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Driving Organizational Success Through Workforce Analytics

The use of analytics is changing the way HR professionals assess performance and position their organizations to succeed. Interest has grown considerably in recent years, as workforce analytics can reveal deep insights that help improve retention, efficiency, and productivity.

Cornell University’s John Hausknecht, HR Studies Professor at the ILR School, discusses the latest developments in this space, highlighting what leading companies are doing to strengthen the impact and reach of workforce analytics, including how “big data” will shape the field in years to come. The Q&A section is especially informative in this webinar.

In this webinar, you’ll learn:

  • How organizations are using HR data and measurement systems to influence overall strategy.
  • Which HR metrics are helping companies achieve strategic goals.
  • How to take results of data collection to develop a data-driven action plan.

Learn to think strategically about workforce analytics and capture the attention of senior leadership by making more informed, evidence-based decisions—decisions that have lasting impact beyond the HR department and throughout your organization.

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Introducing our new HR Certificate

We are pleased to announced the launch of a new online Human Resources Management Certificate, developed by faculty at Cornell University’s ILR School. The nine-course program covers the foundational core competencies of human resources and features engaging content and interaction with expert instructors and peers. Like all eCornell certificates, it was designed with working professionals in mind as it is taken 100% online.

“The new Human Resources Management Certificate is based on the leading research, teaching, and outreach that are the hallmarks of our school’s mission of advancing the world of work,” states Kevin Hallock, the Kenneth F. Kahn Dean and the Joseph R. Rich Professor of Economics and Human Resource Studies at the ILR School.

The online HR courses cover topics crucial for a career in human resources, including employee performance management, total rewards compensation, labor relations, staffing decisions, employee engagement, training and development, coaching, countering bias, and internal consulting. Students who successfully complete the online program will receive a Human Resources Certificate from Cornell University.

“Whether you’re an HR generalist, specialist or new to the world of human resources, this Human Resources Management Certificate gives you the foundation needed for a successful career by providing ways for you to align your HR department to your organization’s goals,” said Associate Professor John Hausknecht. “We’re proud to make this online certificate program available to professionals around the world.”

The new Human Resources Management Certificate program includes lectures from 10 faculty members, input from numerous practitioners in the field, and a range of activities designed to translate concepts and best practices to application on the job.

Want to learn more? Go here or download our printable information sheet.

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Hiring? Make Sure Your STARs are Aligned

Learn how to utilize the STAR interview method to create optimal behavioral interview questions and minimize risk when hiring new candidates.

Use the STAR interview method to create optimal behavioral interview questions.

When it comes to hiring, making predictions about candidates is crucial.

Ineffective interviewing techniques lead to poor predictions and can result in high employee turnover and more resources spent searching for new candidates.

To minimize this risk, many human resources professionals rely on the STAR interview method.

STAR is an acronym for Situation, Task, Action, Result. The STAR technique is designed to gather relevant information about job candidates to better predict future performance based on past behavior.

By asking behavioral interview questions, HR professionals and hiring managers can better assess the candidate’s ability and compatibility with a company’s culture. The STAR interview highlights the candidate’s actions and takeaways from his or her professional and/or academic experiences.Read More

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Transcending Generational Differences in the Workplace

We’re at a unique moment in history; we now have three generations working side by side in the workforce.
Companies are facing challenges managing different work ethics, communication styles, values, approaches to teamwork, work-life balance expectations and relationships to authority.

In this fast-paced session, Carrie Shearer, eCornell faculty instructor and veteran HR strategist, demonstrates how HR professionals can transcend generational differences in the workplace:

  • Bridge the gaps among employees and help them avoid conflict.
  • Understand why each generation thinks and acts the way it does and then develop strategies to resolve the conflicts between generations.
  • Increase productivity in a generationally diverse workplace.

Carrie Shearer’s career has spanned nearly forty years and covered all areas of HR, with particular focus in compensation and global strategic issues. During her twenty years with Caltex Petroleum Company, she oversaw HR operations in 97 countries, developing HR curricula and course materials for developing HR practitioners.

