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INSTITUTE FOR CORPORATE PRODUCTIVITY (I4CP)FREE RESEARCHHUMAN RESOURCES EXECUTIVE NETWORKEXCHANGES #i4cp is a leading research organization and network of HR executives that discovers next practices in human capital. RETURN TO WORK & THE WORKPLACE RESOURCES The following resources are curated by i4cp's research team to assist leaders, managers, and employees in their planning and strategizing for return to work and the workplace. CONSIDERATIONS AND BEST PRACTICES FOR RUNNING HYBRID MEETINGS The COVID-19 pandemic forced many organizations to have far more employees work remotely than ever before. Just how many will continue to do so will vary based on many factors: employee sentiments, perceived or real productivity gains or losses, cost savings, andmore.
5 WAYS COMPANIES ARE RESPONDING TO ESCALATED RACIAL When i4cp Chief Diversity Officer Board Chair and call leader Jacqui Robertson convened our weekly Diversity & Inclusion Action Call—the 11 th virtual gathering hosted by i4cp to help businesses and their D&I leaders respond to the COVID-19 pandemic—it was immediately clear this call was different.. To the more than 430 business leaders and diversity professionals in attendance (watch a HR AWARDS | I4CP'S NEXT PRACTICE AWARDS The application process for HR, Learning, Diversity and other functions to submit nominations for i4cp's Next Practice Awards. HOW T-MOBILE REINVENTED ITS CAREER DEVELOPMENT PROGRAMSSEE MORE ONI4CP.COM
HOW CISCO USES A DATA-DRIVEN APPROACH TO STRATEGICSEE MORE ON I4CP.COM THE IMPORTANCE OF VIRTUAL LEADERSHIP SKILLS IBM is rightfully considered a pioneer of the remote work movement, known for embracing the telework concept as far back as the mid-1990s. That’s why it was newsworthy when, this past spring, the tech titan asked thousands of remote workers to leave their home offices and relocate to regional offices. EARLY-IN-CAREER HIGH POTENTIALS: DEVELOP THEM OR LOSE THEMSEE MORE ONI4CP.COM
THE INSTITUTE FOR CORPORATE PRODUCTIVITY (I4CP) i4cp is an HR thinktank, and a credible, independent resource that my team relies on for critical insights on HR topics, connections topeers, and more.
INSTITUTE FOR CORPORATE PRODUCTIVITY (I4CP)FREE RESEARCHHUMAN RESOURCES EXECUTIVE NETWORKEXCHANGES #i4cp is a leading research organization and network of HR executives that discovers next practices in human capital. RETURN TO WORK & THE WORKPLACE RESOURCES The following resources are curated by i4cp's research team to assist leaders, managers, and employees in their planning and strategizing for return to work and the workplace. CONSIDERATIONS AND BEST PRACTICES FOR RUNNING HYBRID MEETINGS The COVID-19 pandemic forced many organizations to have far more employees work remotely than ever before. Just how many will continue to do so will vary based on many factors: employee sentiments, perceived or real productivity gains or losses, cost savings, andmore.
5 WAYS COMPANIES ARE RESPONDING TO ESCALATED RACIAL When i4cp Chief Diversity Officer Board Chair and call leader Jacqui Robertson convened our weekly Diversity & Inclusion Action Call—the 11 th virtual gathering hosted by i4cp to help businesses and their D&I leaders respond to the COVID-19 pandemic—it was immediately clear this call was different.. To the more than 430 business leaders and diversity professionals in attendance (watch a HR AWARDS | I4CP'S NEXT PRACTICE AWARDS The application process for HR, Learning, Diversity and other functions to submit nominations for i4cp's Next Practice Awards. HOW T-MOBILE REINVENTED ITS CAREER DEVELOPMENT PROGRAMSSEE MORE ONI4CP.COM
HOW CISCO USES A DATA-DRIVEN APPROACH TO STRATEGICSEE MORE ON I4CP.COM THE IMPORTANCE OF VIRTUAL LEADERSHIP SKILLS IBM is rightfully considered a pioneer of the remote work movement, known for embracing the telework concept as far back as the mid-1990s. That’s why it was newsworthy when, this past spring, the tech titan asked thousands of remote workers to leave their home offices and relocate to regional offices. EARLY-IN-CAREER HIGH POTENTIALS: DEVELOP THEM OR LOSE THEMSEE MORE ONI4CP.COM
RETURN TO WORK & THE WORKPLACE RESOURCES The following resources are curated by i4cp's research team to assist leaders, managers, and employees in their planning and strategizing for return to work and the workplace. I4CP EXECUTIVE BOARDS About this working group. The group acts as a true Board of Directors for the Learning & Talent profession. Its mission is to spearhead critical global issues and THE NEW (NOT SO) NORMAL Several years ago, I suggested to my co-founder that I adopt the title “futurist.” I got cards printed, added it to my bio on the i4cp website, even updated my LinkedIn profile. THE 2020 VISION FOR TALENT ACQUISITION: IT'S AN INSIDE JOB Talent acquisition (TA) leaders recognize that the achievement of their organizations’ business strategies hinge on their ability to bring in the best talent. THE IMPORTANCE OF VIRTUAL LEADERSHIP SKILLS IBM is rightfully considered a pioneer of the remote work movement, known for embracing the telework concept as far back as the mid-1990s. That’s why it was newsworthy when, this past spring, the tech titan asked thousands of remote workers to leave their home offices and relocate to regional offices. HOW 2020 CHANGED WHAT IT MEANS TO BE A LEADER Scholar, author, and researcher on organizational leadership Warren Bennis often said, “managers do things right, leaders do the rightthing.” The
