The Ledbetter Fair Pay Act: What Does it Mean For Your Business?

Big data has become one of the guiding realities for businesses in today’s economy. As with many of its fellow departments, HR is now starting to realize the value and use Big Data to more accurately predict the health and productivity of the workforce.

In this webinar Tom McKeown, CEO and Co-Founder of TrenData will help define Big Data, in both structured and unstructured form, as well as providing methodologies to access and use Big Data to the business benefit of the organization. This will all be discussed in a framework of how to implement an overall people analytics strategy.

Tom McKeown is the CEO and Co-founder of TrenData. He is a senior executive with over twenty-five years of experience in bringing innovative software to market. Tom’s passion is to provide easy to use solutions that both visualize and guide organizations to their best possible future.

During his career, Tom has propelled growth in several early and middle stage start-up companies resulting in acquisitions that provided multi-million dollar returns for investors. In the past 10 years Tom has lead two Dallas based human resources software companies, HRsmart and Aquire Solutions, to triple digit growth and successful acquisitions by larger industry players. Prior to that Tom held senior level executive positions at Citrix Systems, Quantum Corporation, and Adobe Systems.


Tom is a graduate of Trinity College in Hartford, Connecticut, where he earned a bachelor’s degree in mathematics and computer science.

We provide an introduction into how to leverage behavioural science to better understand not only the corporation’s stated values but also the lived values of employees. By assessing institutional and individuals values, we can ascribe a numeric “score” that measures the cultural alignment (and misalignment) within the workplace. As a result, HR professionals gain the intelligence they need to recruit, retain and engineer a highly-engaged, top-performing workforce.

Learn how quantifying corporate culture can benefit:

* Executives: Increasing company profitability & employee performance
* Managers: Maximizing employee engagement & workgroup productivity
* Employees: Understanding cultural fit & opportunities for advancement

Erin Michelson is Founder & CEO of Summery (www.summery.ai), a data analytics company that leverages behavioural science to quantify institutional culture and individual social impact values. Recognized as a pioneer in the #PhilTech space, Erin has been profiled in @Entrepreneur, @BBCTech, @HuffPost, @NatGeoTravel, @NPR, @FoxNews.

Last year, the World Economic Forum’s Global Gender Gap Report, best known for the annual Davos gatherings, added 47 years to the time necessary to reach workplace equality. According to the WEF, in 2017, gender parity ‘shifted into reverse” and it will take 217 YEARS for disparities in the pay and employment opportunities of men and women to end. It is the first time since 2006 that “slow but steady progress” toward parity has halted.

Join this interactive session to learn more about
- The factors that will help us close the gender pay gap
- The new opportunities available to women today

About the Speaker:
Bobbie Carlton is the founder of Innovation Women, a new model speaker’s bureau for entrepreneurial, technical and innovative women. The company helps connect women with event managers looking for speakers, panelists, moderators and presenters, especially for industry conferences and events. In 2010 Bobbie was named one of the “Ten Bostonians who have done the most for the startup community.”

Everyone would agree that annual performance management tools and processes are broken and many are looking towards continuous performance management, but most of the time this does not address the real criteria of performance. We will explain the equation of performance, detail the main criteria and show how to fix employee performance management and boost engagement at the same time.

When attracting and recruiting top talent, what does your organisation focus on? Pay? Financial and health benefits such as health insurance and pension or is it something else? Advertising what else your organisation does to promote employee experience and happiness will undoubtedly make you stand out. Attracting and retaining top talents needs an approach that is round and includes more than just pay and benefits. This webinar will look at some of the latest trends around happiness and growth mindset in organisation and why these are the secrets to creating a talent pool of top people in your organisation.

Presented by members of the VR/AR Association, a global industry group that has over 3900+ companies and universities registered and working together on best practices, guidelines, and standards. VR & AR is now used to train staff at companies like Walmart. Attend to learn more!

Employee Engagement Pulse Surveys are critical to every employee engagement strategy. During this webinar, DecisionWise's President, Greg Zippi, along with David L. Mason, Director of I/O Psychology explore the benefits of using frequent pulse surveys as part of your employee listening strategy.

Topics for discussion

1. Defining the different types of employee surveys
2. Proper use of pulse surveys
3. How to avoid survey fatigue
4. How technology improvements allow you to have a pulse on your overall employee engagement
5. How scientific questions with a statistical process can increase clarity around pulse survey response
6. A short demonstration of the DecisionWise pulse survey tools

Presenter Information:

Greg Zippi:

As President of DecisionWise, Greg Zippi is responsible for all client-facing aspects of the business including product development, marketing, sales and delivery. In addition, he oversees all strategic business development initiatives.

Dr. David Mason

David is an experienced Consultant and leads the I/O Psychology and Data Science learning and curriculum efforts at DecisionWise, and is responsible for the design of our training, facilitation, and workshops. He leads sessions throughout the world on employee engagement and workplace learning. Having completed a Ph.D. in Psychology at Columbia University, and undergraduate and graduate degrees in Psychology at Brigham Young University, Dr. Mason turns his understanding of adult learning and psychology into business concepts, working with numerous businesses and academic institutions. Prior to joining DecisionWise, David taught in the Department of Cognitive, Perceptual, and Brain Sciences at University College London. In addition to Dr. Mason’s strong presentation and facilitation skills, DecisionWise often taps into his extensive knowledge of statistics and research in developing and evaluating assessments.

DecisionWise will help you understand how to create an engaged workforce. This is the age of the employee, and the majority of organizations are failing to meet their employee's expectations, why?

