Nine To Thrive HR

The #MeToo movement is gaining critical momentum, but how should organizations – and the HR function – respond? Employment law attorney Jessica Childress examines some of the legal implications facing organizations today, and redefines expectations so HR can enable better diversity and inclusion policies.

Learn more about the 2018 Inclusive Diversity Conference: http://www.hci.org/id-conference/2018

Juliana Stancampiano, CEO of Oxygen shares recommendations on how to work with the business to produce valuable, timely, and relevant learning content.  

In this podcast you will learn:

Best practices for getting started with learning analytics and business impact evaluation

How learning professionals and business leaders can work together to make learning more valuable to its customers

About the new ways of working for the learning professional

To learn more about this Webcast and future Webcasts please visit: http://www.hci.org/lib/working-new-way-modeling-human-side-organizational-success

Download the associated research report here: http://www.hci.org/hr-research/working-new-way-modeling-human-side-organizational-success (Released Feb 15, 2018)

Learn more about Oxygen: https://oxygenexp.com/

Conferences are great for sharing the latest, most innovative ways to make a difference at your workplace, for your workforce. When it comes to diversity and inclusion, HCI’s Innovation Sprints take big concepts and case studies, and in smaller groups, discuss what new practices can be done immediately to make a real impact at work.

Like a Hackathon, the Innovation Sprint team chooses a concept and comes up with big ideas for diversity and inclusion programs, cultures, communication and hiring practices, leadership approaches, and whatever might create a more inclusive and diverse workplace, and set change in motion. As small teams hack into new learnings and approaches, a new process is actually being taught. What influences inclusive diversity and what working parts are required by leaders? Only when change is introduced can the overall system become better.

Learn more about the 2018 Inclusive Diversity Conference: http://www.hci.org/id-conference/2018

Tough conversations at work, most people would say, are uncomfortable, difficult and scary. What if they damage relationships, put a dent in careers or jeopardize positions within the organization?

For a thriving, successful organization, tough conversations are essential for strategy and growth. With the right tools, leaders can remove fear of tough conversations by solving problems and creating multi-level accountability through inspiration and facilitating difficult dialogue.

Leaders must remember that challenging conversations walk on a two-way street. They’re responsible for helping their people discover answers, create strategic questions and suggest ideal solutions based on the conversation’s content.

Listen to this podcast to learn more about overcoming fear of tough conversations, how to develop dialogue, the biggest obstacles that prevent a conversational culture and how to rise above them.

Learn more about the 2018 Performance Coaching & Development Conference: http://www.hci.org/pcd-conference/2018

Almost everyone works with or near an internet connected device, according to a recent HCI webcast, which means we work with almost no constraint on learning, development and productivity. Things like store hours, time zones and geographical locations no longer limit our access to information and while the on-demand nature of learning tools is super convenient and makes life easier, experts are finding that learners must be highly available, too.

The modern workforce expects modern communication that does more than provides info. Engaging experiences are a must when delivering more emotion, storytelling and personalized approaches that make messages more memorable to learners. Businesses see the need for information to be delivered in a learner-centric way, similar to a customer-centric approach, so that it’s easy to consume and easy to embrace.

To learn more about this Webcast and future Webcasts please visit: http://www.hci.org/lib/learning-and-development-all-make-most-your-modern-workforce

To learn more about the underwriter of this podcast please visit: http://www.skillsoft.com/

Compensation has little to do with an employee’s decision to leave a company, suggesting that recognition (or lack thereof) plays a much bigger role in turnover. On exit interviews, 88 percent of employees said they left for reasons other than pay, according to data per Online Rewards CEO Michael Levy. Employees want to know that they’re contributing to company success and making a difference, and not just going through the motions to receive a biweekly check. If employers can realize that their recognition practices need to get up to speed and better align with employees’ job satisfaction, they’ll be more likely to keep employees happy and keep them around, which is where technology makes all the difference.

Technology is today’s force behind the recognition evolution. Tech, mainly Smartphones, transforms sporadic recognition into continuous communication and feedback. Because of technology-enabled recognition, the relationship between leaders and their employees develops and turnover is significantly lowered.

To learn more about this Webcast and future Webcasts please visit: http://www.hci.org/lib/moving-employee-recognition-practices-21st-century

To learn more about the underwriter of this podcast please visit: https://online-rewards.com/index.html

What do customer behavior and employee performance have in common? They both can be seen through the same lens, and when analyzed, inform organizational management of how things are going when it comes to company culture, employee development, and engagement. From there, companies can design tools to synthesize insights and understand what works, and what doesn’t.

Measuring employee sentiment goes beyond numbers and charts, it allows for open-ended feedback that executive teams can use to respond quickly with a winning strategy in hand. For example, perhaps some employees are taking a change in benefits harder than others. Think of employee sentiment measuring as an “always on” feedback tool. What can leaders learn about employees – what makes them leave and what makes them stay

Learn more about employee behavior and what powers their feelings, decisions and engagement by registering online to attend attending HCI’s Workforce Planning and People Analytics Conference.

Learn more about the 2018 Workforce Planning & People Analytics Conference: http://www.hci.org/wfppa-conference/2018

Today’s workforces are undergoing major transformation thanks to shifts in workforce dynamic, which means the approach to recognizing employee performance must evolve, too. Formal structures and traditional approaches are out the door; they’ve been replaced with more frequent acknowledgement, an increase in requests for feedback and the need for continuous communication about performance.

Recognition now comes earlier in an employee’s career than ever before, allowing employees to feel appreciated more often than not. By offering more recognition, managers give employees real capacity to excel and give more effort to their levels of performance. It’s about raising the bar for employees when it comes to giving their all, but it boils down to one simple approach: tap into maximized performance with recognition as a fundamental enabler of employee engagement.

Learn more about using recognition as a tool, and how to make your approach unique by listening to this podcast, courtesy of Online Rewards.

To learn more about this Webcast and future Webcasts please visit: http://www.hci.org/lib/moving-employee-recognition-practices-21st-century

To learn more about the underwriter of this podcast please visit: https://online-rewards.com/index.html

You may have heard that basketball players wear sensors on their clothing that provide data that coaches use to analyze players’ movement, body stresses and other factors of their performance on the court. But you may not know that the arrangement of tables in an organization’s cafeteria can give management information on employees’ communication, interaction and potential to highly perform. It’s true.

Sensing technology will transform the new world of work by indicating information we never thought possible. As with the cafeteria arrangement, what became clear was that the higher the number of people having lunch together led to higher performance, compared to employees who ate lunch with only two or three colleagues.

Something as simple as an identification badge will change the game over the next decade, and beyond, when it comes to what’s happening at work. From there, we’ll use sensing technology to change the way our organization’s environment works, based on how people interact with each other, act throughout the day and collaborate with others to complete tasks.

Learn more about the 2018 Workforce Planning & People Analytics Conference: http://www.hci.org/wfppa-conference/2018

Linda Reese, PhD shares her experiences and recommendations for building onboarding programs with her clients. In this 15 minute podcast interview, you will learn how to:

Recognize the reasons as to why onboarding may be underutilized at your organization

Build an effective onboarding program from the ground up with minimal budget allocation

Gain stakeholder commitment for your program by understanding the common challenges for onboarding

Download the associated research report here: http://www.hci.org/hr-research/new-hire-momentum-driving-onboarding-experience

Learn more about Kronos: https://www.kronos.com/