Webcast Highlights:

• The new way to customize benefits for your workforce
• The different personas within the generations
• The non-traditional voluntary benefits that each persona prefers

Addressing the benefit needs of a diverse workforce almost requires a crystal ball these days. Employers are realizing the value of voluntary benefits, however, and their role in providing a variety of choices for employees to select what is important to them. The 2016 Willis Towers Watson Voluntary Benefits and Services Survey reported that 92% of employers surveyed expect that voluntary benefits and services will be at the forefront of their strategic thinking and important to their employee value proposition over the next three to five years. Everyone is talking about the generations and their preferences, but within the generations there are different personas. Factors beyond age alone, such as lifestyle and buying preferences, can dictate benefit preferences. Non-traditional voluntary benefits especially can provide a wide variety of customization.

View this webcast and we’ll show you the new way to match voluntary benefits to employees’ diverse needs so you can win the war of recruiting and retaining talent.

Webcast Highlights:

• How to prime potential job seekers so they’re ready the next time you have an open position
• The latest digital strategies to extend social relationships and manage relevant communications
• New sources of targeted talent to keep a steady pipeline flowing

Studies show that some three-quarters of the workforce are open to learning about new jobs, but may not be actively looking. Every great recruit needs a warm-up before they’re ready to play. Talent leaders are embracing the latest digital marketing techniques to foster enhanced brand awareness and candidate relationships.

Webcast Highlights:

• Organizational alignment: What kind of groundwork is needed to bring distinct internal organizations and systems into a common data and analytics strategy?
• Applying analytics technology: How can you capture data, quickly and effectively, and turn it into relevant information that is essential to making informed talent strategy decisions?
• Driving an informed talent strategy: How can data-driven intelligence help you break the silos of flexible workers and full-time employees to achieve a total talent strategy?

The volume of talent data available to most organizations is daunting. Many systems focus on specific areas of the workforce, with little connection to other systems. This creates a “noise” of data with limited strategic value. The good news is…you can cut through that noise.

With the right combination of  technology and talent expertise, companies are harnessing data to improve performance in all areas of workforce strategy. This can keep you a step ahead when it comes to managing your talent mix of employees and flexible workers, predicting future needs, and delivering a great candidate and employee experience.

This session will be led by analytics technology expert, Dirk Jonker, Co-Founder and Managing Director of Crunchr, and James Stovall, VP of Integrated Talent Management at Randstad Sourceright. Attendees will learn about the best practices for turning data noise into talent intelligence and how companies can become more prescriptive in their organization’s talent strategy.

This is a great opportunity to gain a practical perspective on the evolution of analytics and talent strategy. 

Webcast Highlights:

• How professional services and technology enable companies to self-source proven independent workers, build their own talent communities, and engage talent quickly while mitigating risk
• How progressive companies have become clients-of-choice for the independent workforce
• Gain proven best practices and strategic insights on how to source independent talent, build a curated talent community, and re-engage workers quickly and safely

We are entering a new era of talent scarcity, particularly within professional and STEM categories. We are also seeing dramatic shifts in the labor market toward independent workers. Buyers of talent want flexibility, access to the best talent, reduced costs, and no risk. How can strategic organizations attract, engage, and retain the proven independent workers they need to get vital work done without having the additional cost and longer time to fill of staffing firms or third-party recruiters?

In today's contingent workforce management space, it is easy to get seduced by sexy new solutions which claim to solve all sourcing problems. While technology is a vital enabler in solving the challenge of talent scarcity, it also requires a robust professional services layer that includes independent contractor compliance and engagement options.

Webcast Highlights:

• Why rewriting traditional internal development strategy is imperative to global growth
• How to gain executive leadership buy-in and support when innovating internal learning & development
• Steps you can take to provide your employees with valuable learning programs that encourage growth and diverse idea sharing

With workforce models evolving and economic outlooks shifting—retaining engaged employees is more important than ever. In fact, some studies predict that losing a salaried employee can cost a company as much as 2 times the employee's annual salary in rehiring expenses. Therefore, building an ongoing and effective learning and development initiative will not only attract top talent but can encourage internal employee growth and retention. Join Cynthia Cancio, WilsonHCG’s Vice President of Employee Engagement as she discusses why investing in learning and development is key to employee engagement, global business growth, and innovation.