The authors of the best selling book The Employee Experience will share best practices for improving the employee experience and creating engaged employees in your organization.

What you can expect to learn:

--What are the different contracts we make with our employees can lead to expectation misalignment.

--The difference between the Employee Experience and Employee Engagement

--Company maturity impacts your employee experience strategy.

--Market trends that may impact the employee experience

All attendees will receive a free book signed by the authors.

Dr. Tracy Maylett: Tracy's business, coaching, and consulting background extends over a period of two decades and across five continents.Tracy is the Chief Executive Officer of DecisionWise, and is responsible for guiding the overall strategy of DecisionWise, as well as leading large-scale change efforts for clients throughout the globe.

Matt Wride, JD:As DecisionWise’s Chief Operating Officer and executive consultant, Matt oversees the company’s operations, as well as its finance, legal, and administrative functions. He consults with executives around the globe on creating employee engagement at the organizational, team, and individual levels.

How can women best position themselves to navigate today's digital workplace, grow their sphere of influence and maximize career growth. This interactive Webcam Panel session in the "Women in Tech" series showcases the journeys of inspirational women who have advanced their careers in tech in innovative and standout ways.

Speakers:
- Sandy Atwell, Board of Directors, UCX and VP of Business Development, Calgary Scientific
- Kelly Ireland, CEO and Founder of CB Technologies
- Laura Fucci, CIO of City of Henderson
- Jocelyn DeGance Graham, Founder, CloudNOW

It’s impossible to retain top talent if they never make it onboard!

Over one third of employers report losing candidates because of a bad background screening process. In a competitive labor market, even the slightest hitch in the hiring process can lead to a poor candidate experience and lost hires. In contrast, well implemented background screens can improve the candidate experience, reduce risky hires, and lead to reduced turnover.

You will learn:
-Why background screening is critical to the candidate experience
-What to look for when selecting and implementing a background screening provider
-How background screening can impact your overall employer brand and improve retention rates

In a global market that can be quick to change and volatile diverse skills and ideas are needed more than ever. However when faced with over 200 applicants or more for just two roles, time constraints and efficiency needed to whittle candidates down can lead to organisations missing these hidden qualities. Changing the way we recruit can be risky, but small changes in how we attract, select and interact with potential talent can make a difference long term. In this introductory webinar, suggestions about how to do this will be made and discussed.

If you train people, but don’t proactively manage the transfer of that learning into the workflow, you are wasting your money. And yet so few organisations manage learning transfer well, if at all. It is the elephant in the room. Learn how to ‘see’ the elephant, and then how to manage learning transfer so you get a better return on your training/learning investment.

Receive HRCI and SHRM credit for attending.

During this webinar we’ll share the best methods for preparing, administering, and rolling out the results from your employee engagement survey based on over 20 years of experience conducting surveys around the world. We’ll also identify the most common mistakes organizations make when conducting an employee engagement survey and how to avoid them.

During this webinar we will cover the following topics:

6 anchor questions that measure employee engagement
How to achieve high participation
Ensuring confidentiality to collect honest feedback
3 common survey administration mistakes
Effective ways to roll out the results
Training managers to conduct action planning meetings
Holding leaders accountable to improve engagement

About the Presenter: Christian Nielson is a Principal Consultant at DecisionWise and leads a team of consultants who conduct engagement surveys for clients around the world. He is an expert on how to conduct employee surveys and get the most from the results.

Don't exacerbate turnover issues or risk losing skilled talent by giving up too soon on under-performers. Instead, take a look at these root causes for a lackluster performance and turn this situation around.Your colleagues and business partners will become more engaged and elevate their performance when you take this approach.

In this webinar you will learn what the key secrets of employee engagement are and how to develop a growth mindset culture with highly engaged employees.

In this webinar, you will learn about:
-The cost associated with Disengaged Employees
-The 3 levels of Employee (Dis)-Engagement
-How to identify disengaged employees
-Leadership techniques to energize your workforce and prevent employee disengagement

When recruiting people do you look for skills or potential? Talent is something that needs to be honed and continually developed and skills can always be learnt and improved. In an ever changing world organisations need people who can be flexible, continually learn and are able to take new ideas forward quickly. In short attracting people with a growth mindset and therefore learning potential will ensure your organisation is future fit. But even that’s not enough, you need to stand out against other companies as the place to work, a place where people will not only grow but be happy too.

“Great vision without great people is irrelevant.”- Jim Collins, Good to Great

Not that long ago, talent acquisition was referred to as the recruiting department – with no more responsibility than reviewing resumes, screening candidates, and organizing candidate interviews. The phrase “talent acquisition” is now mainstream and widely accepted by companies of all sizes.

Now you and your organization, your employee brand ambassadors, have a story to tell, one that draws people to your organization now, and in the future, so what’s YOUR STORY?

This presentation will identify how individual communication impacts the brand, how brands communicate and what it all means for recruiting and employer branding. This session will demonstrate how to utilize the best search engines and sourcing tools available today to find biographical information as well as lists of names of top talent on the web. We will explore a variety of search tools as well as essential techniques for leveraging social media sites to attract and locate the candidates that you need to fill your toughest requisitions.

There is a broad end-to-end focus needed; one which stretches from building a strategic employment brand, through sourcing and recruiting, all the way to onboarding top people.

Key Takeaways:

 Planning and Strategizing

 Segmenting the Workforce

 Creating, Validating and Maintaining an Employment Brand

 Managing and Cultivating Candidate Relationships

 Defining Metrics and Conducting Analysis

 Creating an Organizational Recruiting Culture