HR.com Announces Resounding Registrations in the Leadership Online Accreditation Program
In May 2011, HR.com’s Institute for Human Resources (IHR) introduced the Leadership institute as part of the virtual certification program for more than 200,000 member HR professionals. The global social network allows members to drive the website content and facilitates HR experts to connect and share the latest industry trends and information. In one year, the Leadership institute has been the most popular program attracting more than 11,600 registrations in 86 online courses, all available in archive viewing mode free of charge at any time of day or night. The certification is a unique program in that it provides a specialized accreditation in a focused track of HR.
HR professionals are choosing the convenient and functional virtual learning method where they control their education. They have access to the latest learning technology, and the most up-to-date relevant webcast content, all from the comfort of their own favorite laptop location. Each webcast selected and viewed earns one IHR credit hour for a participant to count towards their certification. For the Leadership Certification, 80 hours of webcast credit courses are required for completion.
The next Leadership virtual event is open for registration and scheduled for July 12 and 13, 2012. A past popular webcast attracting the highest registration numbers was “STR8-TALK for Difficult Conversations: How to Communicate Feedback with Candor and Care” presented by Tina Smagala, Regional Director from RV Rhodes LLC.
“Never has leadership development in business been more valuable to the economy and the health of business. It is not only the focus of most CEO’s but it is essential to staying competitive in this rapidly changing world. HR.com’s online certification in the leadership track addresses this need covering new aspects of leadership for both the emerging and the established leader.”
Dr. Beverly Kaye, Founder and Co-CEO, Career Systems International
The certification and accreditation process for the Developing Organizational Leadership Capabilities program is developed and guided through an independent Advisory Board composed of industry experts for each domain with access to the latest technology, best practices and thought leaders in their respective spaces. Interested content providers may contact Lynnette Rumble at lrumble@hr.com
Chair:
Jack Zenger, Zenger Folkman
Representatives:
Todd Davis, FranklinCovey
Christine Grimm, Aria Consulting International
Jeff Hayes, CPP, Inc.
Beverly Kaye, Career Systems International
Brent Kedzierski, Shell
Robert Morgan, SHLPreVisor
Maggie Walsh, The Forum Corporation
Ryan Walter, Leading Performance
Richard Wellins, DDI – Development Dimensions International
Check the Schedule for Upcoming Virtual Events or the Archive Listing for all programs with specialized focus in this or any division of HR. For HR professionals interested in sharing a recent project or topic, Submit an Idea here. Also get connected here with a new Linkedin HR.com subgroup on Leadership.
About HR.com
HR.com is a virtual company that believes in HR education, and networking. As the largest social network and online community of over 200,000 HR professionals, HR.com connects HR professionals and suppliers with easy access to shared knowledge on best practices, industry news, webcasts, and online certification to help them develop their most important asset — the people. Meet, network, share and learn.
About The Institute for Human Resources (www.instituteforhumanresources.com)
IHR focuses on education, online certification, and career development in the HR profession. IHR currently covers 20 key HR verticals ranging from Leadership, Workforce Management, Rewards and Recognition, Quality of Hire, Integrated Talent Management to Employee Wellness and others. Each program provides a full list of education, virtual events and accredited certification courses for a 12 -18 month period. Education, training and certification credits are available with “authorized partners” as well as with HR.com educational webcasts and award-winning virtual events. See List of All Programs.
For more information contact:
Debbie McGrath, Chief Instigator, HR.com
1-877-472-6648, ext. 104
dmcgrath@hr.com
Lynnette Rumble
Facilitator — Developing Organizational Leadership Capabilities
Search for Advisory Board Members and Content Presenters
HR.com
lrumble@hr.com
HR.com Announces Resounding Registrations in the Leadership Online Accreditation Program
In May 2011, HR.com’s Institute for Human Resources (IHR) introduced the Leadership institute as part of the virtual certification program for more than 200,000 member HR professionals. The global social network allows members to drive the website content and facilitates HR experts to connect and share the latest industry trends and information. In one year, the Leadership institute has been the most popular program attracting more than 11,600 registrations in 86 online courses, all available in archive viewing mode free of charge at any time of day or night. The certification is a unique program in that it provides a specialized accreditation in a focused track of HR.
