Webcast Highlights:

• A quick definition of each stage
• The primary goals of each stage and how those change over time
• How challenges develop and can be overcome
• How measurement techniques can help support communication and ROI calculations

Typically, an organization’s diversity program matures through four different stages of development – Undeveloped, Beginning, Intermediate, and Advanced/Vanguard. Do you know what stage your company’s program is at and how you can move past your current obstacles and on to the next level?

Webcast Highlights:

• How to turn diversity into a strategic advantage
• How inclusive leaders leverage diversity, and move from awareness to action
• Ways to create an inclusive environment in your organization

Want to take the diversity in your organization to the next level? We all value diversity, but in our view, diversity is not enough. It's how you manage diversity that matters. If it's not managed well, it doesn't produce the benefits we know it can--financial performance, innovation, productivity, retention, and more!

In this session, join Kristen Bakalar, Senior Consultant at BlessingWhite and she will discuss our strategic partner, Catalyst's, beliefs on how inclusive leaders turn diversity into a strategic advantage, how they leverage diversity, and move from awareness to action. You will walk away with tangible ways to create an inclusive environment in your organization.

Webcast Highlights:

• Review the forces behind this new world of work
• Challenge how you should think about the future
• Discuss tools that you will need to prepare for what’s on the horizon

The world of work is rapidly changing, and these changes bring new challenges to HR leaders.  Factors such as the rise of multinational companies, workforces comprised of five generations, the increase of virtual employees, the demand for flexible schedules and the explosion of new technology are changing the world of work. Unfortunately, most organizations are ill-prepared to embrace the sweeping changes on the horizon. This session will provide information and cover ways to transform your organization to prepare for the future.

Webcast Highlights:

• Top 5 challenges HR teams face with all HR technology
• Highest-prioritized HR tech most organizations are investing in
• Top 5 HR technology solutions organizations plan to purchase in next 12 months
• Top 5 objectives driving HR tech purchases
• 4 tips for effective vendor selection 
• Best practices for linking engagement data to business outcomes, e.g. retention
• Case study on how a mid-market company increased retention through employee engagement

#HRWINS, in collaboration with Talmetrix and other leading HR technology brands including Namely, Greenhouse and LifeWorks, conducted an independent research study. The focus of the study was to explore how the successful integration of HR technology impacts the employee experience and helps to deliver quantifiable business results. The outcome? Connecting talent to business outcomes is top-of-mind among business leaders today.

Join George LaRocque, Principal Analyst and Founder of #HRWINS and Chris Powell, CEO of Talmetrix, to discover key insights from 974 U.S. based employers. Learn how the ability to integrate HR data seamlessly throughout the employee experience allows HR professionals and senior business leaders to be more strategic and effective across all talent functions.

Webcast Highlights:

• Why to be passionate about transforming L&D
• What needs to change and how in order to make the pivot
• How to borrow ideas from other industries who have successfully made the pivot to relevancy, who faced the similar challenges L&D currently faces

As a result of rapid evolution within the business world coupled with advances in technology, empowered customers, etc., learning and development exists in a much different environment, broken and no longer seen as providing the value they were once capable of. Unfortunately, it’s the reality that L&D and enablement leaders are having to face on a daily basis.  The good news is that there is light at the end of this tunnel!

Understanding how and why L&D faces the current challenges to maintain relevancy lies in assessing the past to understand the present. From here, we can begin to understand why L&D hasn’t been successful in making the pivot to a more cross-functional way of working acting as a value added partner to business unit leaders.

There’s a huge opportunity available for the L&D function. With all of the change and complexity taking place inside organizations, CEOs need help from the L&D function to help people in all roles, across the organization, align to and drive customer-centric solutions. There is no other function currently in a position to equip those people in other roles to reach that level and definition of success. The bottom line: we need to work together to figure out what our value contribution is in order to drive change and enable growth within the organization, while becoming a trusted advisor to the CEO and elevating the L&D function.

