With technology constantly changing, it is important to find the HR tech system that will drive transformation. Existing systems may be limiting productivity and resulting in unnecessary costs. When it comes to integrating new technology, pilot programs may be the answer. Founder & CEO of The Devon Group and Women in HR Tech Summit Chair for U.S. & Singapore Jeanne Achille will discuss how to integrate HR technology pilot programs without disrupting the employee experience.
Many organizations have limited resources (time, bandwidth, funding) for the personal development of frontline leaders. The focus is often on training and ensuring those individuals have the skills to perform their job. This approach to personal development utilizes a “stealth approach” that can utilize resources in place to impart this knowledge through a facilitated mentorship approach.
Learning Objectives:
Determine key competencies to focus on.
Provide easy to use resources for mentors to facilitate discussion and create action items.
Create micro-level activities and assignments for mentees to complete between sessions and build on throughout the session term.
The world of work is changing rapidly. Employees are demanding more learning and development opportunities that are engaging, easy to consume and available on-demand—when and where the they want it. Organizations are finding that recruiting and keeping employees is a growing challenge and are investing in learning and development programs to attract and retain workers. However, even with an increase in the availability of on-demand, easy to consume learning, many employees still are not engaging with it. This isn't simply an 'If you build it, they will come' situation. Without attention to creating appealing and engaging learning opportunities within a modern learning culture, that organizational investment is likely to fall very short of its potential.
In this webinar, tactics will be presented to help you:
Get insights to determine if your employees are engaged
Embed learning into organizational culture to drive employee engagement
Design learner-centric programs that put your employees in the driver's seat of their professional development
BUILDING OUR BENCH AND SECURING OUR FUTURE: AMERIPRISE FINANCIAL INC.’S JOURN...Human Capital Media
Embedding the development of high potential leaders into the fabric of a learning and development strategy is an ongoing priority and challenge for many of us. As we consider possible solutions for creating a willing and able bench of successors, we find ourselves tackling several questions:
How do we define high potential?
Are the learning needs of high potentials vastly different from other employees?
Do our solutions provide ample opportunity for both development and visibility?
Should high potentials learn from each other?
Who should develop high potentials? L&D professionals? Managers and leaders? External experts?
How do we know whether the program is successful?
Hear about Ameriprise Financial Inc.’s journey to build a comprehensive high potential framework. This session will cover the multifaceted approach we took to build this framework and some of our key learnings along the way.
Learn how Ameriprise’s high potential framework fits within the overarching L&D strategy.
Understand the key ingredients that of these programs that really work.
Review how we’re measuring success.
This webinar discusses experiential learning and its benefits for businesses. It will cover what experiential learning is, why organizations use it, examples of experiential learning activities, and best practices. Attendees can download slides, review recordings later, and will receive certification codes. Questions can be submitted during the webinar.
MICROLEARNING SERIES PART 2 MAXIMIZING ROI WITH MICROLEARNINGHuman Capital Media
This document contains information about an upcoming webinar on microlearning. It includes the agenda for the webinar which will discuss measuring learning and return on investment from microlearning. It also provides examples of how three companies - Bloomingdale's, BT, and a logistics facility - have used microlearning and been able to measure improvements in knowledge, behaviors, and business results.
Is your organization keeping pace with the speed of digital transformation? Many companies are struggling to define new job roles and approaches to management. As AI and machine learning take on tasks and services, what are the best ways to evolve your work force? This session will offer practical insights on:
Understanding what it means to be a digital organization.
Why learning and development must be everyone’s responsibility.
How to work across functions to co-create key new systems.
How to upskill using design thinking, agile practices and AI.
Ways to measure success.
Half Double – An Entrepreneurial Approach to Agile Projects - Implement Consu...Wellingtone
The Half Double approach can help teams take ownership of their impact vision and deliver results much faster than normally. With just three core elements, Impact, Flow & Leadership, the method help teams and the key leadership stakeholders to focus on the essentials.
The presentation will contain case examples and tools from each element. As a conclusion we will discuss/ reflect on how you can unleash entrepreneurial power in your projects.
Henrik Sonnenberg presented at FuturePMO 2019 which is a 1 day PMO conference hosted by Wellingtone. www.FuturePMO.com
HR is undergoing a transformation and becoming more strategic by making data-driven people decisions. Becoming a strategic partner in your organization means asking questions about your data that help you anticipate the needs of your workforce and achieve your business objectives.
In this webinar, we will explore how analytics are giving HR a seat at the revenue table as they manage the most valuable investments a company makes…their people.
Many organizations have limited resources (time, bandwidth, funding) for the personal development of frontline leaders. The focus is often on training and ensuring those individuals have the skills to perform their job. This approach to personal development utilizes a “stealth approach” that can utilize resources in place to impart this knowledge through a facilitated mentorship approach.
