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2016 is the year for big changes in HR. From creating more matrixed work environments to rethinking performance metrics and identifying and cultivating the next level of leadership, HR executives have a lot on their plate. We recently sat down with Adam Brinegar, a senior business and research leader for CEB’s Corporate Leadership Council to get his thoughts on the critical areas of focus for the year.
On top of the list of priorities for 2016, Brinegar outlines the importance of building a change-capable workforce. There are many questions that need to be asked in this area and evaluated. Looking at your environment and considering whether the workforce itself needs to be agile or if different management of the workforce will enable more agility and flexibility. How do leaders cultivate this change-capable workforce and then how this change gets communicated across the organization?
Another priority, according to Brinegar is rethinking high potentials and how organizations identify, cultivate and retain these employees. The Corporate Leadership Council is finding a shift in the trends in this area, as organizations are investing money in programs that identify and cultivate high potential employees, yet doesn’t necessarily focus on retention.
In this latest podcast on 2016 HR trends, Brinegar expresses his true excitement in the tools that CEB will be providing to members. “We’ll be able to provide our members with a playbook that will enable them to execute on some of these changes,” he tells us. And goes on to say that despite the many changes that will occur in 2016, the Council will provide the tools to help members navigate those changes and be more effective.
HR Happy Hour 230 - Email Me! Battling Constant Connectivity
Hosts: Steve Boese, Trish McFarlane
This week on the show Steve and Trish recorded the first HR Happy Hour Show of 2016 by chatting about email and the impact of connectivity on multiple platforms. We somehow get derailed a little bit and end up hearing what Steve plans to do before conference season starts. Hint....it has to do with facial hair!
We end talking about not making predictions about the HCM industry. Instead, we cover what should HR leaders be talking about in 2016. From intelligent technology, the world of benefits, to the importance of the employee experience, we cover it all. Please listen in and then weigh in on what you think is important for the upcoming year.
And of course you can listen to and subscribe to the HR Happy Hour Show on iTunes, or via your favorite podcast app. Just search for 'HR Happy Hour' to download and subscribe to the show and you will never miss a new episode.
Jeff Wald is president and co-founder of New York City-based Work Market. He has a deep background and passion for talent management and is widely recognized as a thought leader on labor force evolution. Follow him on Twitter at @JeffreyWald.
The Ministry of One Pt4 "The Lords Example" plus Prophecy News Hr
In the Ministry of One it is in the One that our Lord Ministered too that illustrates Gods Love
More details to come next week
Christ Humbled Himself, being obedient unto death, even the death of the cross
(5) Let this mind be in you, which was also in Christ Jesus:
(6) Who, being in the form of God, thought it not robbery to be equal with God:
(7) But made himself of no reputation, and took upon him the form of a servant, and was made in the likeness of men:
(8) And being found in fashion as a man, he humbled himself, and became obedient unto death, even the death of the cross.
(9) Wherefore God also hath highly exalted him, and given him a name which is above every name:
In the past year nearly 50 percent of companies have considered eliminating performance evaluations and 85 percent of them, say HR professionals, are seeking to simplify the performance management process. This shift has a significant impact on how compensation and benefits managers determine employee incentives.
Consequently those that run compensation and benefits functions, or "total rewards" as it's often known, should focus on three priorities in particular this year.
1 Pay-for performance initiatives and how total rewards leaders reward employees when performance management ratings are being eliminated.
2 Return on investment in the total rewards function, and ensuring that HR teams working on the projects that will have the greatest impact on employee retention and engagement.
3 Setting forward-looking quarterly goals that focus on skill development, and aligning rewards with that development, instead of looking back and rewarding past performance; something that typically occurs with an annual review.
Monique McCloud-Manley, practice leader of the CEB Total Rewards Leadership Council, discusses these trends and how total rewards professionals should respond.
Kelly Robinson first showcased his entrepreneurial spirit as a co-founder of a technical staffing firm in the United Kingdom. He then went on to launch Broadbean (2001) the vision being to post the worlds online job adverts and cultivated this idea, with a fantastic team into a global business.