So please join us as we work to transform our industry and elevate the L&D function to not only get our seat at the table but to become the trusted advisor to the CEO and partner with the business to provide more value to drive change and enable growth that aligns to our company’s agenda.

Webcast Highlights:

• Insights into why the gender wage gap really exists—and why equal work for equal pay alone won’t close the gap
• Answers to key gender-equity questions about promotion rates, resignation rates, and compensation
• Recommended ways for employers to increase pay equity

Closing the gender wage gap is a key priority for many organizations—for reasons that go far beyond fairness. Research shows that gender-diverse companies are more likely to outperform than their less diverse peers, and establishing an equitable pay policy is an important step forward. Gender diversity—or lack thereof—can affect employer brand, and proposed changes to U.S. pay equity legislation are also driving urgency.

But in spite of considerable attention from both government and business, the wage gap has only improved by 8% in the last 20 years. What’s slowing down progress, and what can employers do about it?

In this webcast, workforce intelligence expert Josie Sutcliffe will review findings from a new study based on workforce data from large U.S. employers.

Join us to discover how you can use workforce intelligence to increase the chances of meeting your gender equity goals and create a long-term strategy for success.

Webcast Highlights:

• The actual steps undertaken by Siemens, their challenges and lessons learned 
• How to make sure things are on track, and the steps Siemens took to measure success on a weekly basis
• What aspects of technology are essential to consider when choosing a technology partner

Anyone can design a talent strategy, but very few are able to bring it to life in the way the organization demands it. In an unprecedented context of cultural, economic and technological change, companies are forced to innovate faster to win the battle for talent. Yet many still get caught in software that doesn’t allow them to execute on their strategies and policies. 

Join Mike Brown and Agustin Donati for a live webcast exploring how global organizations such as Siemens bring their HR vision and strategy to life, even on a global scale. They will discuss the differentiating factors that separate talent strategy success from failure, and how this success depends on three key pillars: agility, end-to-end service delivery, and engagement. They will explore how the right technology can lay the foundation for these pillars to support and transform an organization's ability to innovate and improve their competitive advantage.

Webcast Highlights:

• Approach the “evergreen” job posting in a completely different manner
• Create market specific strategies for attracting talent
• Incorporate “old-school” recruiting methods alongside technology to maximize your talent acquisition efforts

For companies with high volume hiring needs, acquiring the right talent is a constant battle.  This is seen in virtually all industry segments including retail, manufacturing, transportation, financial services and healthcare.  Many companies end up in a reactionary mode with their vacancies, rather than a proactive mode of building a future bench in preparation for their vacancies.

Learn how to approach high-volume hiring with a blended approach of technology and traditional recruiting methods.  This allows companies to become proactive rather than reactive.

PeopleFluent’s Talent Acquisition Strategy Architect, Ajay Patel, will share his insights into these steps and other best practices in the recruiting marketplace that help your team approach your high-volume hiring needs in a new way.

Webcast Highlights:

• The areas where first-time managers are struggling the most, including soft skills and business acumen
• How first-time people leaders are identified and developed
• The six strategies to formalize the development of your first-time managers

Do the best individual contributors become the best managers? Commonly, organizations promote those with technical expertise to managerial roles, but these first-time people leaders will not receive leadership development until a decade into their careers. Recent HCI survey research with HR and L&D professionals found that the sink-or-swim mindset towards new managers is pervasive: 96% agree that managers are vital to driving business success, but only 48% agree they adequately invest in frontline manager development.

We believe it is an important part of HR and L&D practitioners’ job to support the relationship between managers and their teams early on by formalizing the development of first-time, frontline leaders.

Webcast Highlights:

• Trends in self-directed learning
• How to engage your employees
• How corporate learning is evolving
• Tools and techniques companies use to drive self-directed learning

Self-directed learning is becoming an integral part of employee learning and development. But what is self-directed learning, and how do you implement it? Instructure’s Jeff Weber and Dr. Bruce Jackson from the Institute of Applied Human Excellence will answer these questions and more during this webcast.