Archived Webcasts

Pay for Performance: Driving Business Process with Incentives

Presenting: Mark Smith, CEO & EVP of Research, Ventana Research

There is a new opportunity for compensation, organizational development and operations to drive business processes with incentives. The synergy of an integrated strategy that draws on cross-functional initiatives goes beyond compensation design. Now organizational development can assess the capability of talent onboard to execute on business objectives, and work with managers to position incentives and align efforts. If new talent is sought, incentives can be used to attract the best talent. Join us to hear how integrating pay for performance into your talent strategy creates desired alignment, drives business processes, and achieves business results.

Finders, Keepers – Recruit the Best Talent Before Your Competitors Do

Register below to attend this webcast and learn from Lea Jamieson, The Source by Circuit City ’s National Recruitment & Retention Manager, about Circuit City’s best practices for hiring over 1,000 new employees a year. In addition we will discuss general Best Practices for using the next generation of recruiting solution to compete against larger companies. From working smarter to leveraging your recruiting system, to looking at broader, more affordable, easily adaptable technologies that can help you gain a competitive edge on the market, this webcast will help give you the competitive edge in hiring the best and brightest.

Healthcare's Accreditation Challenge – Using On-Demand Talent Management to Survive Joint Commission Audits

Learn how on-demand Talent Management solutions will help you survive the accreditation process. By measuring staff competencies and consistently managing employee performance and development, your organization will always be prepared for your next Joint Commission accreditation audit whenever it may happen.....and you'll have the ability to provide high quality of care by attracting, retaining and developing the highest skilled workers. 

Led by Kevin Haugh, Workstream's Senior Director of Product Marketing, and an expert in the healthcare industry and its accreditation process, this webcast will shed light on the unique Talent Management challenges faced by healthcare organizations, including the pressures of accreditation, regulation and delivering the highest level quality of care.

Talent Management 2.0! The Next Generation of Talent Management Solutions

Recorded on Nov. 1, 2007

Presented by: Mark Smith, CEO and EVP of Research at Ventana Research John Hrabic, Manager of Learning & Development at GlaxoSmithKline

Experience the next generation of talent management and the release of Workstream’s latest release, TalentCenter 7.0. Join us for a power-packed session with market insights from leading industry analyst Mark Smith, CEO and EVP of Research at Ventana Research and real experiences with Workstream customer John Hrabic, Manager of Learning & Development at GlaxoSmithKline followed by a brief demo of the industry’s first Talent Management 2.0 solution suite that delivers "No Boundaries" product unification, built-in analytical dashboards and out-of the-box globalization.

Measure your ABC's: Analytics-Based Competency Development

A webcast presented by HCI and Workstream

Recorded on Aug 23, 2007

Presenters: Krishna Gopinathan, CEO, Global Analytics and Colin Houghton, Director of Development, Workstream

Wouldn't it be impressive if managers and HR knew the competency strengths and gaps in their organization by business unit and could use that information to predict likelihood of achieving business outcomes? Or if they could confidently support an investment in development to improve the right critical competencies?

This webcast, sponsored by Workstream, will cover illustrative case studies applying analytics rigor to competency models. Whether your role is line management, workforce planning, talent acquisition, or organizational development, analytics-based competency development will give you and your colleagues common framework to predictably accomplish business goals through talent.

Compensation Planning – Serious Business for Mid-size Companies

Recorded on July 25, 2007

Discover best-practices to compensation planning, as used by today’s leading enterprise organizations:

• Learn how a global media corporation reduced their compensation planning costs by 78% in the first year with Workstream Compensation
• Find out how a leading U.S. bank reduced their compensation planning cycle time by 60% using Workstream Compensation

In addition, you’ll see how Workstream’s new Compensation Professional solution for mid-size businesses can save you time, money and headaches. Now your mid-size business can get the same benefits our enterprise customers have received.

Workstream Professional – HR That’s Smart. Simple. Spreadsheet-Free.

Recorded on June 21, 2007

Host:  Kevin Dobbs, SVP, Workstream

This webcast provides a brief overview and demo of Workstream's new online mid-market offering, Workstream Recruiting Professional. Allan Schweyer, President and Executive Director of the Human Capital Institute, will share his insights on the mid-market Talent Management industry, common pain points and solutions. Lorraine Rohm, Recruiting Manager, Halton Healthcare, will discuss Best Practices in Recruiting Management and how it was implemented across Halton Healthcare. Plus a live demonstration will prove how on-demand applications make HR easier for mid-size companies to:

• Create a more efficient and engaged workforce
• Achieve freedom from expensive and cumbersome software purchases, disparate data, and lack of IT support
• Automate key processes such as employee development and compensation

Competency Management & Process-Focused Accountability

Recorded on March 28, 2007

Presenter:  Tricia Dupilka, Workstream

An effective competency model is at the heart of a high performance Talent Management system. Yet the perceived and real challenges in terms of resources, time, cost, and technology to build and manage the system, prevent many organizations from completing this important component of the comprehensive Performance Management solution.

This fourth workshop in this series on “Strategy to Accountability” will help you understand the components of effective competency modeling and the challenges of implementing a successful competency model in your organization.

