Nine To Thrive HR

Internal talent mobility is a powerful tool for companies looking to drive worker engagement and performance, but how can companies make use of this innovative practice? In this podcast, leaders will learn about critical aspects of talent mobility, why this matters to recruiting, talent, and learning leaders, and how companies are putting this practice into action to support business objectives. Listeners will learn about several case studies of companies that are successful as well as new research around the maturity levels of various employers that pursue talent mobility strategies.

Freelancers, independent contributors, 1099 workers, consultants – they go by many names but all are critical members of the contingent workforce or “gig economy.” Increasingly, it is powering whole industries, representing almost a third of the U.S. workforce with an estimated 50 million people. How has the gig economy grown in the past decade and what is driving this growth? How are other areas of work affected by this trend? And perhaps most importantly, how can leaders and organizations harness the gig economy for the benefit of all? In this Nine to Thrive HR: Deep Dive podcast, we hear from thought leader and practitioner Terri Gallagher, who has spent her career helping the gig economy thrive. Join us as she shares the most effective strategies to manage this crucial population.

In the latest episode of Trends in Talent Management Podcast series, we met with Ben Eubanks, Principal Analyst of Lighthouse Research and co-founder of HRevolution Movement, to discuss the impact of artificial intelligence on human resources (HR).

Artificial or augmented intelligence (AI) isn’t your standard computing machine that’s set to follow defined programming rules, but rather a system that can understand, reason, learn, and respond based on evaluating large amounts of data. Listen to the podcast and visit ibm.com/Watson/talent to learn how Watson Talent is helping expand human expertise and empowering HR professionals to improve and speed people’s impact on business.

Nobody said it was easy. In fact, finding the right talent, for the right roles at the right time can be quite the task. But we must start somewhere – trust. Matt Charney, Editor-in-Chief of Recruiting Daily knows that recruiters don’t have the best reputation and often get little respect. On June 27, he’ll share his presentation, “Building your Recruiter Brand,” at HCI’s Strategic Talent Acquisition Conference in Boston.

When candidates begin their job hunt, they’ve certainly got their eyes peeled in an attempt to weed out bad experiences, aggressive recruiters and wasted time. With the right recruitment brand, the information provided to top talent comes from a credible source. Perhaps that source is a subject matter expert within the company – someone who can supply honest career knowledge and add value to the candidate experience. Creating confidence among top talent allows great recruiters to focus on providing a platform for folks who actually do the job.

Join us for this podcast to learn how recruiting leaders can re-establish a good rapport, make hiring an easier process and create a credible recruiter brand.

In our third episode of Nine to Thrive HR - Deep Dive we hear from three Industrial-Organizational Psychologists from two different organizations who give us a primer in Talent Assessments 101. How are assessments created? When should they be used? What factors should be considered when purchasing an assessment? What are the innovations and trends in the space? We cover everything you need to know and want to know in this 30 minute podcast about assessments

Jennifer McClure explores the changing realm of Human Resources and how HR can impact organizational efficiencies and engage talent to perform best. From the latest trends in technology to best practices for attracting, engaging and retaining talent, this podcast will help you navigate the new HR landscape so you can be the best resource for your management and people.

So you want organizational change, and you want it now?

Watch your speed as you push pedal to medal – leading your organization through a performance management revolution is best done at a rush hour rate, with possible traffic jams along the way. Dr. Anna Tavis is the Clinical Associate Professor of Leadership and Human Capital Management at New York University, and is on deck to share her presentation, “Cultural Due Diligence Prior to Your Performance Management Revolution” at HCI’s 2017 Performance Management Innovation Conference.

Tavis says leaders must first know where their organizations stand with goals. What fulfillment strategies do you need to change? As leaders move through a cultural discovery process within their organization, they should expect the unexpected. “Focus on data evidence,” Tavis says. “Performance management comes from the essence of what strategies the business is all about.”

So at what speed should performance management change travel? That rate shouldn’t be underestimated, and leaders must have the courage to practice the new agendas, according to Tavis. While the revolution won’t happen by winning a race, urgency during transition demands fast movement, with careful attention to the road. Listen to the above podcast to learn which steps to take during a successful process of a performance management revolution.

A new performance management system is taking employee productivity to new heights. The regenerative system involves continuous communication and better alignment between management and employees.

"Performance management system calibrates around rewards and bonuses,” says Chris Mason, Head of Talent Management/Learning and Development, Compensation, & Workforce Analytics at Patagonia. “From the beginning of the year, it drives an agile mindset.”

Quarterly meetings with employees allows for input, thoughts and guidance. Managers can better reflect on the employee’s ability to accomplish goals and how much they’ve contributed. The need for a performance management review schedule still stands, Mason says, because it’s meaningful for a business schedule and flows into individual contribution during the year. “Short term goals and continuous feedback are needed, too,” he says.

Listen to this podcast to learn more about evolving a performance management structure and how to make changes work.

Chris Mason’s ‘Compensation Innovation in a Ratingless World’ keynote presentation is scheduled for the 2017 Performance Management Innovation conference in Chicago.

To learn more about the 2017 Performance Management Innovation Conference please visit: http://www.hci.org/pmi-conference/2017

Smart leaders and organizations are increasingly focused on developing a comprehensive experience for their employees- from hire to retire. But what does this mean? How can companies start the process of building an employee-centric workplace? In our second Nine to Thrive HR: Deep Dive podcast, we hear from thought leader and author Jacob Morgan, whose new book The Employee Experience Advantage will be available on March 27, 2016. Jacob explores the three keys to success in building an employee experience and offers insight into why and how this shift is so critical for business performance today.

Companies in Asia are coming together to learn the best practices of workplace diversity and inclusion, and to drive positive change for organizational culture. By raising awareness of key diversity and inclusion tools and efforts, companies can bring desired change to the heart of their work, Florence Chan tells HCI.

Chan is a senior manager for knowledge and development at Community Business and is set to speak at HCI’s 2017 Inclusive Diversity Conference. Research of diversity and inclusion is relatively new in Asia, according to Chan. “The pickup is slow, but gradual in Asia’s business sectors,” Chan says. “The term is not understood and doesn’t resonate easily.”

In this podcast, she examines why on companies should celebrate differences and individuality among various cultures, learn about key drivers of diversity and inclusion strategy, and make their teams more in tune with Asia’s local market.