PERFORMANCE MANAGEMENT EXCHANGE DECEMBER 2021 In December's meeting, the Performance Management Exchange will explore the connection between performance and compensation. Should the timing of reviews correspond with compensation decisions? INSTITUTE FOR CORPORATE PRODUCTIVITY (I4CP) #i4cp is a leading research organization and network of HR executives that discovers next practices in human capital. THE (MULTI)-MILLION / BILLION DOLLAR ISSUE HR MUST ADDRESS The Moonves story was written by Ronan Farrow, the same reporter (along with New York Times investigative reporters Megan Twohey and Jodi Kantor) exposed the now-disgraced Harvey Weinstein for allegations of sexual harassment and assault that spanned decades. Speaking of which, the (fire) sale of the Weinstein Company, which was approved by a bankruptcy court for $310 million in May 2018, just WHAT I LEARNED FROM I4CP’S RESEARCH ON CULTURE CHANGE It is both exhilarating and frustrating (and slightly embarrassing) when long-held beliefs are negated by new research. Recently, a new study by our research team here at i4cp shattered beliefs I THE INSTITUTE FOR CORPORATE PRODUCTIVITY (I4CP) 3M, as one of its longest serving members, looks to i4cp for global business-imperative trends for HR, the workforce, and issues impacting the business in general. i4cp provides data and insights to understand how we may need to continue to adapt and change. THE I4CP NEXT PRACTICES NOW CONFERENCE From building an agile, innovative culture with a hybrid workforce to keeping focus on DE&I initiatives and employee well-being, business leaders—and especially human resources leaders—must navigate myriad challenges in 2021 and beyond. i4cp’s upcoming Next Practices Now Conference —both the 2021 virtual event and the 2022 in-person CONSIDERATIONS AND BEST PRACTICES FOR RUNNING HYBRID MEETINGS Beyond that overall principle, here are specific best practices to follow for your hybrid meetings: Use producers. Have someone in the role of “producer” in the physical room, and for larger meetings, another that is remote. They should be experienced with both the technology being used for the meeting, and how to help handle thephysical
HR AWARDS | I4CP'S NEXT PRACTICE AWARDS Featured at i4cp’s annual Next Practices Now Conference, the #1 ranked event for HR leaders. Prominent display alongside past winners—including Patagonia, Microsoft, Accenture, and Ford—as a leading organization and award winner. Next Practice Award trophy. Entries are published as case studies on i4cp website and promoted onsocial media.
I4CP EXITMETRIX
The ExitMetrix approach combines social science, research, and experience. Exit research is more than collecting statistics about employee departures. Utilize i4cp's extensive experience and research into next practices of workforce retention and engagement toeffectively
FREE HR RESEARCH REPORTS Most i4cp research is exclusive to member organizations, but to get a feel for what we produce--which in turn is commonly cited in publications from HR Executive to The Wall Street Journal--here are a few selected research reports and white papers. HOW T-MOBILE REINVENTED ITS CAREER DEVELOPMENT PROGRAMSSEE MORE ONI4CP.COM
EARLY-IN-CAREER HIGH POTENTIALS: DEVELOP THEM OR LOSE THEMSEE MORE ONI4CP.COM
THE IMPORTANCE OF VIRTUAL LEADERSHIP SKILLS The Importance of Virtual Leadership Skills. IBM is rightfully considered a pioneer of the remote work movement, known for embracing the telework concept as far back as the mid-1990s. That’s why it was newsworthy when, this past spring, the tech titan asked thousands of remote workers to leave their home offices and relocate to regionaloffices.
KATHLEEN HOGAN: HOW MICROSOFT IS TRANSFORMING ITS CULTURE At the i4cp 2017 Conference: Next Practices Now (March 20 – 23), Microsoft CHRO Kathleen Hogan will discuss how Microsoft is transforming its culture to optimize for a knowledge-based economy--and preparing for the digital shift of the 4th industrial revolution. We had the chance to pose a few questions to Hogan in advance of her session: For THE INSTITUTE FOR CORPORATE PRODUCTIVITY (I4CP) 3M, as one of its longest serving members, looks to i4cp for global business-imperative trends for HR, the workforce, and issues impacting the business in general. i4cp provides data and insights to understand how we may need to continue to adapt and change. THE I4CP NEXT PRACTICES NOW CONFERENCE From building an agile, innovative culture with a hybrid workforce to keeping focus on DE&I initiatives and employee well-being, business leaders—and especially human resources leaders—must navigate myriad challenges in 2021 and beyond. i4cp’s upcoming Next Practices Now Conference —both the 2021 virtual event and the 2022 in-person CONSIDERATIONS AND BEST PRACTICES FOR RUNNING HYBRID MEETINGS Beyond that overall principle, here are specific best practices to follow for your hybrid meetings: Use producers. Have someone in the role of “producer” in the physical room, and for larger meetings, another that is remote. They should be experienced with both the technology being used for the meeting, and how to help handle thephysical
HR AWARDS | I4CP'S NEXT PRACTICE AWARDS Featured at i4cp’s annual Next Practices Now Conference, the #1 ranked event for HR leaders. Prominent display alongside past winners—including Patagonia, Microsoft, Accenture, and Ford—as a leading organization and award winner. Next Practice Award trophy. Entries are published as case studies on i4cp website and promoted onsocial media.