Join us for this informative webcast and you will learn:

• How competencies differentiate superior performers
• Types and uses of competencies in organizations, along with competency modeling strategies and best practice methodologies
• The ingredients of a well-defined, competency-based job description, including the ways in which roles and tasks within defined business processes link to the job description
• Enabling technology to implement and manage a competency model that supports  the full range of talent management functions – e.g. performance, compensation, employee development, recruitment, resourcing, and succession planning

The Balanced Scorecard (BSC) Framework & Strategy
Focused Accountability

Recorded on March 14, 2007

Presenters:  Gordon Medlock, Workstream

Financial goals are relatively easy to define and quantify.  Goals in the other areas of the balanced scorecard – customer satisfaction, business process improvement, and human capital development and learning – are harder to define, quantify, and manage.  Ensuring goal alignment down the individual performance level represents an additional challenge.

This second workshop in the five part series on “Strategy to Accountability” helps you use the insights of the BSC approach to make your goal setting and performance management more effective.

Join us for this webcast and you will learn:

• How to use  the BSC processes and categories in the strategic planning process – rather than simply as “buckets” for sorting goals
• To identify the right metrics for your organization in key BSC areas – e.g. financial, customer, internal process, and employee learning
• Enabling technology to cascade organizational goals throughout the organization and to integrate organizational performance metrics within your PM system

Overview of Performance Management in a High Performance Culture

Recorded on March 7, 2007

Presenter: Tricia Dupilka, Workstream

Do you use your Performance Management system as a strategic value driver or as merely a tool to facilitate an administrative process?

It’s a fact that most managers and employees do not see Performance Management systems as a value-driver, as indicated in flurry of recent survey results. Industry Week reported that only 18% of survey respondents said their performance reviews were effective; SHRM found that more than 90% of appraisal systems were not successful and DDI reported most employers expressed ‘overwhelming’ dissatisfaction with their performance management systems.

Join us for the first workshop in a five part series entitled, “Strategy to Accountability,” that will help you position your Performance Management system as strategic tool to enhance individual and organizational performance. Register today and you will learn:

• What effective managers do to enhance employee and organizational performance;
• The benefits of an effective performance management system;
• Enabling technology to define, manage, and measure the right things – including the link between performance and compensation;
• 6 tips for ensuring a best practice performance management system.

Pay for Performance

Recorded on January 23, 2007

Can your Pay for Performance solution adapt to the changing business environment?
As your company grows, your performance metrics and rewards strategy is also likely to change. How can you anticipate these inevitiable changes?

This session will explore Pay for Performance solutions in the context of evolving business and compliance requirements. The starting point is a fresh look at both the sophisticated objectives and simple on demand execution that define today's pay for performance solutions.

The good news is a practical solution tailored to your current objectives without trading the option to respond when the business environment changes. Join us for this informative session.

Eliminating Paper While Improving Compliance Through HR Knowledge Management and Communications

Recorded on December 6, 2006

While many companies have attempted to utilize technology to cut down on the amount of paper delivered to employees, a large percentage of organizations still produce a lot of paper while failing to effectively communicate with their employees and comply (in spirit or technically) with various regulatory requirements. ERISA, Sarbanes Oxley and other laws threaten to make the problem even worse. Most companies that find themselves in state are there largely, if not completely, because they are handicapped by the tools and processes they use to communicate to employees. However, by utilizing the right kinds of technology and processes, companies can address these concerns while doing so at less cost.

This session will:

• Review some of the major challenges companies face in communicating with employees in a cost effectively and legally compliant manner.
  
• Discuss what types of tools and processes can be used—such as knowledge management-- to address company challenges.
  
• Provide examples of how systems can dramatically lower costs while increasing compliance and increasing communication effectiveness.
  
• Review examples of companies that have deployed HR communication and knowledge management systems very effectively.

Using Total Rewards Statements to Attract and Retain Talent

Recorded on November 29, 2006

While a tremendous portion of company expenditures go toward compensating employees, unfortunately, employees and most executives have little understanding of the size of this investment. Due to this major information gap, many companies have a much harder time attracting and retaining talent than otherwise. This in turn translates into major costs for the company, reductions in productivity and direct negative impact on the top and bottom line.

Companies are increasingly turning to online Total Rewards Statements to provide a clear and comprehensive view of the investment they are making in their employees. Such systems can have a major, positive impact on the ability of a company to attract and retain employees.

This session will:

• Explore how lower rates of employee attraction and retention effect companies directly and economically.
  
• Review the challenges companies face in conveying the investment that they make in their workforce.
  
• Discuss ways in which they can overcome current challenges.
  
• Provide specific examples of how other companies have tackled the Total Rewards communication challenge.
  
• Present ROI information that can be used to measure and justify implementation of new Total Rewards initiatives.

Recruitment Best Practices for Mid-Sized Companies

Recorded on November 15, 2006

Today’s mid-size companies compete for talent in a global market. Better than 80% of companies today use ATS systems, so automation is not enough. Mid-size companies need to use technology more intelligently to recruit the talent they need to succeed.

