement. However, many companies are finding that it is no longer sufficient to only measure an engagement score once every 1-3 years. In this time, the face of an entire organization can change. Without the ability to monitor how engagement is affecting key business outcomes on a continuous and personalized basis, talent strategy will always be one step behind.

Join Newmeasures and Confirmit to learn the latest trends in how HR professionals are taking engagement programs to new strategic levels by developing real-time engagement programs and ensuring their data becomes actionable in a way that is in sync with business priorities.

Case study examples will be shared and attendees will be given practical suggestions for effectively leveraging engagement data to accomplish strategic change within their own organizations. 

In this webcast you will learn:

• How employee engagement data can be used as a tool to accelerate the accomplishment of strategic objectives.
• Common misconceptions and pitfalls of engagement survey initiatives and how to avoid them.
• Best practices for leading the change management process so that it is aligned with the organizational culture, values, and strategy.
• New methods for turning employee engagement into business intelligence.
• How engagement data can be used to help you be more effective at the work you already have to do (rather than create more work for you).

The demands placed on HR are changing. In the era of data, you are increasingly asked for information your HRMS does not provide. As organizations increasingly adopt a strategic Business Partner approach to HR, there is a growing demand for HR to move from intuition- to data-driven decision making about the workforce. Metrics are no longer enough, as leaders look to HR to provide in depth workforce insights that help achieve corporate business objectives.

This webcast will explore the “Datafication of HR,” and discuss how you can graduate from metrics to analytics, ramping up from operational reporting to strategic analytics and planning.

What if you could save your company $15 million by changing your break schedule?  What if by adding larger lunch tables you were able to increase the retention of your talent by 75% in one year?

Despite the fact that communication with customers and information flow between coworkers are among the most crucial aspects of any business, until today there hasn't been any objective, scalable way to capture that information. Using cutting edge wearable sensing technology MIT Media Lab innovator Ben Waber investigates how people communicate with each other in the real and virtual world and how their communication patterns impact happiness, individual performance, and organizational success.

Attendees will learn how:

• Sensor data can help you discover who your internal experts really are
• Identifying employees involved in "creative" behaviors can help you promote innovation throughout your business
• Measuring informal interactions can improve the chances that a merger, acquisition, or "mega-project" will succeed

Each year Hay Group partners with Fortune magazine to identify the World's Most Admired Companies (WMACs). A hallmark of WMACs is consistently strong performance and reputations amid changing business conditions. Hay Group and Fortune's 2014 study is focused on understanding the approaches of WMACs to managing internal and external reputation.

This year’s research has identified a strong connection between how these companies are perceived by employees and external stakeholders and the operational and financial results they achieve.

In this webcast you will learn:

• What WMACs are doing differently
• How approaches to reputation management are changing and what you need to be aware of for the future
• Which specific attributes of reputation have the greatest impact on perceptions of a company
• The sources of influence that are most important in shaping a company’s overall reputation
• How to monitor and measure corporate reputation

Staying productive and focused at work can be a struggle. Contemporary advances in technology and the accessibility to electronic applications and websites have amplified the prevalence of workplace distractions, both work-related and personal or self- interruptions. An executive at eBay referred to workplace distractions today as an “epidemic”.

Join us as we reveal the results from our latest Talent Pulse signature research and interview thought leaders on the topic workplace distractions. 

In this webcast, you will learn:

• how to implement effective methods for addressing workplace distractions
• from Gloria Mark, PhD professor of informatics as she shares research on the myth of multi-tasking and the importance of disconnecting from technology
• from Joanne Colautti, Associate Director at the office of the Global Chairman at KPMG, who shares insights on pressing distractions and the potential advantages of non-work related distractions 
• from author and meditation expert, Sharon Salzberg, who shares how mindfulness techniques can be applied to the workplace 

Registrants will receive a copy of the final research report. 

Talent Pulse from the Human Capital Institute (HCI) is a quarterly research e-book that explores the latest trends and challenges in managing talent. Talent Pulse is designed to provide practitioners and decision-makers with prescriptive methods to rehabilitate the health and wellness of human capital and empower employees and leaders to effectively address future challenges. Each quarter, a new report is released in conjunction with one of the four HCI disciplines. The third installment of this Talent Pulse concerns important, timely topics in Leadership & Development.

As the need to attract, retain and grow talent moves to the top of the strategic agenda, L&D has the chance to become as vital to business as finance or marketing.

In the new world, L&D needs to be about value not cost; outcomes not activity; proven contribution to the business not audience delight. 

Traditional development solutions are either custom or off-the-shelf – the first is slow to create, expensive and lacks responsiveness; the latter tends not to be fit for purpose, a one-size approach that fits no-one.

Condensing over 40 research studies into just 40 minutes, this webcast will show you how a modular, distributed learning approach can offer solutions that allow for mass customization.  These solutions can be delivered quickly, cheaply and at scale. This new approach also changes performance faster, for longer.

As a result, L&D can deliver significantly more of what the business wants while making many fewer demands.

Discover how to impress with less.

In just 40 minutes, you will:

• Know it’s possible to achieve in 90 minutes what normally takes a day
• Discover a distributed learning approach that leads to 17% greater transfer and double the ROI
• Take the Starbucks approach to mass-customization and apply to your learning programs
• Understand why training doesn’t translate to action “back at work” and take some practical tips to ensure your learning sticks
• Get a 40-page white paper featuring all the research, insights and tricks