Name: Executive Overview Q2 2010 Global Market Brief & Labor Risk Index
Start: 2010-05-12T12:30:00Z
End: 2010-05-12T13:13:21.000Z
Location: BrightTALK
Rating: 5

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

On October 3rd in support of Manufacturing Day, manufacturers and educators around the country will join forces to educate the general public on the importance of US Manufacturing and raise awareness as to the career opportunities that exist in the manufacturing industry all while tackling the negative perception issue that has been affecting the industry’s ability to attract workers with highly sought after skills.  

Whether you believe in what has been described as manufacturing renaissance or not, one thing is certain, manufacturers are struggling to attract, engage, and retain talent critical to their operations.  And to further complicate matters, manufacturers have to plan for an aging workforce which more than half is estimated to reach retirement age by 2025.

Join us to learn more about what your organization can do to attract, engage, and retain today’s in-demand manufacturing talent.

Attracting, Engaging, and Retaining today’s critical Manufacturing Talent

Do you deploy technical field service talent for repairs, upgrades, installations, remediation, break-fixes or calibration of medical devices? If you do, you are no doubt managing increasing administration, compliance and regulatory requirements, alongside the need to find talented engineers to do the work on time and on budget.

As a supplier to one of the most heavily regulated industries in the world, the quality and timeliness of the technical support your customers receive is critical—not just when things go wrong, but every single day for routine tasks too.

Recalls, product upgrades, government mandates and scheduled quality checks or repairs all take significant resources to staff and project manage. As compliance requirements and product complexity increase, so too does the task of properly installing and maintaining the medical devices that millions of patients rely upon each year across the US.

How to deliver better, leaner field service

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.

Gen Now - Understanding the Multi-Gen Workforce

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.

Preparing for automatic enrolment in the UK

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.

4 Reasons to Improve Employee Engagement

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.

Help Them Grow or Watch Them Go - The Career Development Imperative

Preparing for Pensions Automatic Enrolment in the UK

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 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

Attracting, Retaining and Managing Top Talent

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.

The Leadership Disconnect

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 STEM Talent Gap

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.

Key Findings, KGWI: The Rise of Social Media for Personal and Professional Use

Join us for a webcast on 5 ways to improve your recruitment in Asia-Pacific. During this webcast we will help you to understand: What Motivates your Employees; How do you Measure Candidate Quality; How to Recruit the Right Candidate in a Growing Market; Finding the Right Balance for Your Workforce – Permanent Employees vs. Contingent and Temporary Labor; and the Five Things you can Focus on to Improve Your Overall Candidate Experience.

5 Ways to Improve Your Recruitment in Asia-Pacific: Key Findings Webcast

Join Lance J. Richards, GPHR, SPHR - VP Office of Innovation and Jason S. Morga, PHR - Senior Director, Americas Marketing of Kelly Services for an executive briefing on the key findings of the 2012 Kelly Global Workforce Index.

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 employees 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 latest 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.

Employers looking to increase retention and find solutions to their talent management challenges will benefit from understanding why: Employees seek movement to gain skills and develop; How happiness at work is linked to the meaning they derive from it; and how meaning at work is largely about an individual’s ability to excel.

Executive Briefing, Kelly Global Workforce Index: Key Findings

This webcast, delivered by Alan Edwards, Vice President and Product Leader, Kelly Services, will discuss the new dynamics of work—addressing the perceptions versus realities of employment expectations.  Highlighting the growing perception gap between employee and employer expectations related to employment, we will provide specific metrics and trends around employment in the Southeast.

The Employment Gap: Exploring Employee vs. Employer Expectations

Join Zachary Misko, Vice President and Market Development Lead, KellyOCG and multi-million copy best-selling author, Dr. Bob Nelson (1001 Ways to Reward Employees), for a power-packed session that will show you the best strategies and practices for attracting and retaining top talent today. A stunning 84% of current employees report that they will change employers in 2011 (CNN Money), which includes 25% of your top performers according to the Harvard Business Review. Are you ready for that?

* Session Pending Approval for 1.0 Strategic CEU credits by HRCI

Attracting and Retaining Talent in a Challenging Economy

The third of a 3 part series explaining the basics of MSP programs for European markets. Ideal for companies just beginning to explore MSP solutions and/or VMS technologies for enhanced contingent labour management. 
Part 3 articulates the business case for MSP and helps to determine your readiness.

MSP Program Essentials for Europe, Part 3: Business Case and Readiness

The second of a 3 part series explaining the basics of MSP programs for European markets. Ideal for companies just beginning to explore MSP solutions and/or VMS technologies for enhanced contingent labour management. 
Part 2 discusses the different sourcing models in use and how to integrate with MSP strategy.

MSP Program Essentials for Europe, Part 2: Sourcing Models

This report leverages Kelly's labor market knowledge with Eurasia Group's expertise in political and socioeconomic risk analysis to deliver a unique tool for companies as they assess scenario plans around market investments and global labor strategies. Join Ian Bremmer, President, Eurasia Group, as he highlights major developments from amongst the 55 countries covered in the Index.

Executive Overview Q2 2010 Global Market Brief & Labor Risk Index

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Many elements come into play when attracting the right talent. Is your careers page up-to-date? Does your website accurately represent your company culture and communicate it clearly to recruited applicants? In terms of internal processes, do you have an ongoing talent acquisition strategy? How efficient are your application screening and onboarding processes? Where and how are you looking for top candidates and are you enabling them to find you? Discover best practices and learn from industry thought leaders by joining the recruiting community.

Recruiting

Happy employees make productive employees. HR managers are now finding that compensation and benefits alone cannot keep employees happy; they also need nurturing through proper training and development. Join the BrightTALK talent management community to learn how to engage and retain your best talent by providing them with the tools and rewards they need to enhance their performance and reach their potential.

Talent Management

Small businesses and enterprises alike are competing for not only market share, but also for the best employees to move their businesses forward. Competitive salary and benefits packages are the foundation of high employee satisfaction. Join this community to keep up with changing regulations and learn how to optimize workforce costs with competitive yet cost-effective employee benefits and compensation plans.

Benefits and Compensation

Modern human resources professionals are charged with not only the recruitment of talent, but also retention, satisfaction and management. They also support the training, assessment and compensation aspects of employee management. Join this community to connect with thought leaders and learn about trends in benefits, compensation and talent management. Stay ahead of the curve to attract and retain top talent and strengthen organizational leadership and culture.

HR Strategy

Human resources is intrinsically linked to business success and requires a thoughtful balance of a variety of complex issues. The human resources community on BrightTALK is made up of thousands of professionals in human resources exchanging human resources best practices and advice. Watch hundreds of on-demand webinars for immediate information or participate in upcoming live webinars and have your questions answered by respected HR thought leaders.

Human Resources

Leadership styles are continually evolving to incorporate new ways of thinking about employee satisfaction, motivation and performance. Find webinars and videos on the strategies, techniques and qualities that make an effective leader. By participating in this community you will gain insight into current leadership theories and how to optimize employee performance.

Leadership

Get powerful human resource management insights for your business. Connect with experts and colleagues to get the most up-to-date knowledge on which HR practices and strategies have been shown to be effective in retaining and growing talent.

In the business management community, commercial experts will be sharing webinars and videos on an array of subjects. From sales and marketing, to finance, productivity and growth, this content will help you stay up-to-date with the current economic environment and provide timely management insight to drive business growth.

Executive Overview Q2 2010 Global Market Brief & Labor Risk Index

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