Technology, innovation, flexibility, agility, engagement, employee experience, New Ways of Working…. These are all words we use heavily in HR when we talk about the Future of Work. They paint a picture, but how in focus that picture is depends on your vision for the future and how that vision aligns with the goals of the organization where you attempt to make it a reality.
In this session, we’ll dig into some aspects of what the future of work could mean – including best practices on new ways of working, employer branding, digital technology and employee wellbeing and resilience.
Key takeaways include:
• Identify some of the technologies that are going to drive success in the Future of Work
• Learn about the new ways of working that will drive employee engagement and productivity
• Understand what policies and practices will drive employer branding and employee loyalty.
For the first time in history, there are 5 generations in the workforce today – and they all have a different approach/preference to communicating, with 4 out of 5 of the generations deemed somewhat or very tech savvy. This round table discussion will focus on the best technological solutions a company can leverage to remove most of the complexity, making it easier to connect with each generation on their terms.
A 360® discussion will be presented by iCIMS Talent Cloud + Global HR Research Employment Screening + a Customer Perspective
Recruitment, employment screening and hiring have become quite complex. What is the best technology a company can rely on to connect with each of these generations effectively and with efficiency?
From automated hiring processes to remote work, there is a cultural shift happening in the way applicants choose to approach job searches and changes in 2021 - adding more complexity we now have 5 distinctive, and historical, generational segments in the workforce, each having their own unique preferences for engaging in the job search and hiring process. There are emerging, flexible, and technologically advanced hiring solutions to support companies that need to change the way they do business to attract, screen, and retain top talent by generation, specifically focused on the Boomers through Gen Z – but more importantly, we need to do that on their terms.
In order to successfully create diverse and inclusive workforces, companies must first clearly define what they mean by diversity, understand why they want to create it and set goals that outline how they’ll go about cultivating such an environment.
At a time when workforces not only expect, but demand that companies make diverse work cultures the norm, mapping a path toward diversity has never been more important. In this session, we’ll examine why companies need to champion diversity efforts, lay out the business case for their diversity approach and ultimately hold themselves accountable for achieving diversity as a goal.
· Create a clear definition of diversity that goals can be built around
· Know how to communicate the business need for D&I efforts
· Set benchmarks that improve diversity and tie into business goals.
HR teams everywhere are being asked to do more with less. Despite the investment in cloud-based HRIS systems, manual processes and tasks consume up to 65% of an HR team’s day. Instead of having your HR professionals spend their time filling out paper forms, tracking down signatures, and waiting for approvals, there is a better automated way. Every leading organization today is looking to rapidly improve their HR processes to attract, onboard, and retain talent with consistent business processes and digital experiences.
Given the impact of recent events, HR teams benefit from documenting their HR processes and automating what can be automated to help employees stay connected while working remote. HR teams that can navigate these fundamental workplace shifts will be well-positioned for the new normal going forward.
This session will provide practical, real-world guidance for leveraging visual and easy-to-use process mapping and workflow automation software to modernize HR processes and deliver exceptional digital experiences for employees.
You’ll learn how:
Is your company in the 80 percent that wants to keep their organization working fully remote after the pandemic is over? In early 2020, most companies out there had to adapt quickly — there was little time to create thoughtful strategies to ensure a shift to a remote work environment is sustainable for the business for the long-term.
But now, as employees prefer remote work and there are signs of cultural shifts towards remote work, even a hybrid approach as the norm, companies that wish to support this permanently may need to make changes. It’s time to figure out what adjustments must be made in operations and culture to make it work.
In this webinar, Debbie Millin, Chief Operating Officer at Globalization Partners, will share insights on how to assess, plan, and execute changes to help your workforce be more efficient, but also more connected, especially if a remote environment will be your new normal.
Join to learn:
· How to clearly communicate your remote work policies and keep your employees happy and informed
· Which required infrastructure changes you need to make to support daily operations and keep employees involved
· How to build a unique and cohesive company culture while managing remote international teams
· How to overcome compliance challenges concerning international employees or employees who are relocating
· Real examples of how Globalization Partners and other companies manage with remote international teams