In this episode, Patrick Burns (Sales Director and Host of EdTalks) chats with Nahdia Khan (Chief Impact Officer at Emerald Works), which is a leading digital-first provider of workplace performance support tools and resources.
Digital transformation has quickly become one of the most important initiatives for businesses of all sizes. Businesses are reaping the benefits of increased efficiency, productivity, and innovation. Yet, despite the many advantages of a digital transformation journey, many organizations still struggle to articulate a clear vision for their transformation.
Working in HR is more complex than in decades: the voluntary turnover rate is the highest in over 20 years, and the average time to fill a role has more than doubled during the pandemic.
To find and retain top talent, HR leaders need a new approach to talent that traditional HRIS and ATS systems can’t deliver alone. You need a new talent code.
Read this infobook to learn how to:
Paul Watson
Jonathan Malesic is an essayist, journalist and scholar. He is the author of The End of Burnout – a book that will transform how you look at the syndrome. Jon took 15 minutes to explain why he became an accidental burnout expert, and how you can support your staff.
Jonathan Malesic had his dream job, but he was miserable. Exhausted. Lacking purpose. Burned out.
Digital transformation has been making headlines for some time now, and a previous study from IDC and Cornerstone showed that more than eight in 10 companies consider HR to play a very important role in ensuring those strategic projects are successful. Often, they also include the digitalisation of HR itself, or some of its components. This is why it’s important for HR professionals to keep up to date with the HR software lingo. What do we really mean when we talk about HRIS, Talent management, Learning management or Applicant Tracking?
The BTN was recently delighted to partner again with Allegis Global Solutions (AGS), the global leader in workforce solutions, for an exclusive virtual roundtable event. The session brought together senior business and HR leaders with the chance to hear fresh perspectives and ways to approach the increasing pressures companies face as they adjust to a changing workforce, whilst engaging with some of the best minds in the industry through an interactive discussion.
Let’s face it…most so called “Leaders” don’t really lead at all – they simply tell people what to do. Here’s a thought, what if you stopped telling and started inspiring.
The fact is without inspiration you can never truly achieve business or people transformation. Inspiration is the driving force behind any true transformation, so ask yourself this, “Why am I inspired to transform my business, people, and my leadership?” If the answer is, I don’t know, dig a little deeper.
Ask yourself 3 powerful questions:
Introduction: The Legal sector at present
The accelerated spread of the COVID-19 pandemic has disrupted the daily activities of communities in areas that were labelled an amber or red zone. The regulations for national disasters were under Law No.24 of 2007 regarding ‘Disaster Management.
As we enter year three of the COVID-19 pandemic, applicant flow remains one of the biggest problems for hiring managers. You’ve tried raising your hourly rate. You’ve tried social media. You’re past desperate.
We get it.
With more than a decade of experience as a talent management platform purpose-built for location-based, high-volume hiring, we’ve gained a tremendous amount of experience in optimizing processes and workflows for the best results. Here are seven of our top strategies for increasing applicant flow if you hire hourly workers.
As organisations continue to transform to meet the tectonic shifts of the past two years, they are realising an urgent need to help their people develop new and different skills, improve their workforce readiness, and create significant changes to how work gets done.