At her consulting firm, Carrie Shearer & Associates, she offers expertise on strategic HR, international HR and leveraging a cross-cultural workforce. Carrie is a novelist, a frequent contributor to the HR track of Expatica.com, was on the advisory board of Woman Abroad Magazine, and is a sought-after speaker at international HR conferences.

eCornell offers four online certificate programs for human resources professionals, with the Advanced Certificate in Strategic HR being perhaps most relevant to today’s presentation. Whether you are new to HR, an accomplished HR practitioner, or an HR leader or business partner, there is sure to be a Cornell professional certificate that fits your career objectives.

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How To Build an HR Strategy That Is Ethical, Mission-Driven and Gets Results

Ethics and workplace culture are at the heart of any successful business strategy. An organization’s ability to execute its mission and vision is directly proportional to the health of its culture and strength of its ethical values in action.

Today, more and more companies are looking to HR to bridge what may seem like an impossible divide: to align the high-level ideals behind mission and vision with tangible business results.

Susan Alevas, President, Alevas Consulting Group and eCornell Faculty Instructor, discusses how HR can bridge the divide and provide a winning strategy for senior leaders, HR professionals and managers at all levels. You’ll also learn:

  • How to develop and preserve a culture that supports the business strategy through ethics in action.
  • Several key steps your organization can take to strengthen its culture and boost its ability to execute its business objectives.
  • How to avoid common mistakes HR professionals make in this arena.

Susan F. Alevas, Esq. is president of the Alevas Consulting Group, an engaging management/training consultant and a principled private attorney licensed to practice law in the states of New York and Florida. Her previous management career included leadership in human resources and labor relations in both the private and public sectors.

Ms. Alevas is also an adjunct instructor at Cornell University’s School of Industrial and Labor Relations, and teaches a variety of in-person and online courses in human resources, law and management-development topics and programs.

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Human Resources’ New Role as Leader, Organizational Strategist

In this short, one-minute video, Cornell Professor Chris Collins discusses the kind of training that human resources professionals need to become organizational leaders and growth strategists.

In short, Prof. Collins says that today’s human resources leaders should be prepared to:

  • make high-level, data-driven organizational decisions.
  • play a prominent role in the formation and execution of broader company strategy.
  • foster diversity and inclusion programs to build a competitive talent profile.
  • encourage company growth through talent management, employee engagement and recruitment policy.

If you’re interested in becoming an HR leader and organizational strategist, check out eCornell’s Advanced Certificate in Strategic HR Management.

 

 

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HR Technology In the Era of Drones, Robots, and Infinite Data

Amazon.com delivery drones, robotic co-workers, Google’s self-driving cars… How will these new technologies impact workforce and HR functions over the next few years?

Recently, we’ve seen quick adoption of mobile technologies, real-time performance analytics, and automated recruitment/retention platforms that we couldn’t have predicted just a few years ago. So it’s safe to assume we’ll see even bigger advancements in HR tech in the months and years to come.

While it’s tough to predict exactly where we’re headed, failure to embrace new workplace technologies could leave not only you, but your entire organization underperforming and lagging behind your competitors. In this one-hour webinar, Steve Boese (HR Technology Conference Co-Chair, host of the The HR Happy Hour Podcast):

  • reviews and recommends technologies that simplify and automate HR workflows and functions.
  • highlights business technologies that are fundamentally changing the way people work.
  • provides info and resources to help you stay ahead of the curve and at the forefront of modern HR practice.

 

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Avoid Disaster With These 6 HR Must-Do’s for Social Media

In today’s hyper-competitive environment, organizations are striving to put in place social media strategies to help them attract and retain employees of all ages. No longer confined to twenty-somethings, an effective social media program is a “must have” for any organization who wishes to stay connected with its global employee base.

However, in their rush to adopt the latest and coolest program, organizations often fail to fully think through the best way to deal with social media’s double-edged sword of access and liability.

