Workforce Live logoIn 2014, Human Capital Media is hosting Workforce Live! events in 6 cities across the US featuring 50+ speakers in the Human Resources/ Talent Management field. Workforce Live!  NYC took place on June 3, 2014 with a lineup of nine speakers who presented on HR matters in a fast-moving, TED-talk style.  The following is Part II of a brief recap of the event.

 

For the recap of Part I, click here to learn more about the following presentations:

A Total Rewards Rethink
Become a Talent Magnet!
Capturing Work-Life Well-Being in a High-Performance Era
How to Boost Talent Empowerment and Creativity

 

 

A Chat with Wall Street Journal Reporter Lauren Weber
Frank Kalman, Senior Editor of Workforce Magazine

In this Q&A session, Frank Kalman and Wall Street Journal careers and workplace reporter Lauren Weber discuss the following:

Skills Gap
Some employers say there is a skills gap.  In technology, new software, etc. requires skills upgrades every 2-3 years to stay relevant.  Overall, there is actually more to the question.  “Can I find the skills I need…at the price I want to pay?”  Ms. Weber sees skills development becoming more and more of an individual responsibility rather than one of government or companies. If companies pay enough, people will get the training they need on their own.  There will come a time when companies will have to provide training in order to attract workers.

Performance Management
Stacked rankings are being discarded by some companies and implemented in others.  They serve a purpose if companies are bloated or need to better assess their workforce.  As an overall operating strategy, they aren’t as useful. Today, companies are moving toward more real-time, continuous feedback processes in order to link company progress with individual performance.  Vendors say that these new systems allow companies to focus on identifying bad managers more than on low performing/mediocre employees.

Engagement
Engagement is a buzz word that isn’t consistently defined. Ms. Weber understands that companies want their employees to be engaged/ productive and yet sites examples of how companies are undermining the employee/employer social contract.

Employee/Employer Social Contract
For both, loyalty and trust are a thin bond.  Employees have more mobility than in the past. They are no longer tied to one company for their career.  Employers take employees for granted by requiring more from them with fewer resources.  More and more HR-related decisions are being driven by finances alone.

 

 

Improving the Candidate Experience in 2014
Holly DeMuro, Hire Expectations Institute Curator at iCIMS

As the economy strengthens, Glassdoor.com reports that 43% of workers expect to be able to find a job matched to their experience and current compensation levels in the next six months. Companies need to be able to target and attract both passive and active candidates.

Passive Candidates can be found through social recruiting.  Job descriptions are vital to attracting their attention.

Active Candidates need to be able to learn about opportunities. Search Engine Optimization and establishing a recognized and respected employer brand are keys. Candidates judge companies by how they present themselves online and by how accessible they are, i.e., mobile friendly.

 

 

From Data Management to Information Craftsmanship
Marc Miller, President & Founder of Mark S Miller Associates

According to SHRM, transforming HR into a strategic partner is one of the Top 10 HR Challenges Through 2015. Typical barriers include lack of executive sponsorship, inadequate technology, company culture (views of HR), and budget constraints.

Mr. Miller says that companies need to outsource/reduce administrative tasks in order to devote more time to business partnering and policy/planning.

While Big Data is the new buzz word, he doesn’t believe HR needs to focus on it just yet.  Instead, HR should develop a dashboard with relevant metrics that will allow company leaders to make better decisions.  Crafting information will be vital to the success of HR. Use color, graphics, etc. to present information in an easily digestible and meaningful manner.  Sample metrics are provided.

 

 

Creating a Culture Imperative
Laura Agostini, Chief Talent Officer at Worldwide JWT

Ms. Agostini presented data on how culture impacts talent.  C-Suites and their leadership teams are responsible for forging and managing the culture while employees shape it every day.

The Six Pillars of Culture are: Vision, Values, Practices, People, Narrative, and Place. Companies must address each of these pillars if they want to move from the typical to a Best Places to Work culture.

 

 

Beyond Once Upon a Time: Storytelling in HR
Susan Kushnir, Director of Organizational Development at Girl Scouts of the USA

Storytelling has implications and application within HR.

Ms. Kushnir used the example of a manager that insisted that one of his direct reports attend a conference call. The problem was that he scheduled the call on her wedding day. The manager’s concession was to hold an early morning call allowing her to get married that afternoon. This single story about one person has the potential to shape the perception of current and potential employees and customers. This wasn’t a good story for the company.

To be successful, companies must be able to craft stories that propel their strategic initiatives toward success.  Listen and capture the stories being told in your company.  Negative stories offer an opportunity for examination and change while the positive ones should be lauded and incorporated to reinforce/emphasize the culture of the organization.

 

 

 

The Spring Edition of Workforce Live! is now available for FREE online. By registering you will gain access to the New York City, Boston, and Washington, DC event presentations: http://live.workforce.com/#online-edition  Workforce Live! will be holding the remaining events in San Francisco, Dallas, and Chicago in September.

 

 

About Human Capital Media

“Human Capital Media Group (HCM) publishes Chief Learning Officer, Diversity Executive and Talent Management magazines. HCM also operates several widely referenced online industry resources. Human Capital Media leverages its award-winning editorial content with innovative integrated media products, including targeted e-newsletters, webinars, interactive websites, special print and online supplements, industry research and benchmarking, and conferences that bring together international audiences to network and discuss leading-edge strategy and best practices in the industry. Human Capital Media partners with recognized industry experts and provides thought-provoking feature articles, news, opinions and insights through its award-winning publications, events and e-media. Each Human Capital Media product gives readers the business intelligence and knowledge they need to succeed in new and changing markets.”1

 

 

 

1“About Us.” Human Capital Media. n.p., n.d. Web. 18 June 2014. <http://humancapitalmedia.com>.

 

 

 

P.S.  First time here?Welcome to the Agent In Engagement site. Thanks for taking the time to stop by!  I hope you’ll explore the rest of the site.Let me know what employee engagement topics interest you.

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