Learning Objectives:
Determine key competencies to focus on.
Provide easy to use resources for mentors to facilitate discussion and create action items.
Create micro-level activities and assignments for mentees to complete between sessions and build on throughout the session term.
The world of work is changing rapidly. Employees are demanding more learning and development opportunities that are engaging, easy to consume and available on-demand—when and where the they want it. Organizations are finding that recruiting and keeping employees is a growing challenge and are investing in learning and development programs to attract and retain workers. However, even with an increase in the availability of on-demand, easy to consume learning, many employees still are not engaging with it. This isn't simply an 'If you build it, they will come' situation. Without attention to creating appealing and engaging learning opportunities within a modern learning culture, that organizational investment is likely to fall very short of its potential.
In this webinar, tactics will be presented to help you:
Get insights to determine if your employees are engaged
Embed learning into organizational culture to drive employee engagement
Design learner-centric programs that put your employees in the driver's seat of their professional development
BUILDING OUR BENCH AND SECURING OUR FUTURE: AMERIPRISE FINANCIAL INC.’S JOURN...Human Capital Media
Embedding the development of high potential leaders into the fabric of a learning and development strategy is an ongoing priority and challenge for many of us. As we consider possible solutions for creating a willing and able bench of successors, we find ourselves tackling several questions:
How do we define high potential?
Are the learning needs of high potentials vastly different from other employees?
Do our solutions provide ample opportunity for both development and visibility?
Should high potentials learn from each other?
Who should develop high potentials? L&D professionals? Managers and leaders? External experts?
How do we know whether the program is successful?
Hear about Ameriprise Financial Inc.’s journey to build a comprehensive high potential framework. This session will cover the multifaceted approach we took to build this framework and some of our key learnings along the way.
Learn how Ameriprise’s high potential framework fits within the overarching L&D strategy.
Understand the key ingredients that of these programs that really work.
Review how we’re measuring success.
This webinar discusses experiential learning and its benefits for businesses. It will cover what experiential learning is, why organizations use it, examples of experiential learning activities, and best practices. Attendees can download slides, review recordings later, and will receive certification codes. Questions can be submitted during the webinar.
MICROLEARNING SERIES PART 2 MAXIMIZING ROI WITH MICROLEARNINGHuman Capital Media
This document contains information about an upcoming webinar on microlearning. It includes the agenda for the webinar which will discuss measuring learning and return on investment from microlearning. It also provides examples of how three companies - Bloomingdale's, BT, and a logistics facility - have used microlearning and been able to measure improvements in knowledge, behaviors, and business results.
Is your organization keeping pace with the speed of digital transformation? Many companies are struggling to define new job roles and approaches to management. As AI and machine learning take on tasks and services, what are the best ways to evolve your work force? This session will offer practical insights on:
Understanding what it means to be a digital organization.
Why learning and development must be everyone’s responsibility.
How to work across functions to co-create key new systems.
How to upskill using design thinking, agile practices and AI.
Ways to measure success.
Half Double – An Entrepreneurial Approach to Agile Projects - Implement Consu...Wellingtone
The Half Double approach can help teams take ownership of their impact vision and deliver results much faster than normally. With just three core elements, Impact, Flow & Leadership, the method help teams and the key leadership stakeholders to focus on the essentials.
The presentation will contain case examples and tools from each element. As a conclusion we will discuss/ reflect on how you can unleash entrepreneurial power in your projects.
Henrik Sonnenberg presented at FuturePMO 2019 which is a 1 day PMO conference hosted by Wellingtone. www.FuturePMO.com
HR is undergoing a transformation and becoming more strategic by making data-driven people decisions. Becoming a strategic partner in your organization means asking questions about your data that help you anticipate the needs of your workforce and achieve your business objectives.
In this webinar, we will explore how analytics are giving HR a seat at the revenue table as they manage the most valuable investments a company makes…their people.
PERFORMANCE MANAGEMENT AND THE MULTIGENERATIONAL WORKFORCEHuman Capital Media
The Millennial generation, within just a few years this group will represent the largest demographic in the workplace. Recent trends in performance management place a lot of focus on how organizations can get the most from Millennials. This concentration on Millennials is short-sighted, as there is an upcoming challenge to the workforce that is a bit more complex: the future workforce, the now workforce is multigenerational, one comprised of employees from between four and six generations. Join people, performance and organizational culture thought leader Kimberly Isley-Pesto to gain insights on how to cultivate leaders within your organization to understand how generational differences impacts performance management. Kimberly will share examples of how leaders can leverage this knowledge of demographics to drive greater workforce performance.