Attend this webinar and learn best practices for using the next generation of recruiting solution to compete against larger companies. From getting smarter about how to use your recruiting system, to looking at broader, affordable technologies that can help you gain a competitive edge on the market. We will look at some market trends to determine which ones mid-size businesses can leverage and how to go get it done.

Quantifying Quality of Hire: Competency Based Hiring

Recorded on November 1, 2006

Understanding how to quantify quality of hire is among the most important ways a company can measure if its recruiting efforts are a success. Looking at this metric according to a competency model for your company is among the most effective ways to do this.

Attend this webinar and learn how to measure your quality of hire by looking at improvements in competencies across your company, as well as other more conventional methods. See how to integrate competency & skills questions into your recruiting efforts, learn other types of personality assessments available, and see how to bring it all together to create a closed-loop model that shows you where to focus future recruitment efforts.

Anticipating Business Change Within a Pay for Performance Strategy

Recorded on August 16, 2006

As companies grow and change, the practical delivery of a rewards strategy will also change. Agility is a vital ingredient to modern pay for performance solutions. But how can your company achieve practical results?

This complimentary session will explore pay for performance solutions in the context of business change. Attendees will be given practical examples of how today's procedures and disparate systems can be transformed without relinquishing flexibility. The starting point is a fresh look at both the sophisticated objectives and simple on demand execution that define today's pay for performance solutions.

Register Now!

Measuring Business Impact and Return on Investment from Recognition and Incentive Programs

Recorded on July 26, 2006

Workstream Rewards presents a one hour complimentary webinar, “Measuring Business Impact and Return on Investment from Recognition and Incentive Programs” presented in partnership with The ROI Institute.

The goal of any investment is to achieve an acceptable return. Implementing a recognition or incentive program as part of a Talent Management strategy can achieve exceptional results. However, the measurement of the business impact achieved by initiatives focused on behavioral change can be difficult.

Learn how the ROI Methodology™ provides a step-by-step measurement system for the evaluation, planning, data collection, data analysis, and reporting of results from recognition and incentive programs. This balanced approach to measurement and evaluation includes techniques to isolate the effects of the program or solution, to convert data to monetary values, and to identify and deal with intangibles. Learn how you can design an upfront measurement strategy that will ensure that you gain and maintain key stakeholder buy-in.

Key facts about the ROI Institute

• The ROI Methodology™ was developed by Dr. Jack J. Phillips in the 1970s, refined through application and use in the 1980s, and implemented globally during the 1990s.
• Over 3,000 organizations are using the ROI methodology with over 5,000 major studies completed in more than 40 countries around the world

Using Competency Management to Drive Organizational Performance

Recorded on June 26, 2006

HCI and Workstream present Competencies for Top Talent, an interactive webinar series featuring HCI analysts and other expert presenters. Join us for the first webinar in this four-part series entitled, “Using Competency Management to Drive Organizational Performance.”

Successful human capital management links organizational objectives to workforce planning and employee development processes. Competency-based human capital processes are a tool to achieve these outcomes and drive continuous improvement in customer service, sales and other functional units. And with today's technology, competency management is easier than ever to deploy. But how can you determine which competencies are critical to achieving your organization's business strategy?

This webinar will explore a process for competency modeling to identify the competencies that differentiate your top performers. You will have the opportunity to ask questions of experts who have implemented competency management systems including academics and authors in the field.

Win the War for Talent: Integrated Succession Planning

Recorded on June 21, 2006

With baby-boomers retiring, planning for the next generation of leadership is critical to your business. Attend this webinar and learn how to rapidly build an integrated succession plan that gives you a global view of the best talent in your organization.

Join us and see how to develop a succession plan hierarchy. From establishing the competency infrastructure, to approaches for identifying the best candidates through setting a plan in place and executing against specific targets. See how an integrated approach: including competencies, succession planning development, and performance will help your organization win the war for talent and maintain your competitive advantage.

Driving Differentiation in Performance and Compensation

Recorded on June 7, 2006

Companies with diverse or global requirements face unique challenges for differentiating performance and rewards. Effective program designs must now be paired with accelerated deployment, enterprise security, and the ability to incorporate midstream design changes.

This web cast will explore the fundamental challenge of differentiating rewards and performance in the agile enterprise. This will also be an opportunity for attendees to preview the new Workstream solution for Pay for Performance in an interactive discussion.

Beyond Recruiting: A holistic look at Talent Management

Recorded on May 3, 2006

Recruiting top talent is very expensive, but it is only half the battle. Retaining your best talent is key to your company’s success.

Join us for this webinar where we will discuss how your organization can recruit and retain its top talent. We will look at programs that Workstream customers have used to ensure employee growth, how these companies groom key team members to be future leaders, as well as processes to keep in mind when you are recruiting top talent.

Creating a Culture of Recognition

Recorded on April 26, 2006

Most employees today feel overworked and underappreciated. During times of change when we are asking them to do more with less, they report feeling less valued and more stressed for their efforts than ever before. Bob Nelson, Ph.D., author of the multi-million copy bestseller 1001 Ways to Reward Employees will expand your thinking of what recognition means and how you can systematically create a stronger culture of recognition in your organization -- even with constraints of time, resources or budget. Dr. Nelson will draw from research and his own doctoral work and experience in working with over 800 organizations on the topic of rewards and recognition to show how the best companies and managers integrate recognition into their work practices, identifying and acting on opportunities and addressing the leading obstacles along the way. This session features specific techniques, strategies and real-life examples that can be immediately applied back on the job to help move your organization to a new level of awareness and action in getting traction and systematically leveraging your success to build and sustain a culture of recognition.

