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The 71+ Biggest HR Tech Conferences to Attend in 2019

Digital HR Tech

HR tech conferences are always a great occasion to speak with industry experts in person, to see some of the coolest HR tech startups pitch their business, and to find out more about the companies behind the technology we write about here on Digital HR Tech. So, what better reason to get some of this year’s top HR tech conferences in your diary straight away, right?! Price : for end users – $2,095 (conference), $2,695 (conference + workshop).

Innovative talent management ? pharmaceuticals example ~ HR to.

Strategic HCM

23 HR Most Influential UK Thinker 2011. Innovative talent management – pharmaceuticals example. I’ve been asking for innovative example of talent management in return for offering two tickets to go along to the Summit with me. ► 2011.

Innovative talent management - financial services example ~ HR to.

Strategic HCM

23 HR Most Influential UK Thinker 2011. Innovative talent management - financial services example. I’ve been asking for innovative example of talent management in return for offering two tickets to go along to the Summit with me. ► 2011.

Economist's High Growth Markets conference ~ HR to HR 2.0 and.

Strategic HCM

23 HR Most Influential UK Thinker 2011. Economist’s High Growth Markets conference. So you can look at Wal-mart for example. Technorati Tags: Economist , conferences , emerging , high growth , markets , HR. Economist’s Diversity conference.

Happy Employees? ~ HR to HR 2.0 and Human Capital (HCM)

Strategic HCM

23 HR Most Influential UK Thinker 2011. For example I found myself in a particularly morose mood at the Monster Buzz event last week. ► 2011. HR Challenges 2011 – Survey Results. HCI Top Talent Blog 2011. skip to main | skip to sidebar. Bio-Contact.

iCIMS 74

Social Talent Acquisition ~ HR to HR 2.0 and Human Capital (HCM)

Strategic HCM

23 HR Most Influential UK Thinker 2011. Probably the best example of social talent management exists in recruiting. ► 2011. HR Challenges 2011 – Survey Results. HCI Top Talent Blog 2011. skip to main | skip to sidebar. Bio-Contact. Consulting. Speaking.

iCIMS 67

#ECTalent Managing in the Great Reset / 1 ~ HR to HR 2.0 and.

Strategic HCM

23 HR Most Influential UK Thinker 2011. A lot of the Economists Talent Management conference did focus on changes in the world of work. ► 2011. HR Challenges 2011 – Survey Results. HCI Top Talent Blog 2011. skip to main | skip to sidebar. Bio-Contact.

SuccessFactors: #HRTechConf and Enterprise 2.0 ~ HR to HR 2.0.

Strategic HCM

23 HR Most Influential UK Thinker 2011. Ive been catching up on the blog posts from the USAs HR Technology conference in Chicago this week. conference I mentioned above. One of my favourite examples is SuccessFactors, which currently sponsors this blog. ► 2011.

iCIMS 70

#LT13UK - learning in the workflow (and not) ~ HR to HR 2.0. - HCM

Strategic HCM

23 HR Most Influential UK Thinker 2011. For example we’re embedding learning into the workflow. So I did do some tweeting during the conference, but actually I still prefer the blog format at an event last this as it allows a deeper level of reflection and thinking.

iCIMS 80

hrsummitexpo Middle East HR Summit & Expo - Dubai - Strategic HCM

Strategic HCM

23 HR Most Influential UK Thinker 2011. Having said that, Ulrich has provided a couple of great examples of where outside-in adds value. For example one of his ideas that Ive not come across before is that HR should spend 2-4 hours per week doing sales calls. ► 2011.

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Presenting with Dave Ulrich and Insights on Behaviour and Change.

Strategic HCM

23 HR Most Influential UK Thinker 2011. For example, one of the best ways to retain high performers is to involve them in recruiting new employees. But I still thought the example was quite neat. ► 2011. HR Challenges 2011 – Survey Results.

Succession planning and integrated talent management ~ HR to HR.

Strategic HCM

23 HR Most Influential UK Thinker 2011. ” Isn’t that a great case study, and a lovely example of creating value – structuring the whole organisation around the key people, rather than simply the other way around. Economist’s Diversity conference.

#HRSummitExpo - The Credible Activist ~ HR to HR 2.0 and Human.

Strategic HCM

23 HR Most Influential UK Thinker 2011. For example, one activity I quite liked was setting up an internal job opportunity market, ijob, where employees post CVs (or use their Linkedin profiles), and hiring managers post internal job opportunities. Diversity rising up the Agenda.

People Strategies for Asia ~ HR to HR 2.0 and Human Capital (HCM)

Strategic HCM

23 HR Most Influential UK Thinker 2011. So for example I still believe, as I explained last year , that my own management style probably fits with an Asian perspective better than it does an Anglo Saxon one. Economist’s Diversity conference. ► 2011.

Career Development: Challenges and Opportunities for Talent.

Strategic HCM

23 HR Most Influential UK Thinker 2011. Contrasting our findings from 2011, fewer organizations, nearly 60%, indicated using career development as a means of affecting retention. ► 2011. HR Challenges 2011 – Survey Results. HCI Top Talent Blog 2011.