Three takeaways:
Performance management is a continuous leadership action
Focus on people performance, not on the performance management process
Developing leader's skills and competencies in coaching and feedback can not be replaced with software
Engaging the Organization in Process Thinking - AnonymousBrad Power
A director of global processes at a multi-national company has a vision of global process management that includes an enterprise process model, process owners, measures, and targets. But, reality at his company is quite different. The company doesn't have strong support at the top for process. They think process means restrictions and costs. How would you advise that he get stronger executive sponsorship?
CAREER PLANNING & PATHING: HOW TO DEVELOP A STRATEGIC VISIONHuman Capital Media
Consider the importance and impact of Career Pathing for your workforce. In this webinar we will discuss the benefits and key elements that drive career pathing and what it means for your company’s employee experience, engagement and retention. Employees are bringing new expectations; we’ll discuss the impact of providing your employees with a personalized and transparent view to their career development and growth with a particular focus on results.
The C-suite understands that talent development is essential to ongoing success. The most progressive leaders are re-thinking their talent strategy by improving the employee experience, embracing diversity, empowering career development, placing learning at the heart of HR.
This interactive webinar will provide easy-to-understand insights on:
Discuss the importance of Career Pathing within your Talent Development strategy
Identify key expectations employees now bring to their jobs
Showcase the bottom-line results of a well-defined and developed career development & growth solution
An introduction to "agile development" and what "agility" means in the world of software. Principles to embrace, culture changes to pursue, and so forth.
This document discusses ownership transfer of a project from one team to another. It identifies six key dimensions to consider: knowledge transfer, engineering, continuous business, infrastructure, culture, and process. The document emphasizes that ownership transfer requires more than just knowledge - it demands empowerment and is built over time with investment. Factors like remote pairing, tools and processes, business continuity, and adapting to a new team's way of working are also important to the ownership transfer.
Overview of the Implementing Innovation CourseBrad Power
Leading high tech companies (such as Amazon and Google) are achieving a new standard of performance, combining operational excellence and innovation simultaneously. Established companies (such as GE and IBM) are introducing innovation into their traditional management approaches to similarly achieve growth and cost reduction. We apply the lens of process management to examine the operating model which makes this possible, and introduce a number of topics covered in our course:
What is continuous innovation?
How to structure experiments?
How to create an environment for innovation?
One of the core principles of the agile movement was to shift the focus of software development to creating more valuable software, sooner. It can be expected that the managing of software in an agile environment would put value at its heart; over old, industrial parameters like scope, budget, time. Informed management decisions to maximize value cannot be made without collecting evidence of it. Enter the need of evidence-based decision-making, which is a great start in bringing the Scrum Stance to the managerial domain, leading to a new management culture, Empirical Management.
Gunther Verheyen uses ‘Evidence-Based Management’ to go into an exploration of empirical management as the best fit for the age of agile.
Gunther is director of the Professional Series at Scrum.org and a partner of Ken Schwaber.
Whether it's for your company or your own professional development (or ideally both), everyone should have a technology roadmap. Unfortunately there is no easy path to pre-made wisdom here, but this talk opines on some ideas and approaches to help formulate a roadmap that is relevant, pragmatic and importantly, able to be communicated to others.
Presented at Mastering SAP Technologies 2016
The concept of “open-source” — that is, software for which the original “source” code is made freely available for others to add on, modify, and improve — radically changed the way software is developed, and has played a large part in enabling the technology boom we see around us today.
But the open-source idea isn’t just for software engineers. Some of the core ideas associated with open-source approaches can offer interesting new directions for L&D teams too.
As decentralization, openness, sharing, and collaboration become the new norm in many organizations, the idea that anyone can share their expertise broadly, and that individuals and teams can access and build on each other’s know-how perfectly encapsulates this concept of ‘open-source learning’ perfectly.
In this presentation, you will learn from the experiences of a technology company on applying the concepts of open-source software development to development of another kind – that of your staff. We’ll cover:
The fundamentals of “open-source learning”
How these relate to knowledge sharing and learning within an organization
How to make open-source learning happen
The role of the L&D professional in driving an open-source learning culture
Thoughts on productivity in software developmentMichael Vax
This talks explores different aspects of productivity in developing software.
- What is productivity and how to measure it
- Productivity on multiple levels
- Individual
- Team
- Organization
Patterns & Anti-patterns
[Webinar] Getting Buy-in for Your Experimentation and Personalisation ProgramDan Ross
-How to get buy-in and sign off for your business case
-How to prove the value and impact to the bottom line
-Understanding what’s next on the personalisation journey
How to Deliver Great Customer Service in Enterprise SoftwareBob Dahlberg
This presentation is a humorous course I wrote for engineers, SEs, in enterprise software customer facing situations. By applying these lessons that I learned the hard way, your organization too can deliver great customer service.
DevOps allows us to continuously deliver customer value in a sustainable way with improved lead time, resilience, and quality. It becomes part of the organisation’s DNA only when the practises are grown organically with appropriate management support.