Participants will learn:

• Research about what employees most want when they do good work.
• Basics of effective recognition and the role every manager plays in it.
• Daily strategies for integrating recognition with the goals & values of the organization.
• A process for assessing and building a stronger culture of recognition.
• The six dimensions of world-class cultures of recognition.

Register today and you'll also receive an exclusive Rewards and Recognition Information kit featuring the white paper by Dr. Bob Nelson entitled, "Using Informal Rewards to Recognize Performance," and much more.

About Dr. Bob Nelson

Dr. Bob Nelson, "The King of Rewards" (Workforce Management) and "The Guru of Thank You" (Corporate Meetings & Incentives), is president of Nelson Motivation Inc., a management training and consulting company located in San Diego, CA, which specializes in assisting organizations develop and improve their performance practices, programs, and systems. He is a co-founder of the National Association for Employee Recognition and currently serves on that organization's advisory board. Prior to starting his own company, he worked closely with Dr. Ken Blanchard (of One Minute Manager fame) and served as an executive for his company for over ten years.

Dr. Nelson has appeared on CNN, CNBC, MSNBC and PBS television; on NPR, USA Business Network, and the Business News Network radio; and has been featured in The New York Times, The Wall Street Journal, The Washington Post, The Chicago Tribune, USA Today, Fortune and Inc. magazines to discuss how to best motivate today's employees.

How Can Total Rewards Statements Contribute to the Bottom Line

Recorded on April 7, 2006

Today a very sizeable part of most companies operating expenses is associated with people costs. In fact, economy wide, companies spend over $6 trillion annually on employee compensation. Despite the size of this expense, it is ironic that most companies do a very poor job of conveying the cost and value of compensation to their employees. Part of the reason for this apparent disconnect is that effectively conveying compensation information has historically been hard, particular when using traditional means. The intermediate result is a scenario with higher overall communication costs, higher employee turnover, lower employee productivity and poorer ability to attract new employees. The final result is a company that is less profitable than otherwise.

Total Rewards or Total Compensation Statements first emerged in paper-based forms as a partial solution to the above problem. However, these solutions have been only partially effective due to their cost and lack of comprehensiveness, timeliness and accuracy. Online Total Rewards Statements on the other hand have in many cases delivered dramatic results for companies. This session will:

• Explore data and costs around employee compensation, attraction and retention
• Discuss how companies can deploy Total Rewards Statements in a manner that will directly impact the bottom line
• Provide examples of companies that have achieved measurable savings from deploying a Total Rewards Statement.

Leveraging Technology to Create a High Performing Workforce

Recorded on March 15, 2006

Attend this one-hour webinar and learn how technology can help you to create a high performance culture within your organization. The session will explore key elements used to create successful "high-performance" programs in companies today and how today's technology solutions can help in operationalzing these programs - including an in-depth look at competency based performance management, succession planning, and professional development solutions. We will also look at how other Workstream clients accomplished building high performance cultures with today's technology.

Communicating and Delivering Employee Benefits More Efficiently and Cost Effectively

Recorded on February 1, 2006

The delivery of employee benefits remains one of the most challenging tasks for the HR organization. Benefit costs continue to rise at large and unpredictable rates. New benefit programs, such as consumer driven health plans, are being implemented to control costs. However, communicating to, and getting employees enrolled in, these benefit programs has been challenging to say the least.

This session will explore some of the biggest challenges faced by companies today in the benefits arena and discuss what strategies and tools are available to be more successful in reducing costs while improving the result. We will specifically

Making the Business Case for an Enterprise Compensation Planning Solution

Recorded on January 25, 2006

Compensation management solutions can help a company significantly control costs, retain key talent and increase manager productivity. But, how can you make a realistic business case to convince your management of these benefits?

In this session, we will explore realistic scenarios to assist you in evaluating the benefits of a compensation management solution. Both hard dollar savings and - the more difficult to quantify – soft benefits or process improvements will be addressed. Participants will have the opportunity to ask the hard questions that need to be answered for your unique situation. You'll learn the common pitfalls to avoid and walk away with the tools and insight you need to keep your solution strategy on track.

A Fresh Approach to Pay for Performanc

Recorded on January 11, 2006

Pay for performance is a simple objective that can become a complicated stew for large, diverse companies whose strategies change as they evolve. It is rare that a solution that meets today's organizational objectives retains any option for change in the future. However, this is changing with availability of new applications and technologies.

This session is the first in a series of webcasts exploring the practical realities of executing a pay for performance strategy in the large enterprise. The solutions available to support this objective are evolving very quickly. This webcast will provide a fresh look at both the sophisticated objectives and necessary technology that defines modern pay for performance.

