Article: The best of People Matters Webcast- 2018

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The best of People Matters Webcast- 2018

This piece presents you with the list of top webcasts for HR professionals that stirred conversations among the HR leaders in the year 2018.
The best of People Matters Webcast- 2018

The year 2018 has been a great year for People Matters as we got a chance to collaborate with great HR experts and partners to unpack the hype behind the various HR challenges and trends. We hosted a series of webcasts that highlighted key concepts, demonstrated participant tools and resources, as well as implementation options for your organization.

So while 2018 is still fresh in our minds, we’re taking a moment to take another look at those discussions which were hard to miss but you may have missed from us this year.  Here is the list of top five webcasts that you should watch right now and set the tone for the year 2019:

1. Role of behavioral competencies in building a culturally cohesive workforce:

In the book, Good to Great, Jim Collins explains that building a great organization is as simple as “Getting the right people on the bus, the wrong people off the bus, and the right people in the right seats.” While it sounds easy but getting the right people with the right competencies is a task.

Many organizations understand that there can be considerable benefits to implementing a competency-based approach to acquiring and managing talent, but often don’t know how or where to start. Organizations that leverage behavioral competencies create cultures of performance and success. Behavioral qualities are an often overlooked part of job compatibility and culture fit within an organization. So, taking the time to develop an employee’s vision and identifying their competencies ensures their career path will lead to the best opportunities.

In this webinar in partnership with Mettl, we discussed how behavioral competencies not only form the foundation for all talent management processes but in the end, propel the organization forward by creating a culturally cohesive workforce.

Key discussion pointers for the session:

  1. The What and Why of Behavioral Competencies
  2. Developing a competency framework
  3. Understanding the various behavioral indicators of employees
  4. How can ownership and engagement be increased with regard to PMS?
  5. Structuring your hiring process

2. Screening and shortlisting candidates effectively using technology

Identifying the right talent is a critical first step in ensuring that the company's business objectives are realized. And for doing so, recruitment professionals need to pay attention to a few different steps in the process. According to a study, an average CV spends 23% of its lifecycle time in HR Screening (9.18 days) while top candidates do not stay on the job market for more than 10-12 days.

This webinar delved into the question 'how to ensure that the screening and shortlisting process is effective?' and 'how to use technology in the process to ease the recruiters' burden of manual screening of resumes?’ Listen to experts in the field as they dig into details about how technology can help recruiters with screening candidates better, with automation and data science.

3. Masterclass series on cracking the code of employee value proposition

BI WORLDWIDE & People Matters hosted a series of online masterclass to equip HR professionals with the knowledge and ways to apply EVP to their organization. This series will bring together the global and Indian experts to give a 360-degree perspective to EVP and deliver the same. The series included three modules:

Module 1: Your employee value proposition- making every moment count

In Module 1 we learned about how to create a relevant & genuine EVP, to attract & retain talent. Mark Quoted "Those who receive multiple types of recognition are happier, more engaging, committed & intensely performing".

Module 2: Role of leadership and the psychology of employee value proposition

In Module 2 we delved deeper into the psychology of Employee Value Proposition. Dr Brad rightly quoted “Culture is intentional, never accidental.”

Module 3: Bringing employee value proposition to life

This webcast focused on de-constructing the Employee Value Proposition across the employee journey.

In summary, this webcast covered the following points:

  1. What are the key pain points in screening and shortlisting candidates today?
  2. How can recruitment professionals address the challenge of 'quality' and 'time to hire'?
  3. What should be on your checklist to effectively screen and shortlist candidates?
  4. What do you need to do to make the recruitment process effective, and in turn providing better candidate experience?
  5. How can technology support you in making the process effective?

4. Building a business case for childcare and family-friendly workplaces

Global researches have proven the impact of childcare and family-friendly workplaces on overall employee productivity and engagement. However, while there may exist a correlation, the absence of a tangible impact along with the additional cost and administrative burden; at times tend to weaken the business case of childcare at the workplace. This webcast gave practical tips on building a strong business case for childcare. 

The discussion covered the following points:

  1. How can providing child care facilities and building family-friendly workplaces lead up to impactful Total Rewards?
  2. What is the employer value proposition of child care facilities? What are the key pillars of the business case?
  3. What are some of the common challenges that organizations face in building the business? How have leading organizations overcome those?
  4. Who are the stakeholders involved in decision making?

5. What after rejecting Bell Curve?

More and more organizations are transforming their performance management systems. In fact, there are some that are doing away with the process altogether. Effective talent management is becoming exceedingly crucial with the changing times and an effective performance management system can play a vital role in it. The much-debated bell curve was done away with in most organizations while some still consider it a useful tool.

This webcast by People Matters and SAP answered the most sought question of: What is the alternative to the Bell Curve?

Here are the broad discussion pointers that the webcast covered:

  1. Has discarding the Bell Curve really worked?
  2. What is an alternative answer to the Bell Curve?
  3. How are organizations determining pay and promotions after discarding the ratings system?
  4. What is the way forward for performance management systems?

Topics: Talent Management, Strategic HR

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