#ECTalent - big data analytics ~ HR to HR 2.0 and Human Capital.

Strategic HCM

23 HR Most Influential UK Thinker 2011. But does it deserve to be on every conference, every magazine issue, ever blog? Actually I thought it was interesting that most of Kenneths examples were from the Economists recent article on robot recruiters. ► 2011.

Recruitment and the UK Candidate Experience ~ HR to HR 2.0 and.

Strategic HCM

23 HR Most Influential UK Thinker 2011. ► 2011. HR Challenges 2011 – Survey Results. HCI Top Talent Blog 2011. Strategic HCM has been chosen by analysts at the Human Capital Institute (HCI) as one of HCI's Top 50 Talent Blogs for 2011.

iCIMS 67

Challenges & Opportunities for Talent Managers / 1: The Truth About.

Strategic HCM

23 HR Most Influential UK Thinker 2011. Talent managers therefore need to consider the effectiveness of their whole organisations rather than just the talent piece if they’re going to maximise their impact (see for example Ed Lawler on the organisational effectiveness role ).

iCIMS 70

iCIMS - Technology for Induction - and ensuring Quality of Hire ~ HR.

Strategic HCM

23 HR Most Influential UK Thinker 2011. And one very good example of effective onboarding / induction technology is the product provided by this blog’s sponsor, iCIMS. Speaking at SHRM Annual Conference. ► 2011. HR Challenges 2011 – Survey Results.

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Tom Peters' new rules on Human Capital ~ HR to HR 2.0 and.

Strategic HCM

23 HR Most Influential UK Thinker 2011. Its a good article with some interesting ideas, for example that generic brain-work is no longer enough and that the real differentiator is imagination and innovation. ► 2011. HR Challenges 2011 – Survey Results.

CRSS2013 - Recruitment and Sourcing from CERN ~ HR to HR 2.0.

Strategic HCM

23 HR Most Influential UK Thinker 2011. And in fact it’s interesting that there was much less focus on the systems than there was in the previous conference - perhaps echoing this increasing focus on the strategy which technology is used to support. ► 2011.

#BersinIMPACT: Agile HR ~ HR to HR 2.0 and Human Capital (HCM)

Strategic HCM

23 HR Most Influential UK Thinker 2011. As well as career development , performance management , recruiting and learning , the two key themes of the conference were probably big data, and agility. ► 2011. HR Challenges 2011 – Survey Results.

Challenges & Opportunities for Talent Managers 7: The Talent.

Strategic HCM

23 HR Most Influential UK Thinker 2011. ► 2011. HR Challenges 2011 – Survey Results. HCI Top Talent Blog 2011. Strategic HCM has been chosen by analysts at the Human Capital Institute (HCI) as one of HCI's Top 50 Talent Blogs for 2011.

Challenges and Opportunities for Talent Managers / 6 - Strategic HCM

Strategic HCM

23 HR Most Influential UK Thinker 2011. In a survey by Mercer, for example, CFOs reported that their organizations spent 36 percent of revenue on human expenses, but only 16 percent said they had anything more than a moderate understanding of the return on human capital investment.

London 2012 and corporate sponsorship ~ HR to HR 2.0 and. - HCM

Strategic HCM

23 HR Most Influential UK Thinker 2011. And its just one example of rather heavy handed support for the games corporate sponsors (another is the #wedemandchange movement). ► 2011. HR Challenges 2011 – Survey Results. HCI Top Talent Blog 2011.

Too much communication at #MelcrumSummit ~ HR to HR 2.0 and.

Strategic HCM

23 HR Most Influential UK Thinker 2011. Take these stats for example: 91% of US workers discard work information without fully reading it (and the other 9% are just lying!). ► 2011. HR Challenges 2011 – Survey Results. HCI Top Talent Blog 2011.

Sosialhjelp 2.0 ~ HR to HR 2.0 and Human Capital (HCM)

Strategic HCM

23 HR Most Influential UK Thinker 2011. Through social media based business network that can prove to be valuable, for example in recruitment. Jon Ingham, is a British HR blogger, author and Top 25 HR Thinker in the United Kingdom 2011. ► 2011.

Challenges and Opportunities for Talent Managers / 2 - Strategic HCM

Strategic HCM

23 HR Most Influential UK Thinker 2011. So for example, there’s PwC’s recent CEO survey which always provides useful insight and that comments: “Theoretically, finding a good candidate to fill a position should now be a very straightforward exercise. ► 2011.

#BersinIMPACT: Mentoring for Career Development ~ HR to HR 2.0.

Strategic HCM

23 HR Most Influential UK Thinker 2011. ► 2011. HR Challenges 2011 – Survey Results. HCI Top Talent Blog 2011. Strategic HCM has been chosen by analysts at the Human Capital Institute (HCI) as one of HCI's Top 50 Talent Blogs for 2011.

Why Ed Lawler is Completely Wrong about performance.

Strategic HCM

23 HR Most Influential UK Thinker 2011. There also are numerous examples of situations where individuals thought they were going the right thing and performing well only to find out that they were mistaken when they had their annual appraisals. ► 2011.

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