This BrightTALK Channel features useful content for human resources professionals.  Presentations will cover employment and labor law, emerging media trends, training, onboarding, and employee engagement.

We know the labor supply is at a critical level. WE CAN'T HIRE ANYONE. Not only can't we find people...but, they often lack the necessary knowledge, skills, and experience. Unlike previous cycles, we cannot simply "wait it out." There is no pool to fall back on. An aging workforce plus lower birthrates, low immigration, an exodus of parents due to unaffordable or unavailable daycare, explosive growth in the gig workforce, and other factors decimated the available number of people available. The push for 4-year colleges drove students out of the trades; the pandemic has an unmeasurable long-term negative impact on student learning, and a significant decline in interpersonal skills, learning capability, problem-solving, and basic working capabilities makes it impossible for many employers to hire available labor without significant upskilling and retraining. 

There is no quick fix to the problem we are facing today across all industries, but HR plays a critical role. Automation saves time for themselves, managers, executives, and employees and so HR can focus on the things that matter most. 

During this session, participants will:
•            Show how automation can streamline HR functions and expedite time to hire, quality of hire, time to proficiency, and performance. 
•            Consider the need for automation and where HR can implement it to optimize impact throughout the organization. 
•            Identify best practices to begin the automation process. 
•            Evaluate the automation process. 
•            Walkthrough steps to select the best system to match the process.
•            Consider appropriate success metrics to decide upon systems, build implementation models, and create accountabilities for success.
•            Learn how to incorporate program evaluations and accountability structures to achieve success. 
•            Have fun!!

How HR Automation Can Help Solve the Talent Supply Crisis

"Phone a friend." In the old game show, that was a way to get help on a tricky question. Today, we don't have to just rely on that to find new talent. Based on a brand-new research study, we'll dive into the hiring trends affecting employers as well as their plans to leverage technology. In addition to the technology component, we'll examine why and when employers plan to add recruiting headcount instead of technology and vice versa. This session will be a practical look at the intersection of your talent team and your talent technology stack -- so don't miss out!

New Data On 1000+ Employers: Hiring Technologies They Plan to Buy This Year

As HR leaders work to manage remote work, they are increasingly investing in tech that enables them to do more. PwC has proof that HR tech is delivering, with particularly big benefits from the cloud. However, HR leaders can still do better to encourage tech adoption, choosing the right vendor and gaining leadership buy-in for cutting-edge tech. 

Summit attendees will learn how HR leaders can better encourage tech adoptions and how tech can enable your HR functions to achieve its full value. In this talk, Dan will explore the notions of tracking employees' productivity and performance and how likely organizations are to switch HR technology vendors at the end of subscription terms. The themes covered will stem from PwC's recent HR Technology survey findings, which we fielded to understand trends in HR tech and transformation, surveying US HR professionals such as middle managers and above, working in HR or in an IT department supporting HR.

Five Ways HR Leaders Can Make the Most of Their Technology Investments

Human resources professionals have experienced unprecedented changes in the last few years. Faced with an abruptly remote workforce, expectations to improve diversity, emphasis on employee experience, and the tumult of the Great Resignation, HR teams have adopted a variety technologies to help manage their challenges. As workplaces continue to evolve, technology will prove to be even more important for facilitating core HR operations, recruitment, employee wellness, training programs and more.

This panel of HR technology experts will discuss the hot technologies transforming the field, including artificial intelligence, augmented and virtual reality, blockchain, and robotic process automation.

Join us to hear learn how:

-- AI and VR can accelerate the recruitment and hiring process
-- Bots can be implemented to execute common HR processes
-- Interactive apps can help measure and encourage employee wellness
-- Blockchain can securely transmit financial and sensitive information
-- Self-service platforms can improve efficiency and facilitate employee learning and advancement

Moderated by:
David Essex, Editor at Large, TechTarget

Panelists include: 
Katherine Jones, Independent Thought Leader and Consultant
Brian Sommer, Founder/President, TechVentive

Technology Brings HR to a New Level

HR teams on the non-stop quest for more time for value-add activities like talent acquisition, strategic planning and improving the employee experience can reap both time and cost savings with automation. There are game-changing opportunities available across HR functions when HR teams focus on both efficiency and systems optimization. In this session we’ll discuss:
- The benefits of HR automation and how to plan for it.
- Key HR functions where automation can immediately save time and money.
- Why technology creates an enhanced people-centric experience (really!).