I4CP EXITMETRIX
The ExitMetrix approach combines social science, research, and experience. Exit research is more than collecting statistics about employee departures. Utilize i4cp's extensive experience and research into next practices of workforce retention and engagement toeffectively
FREE HR RESEARCH REPORTS Most i4cp research is exclusive to member organizations, but to get a feel for what we produce--which in turn is commonly cited in publications from HR Executive to The Wall Street Journal--here are a few selected research reports and white papers. HOW T-MOBILE REINVENTED ITS CAREER DEVELOPMENT PROGRAMSSEE MORE ONI4CP.COM
EARLY-IN-CAREER HIGH POTENTIALS: DEVELOP THEM OR LOSE THEMSEE MORE ONI4CP.COM
THE IMPORTANCE OF VIRTUAL LEADERSHIP SKILLS The Importance of Virtual Leadership Skills. IBM is rightfully considered a pioneer of the remote work movement, known for embracing the telework concept as far back as the mid-1990s. That’s why it was newsworthy when, this past spring, the tech titan asked thousands of remote workers to leave their home offices and relocate to regionaloffices.
KATHLEEN HOGAN: HOW MICROSOFT IS TRANSFORMING ITS CULTURE At the i4cp 2017 Conference: Next Practices Now (March 20 – 23), Microsoft CHRO Kathleen Hogan will discuss how Microsoft is transforming its culture to optimize for a knowledge-based economy--and preparing for the digital shift of the 4th industrial revolution. We had the chance to pose a few questions to Hogan in advance of her session: For THE CORONAVIRUS EMPLOYER RESOURCE CENTER Access the latest benchmarking research and other resources to help employees and your organization navigate the business challenges posedby coronavirus.
VIDEO: MAINTAINING AN EMPLOYER BRAND IN THE FACE OF COVID-19 Watch a recording of this session from Dubai-based The Greenroom Group, which features an interview with i4cp CEO Kevin Oakes as he discusses the importance of leadership, purpose, and empathy during the pandemic, and how that will result in a stronger employer brand.. A transcript of the video is below: HOST: Harry Glaysher (partner at The Greenroom Group): Kevin, thank you for joining us BEST AND NEXT PRACTICES IN VIRTUAL LEADERSHIP Common virtual leadership best practices. Our survey found three clear best practices, in that they are common and yet found more often in high-performance organizations than their low-performing counterparts. Host in-person events. Leaders gathering virtual teams together for in-person events, often with a mix of business and team-building THE IMPORTANCE OF VIRTUAL LEADERSHIP SKILLS The Importance of Virtual Leadership Skills. IBM is rightfully considered a pioneer of the remote work movement, known for embracing the telework concept as far back as the mid-1990s. That’s why it was newsworthy when, this past spring, the tech titan asked thousands of remote workers to leave their home offices and relocate to regionaloffices.
HOW 2020 CHANGED WHAT IT MEANS TO BE A LEADER Scholar, author, and researcher on organizational leadership Warren Bennis often said, “managers do things right, leaders do the rightthing.” The
THE NEW (NOT SO) NORMAL Several years ago, I suggested to my co-founder that I adopt the title “futurist.” I got cards printed, added it to my bio on the i4cp website, even updated my LinkedIn profile.JACQUI ROBERTSON
Jacqui Robertson is global head of talent, diversity and inclusion at William Blair. She also chairs i4cp’s Chief Diversity Office Board, having been a member of the forward-looking group since its inception. Throughout her 25-year international career, primarily in financial services, Ms. Robertson has held senior roles at ING, Aetna TOTAL REWARDS ACTION RECORDING: TYING D&I METRICS TO The August 20th i4cp Total Rewards Action Call welcomed about 80 Total Rewards and Diversity & Inclusion (D&I) professionals to join in call facilitator Mark Englizian’s interview with Ani Huang on tying D&I metrics to incentive plans. L&D ACTION RECORDING: TALENT IN THE NEW NORMAL This week’s Learning and Development action call hosted special guest Akil Walton, Vice President, Global Talent Management at Tech Data. An American multinational distribution company specializing in IT products and services, Tech Data is headquartered in Clearwater, Florida, has over $40 billion in revenue, and 17,000 employees primarily in the US, France, Italy, Germany, and several WHAT I LEARNED FROM I4CP’S RESEARCH ON CULTURE CHANGE It is both exhilarating and frustrating (and slightly embarrassing) when long-held beliefs are negated by new research. Recently, a new study by our research team here at i4cp shattered beliefs I THE INSTITUTE FOR CORPORATE PRODUCTIVITY (I4CP) 3M, as one of its longest serving members, looks to i4cp for global business-imperative trends for HR, the workforce, and issues impacting the business in general. i4cp provides data and insights to understand how we may need to continue to adapt and change. THE I4CP NEXT PRACTICES NOW CONFERENCE From building an agile, innovative culture with a hybrid workforce to keeping focus on DE&I initiatives and employee well-being, business leaders—and especially human resources leaders—must navigate myriad challenges in 2021 and beyond. i4cp’s upcoming Next Practices Now Conference —both the 2021 virtual event and the 2022 in-person CONSIDERATIONS AND BEST PRACTICES FOR RUNNING HYBRID MEETINGS Beyond that overall principle, here are specific best practices to follow for your hybrid meetings: Use producers. Have someone in the role of “producer” in the physical room, and for larger meetings, another that is remote. They should be experienced with both the technology being used for the meeting, and how to help handle thephysical
HR AWARDS | I4CP'S NEXT PRACTICE AWARDS Featured at i4cp’s annual Next Practices Now Conference, the #1 ranked event for HR leaders. Prominent display alongside past winners—including Patagonia, Microsoft, Accenture, and Ford—as a leading organization and award winner. Next Practice Award trophy. Entries are published as case studies on i4cp website and promoted onsocial media.
