Webcast Highlights:

• Explore the state of diversity today and why it’s more important than ever
• How to identify human and procedural bias that may be hiding in your hiring process
• Ways to base hiring decisions on objective qualifications and requirements

To compete in today’s marketplace, you’ve got to attract the best talent, and that talent is going to be diverse. According to a recent study, companies with a more diverse workforce outperform those that do not. But despite years of diversity efforts, organizations still struggle to change their outcomes. And it’s becoming more apparent that hidden bias is getting in the way.

Webcast Highlights:

• Track what is actually happening in the workforce
• Foster a culture and mindset of continuous improvement
• Ensure the Voice of the Employee generates real business impact 

Employee Engagement is top of mind for managers and executives globally as many organizations are striving to deliver more value from their engagement surveys and programs. Commonly, people often mention that their engagement programs are failing either because managers are asked to plan on things they cannot influence, or conversely because programs are put into place without sufficient input from the front line.

Typical approaches to address this have recently focused on real-time feedback from the workforce through pulse surveys and continuous listening programs. However, taken in isolation, these tactics will not get to the root of the problem. Indeed, teams that have moved to these models are discovering that while continuous feedback is valuable, continuous improvement is the key.

Join Confirmit and PwC in this webinar where we will present ideas that will help HR professionals to think through building an employee feedback program.

Webcast Highlights:

• 3 tips to help you ignite the conversations that will develop a culture of true accountability
• How to encourage employees to succeed and grow while advancing the goals and initiatives that are critical to your organization’s success

Maximizing an organization’s potential requires multiple factors and strategies. One of the most important is developing accountability, making sure every member of the team, including the leaders themselves, understands the impact that their efforts and decisions have on the organization’s success.

True accountability empowers every team member from the top down to make better decisions, take smarter risks, and contribute to the overall health and well-being of their organization. True accountability cannot be taught or dictated - it must be fostered and cultivated through continuous attention and reinforcement.

What can you do to promote higher levels of accountability on your team and throughout your organization? It starts with exploring the conversations you are or are not having with yourself and your employees. Join Fierce Master Facilitator, Beth Wagner, as she shares 3 tips to help you ignite the conversations that will develop a culture of true accountability, and encourage employees to succeed and grow while advancing the goals and initiatives that are critical to your organization’s success.

Webcast Highlights:

• Simple strategies that any company can implement around employment branding
• How your online reputation may be costing you the candidates you really want
• Easy ways to assess your employment brand
• The business driving impact of a successful, big picture branding strategy

The role of employment branding in a talent acquisition strategy has changed a lot in the last few years.  The value of a strong employment brand and candidate experience is no longer about having a nice website, talking about your company and looking the part to entice as many candidates as possible.   Companies today are looking at employment branding not only as a key part of their recruiting strategy; but as the first step in hiring employees that will perform, be engaged and retained for the long term. 

Whether you’re just starting to look for ways to build a business case or you are wanting to enhance what you’re already doing, this webcast will provide some insightful metrics and practical tips you can work into your organization.

Webcast Highlights:

• Tap the potential of career development to drive organizational outcomes
• Leverage a multi-dimensional framework for change
• Redefine career development consistent with today’s realities
• Help managers address their most prevalent excuses for not engaging in career development
• Evaluate organizational culture to identify career development drivers

Despite being consistently linked with high levels of engagement, discretionary effort, retention and results, career development continues to be among the greatest sources of employee dissatisfaction in today’s workplace. And in a workplace characterized by a tightening labor market, that represents a significant problem.  It also represents an opportunity for those in Human Resources to assume their leadership role in driving business success by helping their organizations win the war for talent.

Attracting and retaining top performers demands a genuine commitment to employees and their development. Yet too few organizations have discovered how to accomplish this in a sustained and sustainable fashion. Short-term career initiatives, IDP (individual development planning) systems, and featured ‘programs-of-the-month’ fail to deliver intended results... and in some cases further undermine employee satisfaction.