HR Automation: Moving from Tedious to Transformative

The focus on cultivating a work environment that is built around Diversity, Equity and Inclusion (DEI) has never been more prevalent – with 79% of businesses planning to allocate more budget and resources to DEI in 2022 (WBR Insights, 2021).
But true cultural change doesn’t happen overnight – so how do businesses ensure that they are putting sustainable programmes in place that will stand the test of time and become fully embedded within an organisation’s values?

Join us on 9th March to hear Julia Steinecker, Director of Talent Management at Precisely, as she reveals five achievable steps for any business seeking to build long-term success for their DEI initiatives – regardless of company size or budgets.

Julia will also be discussing Precisely’s own DEI journey so far, including how the company recently raised the bar for women in tech with a programme that resulted in 62% of new women hires, as well as a look forwards to Precisely’s commitment to Diversity, Equity and Inclusion in 2022 and beyond.

Slow and Steady Wins the Race: 5 Practical Steps to Long-Term DEI Success

This conversation conducted by Michelle Beauchamp, CEO of The Champ Group, with Dr. Anita Wilson, Anita Wilson Enterprises, will  review critical leadership principles and practices to remind  leaders that the success of a company is determined by the greatness of its people. 

Participants will learn:

• General leadership traits and practices that positively influence teams
• How to engage employees and spark collaboration
• The meaning of allyship; what allyship looks and sounds like within an organization and the impact on team members
• The value of understanding cultural competence and generational differences 

Who should attend?
• New managers
• Leaders of all levels
• Business Owners

Recommit to Your People First, and Create an Inclusive Culture

In the near future, we could be overrun by racist, sexist, homophobic robots.

While that may sound like science fiction, it could be closer than we think due to an alarming lack of inclusivity in technology design and development today. The current exponential pace of technology innovation demands that those with the power to combat bias in tech take action now, to build not only better innovation but ones that are more inclusive for everyone. Once bias is embedded in tech, you’ll never get it out. The question is, how?

The answer: Start at the source. Technology is designed and built by people and - consciously or not - people have biases that can creep into the work they are doing. By implementing inclusive product design and development hiring practices and looking to more diverse groups within your organization for innovation you will end up with a better product that is relevant to a more diverse, global group of people. At Cisco for example, close to half of its staff belong to employee resource organizations, which represent different diverse employee groups within the company - it actively looks to these groups for innovation.

Join Wayne Cuervo, Lead for Global Innovation for Cisco’s Innovation Labs, for a timely and important discussion on the critical role that inclusivity plays in technology innovation, product design and development.

The Imperative for Inclusive Innovation

In this webinar, we’ll debunk the top excuses used to keep women, people of color, and other minority groups out of leadership, and discuss how an organization can set itself apart from the crowd by taking action to address under-representation. 
 
Participants will learn:
- How unconscious bias and outdated stereotypes permeate the workplace
- Why prioritizing diversity will give your organization a competitive edge
- What you can achieve by developing inclusive hiring practices
- How leaders can strengthen their inclusion and allyship skills for change

No more excuses: Debunk the Top 10 Excuses for Not Doing DEI

I will provide the timeline which will throw some light on the inception of the ideology ED&I  affirmative actions. I  EDI work undertaken in NHS and engage the participants to delve deeper to understand the essence of equality and inclusion.

• Understanding of Diversity and then design affirmative actions
• Why does unconscious bias exist despite so much of work around ED&I
• A sample model to assess the dimensions of diversity at workplace

Sustain equity of practices or perspectives at workplace?

In short, an inclusive organisation is one that will flourish.
Something I find deeply disappointing is how many SLTs brush D&I aside saying “we haven’t got the time; we must focus on operations and commercial areas to achieve our strategic goals”. Not being able to see the strategic leverage of D&I is strategic myopia. D&I are organisation-wide experiences, organisations are emersed in them, whether actively engaging in them or not. Ignore them and people will notice. Why? Because stakeholders expect contemporary organizations to reflect people diversity and respond to the potential of a diverse workforce community. D&I are not optional and the legal framework that underpins Diversity and Equality essentially provides a floor upon which beyond practice can be nurtured and enhanced.