I4CP EXITMETRIX
The ExitMetrix approach combines social science, research, and experience. Exit research is more than collecting statistics about employee departures. Utilize i4cp's extensive experience and research into next practices of workforce retention and engagement toeffectively
FREE HR RESEARCH REPORTS Most i4cp research is exclusive to member organizations, but to get a feel for what we produce--which in turn is commonly cited in publications from HR Executive to The Wall Street Journal--here are a few selected research reports and white papers. HOW T-MOBILE REINVENTED ITS CAREER DEVELOPMENT PROGRAMSSEE MORE ONI4CP.COM
EARLY-IN-CAREER HIGH POTENTIALS: DEVELOP THEM OR LOSE THEMSEE MORE ONI4CP.COM
THE IMPORTANCE OF VIRTUAL LEADERSHIP SKILLS The Importance of Virtual Leadership Skills. IBM is rightfully considered a pioneer of the remote work movement, known for embracing the telework concept as far back as the mid-1990s. That’s why it was newsworthy when, this past spring, the tech titan asked thousands of remote workers to leave their home offices and relocate to regionaloffices.
KATHLEEN HOGAN: HOW MICROSOFT IS TRANSFORMING ITS CULTURE At the i4cp 2017 Conference: Next Practices Now (March 20 – 23), Microsoft CHRO Kathleen Hogan will discuss how Microsoft is transforming its culture to optimize for a knowledge-based economy--and preparing for the digital shift of the 4th industrial revolution. We had the chance to pose a few questions to Hogan in advance of her session: For THE INSTITUTE FOR CORPORATE PRODUCTIVITY (I4CP) 3M, as one of its longest serving members, looks to i4cp for global business-imperative trends for HR, the workforce, and issues impacting the business in general. i4cp provides data and insights to understand how we may need to continue to adapt and change. THE I4CP NEXT PRACTICES NOW CONFERENCE From building an agile, innovative culture with a hybrid workforce to keeping focus on DE&I initiatives and employee well-being, business leaders—and especially human resources leaders—must navigate myriad challenges in 2021 and beyond. i4cp’s upcoming Next Practices Now Conference —both the 2021 virtual event and the 2022 in-person CONSIDERATIONS AND BEST PRACTICES FOR RUNNING HYBRID MEETINGS Beyond that overall principle, here are specific best practices to follow for your hybrid meetings: Use producers. Have someone in the role of “producer” in the physical room, and for larger meetings, another that is remote. They should be experienced with both the technology being used for the meeting, and how to help handle thephysical
HR AWARDS | I4CP'S NEXT PRACTICE AWARDS Featured at i4cp’s annual Next Practices Now Conference, the #1 ranked event for HR leaders. Prominent display alongside past winners—including Patagonia, Microsoft, Accenture, and Ford—as a leading organization and award winner. Next Practice Award trophy. Entries are published as case studies on i4cp website and promoted onsocial media.
I4CP EXITMETRIX
The ExitMetrix approach combines social science, research, and experience. Exit research is more than collecting statistics about employee departures. Utilize i4cp's extensive experience and research into next practices of workforce retention and engagement toeffectively
FREE HR RESEARCH REPORTS Most i4cp research is exclusive to member organizations, but to get a feel for what we produce--which in turn is commonly cited in publications from HR Executive to The Wall Street Journal--here are a few selected research reports and white papers. HOW T-MOBILE REINVENTED ITS CAREER DEVELOPMENT PROGRAMSSEE MORE ONI4CP.COM
EARLY-IN-CAREER HIGH POTENTIALS: DEVELOP THEM OR LOSE THEMSEE MORE ONI4CP.COM
THE IMPORTANCE OF VIRTUAL LEADERSHIP SKILLS The Importance of Virtual Leadership Skills. IBM is rightfully considered a pioneer of the remote work movement, known for embracing the telework concept as far back as the mid-1990s. That’s why it was newsworthy when, this past spring, the tech titan asked thousands of remote workers to leave their home offices and relocate to regionaloffices.
KATHLEEN HOGAN: HOW MICROSOFT IS TRANSFORMING ITS CULTURE At the i4cp 2017 Conference: Next Practices Now (March 20 – 23), Microsoft CHRO Kathleen Hogan will discuss how Microsoft is transforming its culture to optimize for a knowledge-based economy--and preparing for the digital shift of the 4th industrial revolution. We had the chance to pose a few questions to Hogan in advance of her session: For THE CORONAVIRUS EMPLOYER RESOURCE CENTER Access the latest benchmarking research and other resources to help employees and your organization navigate the business challenges posedby coronavirus.