Delivering HR Information the Easy and Successful Way

Recorded on December 7, 2005

For years, companies have been struggling with how to best deliver HR related information. Historically, many companies have delivered information via paper, but at great expense and with poor results. Technology such as corporate intranets, HR portals and content management systems have opened up new and more promising ways to deliver information. But more often than not, companies still complain that these promising technologies have failed, often woefully, to meet their promises. One of the criticisms of such technologies is that they create new dependencies on IT, technical resources and external vendors that previously did not exist. While this outcome is common, it is not universal. Companies that wisely select and use technology can achieve much better communication results with far less effort and cost.

This free session will explore the challenges faced by companies in communicating HR information and discuss what to look for, and implement, in order to achieve superior HR communication results. In addition to discussing a number of best practices, we will reference companies that have implemented such practices in order to achieve positive results.

Top 10 Considerations When Designing an Employee Rewards Program

Recorded on November 23, 2005

More and more companies are looking to employee rewards programs to increase productivity, morale and to retain their employees. Rewards programs are great in concept, but in practice, less than half of companies surveyed rate their rewards programs as effective.

This complimentary session will explore the key things that companies should consider when designing an employee rewards program. We will focus specifically on the factors most likely to deliver success and maximize a company’s return on investment.

Driving Business Results through Effective Performance and Compensation Management

Recorded on November 16, 2005

The performance of a business is directly attributed to its people. Yet, the approaches to managing business performance and managing people performance are often worlds apart. While business leaders speak passionately about “execution”, “accountability”, and “visibility” most performance management processes support these concepts at only a fraction of their potential.

As stewards of people performance management, HR wields a potentially powerful lever with which to influence top-level business results through people.

This free session will describe how to unlock that potential through three actionable best-practices:

• Synchronize the process with the business cycle
• Align what’s measured with what matters
• Enable the process with effective tools

How to Make a Compelling Financial Case for an Online Total Rewards Statement

Recorded on November 9, 2005

Online Total Rewards Statements hold the potential to yield very large positive returns for organizations. They can achieve this by:

• eliminating costly paper communication,
• eliminating many inquiries to HR and call centers,
• reducing the cost of attracting and retaining talent, and
• improving both the top and bottom line aspects of the financial statement of companies.

This free session will provide background on online Total Rewards Statements and how such statements can deliver large financial results for your company.

New Alternatives for Variable Pay and Total Compensation Planning

Recorded on November 2, 2005

The most direct method for rewarding employee performance is through variable pay programs; however, managing these programs at the enterprise level can be challenging. Many programs have evolved organically to reflect very granular objectives and exceptions. They may also be fundamental elements of the corporate culture.

This free session will explore new opportunities for total compensation planning with emphasis on the challenges of complex variable pay scenarios. The key is to establish a framework that can accommodate both the status quo and new corporate objectives. The opportunity is a streamlined process that incorporates business objectives as they evolve, as well as support for managerial discretion and exceptions.

Motivating the Middle Using Non-Monetary Rewards

Recorded on October 26, 2005

The middle 60-70% of your employees are the heart of your company. Without these trusty, reliable employees who come in day-in and day-out, your company would not be able to do what it does. The scary part is that this segment of your employee population is usually the most disengaged and disenfranchised - let’s call it the "middle child syndrome".

How does a company motivate and retain this key contingent of their workforce when dollars are limited? In this complimentary webinar, learn what researchers say engages employees, and how to use non-monetary rewards to keep your "middle" employees satisfied and productive.

How Eastman Chemical Gets the Most out of Its HR Portal

Recorded on October 12, 2005

While many companies have implemented HR Intranets and Portals, such implementations have often failed to achieve the kind of results desired or expected. Ideally, such solutions would generate major population usage and result in substantial improvements in the efficiency and costs of HR related processes; however, this is often not what ultimately transpires. Rather, companies often incur significant costs with limited measurable results.

One company that that has been highly successful in its HR portal endeavors is Eastman Chemical. This free session will focus on how Eastman Chemical has delivered more for less money through the implementation of a very robust, role based HR portal that integrates deeply into its ERP and other HR related applications.

Successful Pay for Performance

Recorded on October 5, 2005

Streamlined pay for performance solutions can be a terrific aid to achieving organizational objectives. Workstream can assist, but it will also be helpful to understand some of the business and market factors that contribute to success.

This complimentary session will highlight opportunities as well as potential pitfalls gleaned from customer experiences. The result is intended to inform your independent evaluation. Attendees are encouraged to submit questions as well.

Pursuing Best Practices Through Online Recruitment Software

Recorded on September 28, 2005

Hiring the most qualified employees can be a daunting challenge for companies. While technology, such as large job boards, have made it much easier to reach potential job candidates, it has created challenges and negative side effects of its own. One of the biggest challenges is the potential information overload and administrative burden associated with evaluating a large number of candidates.

To address emerging challenges in the recruitment area, companies have turned to utilizing best practices and solutions that support and complement them. This complimentary session will explore the opportunities and challenges that have emerged in the recruitment and applicant tracking field, and discuss ways in which best practices and software solutions can be deployed to take on these opportunities and challenges.

Getting Managers on the Recognition Bandwagon

Recorded on September 21, 2005

Your recognition program is only a worthwhile investment if managers and employees use it. Employees and managers, alike, embrace the idea of recognition, but when it comes to actually doing it, the reality is quite different than the concept.