Key to the D&I relationship is that a diverse workforce does not mean an inclusive workforce. Equally, an inclusive workforce does not mean a diverse workforce. For organizations to benefit we need mutual inclusivity, a strong overlap between the two. Nor can we ignore equity which is much more likely to be experienced if inclusion is practiced and felt. Here is the crux of inclusion within the workplace – or anywhere else. You cannot tell someone that they are included, you cannot simply tell people what you have done to enable people to be included, inclusion is a feeling, it is linked to emotional responses that experience triggers. Inclusion and being inclusive have to be supported and underpinned by behaviours that encourage people to feel valued and recognised. Telling people that you are inclusive will simply raise expectations and needs. Violating those expectations will frustrate needs and lead to negative feelings and loss of engagement.

I will explore the emersion of DREAM into organisations. 
- Data analytics
- Raising awareness and acceptance
- Encouraging and engaging others
- Aspiring to improve and challenge
- Merging, monitoring and embedding positive techniques

It’s not what you do it’s the way people feel!

Over half of UK senior business leaders surveyed said their diversity, equity, and inclusion strategy only pays lip service to supporting talent from underrepresented groups. Not only that, they also believe that their strategies don’t provide any helpful support in practice (Source KellyOCG). So even though we have seen companies rapidly creating various types of diversity strategies and programmes, there is a lack of follow through to ensure their effectiveness.

The last couple of years have seen a large number of leaders and companies openly state their commitment to Diversity and Inclusion initiatives. These strategies, on the surface at least, seem to understand the benefits of increasing diversity and promote inclusion across their businesses, as well as their duty to do so. However, research seems to show us that despite large swathes of enthusiasm, progress in this area is slow. Why are we not seeing the progress that we would expect?

Join this webcast to explore:

- Common reasons why DEI programmes fizzle out over time
- How to set DEI strategies up for success 
- What factors need to be addressed in order to maintain the momentum needed to create real change

Lipservice Leadership: Why Inclusion is more than just a tickbox exercise

Tap into the power of applied neuroscience to improve employee engagement, strengthen productivity and retain top talent. Dr. Rock will discuss...

• Challenges in leadership with a hybrid workforce, and solutions for a platform world of work

• Implementing culture regardless of location and enabling employee autonomy

• The science behind growing employee attrition/resignation and recruitment challenges—and what can be done about it

• How to influence leadership to adopt more effective and inclusive talent practices based on science

The Neuroscience of People Management in a Hybrid World

During this session, Humantelligence CEO Juan Betancourt will discuss strategies for how to hire more effectively, using a psychometric-based framework that goes beyond traditional personality, skills, or knowledge-based assessments. With the Behaviors-Motivators-Work Energizers (B-M-W) framework, you can streamline your recruitment and interviewing process, build teams against a target culture that better align to company changes or remote work environments, and make the kind of hires that support increased diversity of thought.

When you attend, you’ll gain insight into how to:

-Assess candidates based on a total picture of one’s behaviors, motivators, and ideal work styles.
-Eliminate subjectivity by tracking candidates against target profiles and using interview guides  so you can add to, fill gaps, and ensure diversity of thinking on your teams. 
-Deliver high quality candidates by comparing to existing predictive performance success metrics.
-Improve productivity of teams through better hires.
-Streamline your recruiting process by 80% so you don’t lose out on qualified candidates.

Using Psychometrics to Hire Better

We have a once-in-a-lifetime opportunity to change the way the world works, how work gets done, and how we measure success. Yet, we are faced with the great resignation, the biggest talent war in our history, shifting to a hybrid workplace, and new disruption every day.

Many companies are still trying to apply outdated instinct-driven approaches to how they design their organizations, hire, inspire and retain their best people. What if there was a data and science-driven way to ensure your organization is ready for the “new world of work.”