VIDEO: MAINTAINING AN EMPLOYER BRAND IN THE FACE OF COVID-19 Watch a recording of this session from Dubai-based The Greenroom Group, which features an interview with i4cp CEO Kevin Oakes as he discusses the importance of leadership, purpose, and empathy during the pandemic, and how that will result in a stronger employer brand.. A transcript of the video is below: HOST: Harry Glaysher (partner at The Greenroom Group): Kevin, thank you for joining us BEST AND NEXT PRACTICES IN VIRTUAL LEADERSHIP Common virtual leadership best practices. Our survey found three clear best practices, in that they are common and yet found more often in high-performance organizations than their low-performing counterparts. Host in-person events. Leaders gathering virtual teams together for in-person events, often with a mix of business and team-building THE IMPORTANCE OF VIRTUAL LEADERSHIP SKILLS The Importance of Virtual Leadership Skills. IBM is rightfully considered a pioneer of the remote work movement, known for embracing the telework concept as far back as the mid-1990s. That’s why it was newsworthy when, this past spring, the tech titan asked thousands of remote workers to leave their home offices and relocate to regionaloffices.
HOW 2020 CHANGED WHAT IT MEANS TO BE A LEADER Scholar, author, and researcher on organizational leadership Warren Bennis often said, “managers do things right, leaders do the rightthing.” The
THE NEW (NOT SO) NORMAL Several years ago, I suggested to my co-founder that I adopt the title “futurist.” I got cards printed, added it to my bio on the i4cp website, even updated my LinkedIn profile.JACQUI ROBERTSON
Jacqui Robertson is global head of talent, diversity and inclusion at William Blair. She also chairs i4cp’s Chief Diversity Office Board, having been a member of the forward-looking group since its inception. Throughout her 25-year international career, primarily in financial services, Ms. Robertson has held senior roles at ING, Aetna TOTAL REWARDS ACTION RECORDING: TYING D&I METRICS TO The August 20th i4cp Total Rewards Action Call welcomed about 80 Total Rewards and Diversity & Inclusion (D&I) professionals to join in call facilitator Mark Englizian’s interview with Ani Huang on tying D&I metrics to incentive plans. L&D ACTION RECORDING: TALENT IN THE NEW NORMAL This week’s Learning and Development action call hosted special guest Akil Walton, Vice President, Global Talent Management at Tech Data. An American multinational distribution company specializing in IT products and services, Tech Data is headquartered in Clearwater, Florida, has over $40 billion in revenue, and 17,000 employees primarily in the US, France, Italy, Germany, and several WHAT I LEARNED FROM I4CP’S RESEARCH ON CULTURE CHANGE It is both exhilarating and frustrating (and slightly embarrassing) when long-held beliefs are negated by new research. Recently, a new study by our research team here at i4cp shattered beliefs I THE INSTITUTE FOR CORPORATE PRODUCTIVITY (I4CP) 3M, as one of its longest serving members, looks to i4cp for global business-imperative trends for HR, the workforce, and issues impacting the business in general. i4cp provides data and insights to understand how we may need to continue to adapt and change. INSTITUTE FOR CORPORATE PRODUCTIVITY (I4CP)FREE RESEARCHHUMAN RESOURCES EXECUTIVE NETWORKEXCHANGES #i4cp is a leading research organization and network of HR executives that discovers next practices in human capital. CONSIDERATIONS AND BEST PRACTICES FOR RUNNING HYBRID MEETINGS Beyond that overall principle, here are specific best practices to follow for your hybrid meetings: Use producers. Have someone in the role of “producer” in the physical room, and for larger meetings, another that is remote. They should be experienced with both the technology being used for the meeting, and how to help handle thephysical
HR AWARDS | I4CP'S NEXT PRACTICE AWARDS Featured at i4cp’s annual Next Practices Now Conference, the #1 ranked event for HR leaders. Prominent display alongside past winners—including Patagonia, Microsoft, Accenture, and Ford—as a leading organization and award winner. Next Practice Award trophy. Entries are published as case studies on i4cp website and promoted onsocial media.
5 WAYS COMPANIES ARE RESPONDING TO ESCALATED RACIAL June 03, 2020 Carol Morrison - Senior Research Analyst, i4cp. 5 WAYS COMPANIES ARE RESPONDING TO ESCALATED RACIAL TENSIONS & SOCIAL UNREST. When i4cp Chief Diversity Officer Board Chair and call leader Jacqui Robertson convened our weekly Diversity & Inclusion Action Call—the 11 th virtual gathering hosted by i4cp to help businesses and their HOW T-MOBILE REINVENTED ITS CAREER DEVELOPMENT PROGRAMSSEE MORE ONI4CP.COM
HOW CISCO USES A DATA-DRIVEN APPROACH TO STRATEGICSEE MORE ON I4CP.COM EARLY-IN-CAREER HIGH POTENTIALS: DEVELOP THEM OR LOSE THEMSEE MORE ONI4CP.COM
THE IMPORTANCE OF VIRTUAL LEADERSHIP SKILLS The Importance of Virtual Leadership Skills. IBM is rightfully considered a pioneer of the remote work movement, known for embracing the telework concept as far back as the mid-1990s. That’s why it was newsworthy when, this past spring, the tech titan asked thousands of remote workers to leave their home offices and relocate to regionaloffices.