In this presentation, May Ping Xu covers what DevOps means for the enterprise, a systematic approach to adopt DevOps for enterprise, how to use DevOps to simplify your organisation’s operations, and tips on how to build your team with the right skills for DevOps.
Learn the importance of investing in front-line people leaders, who, when well prepared, can help you drive meaningful results, improve performance on key metrics, and aid in the retention of your people assets. In this webinar you’ll learn how to empower new leaders with knowledge, skills, and experiences that add value and confidence to their daily work.
THE ROI DILEMMA: MEASURING RESULTS OF YOUR LEARNING PROGRAMSHuman Capital Media
Significant resources are being allocated to training and development across most organizations, but many companies still find themselves unsure of results. The return on investment formula is a financial calculation, but learning is a human behavior and needs a human calculation. L&D can’t prove ROI using the same methods other parts of the business do. So how can L&D professionals prove investments in employee development actually produce results?
In this webcast Karen Hebert-Maccaro, Chief Content Officer at O’Reilly will:
Explain why ROI needs to be redefined for learning initiatives and the narrative shifted from causation to correlation.
Discuss how to correlate learner engagement with other important organization metrics to tell an important story about the value of L&D investments.
Show you how to leverage Kirkpatrick’s model of assessment and create a targeted strategy around level three and four assessments.
Provide guidance on how to talk with your business leaders and other stakeholders about learning and argue “table stakes not sweepstakes”.
The document discusses leveraging technology for learning and performance. It describes the "learn/do" curve where performance increases over time as skills are practiced. It provides examples of job aids and sales support tools that address infrequent or complex tasks by simplifying information and guiding the user. The presentation emphasizes understanding work processes, organizing information simply, and testing solutions with users to address performance needs beyond initial training.
HR is undergoing a transformation and becoming more strategic by making data-driven people decisions. Becoming a strategic partner in your organization means asking questions about your data that help you anticipate the needs of your workforce and achieve your business objectives.
In this webinar, we will explore how analytics are giving HR a seat at the revenue table as they manage the most valuable investments a company makes…their people.
As our lives become increasingly digital, the organizations that will succeed are the ones that provide employees with a work environment that best supports their needs and expectations. Because HR is the one function of the business that touches every employee, the digital workplace gives HR the opportunity to move from the back-office and truly be in the front lines to lead change. In order to better serve employees, HR deserves service - technology with a user experience that matches our consumer technology experiences today.
As our lives become increasingly digital, the organizations that will succeed are the ones that provide employees with a work environment that best supports their needs and expectations. Because HR is the one function of the business that touches every employee, the digital workplace gives HR the opportunity to move from the back-office and truly be in the front lines to lead change. In order to better serve employees, HR deserves service - technology with a user experience that matches our consumer technology experiences today.
PERFORMANCE MANAGEMENT AND THE MULTIGENERATIONAL WORKFORCEHuman Capital Media
The Millennial generation, within just a few years this group will represent the largest demographic in the workplace. Recent trends in performance management place a lot of focus on how organizations can get the most from Millennials. This concentration on Millennials is short-sighted, as there is an upcoming challenge to the workforce that is a bit more complex: the future workforce, the now workforce is multigenerational, one comprised of employees from between four and six generations. Join people, performance and organizational culture thought leader Kimberly Isley-Pesto to gain insights on how to cultivate leaders within your organization to understand how generational differences impacts performance management. Kimberly will share examples of how leaders can leverage this knowledge of demographics to drive greater workforce performance.
Three takeaways:
Performance management is a continuous leadership action
Focus on people performance, not on the performance management process
Developing leader's skills and competencies in coaching and feedback can not be replaced with software
Engaging the Organization in Process Thinking - AnonymousBrad Power
A director of global processes at a multi-national company has a vision of global process management that includes an enterprise process model, process owners, measures, and targets. But, reality at his company is quite different. The company doesn't have strong support at the top for process. They think process means restrictions and costs. How would you advise that he get stronger executive sponsorship?
CAREER PLANNING & PATHING: HOW TO DEVELOP A STRATEGIC VISIONHuman Capital Media
Consider the importance and impact of Career Pathing for your workforce. In this webinar we will discuss the benefits and key elements that drive career pathing and what it means for your company’s employee experience, engagement and retention. Employees are bringing new expectations; we’ll discuss the impact of providing your employees with a personalized and transparent view to their career development and growth with a particular focus on results.
The C-suite understands that talent development is essential to ongoing success. The most progressive leaders are re-thinking their talent strategy by improving the employee experience, embracing diversity, empowering career development, placing learning at the heart of HR.
This interactive webinar will provide easy-to-understand insights on:
Discuss the importance of Career Pathing within your Talent Development strategy
Identify key expectations employees now bring to their jobs
Showcase the bottom-line results of a well-defined and developed career development & growth solution
An introduction to "agile development" and what "agility" means in the world of software. Principles to embrace, culture changes to pursue, and so forth.
