As employers put more emphasis on skills as the currency for worker development, they’re seeking new ways to measure them, fill in gaps, and predict the skills needed in the future. How can these new tools, including AI, create better matches between employees and projects?
Skills data is among the most usable and powerful talent intelligence that organizations can collect and leverage to be effective in hiring today, as well as agile in the future. Organizations that take this approach are able to hire for potential, to expand talent pools, and to increase fairness and inclusion.
Workforce planning in many organizations is uncoordinated, with decentralized data and teams failing to coordinate. The consequences can be serious: delayed decision-making, overspending, and missed revenue targets. What’s needed: a strategic imperative to build a more cohesive and collaborative system, which can underpin fiscal health and boost organizational growth.
As the pandemic’s caregiving crisis showed, employers found significant gaps in their support for the caregivers in their workforces. The resulting scramble to help has produced new HR policies, benefit offerings, and management practices. Where is the greatest demand for support, as well as the most innovative new methods?
A well-structured leadership program ensures that emerging leaders have the skills and confidence to excel in their roles. With various learning styles and organizational needs in mind, what defines an exceptional program? What are the most innovative and engaging methods of learning, from simulations and workshops to mentorship and executive coaching?
How well does your organization turn its people data into meaningful insights that improve decision-making and grow the business? Too often, people analytics is dressed up in confusing language and seen as either an esoteric internal research project or an IT project focused on wrangling data.
The skills required for success are constantly evolving and organizations are struggling to adapt without clear visibility of the strengths and skills gaps in their workforce. This uncertainty leaves talent management and employee development journeys to guesswork, resulting in lost opportunities and strategic missteps.
From traditional methods like town-hall meetings and surveys to new technology, leaders need well-drawn insights about evolving patterns and trends in their workforces. How can fresh approaches, including AI and other technology, be deployed in a way that brings new understanding yet still respects privacy and the individual human factors at play? What approaches will bring employers new empathy for worker needs, ambitions, and well-being?
Workforce planning is most effective when teams align with their company's overall business objectives. Yet in reality, 75% of teams struggle to accurately forecast their hiring needs because they fail to get in sync with the overall company's direction. Join us to explore how to elevate your role as an HR leader in the annual planning process on a global scale.
Financial wellness programs have become essential for attracting and retaining top talent while fostering an inclusive and engaged workforce. Experts from Addition Wealth, a holistic financial-wellness platform, will shed light on how to leverage financial wellness programs as an integral component of an inclusive benefits strategy, empowering employees to make smart, informed financial decisions.
More and more organizations are realizing that providing fertility benefits is essential for employees who are looking to conceive and start their family building journey. However, a key time period may be getting overlooked in the process - postpartum. How are organizations supporting employees after they give birth and return to work?
Successful talent acquisition calls for technology, processes, and people working together to form a streamlined, end-to-end recruiting machine. That’s where full-cycle recruiting comes in. Hiring teams are far more efficient when they take a coordinated, standardized approach to all the steps in the hiring function.
Taking place at the Edward M. Kennedy Institute for the United States Senate, our 2024 Boston event, titled “Building a Culture for Workers and Companies to Thrive in Times of Change,” will bring together leading thinkers and top executives in HR, hybrid work, diversity, benefits, social impact and employee engagement.
Offering solutions to improve and support needs specific to women can also be an important factor to retention. But a new survey reports that only 1% of US women have menopause support as part of their employee sponsored benefits.
Taking place at Convene 101 Park Avenue, our benefits-focused conference, “Benefits in 2024 and Beyond: Innovative and Inclusive Approaches for Worker Well-Being and Cost Effectiveness,” will bring together benefits and HR leaders to discuss the wide range of benefits that allow employers to tackle a broad spectrum of their goals ranging from retaining and engaging employees to promoting diversity and inclusion within the workplace.
Company culture is amorphous yet vital–the shared beliefs, values, traditions and behaviors that drive the actions of individuals and the organization as a whole. Who should be the architects of a company’s culture and how should it be designed and constructed?
Taking place at The Union League of Philadelphia, which houses a public heritage center focused on Civil War history, our 2023 Philadelphia event, titled our 2024 Philadelphia event, titled 'Building a Culture for Workers and Companies to Thrive in Times of Change,' will bring together leading thinkers and top executives in HR, hybrid work, diversity, benefits, social impact and employee engagement.
Employees who have both a health savings account (HSA) and a limited purpose flexible spending account (LPFSA) are in a prime position to maximize the tax benefits these accounts offer, according to recent data from the Employee Benefit Research Institute. To help employees succeed in managing both short-term and long-term health care expenses, employers should educate their workforce on the intersection of these accounts.
The hourly workforce plays a key role in the operations of many companies, making their engagement and development essential for success. Shift and frontline employees don't want dead-end roles; rather, they are motivated by opportunities for development, a sense of community, and an environment that provides a flexible schedule to support a work-life balance. How can employers ensure they are providing flexible schedules and effectively managing time while still developing these workers?
As student debt burdens today’s workforce, forward-thinking organizations are leveraging student-debt benefits as a strategic tool to attract, motivate, and retain skilled professionals.