How to Build a Powerful Retention Strategy

As the future of work evolves, a strategic approach – one that connects HR outcomes to business results, powered by smart and personalized technology – is likely to help companies win the war for talent and gain a competitive advantage. To achieve long-term objectives HR needs to be a key player in the organization's strategic planning process. Over the last decade, the nature of HR has evolved to be a strategic function of the business. It was once largely an administrative function focused on day-to-day responsibilities such as employee recruiting and selection and managing employee benefits. Now, the role that HR plays in attracting, developing and engaging talent is pivotal to the success of the organization.

Learn how to minimize company-wide liability by ensuring your employees are receiving mandatory breaks. In 2019, employers are facing an unfettered number of wage and hour claims, on an individual and company-wide basis. Many of these claims arise from an employer's duty to provide breaks under various employment laws. This topic will provide an overview of break requirements and then delve into best practices for the most cutting-edge break policies available to employers, including a compliance and reporting program for violations.

By now, you’ve heard of recruitment marketing. “Post and Pray” is now a thing of the past when it comes to recruiting. Recruitment Marketing is how you become proactive, stay competitive, in control of your brand, build a talent network, and attract close candidates faster. What you will learn: Why HR should care about marketing. How to align marketing with recruiting to increase candidate attraction. How passive candidate engagement leads to fill jobs more quickly. Candidate Engagement Best Practices.

Most HR organizations spend an inordinate amount of time on manual administrative tasks. In near direct conflict with this reality is the search for ways HR can offer greater strategic contributions to their organizations. But the requisite HR tasks and duties seem to get in the way. After all, payroll must be processed, and new employees must be recruited, interviewed and hired. And there’s more. There’s always more. However, HR still gets maligned for being either unwilling or ineffective strategic partners.