HR professionals are choosing the convenient and functional virtual learning method where they control their education. They have access to the latest learning technology, and the most up-to-date relevant webcast content, all from the comfort of their own favorite laptop location. Each webcast selected and viewed earns one IHR credit hour for a participant to count towards their certification. For the Leadership Certification, 80 hours of webcast credit courses are required for completion.
The next Leadership virtual event is open for registration and scheduled for July 12 and 13, 2012. A past popular webcast attracting the highest registration numbers was “STR8-TALK for Difficult Conversations: How to Communicate Feedback with Candor and Care” presented by Tina Smagala, Regional Director from RV Rhodes LLC.
“Never has leadership development in business been more valuable to the economy and the health of business. It is not only the focus of most CEO’s but it is essential to staying competitive in this rapidly changing world. HR.com’s online certification in the leadership track addresses this need covering new aspects of leadership for both the emerging and the established leader.”
Dr. Beverly Kaye, Founder and Co-CEO, Career Systems International
The certification and accreditation process for the Developing Organizational Leadership Capabilities program is developed and guided through an independent Advisory Board composed of industry experts for each domain with access to the latest technology, best practices and thought leaders in their respective spaces. Interested content providers may contact Lynnette Rumble at lrumble@hr.com
Chair:
Jack Zenger, Zenger Folkman
Representatives:
Todd Davis, FranklinCovey
Christine Grimm, Aria Consulting International
Jeff Hayes, CPP, Inc.
Beverly Kaye, Career Systems International
Brent Kedzierski, Shell
Robert Morgan, SHLPreVisor
Maggie Walsh, The Forum Corporation
Ryan Walter, Leading Performance
Richard Wellins, DDI – Development Dimensions International
Check the Schedule for Upcoming Virtual Events or the Archive Listing for all programs with specialized focus in this or any division of HR. For HR professionals interested in sharing a recent project or topic, Submit an Idea here. Also get connected here with a new Linkedin HR.com subgroup on Leadership.
About HR.com
HR.com is a virtual company that believes in HR education, and networking. As the largest social network and online community of over 200,000 HR professionals, HR.com connects HR professionals and suppliers with easy access to shared knowledge on best practices, industry news, webcasts, and online certification to help them develop their most important asset — the people. Meet, network, share and learn.
About The Institute for Human Resources (www.instituteforhumanresources.com)
IHR focuses on education, online certification, and career development in the HR profession. IHR currently covers 20 key HR verticals ranging from Leadership, Workforce Management, Rewards and Recognition, Quality of Hire, Integrated Talent Management to Employee Wellness and others. Each program provides a full list of education, virtual events and accredited certification courses for a 12 -18 month period. Education, training and certification credits are available with “authorized partners” as well as with HR.com educational webcasts and award-winning virtual events. See List of All Programs.
For more information contact:
Debbie McGrath, Chief Instigator, HR.com
1-877-472-6648, ext. 104
dmcgrath@hr.com
Lynnette Rumble
Facilitator — Developing Organizational Leadership Capabilities
Search for Advisory Board Members and Content Presenters
HR.com
lrumble@hr.com
Redefining Time-to-Hire Can Improve Candidate Quality and Business Execution
By Steven Hunt
Speed matters when it comes to recruiting. Because open positions don’t produce revenue, smart organizations track how long it takes to fill positions and do everything they can to hire quickly. But when does the clock start ticking on time-to-hire? Is it when the job requisition is approved? When it’s been assigned to a recruiter? When the requisition has been posted to a career site? And when does the clock stop? When a candidate accepts an offer? When a candidate starts on the job?
These questions point to a bold and innovative approach toward staffing: What is often considered one metric — time-to-hire — actually has two distinct and measurable stages:
- Time-to-fill starts when a requisition is approved or posted. It ends when an approved candidate accepts the job offer.
- Time-to-start also starts when a requisition is approved or posted. But it doesn’t end until the newly hired candidate starts on the job.
It’s an important distinction because many factors that affect time-to-fill don’t affect time-to-start, and vice versa. For example, a company policy that restricts employees from moving into new internal positions until replacements are found for their current roles may radically lengthen time-to-start. But the policy may have little or no effect on time-to-fill.
In some situations, a company may intentionally increase time-to-fill while simultaneously taking steps to decrease time-to-start.
