KellyOCG - The Talent Project

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Think Outside - Outsourcing & Consulting

Business Information Channel for HR and Procurement Professionals. Focuses on BPO, RPO, CWO, Career Transition and other HR and Procurement related themes.

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Gen Now - Understanding the Multi-Gen Workforce There are a number of factors that define the modern workplace, including a looming skills shortage and the impact of a multi-generational workforce.

In this webcast, we’ll take a closer look at the fundamental reasons why entire organizations, not just HR departments and leaders, must learn to respond to generational issues today. You’ll learn how to embrace the talent mix, tap into it, and use its strengths to deliver operational performance for your organization.
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Oct 15 2013
59 mins
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  • There are a number of factors that define the modern workplace, including a looming skills shortage and the impact of a multi-generational workforce.

    In this webcast, we’ll take a closer look at the fundamental reasons why entire organizations, not just HR departments and leaders, must learn to respond to generational issues today. You’ll learn how to embrace the talent mix, tap into it, and use its strengths to deliver operational performance for your organization.
  • Workplace pension law has changed making all employers take positive action to help their UK workers save for retirement. They must automatically enroll certain workers into a qualifying workplace pension scheme that the employer will contribute to. This webcast aims to provide information on preparing for auto-enrolment with guest speakers from NEST and Towers Watson.
  • With all the numbers and statistics that pass across executives’ desks, it’s no wonder the employee engagement score feels like one drop in a very large ocean.

    But it’s not. Employee engagement is a business measure like no other.

    No matter what your legacy issues may be, or what your employee engagement results have been in the past, it is possible to create a highly engaged workforce quickly, easily and without disproportionate investment in time, money or technology.

    Engagement is NOT an annual survey. Engagement is frequent, relevant and meaningful feedback and recognition. And the right tools will deliver exactly this. In this webcast, we will share 4 reasons to improve employee engagement as well as tips to get you started.
  • Study after study confirms that career development is the single most powerful tool managers have for driving retention, engagement, productivity and results. Nevertheless, it’s frequently the thing that gets sidelined. When asked, the number one reason managers give is that they just don’t have time. Don’t have time for the meetings, the forms, and the administrative hoops.

    But there’s a better way. And it’s surprisingly simple: frequent short conversations with employees about their career goals and options, integrated seamlessly into the normal course of business. Kaye and Morga will identify three broad types of conversations that have the power to motivate employees more deeply than any well-intentioned development event or process during this webcast. These conversations will increase employee’s awareness of their strengths, weaknesses and interests; point out where their organization and their industry are headed; and help them pull all of that together to design their own up-to-the-minute, personalized career paths.
  • Workplace pension law has changed making all employers take positive action to help their UK workers save for retirement. They must automatically enroll certain workers into a qualifying workplace pension scheme that the employer will contribute to. This webcast aims to provide information on preparing for auto-enrolment with guest speakers from NEST and Towers Watson.
  • The changing dynamics of the modern workplace are causing employees to closely evaluate career choices and their options for advancement. The idea of a career-for-life with one employer has certainly waned, but it is not entirely dead. At the other extreme, many employees now believe it is in their best interest to seek out opportunities with multiple employers, building their network and skill set along the way. This volatility in the labor market seems to be the new norm, and it poses special challenges for both employees seeking to advance their skills, and employers wishing to retain the best talent.

    Join us as we explore the changing attitudes of workers surrounding job mobility, career progression and work-life balance as part of a shift to a more autonomous, empowered and highly virtual workforce.
  • The 2012 Kelly Global Workforce Index shows that most workers feel under-valued, and frequently think about resigning—and this is a major issue for employers as they seek greater productivity from their people.

    Employees across the globe have experienced unprecedented economic turmoil, and they are restless. The findings of the 2012 KGWI report suggest that organizations seeking to attract and retain the most highly talented candidates need to do more than just focus on their HR performance; brand recognition and corporate culture are central to the way they are perceived in the broader labor market.

    This webcast will help employers who are looking to increase retention and find solutions to their talent management challenges by helping them understand:
    - Employees seek movement to gain skills and develop
    - Happiness at work is linked to the meaning they derive from it
    - Meaning at work is largely about an individual’s ability to excel
  • The vast majority of workers have not had an opportunity to fully digest the various academic theories of leadership, but they do see it in practice every day, and they have well-defined views about what constitutes good leadership. Our latest workforce research reveals that globally, just 38% of respondents are satisfied with their current management’s leadership style. Given the importance of rock-solid leadership in our current business climate and the resources that businesses devote to enhancing their leadership capabilities, this is a worrying gap for employers and employees alike.

    Join us as we take a closer look into the issue of leadership in the contemporary workplace from the employee perspective. Explore with us the way that workers think about the quality, direction, and style of leadership, and the degree to which they share the goals of those who head their organizations.
  • They may be relatively small in number, but they pull more than their fair share of economic weight. Amid higher unemployment and economic turmoil, we need them now more than ever. STEM jobs (roughly 97 occupations that fall into the science, technology, engineering and mathematics fields) are part of a critical cycle of economic growth. They are vital for national competitiveness, fueling the economy and creating more downstream jobs. Unfortunately, there are a number of factors that are inhibiting new entrants to STEM fields and luring existing participants away to others. Learn more about these forces and what employers can do today to turn the tide.
  • The 2012 Kelly Global Workforce Index shows that most workers feel under-valued, and frequently think about resigning—and this is a major issue for employers as they seek greater productivity from their people.

    The explosion of social media across the globe has transformed personal communications and opened up myriad of opportunities for interaction across communities, regions and peer groups. Along with the opportunities come challenges, nowhere more so than in the workplace. The spontaneous and free-ranging character of social media can sit uneasily in a work setting.

    Understanding and managing the workplace issues associated with social media is an evolving discipline. However, it is clear that attitudes toward social media are far from uniform. Generational, occupational and regional variances shape the way that people embrace these platforms.

    A fundamental question is whether there is a place that social media can, or should, occupy for individuals in the contemporary workplace. Views on this are divided.

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