*Join this session LIVE to have a chance to win Apple AirPods Max!
Wellness programs pledge to reduce absenteeism, lower healthcare costs, improve productivity, and increase employee morale, but few companies have realized those promised benefits. To deliver scalable, sustainable results, wellness programs must shift from telling employees what to do to stay healthy to helping them understand at an individual level why they struggle to put those recommendations into place. Moreover, companies can do much outside of their official wellness programs to create the kinds of environments where employees can flourish – personally and professionally.
This session aims to integrate the dimensions of Future of Work within the context of the organizational capabilities required for businesses to adapt and thrive as dynamic enterprises. During the session, you will learn how to advance HR technology and strategy in support of new operating systems that are emerging across the global organizations of tomorrow.
The convergence of technology advancements and new leadership mindsets are driving continuous transformations across all industries and reshaping the employee experience. In this session, participants will expand their knowledge of the capabilities required by HR organizations to meet the needs of their business through the lenses of Prudential’s activation of Future of Work transformation.
Every training team creates reports – often from a variety of disconnected systems and spreadsheets. While the information stored in these reports is vital, the challenges of data accessibility, data integrity, and limited tools for analytics in learning and development limit teams to offering after-the-fact feedback to the organization rather than fueling decisions with relevant data upfront. How can we, as training leaders, harness and leverage mission-critical data to guide mission-critical business decisions for our organizations?
Join John Peebles, CEO of Administrate, to review what the trajectory looks like for business intelligence-driven training organizations as they craft reporting that moves from information > insight > intelligence.
● How to Measure Training and Move your Business Forward.
● How to Grow towards Business Intelligence.
● What Business Intelligence Looks Like in Practice.
● Ways to Level-up your Reporting.
Companies thrive or fail on the quality of their people. Yet in talking to many leading talent organizations, we see that the root of all talent challenges is in hiring the wrong people.
Join Shweta Jacob, Recruiting Lead at Lever as she discusses the 5 challenges facing recruitment in 2021 including:
2021 is here and companies are relying on their teams to make an impact and drive growth. Ensuring your team is hiring the right people at the right time only helps accelerate that growth, so it pays to have the right processes and tools in place.
The global pandemic has forced every organization to change where and how they work, and we’ve all had to adapt, fast. While gathering feedback has always been a priority for savvy HR leaders, 2020 has clarified the importance of listening and acting on employee feedback as a means to navigate complex, strategic business change successfully.
Whether you need to assess the sustainability of remote work, formulate a return-to-work plan, or drive inclusion and belonging, understanding employee needs and sentiments, and how they evolve over time, is critical to business outcomes
In this session, join Chisom Agada, Director of Human Resources at SurveyMonkey, as he explains why feedback is the must-have fuel for strategic decision-making and change management, and shares a framework for how organizations can build a scalable and agile employee feedback program.
· Strategies to boost morale and performance during the COVID and post-COVID period
· How and why to put employee feedback at the center of present and future business decisions-making
· They key tenets of an effective employee feedback program
· How to spot opportunities and uncover areas of concern in survey data
What do beer and kombucha have to do performance management? It turns out, everything.
Join this session to learn more about how employee expectations have changed and how you can motivate them to perform at their best. Factors like self-efficacy and trust are critical yet often overlooked elements in most performance management approaches. By exploring mindsets and behaviors, organizations can improve performance by connecting people with what matters most to them while still achieving business results.