Ramp Up Your Recruitment Strategy with the Right Technology

These days upskilling, retention, and well-being are top priorities across the entire organization. Not only are employees demanding more access to skills-based learning for their own career progression, but senior leadership is also relying on L&D teams to provide the practical skills the workforce needs to support the organization’s strategic goals with tangible outcomes. But different teams require different skills to complement your transformation, and it can be challenging for L&D leaders to show measurable impact of learning program investments. When L&D takes a strategic approach to align learning with the challenges and goals each business team/unit is facing, the entire organization wins from an engaged workforce with the right skills and capabilities to improve business outcomes. Join Emergn’s Head of Learning, Steven Angelo-Eadie as he discusses: How stakeholders across the organization benefit when learning is aligned with business partners’ needs Hallmarks of learning programs designed to maximize workforce upskilling and its impact How to measure the impact of learning programs beyond vanity metrics to show L&D ROI

Amazon is a force, known for its agility, creativity and efficiency. All of these qualities carry over into Amazon's approach to benefits, as its incredibly diverse and large employee population (second biggest in the United States) grows and evolves with an agile approach that continues to drive a competitive advantage. Leading this difficult but exciting task is Dene Sparrman, Amazon’s Director of Global Benefits. In this program, Sparrman will share how one of America’s top companies approaches benefits and how small to midsize companies can leverage some of these tactics in their own organizations to save time and money.

Many employers have been providing behavioral health benefits for years. But now that the pandemic has intensified what was already a large and growing problem, it’s time to take a look and ask whether your program is working. In this program, thought leaders unpack this critical question and discuss how you can overcome some of the top challenges in creating a program that works, for your employees and your business.

With the average worker growing older and the size of generations growing smaller, the idea of workforces spanning five generations is itself starting to age. New reporting suggests seven generations in active employment and a growing number of sub-generations nested within. Are you ready for the new challenges that micro-generations present? Or are you struggling to juggle the already-existing array of employee ages, capabilities, genders, ethnicities, career trajectories, benefit and salary expectations, remote vs in-office situations, and on? More importantly, how well are you keeping the business momentum going with a workforce that’s experiencing various stages of burnout and stress as they negotiate work, family, educational and financial needs?