Recent Webinars

How the World's Most Admired Companies Use Corporate Culture as a Source of Competitive Advantage December 10, 2013

Time: 2:30 p.m. ET

Please join us for a complimentary webinar as we discuss the findings from an exclusive HR-specific recalibration of Fortune magazine’s 2013 Most Admired Companies rankings, as well as the key HR and business practices that distinguish these companies from their competitors.

Since 1997, Hay Group has partnered with Fortune magazine annually to identify the Most Admired Companies and the business practices that make them great. In an exclusive arrangement with Human Resource Executive®, Hay Group has analyzed the Fortune data and identified the 50 companies that are most admired when it comes to HR practices and key attributes they share.

A hallmark of Most Admired Companies is a focus on the cultivation of corporate culture. The World’s Most Admired Companies treat culture as a competitive advantage, and leadership plays an active role in nurturing culture to preserve its value as a competitive asset over time.  These companies have figured out how to sustain core values for the long-term while, at the same time, evolving their cultures to stay connected to their markets, customers and employees. That is, they have learned to respect history and change for the future, to maintain continuity and continuously adapt.

During this webinar, the leaders of Hay Group's research team will discuss how Most Admired Companies view and manage corporate culture. They will explore differences in perspectives by geographic region and how Most Admired Companies such as Coca-Cola and IBM use culture to their advantage.

Join us to be the first to learn who made the final cut on this year's list of the Most Admired Companies for HR -- and what distinguishes this elite group of employers from the rest.

Space is limited, so register today! for Engaging High-Potential Employees

Date: September 17, 2013

Time: 2:30 p.m. ET

Learn How Best to Identify, Develop and Retain Your High-Potential Talent—Before They Leave as the Economy Improves

Organizations have invested millions of dollars into identifying and developing high-potentials within their workforce. These cream-of-the-crop individuals are often pegged for leadership roles early on in their careers and are the first to participate in innovative leadership-development programs.

Yet despite the considerable amount of time and effort companies put into fostering such talent, studies reveal that many high-potentials remain unengaged in their work and continue to actively pursue other opportunities. (In the last 12 months, 30 percent of high-potentials have changed jobs, a number that is expected to increase as the economy improves.)

Most CEOs consider retaining high-potentials a top priority, but the reality is many organizations are ineffective when it comes to managing and keeping such talent.  In this insightful and timely webinar, Dr. Bob Nelson, one of the leading authorities on employee recognition, motivation and engagement, will explore specific steps employers can take to address these shortcomings. Among other things, you will learn how to identify high-potentials, what the six strategies for increasing high-potential engagement are; and how CNN/Turner Broadcasting is successfully developing its high-potentials.

Discover the best practices of leading organizations as they seek to motivate and empower their high-potential populations. Learn skills you can apply to your own workforce before these special performers leave, including how to keep high-potentials engaged and invested in their work—and performing at highest levels.

Special Bonus: The first 50 registrants will receive a complimentary copy of the latest edition of Dr. Nelson’s best-selling 1501 Ways to Reward Employees.

About the Presenter:

Dr. Bob Nelson is president of Nelson Motivation Inc.—a management training and consulting company that specializes in helping organizations improve their management practices, programs and systems—and has worked with 80 percent of the Fortune 500.  He is co-founder of Recognition Professionals International and has worked closely with Dr. Ken Blanchard, “The One Minute Manager” for 10 years.

Dr. Nelson has sold 4 million books on management and employee motivation, including 1001 Ways to Reward Employees, now in a new edition entitled 1501 Ways to Reward Employees.  He has appeared extensively in the national media including CBS’ 60 Minutes, CNN, MSNBC, PBS and NPR, and has been featured in The New York Times, The Wall Street Journal and The Washington Post.

Space is limited, so register today! a Dialogue Between Jason Averbook and Bill Kutik -- Exclusive Focus on What’s Happening Soon in HR Tech

Date: August 7, 2013

Time: 2:30 p.m. ET

Join two of HRE’s "World’s Most Powerful HR Technology Experts" – long-time friends who don’t always agree – for a discussion about the future of HR technology. Not what might happen eventually, not what’s likely to happen next year, but the changes they see happening that will impact you soon, if not right now.

No two are better informed for this dialogue. Jason Averbook meets with CHRO’s of major companies about their technology strategy every day – when he’s not on planes flying between them. Bill Kutik is on top of vendor strategies and products and will have just returned from a week of full-day briefings with the major HCM players in Silicon Valley.

Some developments that affect you they will consider:

*         Companies are finally doing Metrics and Analytics now.

*         What does HR need to be great at today to be successful?

*          How can organizations (and why they must) provide consumer-like software experiences.

*          Why do some big companies – with the same tens of millions of dollars invested in their on-premise HR systems – "rip and repair" today, while others may wait five or ten years?

*          What’s wrong with continuing to upgrade old technology?

*          HR is starting a perfect five-year storm with the same mandate for massive change that IT got with the Y2K problem. What are the three parts?

*          Let’s not waste another generation of new computing technology.

Your questions will be addressed throughout the discussion. E-mail with others beforehand.

Space is limited, so register today!


HR Succession: When the Cobbler’s Children Have No Shoes

Date: June 26, 2013

Time: 2:30 p.m. ET

According to a study by Cornell University, only 36 percent of chief human resource officers in the United States obtained their position through promotion from within, while 54 percent were hired from outside the organization. Meanwhile, the same study finds that 65 percent of CEOs and 54 percent of CFOs were promoted from within.

If you don’t find this discrepancy disturbing, you should. Not only do these findings suggest that strong internal candidates for the top HR role are being overlooked, but that the HR department -- which is typically responsible for ensuring succession planning is taking place throughout the organization -- is failing to perform this vital function for itself.

When HR leaders take the time to develop an HR succession plan, it can not only save companies the time and expense -- not to mention minimize the potential risks -- associated with finding outside candidates who can step into these roles, but it also elevates the overall talent and capability of your top HR team.

In their presentation, Patti Johnson and Michael Peel will draw upon their own extensive experience as HR leaders and through advising clients on what often gets in the way of HR executives being promoted from within, what HR leaders can and should be doing to groom their potential successors, and the keys to success in this vital endeavor.

This webinar is intended not only for HR leaders, but also for high-potential HR talent who hope to one day assume the top HR spot at their organizations.

Join us for what promises to be an informative and lively event. Space is limited, so register today!

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