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.
The nature of work has changed during the pandemic and as it has, so have the needs of people. While employee health and wellness plans are still an important part of a competitive benefits offering, employees today want more from employers. For their part, it’s in employer’s interest to meet those needs as a method of driving retention and improving the employee experience.
In this session, we’ll dive into how benefits designed to improve employee emotional wellbeing and financial savviness are becoming more popular and can improve employer reputation and increase employee engagement.
In the immediate aftermath of the move to remote work, productivity has been high as companies and their people have simply figured things out. This has come on new technology platforms and in different environments than people are typically used to.
With little sign that things will ever go back to normal, companies are left to figure out how to help their people be as efficient in the most secure environment possible. In this session, we’ll examine tools and processes to drive efficiency and security at the same time.
Key takeaways include:
At a time when organizations and their people need greater flexibility and agility, both employers and employees have to rethink the meaning of roles and jobs as we currently know them. Research shows that jobs have become increasingly fluid and dynamic, with the belief that the end of jobs—fixed, task-based work—is near. This is due to the changing ways of working that we see in the marketplace, as work shifts away from traditional reporting structures and transforms into networks of teams, where long held job duties and descriptions are transformed into job canvases, and from clearly defined skillsets to realizing a broad range of capabilities.
In this session, we’ll examine how to begin this transformation and what some of the hurdles will be along the way.
· Learn how to identify skills and expand the definition of roles
· Understand how to build team networks and spark collaboration between them
· Drive innovation and business results by creating fluid workflows that capitalize on diverse perspectives.