Webcast Highlights:

• Key industry insight and trends when it comes to today’s expectations for the modern manager
• Step through University of California’s programs and challenges
• Actionable steps to take back into your own program

We expect more of our people managers than ever before – often balancing the roles of coach, motivator and contributor. We’re seeing declining engagement levels, more generations in the workplace and new employee expectations all challenging the traditional view of the manager role. These challenges are compounded by shifts in HR practices that rely on effective managers – such as evolving performance processes, the rise of career mobility and the demand for continuous development.

Join us for a look at how the University of California rose to the challenge, creating and deploying targeted development programs that set out to skill and prepare over 46,000 people managers across a geographically dispersed University system – no easy feat! During this session we’ll share key industry insight and trends when it comes to today’s expectations for the modern manager, step through University of California’s programs and challenges, and answer your questions so you walk away with actionable steps to take back into your own programs.

Webcast Highlights:

• How CHROs are using valuable feedback, tools, and data to build sustainable engagement
• How coupling the measurement of business results with leadership accountability for listening to feedback and building a strong culture is key to engaging and retaining high-performing team members

Today, HR has an opportunity to guide and coach leaders toward creating a value-based culture that supports engaging and retaining employees. Those values must come from the top, and must be lived and demonstrated through consistent behavior.  To build a thriving culture that drives engagement, leadership must be accountable for listening to—and acting on—feedback. Coupling the measurement of business results with leadership accountability for listening to feedback and building a strong culture is key to engaging and retaining high-performing team members.

Webcast Highlights:

• Insight into benchmarks for strategic onboarding
• What organizations are doing today to measure, report, and predict the impact of onboarding efforts

Is it time to put the employee experience front and center?  Savvy HR leaders know that creating the right onboarding experience can produce long-term effects that increase business value and competitive advantage. But tactical approaches to onboarding are just the price of entry into human capital management. Strategic onboarding that benefits employees as well as employers requires immersing newcomers in the business’s culture, strategy, and unique vision early on. It’s time to get new hires excited about their roles and show them how their contributions impact business results.

Webcast Highlights:

• How HR professionals are using technology, talent processes, and culture to unlock employee potential and help their CEOs sleep at night

Strategic human resource planning to improve business value and deliver on organizational goals is both art and science. Even with the most successful onboarding, employees can struggle to find their wings and forge their way without ongoing guidance, support, and insight. Successful leaders recognize that transparent dialogue about an employee’s goals, development, and performance builds the kind of trust that encourages employees to take risks, push boundaries, and bring the most value to the business. Organizations get talent management right when they encourage employee growth in ways that meet individual goals and the needs of the business.

Webcast Highlights:

• How to create “touch points” to attract candidates
• How to use analytics to predict pipeline growth
• How to prepare for new specialized roles in HR

The rise of LinkedIn recruiting marked HR’s entrance into the social sphere, where recruiters could broaden their reach far beyond referrals and rolodexes. But that was just the beginning. Now, HR professionals must think of themselves as marketers and embrace the tactics of brand management, lead nurturing, conversion tracking, and more. 

Join us on Thursday February 16th as OutMatch presents “How to Recruit Like a Marketer.” CEO and HR expert Greg Moran teams up with Chief Marketing Officer Jason Ferrara to talk about how their two worlds have collided, and how to best navigate the new terrain of HR marketing.

“We can’t ignore the influence that marketing has had on HR. It’s not a question of if, but how we should be applying these techniques in recruiting and hiring,” says Moran.

Webcast Highlights:

• Three ways to increase the level of engagement for your staff through learning strategies
• Examples of companies that are utilizing innovative strategies to drive performance throughout their organization while enjoying a high level of employee satisfaction

In part 1 of our 3 part webinar series: Emerging Trends in Performance Management: Diagnose, Discern & Develop - Part 1, we discussed how to diagnose your current performance strategies and how to potentially adjust those strategies to optimize your organization’s performance.  As helpful as that is, it is also important to take the next step and dive into how we can facilitate our team’s knowledge, skills and attitudes to perform at an optimal level.  Unfortunately, research shows that only 29% of employees are actively engaged in their job which implies that 71% are in some way not engaged.  It is fair to suggest that if employees are not engaged in their job it will be difficult to expect their performance to rise from the ordinary to the extraordinary.