For example, increasing time-to-fill may make sense for jobs that generate extraordinarily high revenue if you want to make sure a position is filled by a rock star candidate with certain qualifications. Waiting a few extra days before filling positions may end up producing higher-quality candidates who can produce far more revenue than an average candidate. On the other hand, cutting time-to-start to a day or even less (if it doesn’t have any impact on time to fill) can prevent disruptions in operations.
Decoupling the concepts of time-to-fill and time-to-start can help staffing leaders hire better candidates and heighten company operations. To learn more about staffing for business execution, download the SuccessFactors white paper Get the Right People: 9 Critical Design Questions for Securing and Keeping the Best Hires now.
Only A Players Wanted
Do you employ A players or B players and which type of employee does this website help you manage? That's what a reader asked me recently when he sought help ...
Read MoreGIS Receives Background Screening Credentialing Council Accreditation from NAPBS
Chapin, S.C. — General Information Services, Inc. (GIS), a leading provider of background screening and talent acquisition solutions, has achieved accreditation through NAPBS’ Background Screening Agency Accreditation Program (BSAAP).
The accreditation program, established by the National Association of Professional Background Screeners (NAPBS) and managed by the Background Screening Credentialing Council (BSCC), ensures that background screening companies follow high standards in dealing with background checks and personal data.
“GIS has always been known for providing high quality background screening services by going the extra mile, not cutting corners and most importantly, not offshoring any of our services, even as we have grown from a small background screening company to one of the largest in the world,” said Ray Conrad, owner and CEO of GIS. “We are very pleased to have achieved the accreditation and to have NAPBS validate how we operate.”
The BSCC oversees the application process and is the governing accreditation body that ensures that any organization seeking accreditation meets or exceeds a measurable standard of competence. To become accredited, background screening companies must pass a rigorous onsite audit, conducted by an independent auditing firm, of its policies and procedures as they relate to six critical areas: consumer protection, legal compliance, client education, product standards, service standards, and general business practices.
As senior vice president of operations and member of GIS’ compliance counsel, Lori Webb was particularly satisfied with the accreditation. “As an original member of NAPBS, it was important for us to seek accreditation,” she said. “We know how valuable NAPBS is and we know how high their standards are. For the background screening industry’s most well-respected association to give us their seal of approval is a huge accomplishment.”
About General Information Services, Inc. (GIS)
GIS is a nationally accredited background screening company that has been providing background screening services since 1966. In recent years, GIS has grown to serve thousands of customers nationwide by providing comprehensive national and international background screening solutions, talent acquisition solutions and industry specific services. For more information about GIS and its products or services, visit www.geninfo.com.
About NAPBS®
Founded in 2003 as a non-profit trade association, the National Association of Professional Background Screeners (NAPBS) represents the interests of more than 700 member companies around the world that offer tenant, employment and background screening. NAPBS provides relevant programs and training aimed at empowering members to better serve clients and maintain standards of excellence in the background screening industry, and presents a unified voice in the development of national, state and local regulations. For more information, visit www.napbs.com.
###
IHRIM Extends HR Technology Expertise at World at Work Conference
The International Association for Human Resource Information Management (IHRIM), the world’s leading clearinghouse for the HRIM (Human Resource Information Management) industry, today announced that it will be represented at the Total Rewards 2012 Conference, May 21-23, in Orlando, FL. Located at booth 129, IHRIM will be onsite to provide HR Technology insights as well as answer questions about the benefits of becoming a member of IHRIM and the options available to earn the Human Resource Information Professional (HRIP) credential through IHRIM’s HRIP Professional Certification program.
“We are very excited about the opportunity to meet one-on-one with the World at Work audience,” said Lynne Mealy, CEO of IHRIM. “Given that there are so many changes happening within our industry, it will be my personal pleasure to provide real-world insights on how IHRIM can help professionals network with THE industry’s top thinkers as well as keep them ahead of their competitors.”
IHRIM will be providing demonstrations of the association’s member-generated online community that captures and shares important HR information management knowledge and content: CORE. Additionally, IHRIM will be offering a `World At Work’ discount of $100 for attendees that join IHRIM at the event as well as a post-conference savings of $60. To encourage visitors to IHRIM’s booth, both a 1-year membership to the association and a $100 American Express gift card will be raffled off.
For more information about the association, visit www.IHRIM.org.