Date/Time:
This audio conference was recorded on Tuesday - April 14, 2009
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Credits: |
| This program has been approved for 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org. The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCI’s criteria to be pre-approved for recertification. |
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Description:
While the recession continues and survival is the overarching issue for many organizations, the central issue remains: Will your organization be ready when the economy improves? The answer can be found in your strategic and operations plans, in your talent management activities, and in the alignment between the two.
Let’s face it: Top performers usually have options, regardless of the economy. Even if you’re in hard-core survival mode, you must continue to provide your workforce - particularly your top talent - with the necessary incentives to stay committed and focused.
Order this in-depth audio conference recording all about retention and engagement strategies that will serve your organization well in any financial climate.
Speaker(s):
Ronald Adler is the president and chief executive officer of Laurdan Associates, Inc., a veteran-owned human resources management consulting firm specializing in HR audits, employment practices risk management, benchmarking, strategic HR, and general HR management issues. Adler has more than 36 years of HR consulting experience working with U.S. and international firms, small businesses and nonprofits, insurance companies and brokers, and employer organizations and is the co-developer of the leading HR auditing process, ELLA®, the Employment-Labor Law Audit™.
Dr. Janice Presser is CEO of The Gabriel Institute, the originator of Role-Based Assessment™, delivered through www.RightFitToolkit.com, and acknowledged Thought Leader in qualitative assessment of human capital. She has served on the SHRM Human Capital Assessment/HR Metrics Special Expertise Panel and is contributing editor for the Selection Profile in ELLA®, Employment Labor Law Audit™. The author of five books, she blogs at http://drjanice.wordpress.com/.
Our experts – two experienced HR management consultants – will cover:
- Global employment trends that could affect your retention and engagement strategies
- What your organization’s strategic mission and objectives have to do with identifying and cultivating your human capital assets
- How to realign your positions with your business needs and your activities—such as researching the competition’s salaries and structure—with your organization’s overall strategic plan
- How to measure the global value of your workforce, no matter what the economy – the quality-of-hire metrics that count
- How to discern who you’ll keep and who will go, including the importance of being able to recognize workers’ alignment with your overall mission
- How to draft a retention strategy that ensures that essential, mission-oriented employees don’t jump ship
- Proactive ways to use exit-interview data, employee-engagement surveys, and creative talent-management solutions as a means for achieving your retention and engagement goals
- The importance of HR business acumen and how to establish viable retention metrics that align with management’s end game