Webcast Highlights:

• 3 Fierce strategies that will help you, your team, and your organization thrive in times of change

Change is the new “normal” for organizations and leaders alike, from structural change to leadership change to industry disruption. And yet, data shows that 70% of organizational change initiatives fail. Why? Because we order people to change rather than engage them through conversation. We engage their heads and not their hearts. So how can leaders today not simply “manage” change, but rather excel through it – and lead their teams to do the same?

Webcast Highlights

• Learn about HR leaders' pivotal role in developing a company's digital enterprise strategy, organization, and culture
• Discover where HR can drive digitization and develop an integrated digital workplace
• Examine the importance of providing a personalized journey through HR Moments that Matter

The digital world of work has disrupted the way organizations manage talent, enabling an "always-on" environment. According to recent Deloitte research, only 28% of business executives believe their current HR offerings are highly efficient. HR departments are at an inflection point where leaders must rapidly respond and redesign their practices to maintain a dynamic tension between efficiency and creativity, and leverage tools like analytics, design thinking, and employee-driven learning.

To lead in this world of disruption, HR simply needs to transform. By implementing a plan that creates capacity, grows capability, empowers community, and boosts credibility, organizations will be able to design a digital workplace that capitalizes on current technology investments and focuses on what matters most: their employees.

Webcast Highlights:

• Learn about the past, present, and future of employee engagement reporting
• Receive live training on how to design high-impact pulse programs, along with a take-home toolkit to begin taking action (process flow, checklist, decision-making worksheet)
• Learn how to hold yourself and your teams accountable for ongoing focus and continuous improvement
• Discover the keys to an effective action-taking process that leads to sustainable change

It is both more important and more challenging than ever to attract, engage, and retain the unique set of talent your organization requires. Fortunately, recent advances in HR technology have made it easier to keep a pulse on employees’ needs and experiences throughout the year, generate insights from data with little to no help from expensive consultants, and see direct links between leadership practices and key business outcomes. With buy-in and accountability from your company’s c-suite and a well-communicated process for taking action to improve engagement, managers and employees will feel empowered to take ownership over their engagement, improving both employee satisfaction, as well as team and individual performance.

In this session, led by Industrial-Organizational Psychology expert Justin Black, you’ll learn how the world’s most innovative companies are keeping a pulse on employee engagement, and how you can do the same.

Webcast Highlights:

• Why companies must be strategic about developing global leaders today 
• The attributes and behaviors of effective global leaders and how to build them 
• Tools and trends in global organizational learning and their application in leadership development 
• Best practices to identify and develop effective global leaders in your organization

Today’s business landscape is more global than ever before—does your organization have the effective global leaders you need to be competitive? Join us for a cross-perspective discussion on the demands of global leadership today, and the latest trends and tools in organizational learning that can help you develop effective global leaders.

Webcast Highlights:

• How to diagnose your current performance strategy
• The benefits the latest trends have on employee engagement as it pertains to performance management
• How to discern between learning activities and development achievement

Over the last few years, WorldatWork has observed new trends in performance management including companies adopting more frequent and ratingless performance review processes. Adopting these new trends has obvious recruitment, engagement, development, and compensation implications. Traditionally, there is a misalignment between performance management, employee development and organizational health. Further, direct managers are often challenged by the time needed to maintain the development cadence with their employees to maximize performance.

In this session, Jeremy Spake, Principal Consultant, Advisory Services for Cornerstone onDemand, will explore several emerging trends through examining case studies of companies using these new performance management concepts.  Discussing specific actions, Mr. Spake steps us through how to diagnose your current performance strategy, the benefits the latest trends have on employee engagement as it pertains to performance management, as well as discerning between learning activities and development achievement. Success stories, lessons learned and considerations will be shared from multiple accounts of companies overhauling their performance management, learning and development strategies.