In this session, you’ll learn:

1.       Why does using instincts and “hope” to manage your talent no longer work today?

2.       How to use a data-based approach to Talent Optimization Strategy to improve your results.

3.       How to become a strategic HR business partner by leveraging data and science to how you design your organization.

4.       How to hire the right people and put them in the right roles using digital tools

5.       How to inspire and retain your top talent.

Join us for this impactful, insightful, and powerful session to help you take your business to the next level!

Great Retention: A Science-Based Approach to Hire, Inspire & Retain Your People

It’s time to account for the full toll that modern work and a changing workforce is exacting on our ability to keep up with and stay ahead of the pace of change. With our boundaries broken down by a more interconnected world and widely distributed hybrid workforce, time has proven to be an insufficient resource in this era. It is energy, not time, that is our most precious and undervalued resource to solve this extraordinary challenge.

In this 1-hour, interactive session, performance expert, executive leadership coach, and personal energy consultant, Andrew Deutscher will discuss how you and your team can develop, fortify, and maintain the energy and self-awareness required to stay unified, motivated, engaged, and committed, and more importantly, how to create a workplace that works in the context of a life that works. 

Regenerate…Come Back Stronger. 

Key take-aways:
-A practical and fresh perspective on the role of personal energy as a resource in your life to increase your capacity
-Critical insights on the choices you are making right now that impact your capacity
-How to keep you and your team in the Performance Zone
-A proven technique to improve your day to day energy

Come Back Stronger: Why Energy - Not Time - Is Your Most Precious Resource

In a world where there is a long-overdue focus on diversity, equity and inclusion, effective communication is critical. How can you ensure the way you communicate cuts through the clutter and reaches your intended audience with the right message?

In this session, attendees will learn:

✔ How to think more broadly about how people consume the content you create
✔ Eight mindful ways to communicate
✔ Strategies for expanding your communities

Mindful Connection: Who are you unknowingly excluding from your communication?

Work, as we know it, is changing. With the current global crisis catalysing the transition, changes in talent pool, engagement models, cognitive tools and other spheres are seeing seismic shifts in how organizations perform and excel. Work From Anywhere (WFX) is creating the rise of the ‘augmented workforce’ with Gen Z forming a significant part of it. This new school of employees want to be known for what makes them unique, according to a Gallup research. Supporting their desire to grow as a professional and a person, calls for organizations to put a “People first” strategy to be successful in the new normal

Key topics to be covered/ Key takeaways:

-Insights from “Future of work” study
-Seeing the bigger picture in a digital world
-Aligning people capabilities with business needs
-Enabling & Equipping leaders to succeed

The HR Mindset: Keeping People First

Solving acquisition, on boarding, retention problems in a fast paced environment

#HRTech: Recruiting vs. Talent Acquisition - The rising of AI

Using Social to Improve Benefits Enrollment, Employee Engagement &amp; Recruiting

4 Underutilized Tools to Improve Workplace Culture

Leading with Influence: The Three Cs of an Environment that Creates Top Talent

Retaining Top Talent

Breaking Down Barriers: Taking Talent Acquisition from Reactive

Using Authentic Self-promotion Strategies to Advance Your Career

The Secret Language In Your Recruiting Content That Unveils Corporate Culture

How to achieve better work-life balance

Future of Work

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 a tool for unbiased, values-based recruiting, as well as  the data intelligence they need to retain a culturally-rich workforce.

Learn how quantifying individual values and corporate culture can benefit:
* HR Executives: Increasing employee engagement, retention & workgroup productivity
* Hiring Managers: Maximizing the pool of diverse candidates and positioning the company as a social impact leader
* Applicants & Employees: Delivering a personal understanding of 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, @FoxNews, and @NPR.

How Quantifying Values & Culture Can Promote Diversity & Inclusion

Human Resources

Behavioural Analytics

Behavioural Targetting

HR Technology

HR Analytics

HR Training

Data Analysis

Employee Engagement

Productivity

Company Culture

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.

Get powerful insights to run your business. CEOs, CFOs, CMOs, COOs, CTOs and CIOs are among the leaders in this community who connect with peers and experts to grow their businesses.

CxO Strategy

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.

How Quantifying Values & Culture Can Promote Diversity & Inclusion

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