In this free webinar, we will discuss pragmatic ways to get line managers engaged in your company’s recognition program and learn how an online system can facilitate the recognition process.

Enterprise Class Variable Pay

Recorded on September 14, 2005

In theory, the most direct and flexible method for rewarding employee performance is through bonus programs. When deployed at the enterprise scale, these goals can be difficult to manage. Spreadsheets have the advantage of flexibility but they do not meet the demands for transparency and control required for at the enterprise level. This often leads to the deployment of custom systems that are difficult and expensive to maintain.

This complimentary session will introduce concepts and tools that allow even the most sophisticated variable pay programs to be deployed without the technical overhead and cost associated with custom systems. In addition, the session will show how the variable pay programs are seamlessly integrated into a manager self service application for compensation planning.

Essential Strategies for Effective Succession Planning

Recorded on September 7, 2005

Having the right people in place to execute your business strategy has always been challenging. After downsizings and restructurings, organizations are increasingly dependant on a fewer number of key people and positions. The coming net loss of experience associated with the retirement of baby-boomers makes the challenge all the more acute.

Planning succession for all key positions is critical to ensuring consistent execution. With effective succession planning, employees are ready for new leadership roles as the need arises. When an employee leaves a critical position, a current employee is ready to step up to the plate.

This free session will describe how to use succession planning in order to:

• Clearly understand the talent within your organization
• Proactively retain top talent through development and internal movement
• Manage the risk associated with the loss of talent in key positions

Using Non-Cash Rewards to Motivate & Retain Employees

Recorded on August 31, 2005

With attrition expected to increase this year, companies are taking a hard look at how they are going to keep their employees as the economy improves. Employees, when asked, say that recognition for their contributions is one of the things they most want, but don't get. Employee recognition is one of the most effective, yet low cost strategies a company can employ to keep its workforce satisfied. While recognizing employees doesn't seem difficult, managers do struggle with finding the time and knowing exactly how to acknowledge their employees.

In this free webinar, you will learn:

• Basic recognition principles and resources
• How employee recognition programs impact employee productivity and satisfaction
• Benefits of an online recognition program

Next Generation HR Portals and Communication Systems

Recorded on August 24, 2005

In an effort to elevate the role of HR and improve the effectiveness of employees, a number of companies have introduced highly advanced Human Resource Portals. Unlike traditional HR sites and Intranets, such portals possess a number of particularly high value characteristics such as: granular personalization of information based on the role and characteristics of the employee, deep integration into a broad range of related strategic and transactional applications, and highly efficient administrative and authoring tools. The net result is a highly effective platform from which companies can achieve their human capital management objectives.

This free webinar will explore the key characteristics of Next Generation HR Portals and communication systems. It will review examples of how companies have deployed such systems and what strategies companies can pursue to accomplish similar objectives.

Helping Employees Understand Total Rewards

Recorded on August 17, 2005

How many times have you met with an employee who feels they are inadequately compensated? More than ever, employees are showing up on HR's doorstep with salary data pulled from internet sources that suggest the employee is not being rewarded as he/she should be. The conversation becomes yet another opportunity to educate the employee about total rewards - that includes not only an employee's salary, but the cost of benefits, time off, perquisites, and other rewards.

Join us for a free educational webinar about Workstream's Rewards and Total Rewards Statement Products:

• Learn how recognition and other work-life program can increase employee productivity and retention
• Find out how you can provide secure, up-to-date information that shows the full financial impact of an employee's total compensation package.
• See how Total Rewards Statements can be seamlessly integrated into related applications

Driving Business Results through Effective Performance Management

Recorded on August 10, 2005

The performance of a business is directly attributed to its people. Yet, the approaches to managing business performance and managing people performance are often worlds apart. While business leaders speak passionately about “execution”, “accountability”, and “visibility” most performance management processes support these concepts at only a fraction of their potential.

As stewards of people performance management, HR wields a potentially powerful lever with which to influence top-level business results through people.

This free session will describe how to unlock that potential through three actionable best-practices:

• Synchronize the process with the business cycle
• Align what’s measured with what matters
• Enable the process with effective tools

Enterprise Compensation Management - Best Practice Advice and Guidance

Recorded on August 3, 2005

Distributing enterprise planning tools to managers for compensation planning offers key values over the status quo of spreadsheets and custom systems:

• Faster, more efficient planning cycles
• Equitable, policy based awards
• Better decisions during the planning process

Forward thinking companies are also realizing the value of deploying solutions in an ASP model. They can be deployed quickly, at low cost, with fewer dependencies on limited IT resources. However, the ASP model also brings the issue of best practices and solution flexibility into sharper focus.

Join us for this free session to learn the key themes for to consider when initiating an enterprise wide solution for salary, stock, and variable pay awards.

The Top 10 Things to Look for When Purchasing an HR Knowledge Management Solution

Recorded on July 27, 2005

While companies have been delivering HR information for years, more often than not this information is delivered at a much higher cost than anticipated, and with disappointing results. In some cases, these poor results can be attributed to poor planning and execution; however, they are often the result of deficiencies in the tools that companies use to create and deliver their HR information.