This document discusses ownership transfer of a project from one team to another. It identifies six key dimensions to consider: knowledge transfer, engineering, continuous business, infrastructure, culture, and process. The document emphasizes that ownership transfer requires more than just knowledge - it demands empowerment and is built over time with investment. Factors like remote pairing, tools and processes, business continuity, and adapting to a new team's way of working are also important to the ownership transfer.
Overview of the Implementing Innovation CourseBrad Power
Leading high tech companies (such as Amazon and Google) are achieving a new standard of performance, combining operational excellence and innovation simultaneously. Established companies (such as GE and IBM) are introducing innovation into their traditional management approaches to similarly achieve growth and cost reduction. We apply the lens of process management to examine the operating model which makes this possible, and introduce a number of topics covered in our course:
What is continuous innovation?
How to structure experiments?
How to create an environment for innovation?
One of the core principles of the agile movement was to shift the focus of software development to creating more valuable software, sooner. It can be expected that the managing of software in an agile environment would put value at its heart; over old, industrial parameters like scope, budget, time. Informed management decisions to maximize value cannot be made without collecting evidence of it. Enter the need of evidence-based decision-making, which is a great start in bringing the Scrum Stance to the managerial domain, leading to a new management culture, Empirical Management.
Gunther Verheyen uses ‘Evidence-Based Management’ to go into an exploration of empirical management as the best fit for the age of agile.
Gunther is director of the Professional Series at Scrum.org and a partner of Ken Schwaber.
Whether it's for your company or your own professional development (or ideally both), everyone should have a technology roadmap. Unfortunately there is no easy path to pre-made wisdom here, but this talk opines on some ideas and approaches to help formulate a roadmap that is relevant, pragmatic and importantly, able to be communicated to others.
Presented at Mastering SAP Technologies 2016
The concept of “open-source” — that is, software for which the original “source” code is made freely available for others to add on, modify, and improve — radically changed the way software is developed, and has played a large part in enabling the technology boom we see around us today.
But the open-source idea isn’t just for software engineers. Some of the core ideas associated with open-source approaches can offer interesting new directions for L&D teams too.
As decentralization, openness, sharing, and collaboration become the new norm in many organizations, the idea that anyone can share their expertise broadly, and that individuals and teams can access and build on each other’s know-how perfectly encapsulates this concept of ‘open-source learning’ perfectly.
In this presentation, you will learn from the experiences of a technology company on applying the concepts of open-source software development to development of another kind – that of your staff. We’ll cover:
The fundamentals of “open-source learning”
How these relate to knowledge sharing and learning within an organization
How to make open-source learning happen
The role of the L&D professional in driving an open-source learning culture
Thoughts on productivity in software developmentMichael Vax
This talks explores different aspects of productivity in developing software.
- What is productivity and how to measure it
- Productivity on multiple levels
- Individual
- Team
- Organization
Patterns & Anti-patterns
[Webinar] Getting Buy-in for Your Experimentation and Personalisation ProgramDan Ross
-How to get buy-in and sign off for your business case
-How to prove the value and impact to the bottom line
-Understanding what’s next on the personalisation journey
How to Deliver Great Customer Service in Enterprise SoftwareBob Dahlberg
This presentation is a humorous course I wrote for engineers, SEs, in enterprise software customer facing situations. By applying these lessons that I learned the hard way, your organization too can deliver great customer service.
DevOps allows us to continuously deliver customer value in a sustainable way with improved lead time, resilience, and quality. It becomes part of the organisation’s DNA only when the practises are grown organically with appropriate management support.
In this presentation, May Ping Xu covers what DevOps means for the enterprise, a systematic approach to adopt DevOps for enterprise, how to use DevOps to simplify your organisation’s operations, and tips on how to build your team with the right skills for DevOps.
Learn the importance of investing in front-line people leaders, who, when well prepared, can help you drive meaningful results, improve performance on key metrics, and aid in the retention of your people assets. In this webinar you’ll learn how to empower new leaders with knowledge, skills, and experiences that add value and confidence to their daily work.
THE ROI DILEMMA: MEASURING RESULTS OF YOUR LEARNING PROGRAMSHuman Capital Media
Significant resources are being allocated to training and development across most organizations, but many companies still find themselves unsure of results. The return on investment formula is a financial calculation, but learning is a human behavior and needs a human calculation. L&D can’t prove ROI using the same methods other parts of the business do. So how can L&D professionals prove investments in employee development actually produce results?
In this webcast Karen Hebert-Maccaro, Chief Content Officer at O’Reilly will:
Explain why ROI needs to be redefined for learning initiatives and the narrative shifted from causation to correlation.