NEW YORK CHO GROUP
December 4 5:00am - 7:00am, 2019 PST New York, NY. New York CHO Group - The Invisible Way Successful People Win at Work. What keeps us mired in unproductive work and stress isn’t demanding bosses or impossible assignments.instead, my research shows that the problem is the collaborative intensity of work – time on the phone, on email, and THE INSTITUTE FOR CORPORATE PRODUCTIVITY (I4CP) 3M, as one of its longest serving members, looks to i4cp for global business-imperative trends for HR, the workforce, and issues impacting the business in general. i4cp provides data and insights to understand how we may need to continue to adapt and change. INSTITUTE FOR CORPORATE PRODUCTIVITY (I4CP)FREE RESEARCHHUMAN RESOURCES EXECUTIVE NETWORKEXCHANGES #i4cp is a leading research organization and network of HR executives that discovers next practices in human capital. CONSIDERATIONS AND BEST PRACTICES FOR RUNNING HYBRID MEETINGS Beyond that overall principle, here are specific best practices to follow for your hybrid meetings: Use producers. Have someone in the role of “producer” in the physical room, and for larger meetings, another that is remote. They should be experienced with both the technology being used for the meeting, and how to help handle thephysical
HR AWARDS | I4CP'S NEXT PRACTICE AWARDS Featured at i4cp’s annual Next Practices Now Conference, the #1 ranked event for HR leaders. Prominent display alongside past winners—including Patagonia, Microsoft, Accenture, and Ford—as a leading organization and award winner. Next Practice Award trophy. Entries are published as case studies on i4cp website and promoted onsocial media.
5 WAYS COMPANIES ARE RESPONDING TO ESCALATED RACIAL June 03, 2020 Carol Morrison - Senior Research Analyst, i4cp. 5 WAYS COMPANIES ARE RESPONDING TO ESCALATED RACIAL TENSIONS & SOCIAL UNREST. When i4cp Chief Diversity Officer Board Chair and call leader Jacqui Robertson convened our weekly Diversity & Inclusion Action Call—the 11 th virtual gathering hosted by i4cp to help businesses and their HOW T-MOBILE REINVENTED ITS CAREER DEVELOPMENT PROGRAMSSEE MORE ONI4CP.COM
HOW CISCO USES A DATA-DRIVEN APPROACH TO STRATEGICSEE MORE ON I4CP.COM EARLY-IN-CAREER HIGH POTENTIALS: DEVELOP THEM OR LOSE THEMSEE MORE ONI4CP.COM
THE IMPORTANCE OF VIRTUAL LEADERSHIP SKILLS The Importance of Virtual Leadership Skills. IBM is rightfully considered a pioneer of the remote work movement, known for embracing the telework concept as far back as the mid-1990s. That’s why it was newsworthy when, this past spring, the tech titan asked thousands of remote workers to leave their home offices and relocate to regionaloffices.
NEW YORK CHO GROUP
December 4 5:00am - 7:00am, 2019 PST New York, NY. New York CHO Group - The Invisible Way Successful People Win at Work. What keeps us mired in unproductive work and stress isn’t demanding bosses or impossible assignments.instead, my research shows that the problem is the collaborative intensity of work – time on the phone, on email, and RETURN TO WORK & THE WORKPLACE RESOURCES Return to Work & the Workplace Resources. May 28, 2020 Lorrie Lykins - Managing Editor, VP of Research, i4cp. RETURN TO WORK & THE WORKPLACE RESOURCES. The following resources are curated by i4cp's research team to assist leaders, managers, and employees in their planning and strategizing for return to work and the workplace. I4CP EXECUTIVE BOARDS i4cp’s exclusive peer groups of senior executives collaborate to explore next practices, build evidence-based solutions to critical talent challenges, and drive the function into the future. The Chief HR Officer Board meets regularly to develop new research, consider insights from world-class thought leaders, and develop practical EMPLOYEE EXPERIENCE EXCHANGE From the hiring process to rewards, onboarding and development, and expectations of a purpose-driven, inclusive environment, the employee experience demands a cohesive vision and coordination across all HR functions and beyond. i4cp’s Employee Experience Exchange is a peer-driven working group that explores how to design, operationalize,and
TALENT MANAGEMENT CORONAVIRUS RESOURCES Key Takeaways from Weekly Talent Management Action Calls: COVID-19 Business Response. 3/13/20: The discussion on the talent management cohort call covered the following issues and considerations: PERFORMANCE MANAGEMENT BEFORE AND AFTER THE PANDEMIC: 12 Research suggests that the perceptions and challenges most often cited regarding performance management (PM) in both the pre- and post-COVID era are largely unchanged: VIDEO: MAINTAINING AN EMPLOYER BRAND IN THE FACE OF COVID-19 Watch a recording of this session from Dubai-based The Greenroom Group, which features an interview with i4cp CEO Kevin Oakes as he discusses the importance of leadership, purpose, and empathy during the pandemic, and how that will result in a stronger employer brand.. A transcript of the video is below: HOST: Harry Glaysher (partner at The Greenroom Group): Kevin, thank you for joining us TOTAL REWARDS ACTION RECORDING: TYING D&I METRICS TO The August 20th i4cp Total Rewards Action Call welcomed about 80 Total Rewards and Diversity & Inclusion (D&I) professionals to join in call facilitator Mark Englizian’s interview with Ani Huang on tying D&I metrics to incentive plans. SUSTAINING THE POSITIVE LESSONS COVID-19 HAS TAUGHT OUR This year has delivered an abundance of opportunities to develop new skills and new business strategies in response to the confluence of the COVID-19 pandemic, social unrest, shifting work practices, changes in our personal lives, and many other challenges. LEARNING ACTION RECORDING: SEC DISCLOSURE MANDATES AND L&D This week’s Learning and Development action call focused on a specific topic: the recent SEC Mandate on human capital reporting. The discussion was facilitated by i4cp CEO and co-founder Kevin Oakes and senior research analyst Tom Stone. Here are some highlights from thecall:
L&D ACTION RECORDING: TALENT IN THE NEW NORMAL This week’s Learning and Development action call hosted special guest Akil Walton, Vice President, Global Talent Management at Tech Data. An American multinational distribution company specializing in IT products and services, Tech Data is headquartered in Clearwater, Florida, has over $40 billion in revenue, and 17,000 employees primarily in the US, France, Italy, Germany, and several THE INSTITUTE FOR CORPORATE PRODUCTIVITY (I4CP) 3M, as one of its longest serving members, looks to i4cp for global business-imperative trends for HR, the workforce, and issues impacting the business in general. i4cp provides data and insights to understand how we may need to continue to adapt and change. INSTITUTE FOR CORPORATE PRODUCTIVITY (I4CP)FREE RESEARCHHUMAN RESOURCES EXECUTIVE NETWORKEXCHANGES #i4cp is a leading research organization and network of HR executives that discovers next practices in human capital. THE I4CP NEXT PRACTICES NOW CONFERENCE From building an agile, innovative culture with a hybrid workforce to keeping focus on DE&I initiatives and employee well-being, business leaders—and especially human resources leaders—must navigate myriad challenges in 2021 and beyond. i4cp’s upcoming Next Practices Now Conference —both the 2021 virtual event and the 2022 in-person CONSIDERATIONS AND BEST PRACTICES FOR RUNNING HYBRID MEETINGS Beyond that overall principle, here are specific best practices to follow for your hybrid meetings: Use producers. Have someone in the role of “producer” in the physical room, and for larger meetings, another that is remote. They should be experienced with both the technology being used for the meeting, and how to help handle thephysical
HR AWARDS | I4CP'S NEXT PRACTICE AWARDS Featured at i4cp’s annual Next Practices Now Conference, the #1 ranked event for HR leaders. Prominent display alongside past winners—including Patagonia, Microsoft, Accenture, and Ford—as a leading organization and award winner. Next Practice Award trophy. Entries are published as case studies on i4cp website and promoted onsocial media.
I4CP EXITMETRIX
The ExitMetrix approach combines social science, research, and experience. Exit research is more than collecting statistics about employee departures. Utilize i4cp's extensive experience and research into next practices of workforce retention and engagement toeffectively
HOW T-MOBILE REINVENTED ITS CAREER DEVELOPMENT PROGRAMSSEE MORE ONI4CP.COM
EARLY-IN-CAREER HIGH POTENTIALS: DEVELOP THEM OR LOSE THEMSEE MORE ONI4CP.COM
NEW YORK CHO GROUP
December 4 5:00am - 7:00am, 2019 PST New York, NY. New York CHO Group - The Invisible Way Successful People Win at Work. What keeps us mired in unproductive work and stress isn’t demanding bosses or impossible assignments.instead, my research shows that the problem is the collaborative intensity of work – time on the phone, on email, and THE TOP FIVE BENEFITS OF STRATEGIC WORKFORCE PLANNING High-performance organizations are integrating workforce planning initiatives into their business and strategic planning processes more than ever, and the number of companies working on workforce planning has increased to over three quarters since 2009, according to a new study by the Institute for Corporate Productivity (i4cp). THE INSTITUTE FOR CORPORATE PRODUCTIVITY (I4CP) 3M, as one of its longest serving members, looks to i4cp for global business-imperative trends for HR, the workforce, and issues impacting the business in general. i4cp provides data and insights to understand how we may need to continue to adapt and change. INSTITUTE FOR CORPORATE PRODUCTIVITY (I4CP)FREE RESEARCHHUMAN RESOURCES EXECUTIVE NETWORKEXCHANGES #i4cp is a leading research organization and network of HR executives that discovers next practices in human capital. THE I4CP NEXT PRACTICES NOW CONFERENCE From building an agile, innovative culture with a hybrid workforce to keeping focus on DE&I initiatives and employee well-being, business leaders—and especially human resources leaders—must navigate myriad challenges in 2021 and beyond. i4cp’s upcoming Next Practices Now Conference —both the 2021 virtual event and the 2022 in-person CONSIDERATIONS AND BEST PRACTICES FOR RUNNING HYBRID MEETINGS Beyond that overall principle, here are specific best practices to follow for your hybrid meetings: Use producers. Have someone in the role of “producer” in the physical room, and for larger meetings, another that is remote. They should be experienced with both the technology being used for the meeting, and how to help handle thephysical
HR AWARDS | I4CP'S NEXT PRACTICE AWARDS Featured at i4cp’s annual Next Practices Now Conference, the #1 ranked event for HR leaders. Prominent display alongside past winners—including Patagonia, Microsoft, Accenture, and Ford—as a leading organization and award winner. Next Practice Award trophy. Entries are published as case studies on i4cp website and promoted onsocial media.