Kelly grew Broadbean by fostering a working environment characteristic of many young technology companies: one that allowed his people to thrive. In 2009, he brought Broadbean to the United States and recreated the type of environment which had proven to be successful for him in the UK. He hand-selected the first of his crew in the US office upon their ability to work collaboratively while taking ownership in wearing many hats. He believed that the culture he fostered would need to parallel the spirit of the existing Broadbean brand in order to produce great results. A few years later, Broadbean Technology has created a strong global presence with offices in the US, Europe and Australia with no intention of slowing down. Although its organizational culture has evolved with its growth, the company remains true to the core fundamentals of its inception: “Keep it light and fun while getting the job done!”
Kelly loves Tottenham, F1, Wing Chun, Soccer Coaching and Snowboarding so if you cold call him, which you probably will if you are reading this, you could do worse than engage him on one of these subjects.
He dislikes Arsenal and people who start a cold call with “how are you” especially when you have never spoken to him!
Kelly is also the winner of the London & South East lifetime achievement award for commitment to the recruitment industry.
What a boon for us to interview Michael Myles, CEO of Active Marketing. His firm is the only strategic marketing firm that caters exclusively to Behavioral Health. It's our pleasure to work directly with his organization. Having owned founded an electronic health record software company certainly gives him an edge when it comes to marketing technology. Michael and our host, Kristin Walker, could have talked for hours. The intel given on this show is invaluable. Michael shared some information about the show in the Q & A below but you'll have to listen in for the GOLD!
Read the full article HERE.
Why Behavioral Health?
Which Sectors of Behavioral Health do you focus on?
What services do you provide to the behavioral health market?
Why is marketing overlooked by this sector of healthcare (especially EHR)?
As the market matures, what can EHR vendors and other Behavioral Health business service providers do to keep up?
Be agile, and test your marketing. Find out what is working and what isn’t, then make changes. Make decisions quickly, and then test them.
What channels offer the biggest growth opportunities for EHR companies in behavioral health?
What do you see as the most effective channels to market for companies marketing to behavioral healthcare providers?
What are the most common mistakes you see companies making when marketing to the behavioral health category?
How do you measure success when marketing an EHR?
Are there any benchmarks that you use as a rule-of-thumb to determine if a marketing plan for a software company is working?
Hosts Stacey Harris and John Sumser discuss important news and topics in recruiting and HR technology. Listen live every Thursday at 7AM Pacific – 10AM Eastern, or catch up on full episodes with show transcripts here.
Join Us at 3PM EST for a 2 Hour conversation on the future of Cannabis in Michigan. 1st hour is with Robert Johnson of the ONAC.
Guest Call In Line:
Tune In, Join In, Get Heard, Not Done!
This isn't your controlled talking points Cannabis Minded Radio Show.
This is a show to discuss the unthinkable, Actual Repeal of Prohibition in Michigan.
You can keep up to date with upcoming shows, guests, and
other show informaiton including Archived shows at
Join us on PalTalk here in the Abrogate Prohibition Michigan Campaign group.
Paltalk is Free, Easy to use, and allows 250 of us to communicate at once.
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Mark Berry is a HR leader & passionate proponent of evidence-based HR practices, who has first-hand experience establishing a successful "People Insights" function at a Fortune 200 consumer packaged goods company, as well as leading HR for a leading commodity transportation company. Mark’s work has been honored with Bersin by Deloitte’s “WhatWorks” Award for Innovation in Talent Analytics and Workforce’s Optimas Award for Business Impact with Workforce Planning. Most recently, Mark named as one of nine “HR Trendsetters” in the January 2015 issue of HR Magazine for his work in workforce analytics & planning.
He has 20 years of HR experience (having started as a child) in food ingredients (ConAgra Foods), paper/packaging (International Paper) and chemical (Borden Chemical) industries, respectively, as well as 10 years of experience in applied psychology. Mark holds B.A. & M.A. degrees in Psychology, as well as a M.B.A. with a concentration in Operations Management.
Mark resides in Madisonville, Louisiana with his wife, Carolyn, and daughters, Hannah and Grace. In his free time, he engages in masochistic pursuits, such as ultra-endurance running, including a number of 50- and 100-mile trail races each year.
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