Discuss how to correlate learner engagement with other important organization metrics to tell an important story about the value of L&D investments.
Show you how to leverage Kirkpatrick’s model of assessment and create a targeted strategy around level three and four assessments.
Provide guidance on how to talk with your business leaders and other stakeholders about learning and argue “table stakes not sweepstakes”.
The document discusses leveraging technology for learning and performance. It describes the "learn/do" curve where performance increases over time as skills are practiced. It provides examples of job aids and sales support tools that address infrequent or complex tasks by simplifying information and guiding the user. The presentation emphasizes understanding work processes, organizing information simply, and testing solutions with users to address performance needs beyond initial training.
HR is undergoing a transformation and becoming more strategic by making data-driven people decisions. Becoming a strategic partner in your organization means asking questions about your data that help you anticipate the needs of your workforce and achieve your business objectives.
In this webinar, we will explore how analytics are giving HR a seat at the revenue table as they manage the most valuable investments a company makes…their people.
As our lives become increasingly digital, the organizations that will succeed are the ones that provide employees with a work environment that best supports their needs and expectations. Because HR is the one function of the business that touches every employee, the digital workplace gives HR the opportunity to move from the back-office and truly be in the front lines to lead change. In order to better serve employees, HR deserves service - technology with a user experience that matches our consumer technology experiences today.
As our lives become increasingly digital, the organizations that will succeed are the ones that provide employees with a work environment that best supports their needs and expectations. Because HR is the one function of the business that touches every employee, the digital workplace gives HR the opportunity to move from the back-office and truly be in the front lines to lead change. In order to better serve employees, HR deserves service - technology with a user experience that matches our consumer technology experiences today.
Transitioning to HR Tech: Leveraging Technology to Automate HRAggregage
As the HR industry embraces the future of work, we have the technology to become more efficient. However, many organisations continue to use manual workarounds for processes that could be partially or fully automated. To embrace this transition, CleaHRStrat Consulting Inc. CEO Eric St-Jean explores the capabilities of technology and how you can leverage it for both small and large HR projects.
Transitioning to HR Tech: Leveraging Technology to Automate HR Naba Ahmed
As the HR industry embraces the future of work, we have the technology to become more efficient. However, many organisations continue to use manual workarounds for processes that could be partially or fully automated. To embrace this transition, CleaHRStrat Consulting Inc. CEO Eric St-Jean explores the capabilities of technology and how you can leverage it for both small and large HR projects.
The 5 Competencies of Highly Innovative OrganizationsErin Washington
Professor Ankush Chopra studied over 100 companies in North America and Europe to seek answers to the above questions. He found that companies across the world use the same set of competencies to become successful innovators. In this webinar, he shows how you can use these insights to develop and lead an innovative organization.
The 5 Competencies of Highly Innovative OrganizationsAggregage
Professor Ankush Chopra studied over 100 companies in North America and Europe to seek answers to the above questions. He found that companies across the world use the same set of competencies to become successful innovators. In this webinar, he shows how you can use these insights to develop and lead an innovative organization.
Transitioning to HR Tech: You Can Do This - Drive Company Value with a HR App...Aggregage
As HR professionals are becoming more technologically proficient, we have the capability to implement new, more efficient systems. By implementing a HR application network, we enable work and increase the value of our company’s output.
This webinar will outline the cost and benefits of HR suite solutions that deliver integrated HR, Payroll, Employee Time, and Benefits. It will compare the HR suite approach to a true application network approach that can bring best-in-class boutique applications for each HR function and reduce vendor lock-in. HRIS Solution Architect Steve Pruneau will explore the idea of an app network strategy which includes integrating specialty apps from different vendors, each selected based on how they will meet your company’s needs.
Transitioning to HR Tech: You Can Do This - Drive Company Value with a HR App...Naba Ahmed
As HR professionals are becoming more technologically proficient, we have the capability to implement new, more efficient systems. By implementing a HR application network, we enable work and increase the value of our company’s output.
This webinar will outline the cost and benefits of HR suite solutions that deliver integrated HR, Payroll, Employee Time, and Benefits. It will compare the HR suite approach to a true application network approach that can bring best-in-class boutique applications for each HR function and reduce vendor lock-in. HRIS Solution Architect Steve Pruneau will explore the idea of an app network strategy which includes integrating specialty apps from different vendors, each selected based on how they will meet your company’s needs.
When introducing Workday into your organization, how you manage change is critical to a successful transition. While change is most often driven from a technology perspective, a successful change management program should be focused on the impact to strategy, business processes, and people. Increasing user adoption of Workday and improving how work gets done within an organization requires an intentional investment of effort.