This complimentary session will explore the top ten things that companies should consider when looking to purchase or implement a product to deliver HR information/knowledge. We will focus specifically on the factors most likely to deliver success and maximize a company’s return on investment, and this session will also reference specific lessons learned by companies in the marketplace.

Driving Business Results through Effective Performance Management

Recorded on July 6, 2005

The performance of a business is directly attributed to its people. Yet the approaches to managing business performance and managing people performance are often worlds apart. While business leaders speak passionately about “execution”, “accountability”, and “visibility” most performance management processes support these concepts at only a fraction of their potential.

As stewards of people performance management, HR wields a potentially powerful lever with which to influence top-level business results through people. This session describes how to unlock that potential through three actionable best-practices:

• Synchronize the process with the business cycle
• Align what’s measured with what matters
• Enable the process with effective tools

Reducing Costs and Improving Employee Satisfaction through Next Generation Benefit Enrollment and Decision Support Systems

Recorded on June 29, 2005

For years, companies have been providing employee benefits to their workforce, often at considerable cost and with great frustration. This is largely because traditional tools used to communicate and enroll employees in their benefits are simply not up to the task.

This complimentary session will focus on how the most advanced online enrollment and decision support tools are helping companies reduce their cost of benefit delivery while improving employees' perception and understanding of their benefits.

Enhancing Pay for Performance through the Use of Knowledge Management and Rewards Statement

Recorded on June 22, 2005

For good reason, the concept of pay for performance is the current “industry buzz". Compensating and motivating employees based on the value they add to an organization makes good business sense. Unfortunately, moving from concept to reality can be difficult. Many companies today fail to do even the basics well - like effectively communicating compensation and benefits to employees.

This complimentary session will focus on how companies can utilize online Total Rewards Statements and Knowledge Management systems to supercharge their pay for performance initiatives.

We will focus on:

• The tremendous results major companies are seeing by delivering online Total Rewards Statements to their employees.
  
• How context based and personalized information can be integrated across the full range of pay for performance applications to deliver exactly the right information at the right time to the right audiences.

Fast, Transparent and Flexible Planning Decision Support with Workstream Compensation

Recorded on June 15, 2005

The idea is simple. Provide enterprise class tools to the manager that will guide effective compensation planning and review decisions:

• Reward high performers
• Conform to corporate guidelines
• Plan within the allocated budget
• Manage the review and approval process

Supporting this process is often relegated to a mix of paper processes, spreadsheets, or custom systems. These are often error prone, inefficient, and expensive in the long run. They also fail to provide managers with real insight and guidance. Now, there are new pressures for process integrity and transparency to consider as well.

Good news. There is a compelling solution for total compensation planning and it is available in a low cost, on-demand service model. This webinar will include an overview of the solution, as well as commentary from Chipotle, a Workstream customer that uses the system in a dynamic, high growth enterprise. Join us for a preview of how your compensation planning process can be transformed with Workstream Compensation.

How to Deploy a Comprehensive, Integrated Pay for Performance Solution

Recorded on June 8, 2005

The theory behind pay for performance is that, in order to be most effective, companies should compensate their employees based upon their specific performance levels. By paying based on performance, many companies have achieved spectacular results in terms of improved corporate profitability and shareholder return.

While the theory behind pay for performance is sound, many companies lack the capability to effectively manage specific performance management or compensation planning tasks. On top of this, companies often have little, if any, true integration between processes or tools they use to manage performance, establish compensation and then communicate compensation levels and rewards.

This session will focus on how companies can deploy a comprehensive and truly integrated pay for performance solution which incorporates goal setting and performance management, compensation planning and effective employee communication of compensation and benefits.

Maximizing the Return on Your Compensation and Benefits Investment through a Total Rewards Statement

Recorded on June 1, 2005

While the single largest expenditure most companies make is on human capital, employers do a notoriously poor job of conveying the size of this expenditure to their employees. For example, the average company spends over $17,000 per employee annually on benefits alone, but the vast majority of employees dramatically underestimate the size of this expenditure.

The unfortunate outcome of this disconnect between what a company spends on human capital and what employees think they spend, is a less motivated and less stable workforce. This in turn hurts the corporate bottom line and overall shareholder return.

To maximum the return of their compensation and benefit programs, leading companies are turning to Total Rewards (compensation and benefit) Statements to accurately and completely convey their programs. And the returns on these programs have often been spectacular.

This session will:

• Discuss the challenges companies face in conveying their compensation and benefit programs;
• Review how leading companies are using Total Rewards Statements to overcome their challenges in conveying compensation and benefits;
• Describe how Total Rewards Statements can be seamlessly integrated into related applications;
• Outline how to build a Return on Investment business case that is simple but effective.

How to Fire on All Cylinders by Deploying a Comprehensive Employee Rewards Strategy

Recorded on May 18, 2005

Over the years, companies have deployed a number of strategies to reward and better motivate their workforce. These strategies range from cash, stock and traditional benefit compensation, to discount programs, to incentive and recognition programs. Increasingly, companies are realizing that any single strategy fails to achieve a large piece of what is possible from an employee productivity, attraction and retention standpoint.