Now is the time for Human Resources professionals to crack the code on career development.

Webcast Highlights:

• When is conformity useful and when is it harmful to individuals and organizations?
• How can leaders strike the appropriate balance between conformity and nonconformity in their own companies and themselves?

As a way to explain the deepening employee-engagement crisis and firms’ failure to adapt to changing times, Harvard Business School Professor, Francesca Gino, studied various organizations in a wide range of industries – from software, entertainment, and financial services to valve manufacturing, food processing, and executive search - whose leaders encouraged nonconformity and urged their people to be themselves, use their signature strengths, and challenge the status quo. Using insights from behavioral economics and psychology, her research has identified ways in which leaders can attract and motivate talent to create much more innovative and productive workplaces, where people are engaged in their jobs and can contribute fully to improving their organizations.

Webcast Highlights:

• Key trends shaping the practice of onboarding
• How onboarding can impact your business
• Where you can get started

Now, more than ever, onboarding is shifting from an administrative HR function to a strategic initiative to engage and retain the talent you work so hard to attract. Today, most organizations are still approaching onboarding from different directions and disconnected processes – fill out forms here, log in here – and, the rest is left to the new employee to navigate on their own

Having a unified and dedicated onboarding approach not only keeps employees happy, it also delivers measurable impact throughout the business – from improved customer satisfaction to retention.

Webcast Highlights:

• Methods to strengthen the social contract between employees and employers through aligned visions, continuous conversations and employee empowerment
• How to steer employees toward more ownership of their own personal development plans and accountability for the success of the business

As the war for talent becomes more arduous and Millennials demand roles that offer a sense of purpose beyond a paycheck, HR’s position as the architect of people development and culture is more important than ever.

HR is now a lead steward of company purpose and a major influencer on overall strategy and internal and external branding. The function can help the company understand what "leadership" means and how it can impact the organization’s place in the competitive landscape.

Webcast Highlights:

• HR’s ultimate metric
• Turnover of high performers
• The value of internal hires
• Productivity by engagement levels
• Costs of vacant positions
• Costs of managing poor performers
• Absenteeism
• Global staffing mix
• Strength of professional networks
• Proficiency curve

Previously in the Fearless HR series we have seen that uncertainty over purpose has thwarted HR’s effectiveness in the past, and that historical perceptions that impugn HR’s value do not stand the test of time.  The evidence simply does not support these perceptions.  And once HR makes the commitment to improve its effectiveness, it has the capacity to drive business results on a continuing basis.

HR often does a poor job in marketing itself and demonstrating its value to the business.  HR does, in fact, have a variety of levers to drive business results.  The three primary drivers for improved outcomes are 1) strategic alignment, 2) cost savings and 3) productivity improvements.  Of the three, the largest potential impact is creating the context in which productivity and innovation can flourish.  It is important, however, to go beyond these general drivers and get as specific as possible about the ways in which HR adds value to the business

Dave will also be at the Workforce Planning and People Analytics conference in Miami to present more HR Levers and specific business results.

To watch the other webcasts in this series, click here:

• The Fearless HR Story
• Confronting HR’s Past—Five Historical Perceptions that Do Not Stand the Test of Time
• Building HR’s Capability to Drive Business Results

Webcast Highlights:

• The challenges of traditional forms of communication
• Best practices to enable your millennial workforce using technology
• How your peers are harnessing the strength of interactive, mobile SOPs

If you’re running a retail store or restaurant chain, building consistent positive customer experiences is crucial for your brand. With the power of social media, bad experiences have tendencies to go viral, which can cost your business thousands of dollars and the permanent loss of potential customers. 

You have the opportunity to modernize operations for your employees with interactive, mobile-ready SOPs and job aids. Employees closely following policies and procedures will consistently deliver exceptional customer experiences. Join this webinar and learn how other retail chains are leveraging new technology to effectively communicate and engage their workforce.