#FIRMday London 28/04/16 - Armstrong Craven 'Best Practice Talent PipeliningEmma Mirrington
Teresa Wykes from Armstrong Craven presents 'Best Practice Talent Pipelining' Essential learning for novices or a refresher session for those already doing it. Support for talent teams to handle and coach hiring managers as they are required to socialise with talent and lead their own succession planning. Theory, best practice, what works and doesn't work in this talent strategy approach.
Customer preferences are constantly evolving, creating the need for contact centers to change in order to meet their needs. What communication channels do customers prefer? Leading contact center and technology experts will discuss trends in phone, chat, email, SMS and self-serve options in order to help our audience better connect with, retain and acquire customers. Join Tony Medrano, CEO of RapportBoost.ai, Nate Brown, Co-Founder of CX Accelerator, and Kaye Chapman, Learning and Development Manager at Comm100, as they present real case studies of how companies are adapting to industry trends to meet the needs of customers and agents.
Top Priorities in Customer-Centric Contact CentersAggregage
Customer preferences are constantly evolving, creating the need for contact centers to change in order to meet their needs. What communication channels do customers prefer? Leading contact center and technology experts will discuss trends in phone, chat, email, SMS and self-serve options in order to help our audience better connect with, retain and acquire customers. Join Tony Medrano, CEO of RapportBoost.ai, Nate Brown, Co-Founder of CX Accelerator, and Kaye Chapman, Learning and Development Manager at Comm100, as they present real case studies of how companies are adapting to industry trends to meet the needs of customers and agents.
Transitioning to HR Tech: Are HR Technologies Ruining Your Employee Experience? Naba Ahmed
In this webinar, experienced HR Tech Strategist and Marketer, Rayanne Thorn shares ideas about how to positively impact employee experience and change management without shortchanging the humans that HR Tech and technological innovation are supposed to benefit.
Even happy employees peruse job boards for the next best thing, especially during a time of low unemployment like we are currently experiencing. Increase employee retention & decrease attrition in order to hang on to the quality employees you worked so hard to attract and hire.
Transitioning to HR Tech: Are HR Technologies Ruining Your Employee Experience?Aggregage
In this webinar, experienced HR Tech Strategist and Marketer, Rayanne Thorn shares ideas about how to positively impact employee experience and change management without shortchanging the humans that HR Tech and technological innovation are supposed to benefit.
Even happy employees peruse job boards for the next best thing, especially during a time of low unemployment like we are currently experiencing. Increase employee retention & decrease attrition in order to hang on to the quality employees you worked so hard to attract and hire.
Up Your Analytics Game: How to Empower People to Take ActionAggregage
The document summarizes a webinar titled "Up Your Analytics Game: How to Empower People to Take Action" presented by Tom Davenport and Naba Ahmed. The webinar discussed how advanced analytics and AI are increasingly being used in financial services for HR functions like recruiting, engagement, and retention. While many financial services firms collaborate between HR and finance using data, challenges remain in fully integrating data and developing HR analytics skills. The webinar provided an overview of current analytics uses and challenges to improve HR and finance collaboration through data.
Up Your Analytics Game: How to Empower People to Take ActionNaba Ahmed
HR leaders in Financial Services are adopting the use of data and analytics faster than many other business functions and job roles. For so long their focus has been within the HR function; they express doubt regarding their ability to collaborate effectively with their Finance counterparts to uncover actionable insights. In fact, in a recent survey of 450 Financial Services professionals, 95% of respondents agreed that better integration of HR and Finance data was a top priority for the year.
Why is this so important? Because the demands on HR have changed significantly, as HR leaders move into a more strategic role. It requires both an increasingly forward-looking workforce strategy, and quantification of HR’s business contributions. This is compounded for the Financial Services sector, which is faced with rapidly changing regulatory and compliance requirements, and the need to attract and retain tech-savvy talent in an industry that is sometimes viewed as more traditional and less tech-savvy.
Join our webcast featuring top-ranked analyst and bestselling author of Competing on Analytics, Tom Davenport, to learn how analytics technology provides HR with unique insights that create strategic value.
Marketing for Where You Want to Be – 5 Proven Ways to Get Leads & GrowClearEdge Marketing
Leslie Vickrey, President and Founder of ClearEdge Marketing, examines today’s top 5 most successful marketing approaches, from social media and target account campaigns to events and the ever-essential website optimization. This presentation is a chance to explore your most critical marketing questions:
- Which marketing approaches are right for my business and which ones are wrong?
- How can I ensure my marketing efforts deliver results in the form of sales leads, candidates and brand building?
- What does successful marketing look like for an IT or Engineering staffing/services firm like mine?
- What marketing tools are most effective for recruiting and what tools are most effective for business leads?
Armed with IT and Engineering services/staffing case studies, a portfolio of marketing solutions and over a decade of experience building marketing strategies and tools for services/staffing firms nationwide, Leslie will guide you through the urgent marketing lessons your business needs to know.