In this next session, Jeremy Spake, Principal Consultant, Advisory Services for Cornerstone Ondemand will discuss the three ways to increase the level of engagement for your staff through learning strategies.  This is important because 96% of CEOs surveyed by ATD/ROI Institute are looking for business impacts from their learning programs.  Learning professionals must align to the needs of the business.  Mr. Spake will address this imperative through best practices as well as examples of companies that are utilizing innovative strategies to drive performance throughout their organization while enjoying a high level of employee satisfaction. 

Webcast Highlights:

• Create small or micro-learning experiences that aren’t immediately forgotten
• Use technology to do the heavy lifting
• Balance simplicity and impactfulness in learning designs

Our latest research shows that employee engagement is tied to e-learning that is simple and small, but also effective and impactful. Because learning that sticks takes real time and effort, these goals seem at odds. Learning designers must tackle the challenge of designing training that maximizes impact while minimizing effort, of employing technology that helps our teammates learn more without adding burden or stressing them out.

This session delves into these dilemmas, and explains how research-based approaches mixed with the smart technology choices can help reconcile the tensions between the training that employees want, and the training that actually works.

Webcast Highlights:

• Report on the prevalence of different types of D&I programs and who is responsible for design and implementation of them.
• Explore the motivations of organizations focused on D&I as a means of compliance versus those organizations that invest in D&I to drive learning and leverage of diverse perspectives.
• Learn the personal characteristics and abilities needed to foster a culture of inclusion.
• Address the most notable challenges facing effective implementation of D&I efforts.

Though frequently used together, the terms diversity and inclusion have different meanings. You can have a diverse workforce but not necessarily an inclusive one. Diversity is the mixture of demographics, psychographics, and experiences reflected in the workforce. By contrast, inclusion is the practice of recognizing and valuing all employee perspectives and contributions, and creating opportunities for all voices to be equally heard and inform organizational processes. In a culture of inclusive diversity the full potential of all employees is realized.

In our Talent Pulse research, we examined the antecedents and conditions of inclusive diversity. We asked HR practitioners and leaders involved with diversity and inclusion efforts about their current programs to shed more light on what is working and what is not. In fact, researchers recently found that mandatory diversity training that tries to police thoughts and behaviors does more harm than good. They often result in backlash and can make an organization less diverse in the long-run. In our survey, we asked about the D&I training offered but also explored the outcomes of those engagements to better understand the most effective ways to build inclusive diversity.

Webcast Highlights:

• Measure how workforce decisions contribute directly to business outcomes
• Justify existing HR programs and make the case for new workforce investments
• Prove the strategic impact of HR and increase the visibility of the function

Companies that make data-driven decisions about their people achieve higher stock performance, higher gross margins, and a better return on equity than those that don’t. Propelled by the need for better business outcomes, more and more organizations are accelerating the “datatifcation” of HR.

But if you’re an HR leader at an organization that hasn’t yet made the leap, how can you make the case for investing in workforce intelligence? What are the specific business benefits that organizations like yours have already experienced, and what returns would you be likely to see?

Watch this webcast to hear HR technology expert and thought-leader Lexy Martin answer those questions and describe how your peers at other organizations are already using workforce intelligence.

Webcast Highlights:

• Roadmap to address employee engagement
• Transformations predicted to affect employee engagement

Professional best practices, technological trends, and innovation can appear moving targets as HR prepares to face 2017. Employee engagement is one such ‘living’ area — always transforming and evolving based on new information and new capabilities. Getting engagement right is becoming increasingly essential to success. The cost of disengagement to American organizations alone is between $450 billion and $550 billion per year. Companies focused on engagement have a multitude of reasons to do so, not the least of which is preventing costly turnover of top talent. As employees desire increasing transparency, flexibility, and autonomy, the field of employee engagement must change to meet new needs.

In this webcast, Kimberly Abel-Lanier and industry experts George LaRocque and Charlotte Blank will discuss the transformations they predict will affect employee engagement. 2017 has exciting changes in store and the trends shared from these thought leaders can help HR leaders provide a roadmap to address employee engagement.