Steve Miranda is Managing Director of Cornell University’s Center for Advanced HR Studies. Prof. Miranda as he walks you through six “must do” social media initiatives aimed at mitigating your organization’s strategic, reputational and financial risk.

During this webinar, you’ll learn to:

  • Destroy your policies…before you reissue them
  • Get the troublemakers involved
  • Think inside the box
  • Not everyone gets to play short-stop
  • Be culturally inclusive versus exclusive
  • Avoid “channel fatigue”

UPDATE: Here’s the archived version of the May 14 webinar. You can check out the video and download Prof. Miranda’s slide deck here on Slideshare.

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Motivating and Evaluating Performance with Prof. Robert Bloomfield

Incentive compensation is one of the most powerful tools managers have to motivate and direct their employees—but only if they are used properly! On Wednesday, 4/23 from 1 – 2 PM EDT join eCornell for a webinar with Cornell University Prof. Robert Bloomfield entitled “Motivating and Evaluating Performance.”

During the webinar, Prof. Bloomfield will discuss how to:

  • Link performance evaluation and incentives to organizational strategy
  • Revise strategy and operations to accomplish strategic goals at lower cost
  • Help employees collaborate and work together across departments and functional areas, and communicate more effectively with colleagues about the goals and performance of their organization

There will be time for a Q&A session with Prof. Bloomfield so you can ensure that you get information relevant to your area of business.

This webinar is perfect for managers and leaders, including accounting and finance professionals who are responsible for managing costs, margins, revenue, or efficiency and would like to take a more strategic approach to motivating performance.

Wednesday, April 23, 2014 1:00 PM – 2:00 PM EST

Seats are limited, so register soon!

Update: Even if you weren’t able to attend this webinar, you don’t have to miss out on all the great information shared. Go here to get the video recording of the webinar along with the SlideShare presentation. Then come back and let us know what you thought!

 

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What is Old HR Tech Costing Your Company?

For decades, HR spreadsheets were really the only option for managing employee data. Only lately have companies (especially smaller companies) had options for managing HR data. Because technology allows you to keep employees states—even countries—away, you should also use the latest technology to manage your employee information accurately and efficiently. If you are still using spreadsheets to track employee data, you need to ask yourself—why?

Why to Get Out of HR Spreadsheets

HR spreadsheets have been holding companies back for years. Because on-premise HR solutions were so bulky and expensive, it left small to medium companies to fend for themselves with only their flimsy spreadsheets. Here are five reasons spreadsheets don’t cut it anymore:

  1. Spreadsheets waste time. HR is stuck spending up to 80 percent of its time trying to update many scattered spreadsheets with the same information.
  2. Spreadsheets are inaccurate. Studies have shown that over 90 percent of company spreadsheets have significant errors! If HR provides inaccurate data, the whole company suffers from non-compliance and possibly costly litigation.
  3. Spreadsheets can’t report. Trying to report using data from many spreadsheets can take hours or even days! By that time, information could already be outdated.
  4. Spreadsheets lack security. HR has to store lots of super sensitive information, like social security numbers, addresses and bank account numbers. Fifty percent of identity theft occurs because employee records weren’t protected.
  5. Spreadsheets aren’t universal. There’s no standard to entering data into spreadsheets. With all the different ways to set up formulas and tabs, it gets complicated fast!

When to Get Out of HR Spreadsheets

Just because HR spreadsheets have done a “good enough” job isn’t reason enough to keep doing HR with inefficient, time-wasting spreadsheets. For true growth and productivity, your HR process needs to reflect that by allowing an innovative and agile solution to manage employee data.

HR software allows you to keep all your employee data in a single, secure database that’s accessible from anywhere you have an Internet connection and is always up-to-date. Reports are created in seconds, rather than hours, because data is right there. It’s protected with layers of encryption and security measures. HR software simplifies most of the day-to-day HR functions, like automating PTO, managing training and tracking benefits. It’s time to throw out that old HR technology and gives HR hours back into their days to focus on improved hiring, training programs and turning employees into tomorrow’s leaders.