Digital Workplace Case Study: How the Municipality of Duffel successfully swi...Patrick Van Renterghem
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More Than Passing Trends: New Critical Success Factors in IT Systems TrainingHuman Capital Media
They’re more than passing trends. Wisely incorporating contemporary learning factors — such as mobile, social, and multi-generational learning — into training strategies is generating measurably improved performance outcomes.
What many of us consider buzzwords are in fact powerful training approaches that, when used properly, can deliver not only higher returns on performance but also significantly higher rates of employee satisfaction and return on investment.
This 30-minute webcast with client case studies will examine these new critical success factors as they relate to IT systems training. Kelly Lake, a 25-year industry veteran and Aptara’s senior vice president of global strategic solutions, will address specifically how they apply, how to effectively address them during your planning phase and how to practically implement them during deployment. As with any strategy, there’s no one size fits all. The key to successfully employing new approaches is understanding when and where they make sense — for your learners, your locations and your culture.
Join us Tuesday, June 9, for a deeper understanding of the factors redefining end-user systems training and how to successfully apply them in your own organization.
In this session attendees will:
Learn how planning and alignment are the keys to performance improvement.
Understand how a multi-delivery approach will ensure success.
Understand the impact of generational learning.
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Transitioning to HR Tech: The Power of Pilot Programs
1. The Power of HR Tech Pilot Programs
Jeanne Achille Naba Ahmed
With: Moderated by:
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--OR--
2. We believe great businesses are powered by great people. Guided by
decades of experience and innovation, Kronos® offers the industry’s
most powerful suite of tools and services to manage and engage your
entire workforce from pre-hire to retire. And because workforce needs
are constantly changing, Kronos solutions are designed to evolve with
you to help meet the challenges you face every day — regardless of
your industry or where you do business.
3. 3
Click on the Questions panel to
interact with the presenters
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4. About Jeanne Achille
Jeanne Achille chairs the Women in HR Tech Summit. As Founder and CEO of The Devon Group, she has more than
25 years of HR technology sales, marketing and PR experience. She has helped design and launch thousands of
products in the HR tech category including sourcing, recruiting, onboarding, HRMS/payroll, relocation, talent
management, succession planning and coaching solutions. Follow her on Twitter and connect on LinkedIn.
About Naba Ahmed
Naba went to Cal Poly, San Luis Obispo and majored in Journalism and minored in Integrated Marketing
Communications. After working as Editor-in-Chief at the campus newspaper, she became interested in developing
content across multiple platforms, and now works as a Content Marketing Specialist at Aggregage, providing some of the
most interesting thought-leaders across a wide variety of industries with a space to celebrate the diversity, depth, and
experience of their professional cultures, personalities, and passions.
5. 5
Agenda
• The Definition Of A Pilot Program
• Why More Companies Are First Piloting
Before Buying
• What Can Be Successfully Piloted [And What
Cannot]
• Questions To Ask Your Vendors
The Power of HR Tech Pilot Programs
6. 6
Best practices: Taking a page from academia, enter the
feasibility study:
• Whether large or small, if it touches the workforce,
consider testing its feasibility first
• Each culture is different in terms of
change management, resiliency and
Innovation
• What does success look like in your
organization?
7. 7
• Project Scope – the business problem to be solved +/or the value to be
achieved
• Current Analysis – how are you addressing this issue today
• Requirements – time, energy, budget
• Approach – one vendor or multiple vendors? Who will manage the
program? Who will own the program?
• Evaluation – what measurements are meaningful and at what point in
the process?
• Conclusion – is the next step to go forward, modify or abandon?
8. 8
• HR’s focus is on the employee population
• Try before you buy – test innovation in a safe
environment
• Waterfall to Agile methodology – let’s be real: HR
doesn’t score a lot of attention from IT
Reasons Why…
9. 9
Technology can be scary, messy and exhilarating
• Payrolling using cryptocurrency
• Automated interview scheduling
• Sourcing without human intervention
• People analytics
11. 11
What Can Be Successfully Piloted:
• Global Payroll
• Assessment Testing
• Sourcing & Recruiting Solutions
• Interview Tools
• Employee Communications Solutions
• Onboarding
12. 12
Proceed With Caution:
• Time and Attendance
• Compensation Management
• Integrated Talent Management
• Enterprise Learning & Development
• Benefits Management
13. 13
Questions:
• Does my preferred vendor offer pilot programs? If
not, why not?
• Will a pilot help determine solution fit by providing
enough data and results?
• What does the eventual migration to full production
look like?
• How will employees and managers react?
• Can HR manage this pilot without support?
• Does the potential value justify the disruption?
14. 14
“Pilot programs are often indicators of the long-term
relationship a client will experience with a solution
provider.”
-Global VP, HR Technology Vendor
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