Our new webcast series will take look at the ever-changing world of HR from multiple business perspectives, and provide practical advice and guidance on topical HR issues that will help you streamline your people processes. From onboarding to offboarding and everything in between, to demystifying HR Tech and managing remote teams, look no further...
HR software solutions help people teams to strategically improve employee performance, engagement and development. However, implementing a new system requires careful project planning to avoid creating an admin headache for overworked human resources teams. In this week's webcast we talk to PeopleGoal's customer success manager, Kylie Strickland, about how to effectively implement a new HR system.
People teams must be supported by a strong HR tech stack that automates manual, administrative tasks. In this webcast, we explain the importance of having a strong tech stack in your organization, outline some key considerations to keep in mind when selecting your tools and suggest the best tools for your stack.
Now that flexible working is the norm, HR departments need to build robust onboarding processes for remote employees. In this webcast we discuss how to create a remote onboarding process that will inspire and engage.
Regular check-ins are the foundation of a continuous feedback culture and positive employee experience. In this week's webcast we explore the different types of check-in, recommend our best practices and discuss how to create a check-in culture.
Over the past 5 years, HR technology has transformed the practice of human resource management. However, many companies still run paper-based, manual processes. In this webcast, we explore how HR tech unites employees with key processes, and why you should consider migrating to a web-based system this year.
Employee development programs were put on the back-burner by many organizations as they responded to the challenges of managing a remote workforce. However, to ensure company longevity and growth it is essential to invest in your people's future, provide clear development plans, map out career paths and define clear succession plans. This webcast will outline why you should embrace employee development in 2021.
As 2020 draws to a close, we must look ahead to the new year and discuss what to expect from the future of HR. After such a significant shift for the workforce in a short period of time, it's important to develop a better understand of how to make the most of the new global situation. In this week's webcast, we talk through our top HR trends for 2021 and beyond, covering the four key pillars of onboarding, engagement, performance and development.
The benefits of monitoring and developing a more engaged workforce are endless. Organizations that only run annual or bi-annual engagement surveys should reconsider their survey frequency to bolster overall performance and development. In this webcast, we show you how to drive better employee engagement within your organization by implementing the continuous employee engagement model.
Whilst feedback on performance is the one of the key drivers of organizational growth, it often does not motivate improvement amongst employees. In this webcast we take a deep dive into feedback, answering the following question: how to create a feedback culture?
The transition to remote working has transformed performance management. For some organizations, this has meant abandoning performance reviews altogether. But performance management remains crucial to development. How do you begin to evaluate your employees’ performance at such challenging times?
Presented with the new reality of working from home, leaders need to ensure that goals and objectives are effectively communicated in the remote environment to ensure engagement, productivity and alignment.
In the episode, topics range from how HR use data, weird interview questions and why they are asked to why culture is so important. We also examine different facets of employee experience: feedback, recognition, happiness and the employee experience platform.
Osborne Clarke are an international legal practice with offices located in the United Kingdom, Germany, Italy, Belgium, Spain, Sweden, France, the Netherlands, China, Hong Kong, India, Singapore and the United States. Osborne Clarke help clients to gain a competitive advantage by providing commercially focused insights and legal services. They provide clients with positive and insightful solutions across the spectrum of advisory, litigation and transactional services.
Liz Lovell is Head of HR at Osborne Clarke. Liz effectively interprets business goals into people strategies enabling her to deliver sustainable results and build build people capability and engagement.
In the episode we talk about the changing nature of HR, the importance for HR to recognize growing gender equality changes and grievance issues. We ask Shelley first hand, how she has witnessed the HR industry change over her career, why grievance and disciplinary excites some people and the growing importance of how HR responds to gender equality and the LGBTQ+ community.
Shelley Poole is the Managing Director of Wellington HR, helping other HR consultants make a success out of their businesses. Shelley is also a lecturer where her focus is on HR, Leadership and Management. She is currently undertaking doctoral research into employee owned organisations.
Wellington HR are generalist HR Consultants based in Somerset. Their aim is to help out other HR Consultants, whether you need some cover so you can finally take that well-deserved holiday, or if you need an independent investigator to help out with a disciplinary or grievance case, Wellington HR provide a helping hand.
In the podcast we discuss changes in the workplace over his career, how he motivates his workforce and his thoughts on feedback. We talk about how the way staff and different age groups get motivated have changed over the last 25 years, how feedback is given and received at Dell EMC, and how, as a global company, Dell EMC works collaboratively with its overseas partners.
In the podcast, we talk to Levon Litser a senior datacentre channel presales engineer at Dell EMC. Over the duration of his career in B2B and B2C sales, I have built and managed multiple high performing and cross functional teams and been fortunate to have accrued experience in all aspects of sales and pre-sales activity across multiple industries. He also enjoys building and inspiring talented communities and is a volunteer mentor and coach at the NatWest Accelerator Program offering business consultancy services.
Dell EMC is a part of the Dell Technologies family of brands. Dell Technologies is a unique family of businesses that provides the essential infrastructure for organizations to build their digital future, transform IT and protect their most important asset: information.
In the podcast we talk about goal setting at SR2, the perks of performing in recruitment and how do new recruits get started at SR2. This episode is also about the recruitment industry. What is the hiring and onboarding process like? How do staff and managers stay motivated? How are goals set in recruitment? And all the juicy perks that come with recruitment!
In the podcast we interview Alicia Teagle, co-founder at SR2. She recruits a diverse range of backend software engineers, graduates - leads and cover heads of/CTO’s positions too. Alicia is also the founder of Women Rock, who provide a voice for women in the technology industry. Taking a woman’s perspective, speaking to women both in and out of work, students, entrepreneurs and also companies about what they are doing to attract, retain and promote female talent in the South West.
SR2 are a socially responsible, specialist IT recruitment company. More specifically, contract and permanent hires across the UK, with a focus on digital transformation. With respect to the socially responsible element, SR2 provide 5% of their profits to a different charity every 6 months as well as provide volunteering hours to charities throughout the year, as well as having a very clear focus on transparency and fairness in their recruiting processes.