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VoiceAmerica
Game-Changing HR Leaders, Presented by SAPEpisodes
VoiceAmerica
Game-Changing HR Leaders, Presented by SAP
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Episodes of Game-Changing HR Leaders, Presented by SAP
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The buzz: Crystal ball. Steve Jobs was loudly criticized for “A lot of times, people don’t know what they want until you show it to them.” Arrogant or not, he was in many ways correct. We in HR already know the problems in our workforce, but d
The buzz: Crystal ball. Steve Jobs was loudly criticized for “A lot of times, people don’t know what they want until you show it to them.” Arrogant or not, he was in many ways correct. We in HR already know the problems in our workforce, but d
The buzz: Hiring C-3PO and R2-D2. Having been behind the curve on the growth in size and importance of the contingent workforce, HR and HR technology have been playing catch-up over the last 10+ years. But the speed of change that brought us to
The buzz: Hiring C-3PO and R2-D2. Having been behind the curve on the growth in size and importance of the contingent workforce, HR and HR technology have been playing catch-up over the last 10+ years. But the speed of change that brought us to
The buzz: Values. Does your corporate culture tell current employees and your future workforce, the ones you’ll NEED to hire in the next 1 to 3 years, that you can help them achieve what they value most: better life balance, not just more money
The buzz: Values. Does your corporate culture tell current employees and your future workforce, the ones you’ll NEED to hire in the next 1 to 3 years, that you can help them achieve what they value most: better life balance, not just more money
The buzz: “Ch ch changes…Just gonna have to be a different man. Time may change me. But I can’t trace time” (David Bowie). Have we become the reluctant generation, frozen in fear of change in a world that gives us access to more information and
The buzz: “Ch ch changes…Just gonna have to be a different man. Time may change me. But I can’t trace time” (David Bowie). Have we become the reluctant generation, frozen in fear of change in a world that gives us access to more information and
The buzz: And the question is? Technology has dramatically changed our lives since 1995. But if technology is the answer and you’re an HR professional, how do you get past TODAY – the day-to-day compliance, performance, recruiting, payroll chal
The buzz: And the question is? Technology has dramatically changed our lives since 1995. But if technology is the answer and you’re an HR professional, how do you get past TODAY – the day-to-day compliance, performance, recruiting, payroll chal
The buzz: Admit it. Why don’t you have a winning corporate culture at work? You may be part of the problem. But even if it was defined by top-down leadership, every employee must contribute to rebuilding the culture in positive ways. A winning
The buzz: Admit it. Why don’t you have a winning corporate culture at work? You may be part of the problem. But even if it was defined by top-down leadership, every employee must contribute to rebuilding the culture in positive ways. A winning
The buzz: 3X3. The infamous Human Resources nine-box grid, the end result of a larger talent management process, is intended to plot the progression of people as resources for the future. But it's often seen negatively by employees striving for
The buzz: 3X3. The infamous Human Resources nine-box grid, the end result of a larger talent management process, is intended to plot the progression of people as resources for the future. But it's often seen negatively by employees striving for
The buzz: It’s your party. Who’s invited, matters. Who’s left out matters, too. We’re talking about women in STEM and anyone who thinks or acts differently from “the norm.” Lack of women in top leadership is disappointing for them and for talen
The buzz: It’s your party. Who’s invited, matters. Who’s left out matters, too. We’re talking about women in STEM and anyone who thinks or acts differently from “the norm.” Lack of women in top leadership is disappointing for them and for talen
The buzz: It’s a plan. “Old School” corporate succession planning focused on filling positions as incumbents moved up and out of the organization. Today, planning has to be forward-looking, identifying and developing talent for the future of yo
The buzz: It’s a plan. “Old School” corporate succession planning focused on filling positions as incumbents moved up and out of the organization. Today, planning has to be forward-looking, identifying and developing talent for the future of yo
The buzz: Follow the leader. You cannot be a leader and ask other people to follow you, unless you know how to follow, too,” observed the late Sam Rayburn. But how do HR leaders know whom to follow, especially when choosing HRMS technology to c
The buzz: Follow the leader. You cannot be a leader and ask other people to follow you, unless you know how to follow, too,” observed the late Sam Rayburn. But how do HR leaders know whom to follow, especially when choosing HRMS technology to c
The buzz: Values. Does your corporate culture tell current employees and your future workforce, the ones you’ll NEED to hire in the next 1 to 3 years, that you can help them achieve what they value most: better life balance, not just more money
The buzz: Values. Does your corporate culture tell current employees and your future workforce, the ones you’ll NEED to hire in the next 1 to 3 years, that you can help them achieve what they value most: better life balance, not just more money
The buzz: Beyond basics. The functions that sustain your workforce day-by-day are basic processes that keep your company compliant with legislation, labor unions, and privacy concerns. But to grow human capital for the future, your organization
The buzz: Beyond basics. The functions that sustain your workforce day-by-day are basic processes that keep your company compliant with legislation, labor unions, and privacy concerns. But to grow human capital for the future, your organization
The buzz: Future-proofing. Wake up, HR! The Industrial Age that demanded workforce consistency and compliance is long gone. It's time to abandon the unspoken notion that your workers are simply expendable resources, and instead shift to the con
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