This session will discuss the range of rewards programs being used by companies, and what a more comprehensive rewards strategy might look like to achieve maximum results.

Workstream TalentCenterONE
On-Demand Enterprise Workforce Management Solutions for Only $1 Per Employee Per Month

Recorded on March 28, 2005

IDC reports that the adoption of On-Demand HR and workforce management applications is on the rise.   This is because Software on demand (SoD) applications can provide companies with enormous benefits such as cost savings, the ability to focus on core business competencies, increased employee productivity, and streamlined business processes.

Learn more about Workstream TalentCenterONE - a simple, predictable and affordable approach to automating a broad array of workforce management processes for just $1 per employee per month, including:

• Recruiting
• Benefits administration and enrollment
• Performance management
• Compensation and rewards management.  

Workstream's on-demand offering is designed to allow managers to manage their teams, employees to manage themselves, and human resource professionals to manage the entire workforce, thus helping to improve overall organizational efficiency throughout the employee life-cycle.

Motivating the Masses Through Online Total Comp and
Benefit Statements

Recorded on March 9, 2005

Acquiring and retaining good employees can be expensive business for most companies. Hiring a new employee in traditional ways can cost 20% or more of an employee's first year salary. Once hired, a new employee requires substantial training and "ramp up" time. A recent study by Mellon indicated that newly hired employees take 6 months to become fully productive. By implementing systems designed to more effectively attract and retain employees, companies can realize very sizeable returns on their investment.

Please join Workstream for a webinar that will explore some of the major challenges companies face in attracting and retaining workers. We will then discuss what tools or systems – such as a Total Comp and Benefit Statement – can do to address these challenges.

All Online Benefit Decision Support Tools are not Created Equal

Recorded on March 2, 2005

In today's highly regulated business environment, companies are under enormous pressure to contain costs, offer innovative benefit plan choices and stay competitive within their industries. At the same time, employee benefits are becoming more complex, and employees are expected to take more responsibility for making their own choices. As a recent Forrester Research TechStrategy brief, "What Employers Expect from Benefits Portals," confirms, companies are turning to online technology to provide a "combination of personalized decision support and financial incentives ... as a means of holding employees accountable for the costs and benefits of their health and welfare choices."

Join us for an educational webinar to learn how Workstream's next-generation decision support tools – including plan comparison/modeling capabilities, a next generation health plan provider directory, and an online total rewards statement – can integrate with your existing enrollment solution or Workstream Benefits Enrollment to:

• Streamline benefits administration and reduce calls to HR.
• Increase adoption of consumer-driven health plan options and other lower cost benefit options.
• Improve employee satisfaction with the enrollment process and their understanding of the value of company-sponsored benefits.
• Avoid the liability issues associated with lack of consistent, well-documented employee communication.

The ROI of Employee Self Service: A Case Study in Benefits Enrollment

Recorded on February 23, 2005

Human Resource departments around the world are weighed down by cumbersome administrative processes. Such processes can be time-consuming and frustrating, but most importantly, they can require an expensive army of employees to handle the work and significant costs to produce paper based communications and forms.

Self-Service can significantly help alleviate this problem and allow for a considerable amount of savings in the department. During this online learning seminar, we will take a close look at the real ROI of Employee Self Service as well as the dos and don'ts of its implementation. Some companies, such as Maytag, have seen an ROI from self service of more than 100% in less than a year.

Join Workstream and HR.com for an educational webinar, as we will review a case study of Maytag and how they generated substantial ROI.  

Self Service strategically changes how work is done in HR and at the same time places accountability in a more effective place. This is exciting not only regarding the technology, which is strong, but because of what it can do for HR and for an organization: improve employee perception while streamlining costs, which in turn increases profits.

Increase Employee Appreciation of Total Compensation

Recorded on February 16, 2005

The U.S. Chamber of Commerce estimates that the average company spends more than $17,000 per worker on benefits. Yet employees typically underestimate the cost of their benefits by as much as 75 percent. Workstream Total Rewards Statement increases visibility and employee understanding of total compensation and company-sponsored benefits. In addition, Workstream Total Rewards Statement gives employees a compelling reason to visit your company's employee portal on a regular basis for real-time, personalized information.

Join us for an educational webinar to learn how Workstream Total Rewards Statement:

• Helps leading companies achieve rapid ROI by eliminating paper financial statements , reducing administrative costs, and improving employee retention
• Provides secure, up-to-date information that shows the full financial impact of an employee's total compensation package.
• Provides modeling and charting tools to demystify financial forecasting.
• Increases the impact of Pay-for Performance strategies.

On-Demand Benefits

Recorded on February 9, 2005

Frustration, exhaustion and budget overruns are not always a built-in consequence of enrollment season. Workstream Benefits Enrollment, an online, self-service software solution, allows companies to offer a full range of benefit and plan choices - while containing costs and reducing the administrative burden on HR staff.

Join us for a webinar where you will learn how Maytag Corporation, Lee Enterprises and other Workstream customers integrate online benefits enrollment with personalized decision support through, Workstream Benefit applications, to provide an overall solution that improves service to employees and helps them make educated choices about their benefits.