I4CP EXITMETRIX
The ExitMetrix approach combines social science, research, and experience. Exit research is more than collecting statistics about employee departures. Utilize i4cp's extensive experience and research into next practices of workforce retention and engagement toeffectively
HOW T-MOBILE REINVENTED ITS CAREER DEVELOPMENT PROGRAMSSEE MORE ONI4CP.COM
EARLY-IN-CAREER HIGH POTENTIALS: DEVELOP THEM OR LOSE THEMSEE MORE ONI4CP.COM
NEW YORK CHO GROUP
December 4 5:00am - 7:00am, 2019 PST New York, NY. New York CHO Group - The Invisible Way Successful People Win at Work. What keeps us mired in unproductive work and stress isn’t demanding bosses or impossible assignments.instead, my research shows that the problem is the collaborative intensity of work – time on the phone, on email, and THE TOP FIVE BENEFITS OF STRATEGIC WORKFORCE PLANNING High-performance organizations are integrating workforce planning initiatives into their business and strategic planning processes more than ever, and the number of companies working on workforce planning has increased to over three quarters since 2009, according to a new study by the Institute for Corporate Productivity (i4cp). THE I4CP NEXT PRACTICES NOW CONFERENCE From building an agile, innovative culture with a hybrid workforce to keeping focus on DE&I initiatives and employee well-being, business leaders—and especially human resources leaders—must navigate myriad challenges in 2021 and beyond. i4cp’s upcoming Next Practices Now Conference —both the 2021 virtual event and the 2022 in-person I4CP EXECUTIVE BOARDS i4cp’s exclusive peer groups of senior executives collaborate to explore next practices, build evidence-based solutions to critical talent challenges, and drive the function into the future. The Chief HR Officer Board meets regularly to develop new research, consider insights from world-class thought leaders, and develop practical DIVERSITY & INCLUSION EXCHANGE Collaborate with peers in an exclusive group. To achieve the highest level of customization and interaction, the Exchange is limited to i4cp members. Learn and benchmark. In addition to peer collaboration, gain access to cutting-edge ideas, tested practices, and strategies to develop better solutions.. Receive industry-tested tools andtemplates.
5 WAYS COMPANIES ARE RESPONDING TO ESCALATED RACIAL June 03, 2020 Carol Morrison - Senior Research Analyst, i4cp. 5 WAYS COMPANIES ARE RESPONDING TO ESCALATED RACIAL TENSIONS & SOCIAL UNREST. When i4cp Chief Diversity Officer Board Chair and call leader Jacqui Robertson convened our weekly Diversity & Inclusion Action Call—the 11 th virtual gathering hosted by i4cp to help businesses and their PERFORMANCE MANAGEMENT BEFORE AND AFTER THE PANDEMIC: 12 Research suggests that the perceptions and challenges most often cited regarding performance management (PM) in both the pre- and post-COVID era are largely unchanged: LEARNING COVID-19 ACTION RECORDING: TALENT MANAGEMENT This week’s Learning and Development action call hosted special guest Pamela Lipp-Hendricks, Head of Executive Talent Management at JPMorgan Chase. She was interviewed by i4cp CEO and co-founder Kevin Oakes and senior research analyst Tom FIVE WAYS LEADERS CAN SUPERCHARGE PERFORMANCE AND DRIVE The Institute for Corporate Productivity’s (i4cp) study of how nearly 70 different leadership behaviors changed (or haven’t) as a result of the COVID-19 pandemic found that a single one clearly stood out as a next practice—defined as a practice, process, or behavior that analysis shows has high positive correlation with market performance, but that few organizations are currently using. HOW 2020 CHANGED WHAT IT MEANS TO BE A LEADER Scholar, author, and researcher on organizational leadership Warren Bennis often said, “managers do things right, leaders do the rightthing.” The
EMPLOYEE EXPERIENCE EXCHANGE NOVEMBER 2021- METRICS & ROI i4cp’s Employee Experience Exchange is a peer-driven working group that explores how to design, operationalize, and scale the moments, attitudes, and behaviors that L&D ACTION RECORDING: TALENT IN THE NEW NORMAL This week’s Learning and Development action call hosted special guest Akil Walton, Vice President, Global Talent Management at Tech Data. An American multinational distribution company specializing in IT products and services, Tech Data is headquartered in Clearwater, Florida, has over $40 billion in revenue, and 17,000 employees primarily in the US, France, Italy, Germany, and several THE INSTITUTE FOR CORPORATE PRODUCTIVITY (I4CP) 3M, as one of its longest serving members, looks to i4cp for global business-imperative trends for HR, the workforce, and issues impacting the business in general. i4cp provides data and insights to understand how we may need to continue to adapt and change. INSTITUTE FOR CORPORATE PRODUCTIVITY (I4CP)FREE RESEARCHHUMAN RESOURCES EXECUTIVE NETWORKEXCHANGES #i4cp is a leading research organization and network of HR executives that discovers next practices in human capital. THE I4CP NEXT PRACTICES NOW CONFERENCE From building an agile, innovative culture with a hybrid workforce to keeping focus on DE&I initiatives and employee well-being, business leaders—and especially human resources leaders—must navigate myriad challenges in 2021 and beyond. i4cp’s upcoming Next Practices Now Conference —both the 2021 virtual event and the 2022 in-person CONSIDERATIONS AND BEST PRACTICES FOR RUNNING HYBRID MEETINGSBEST PRACTICES FOR REMOTE MEETINGS Beyond that overall principle, here are specific best practices to follow for your hybrid meetings: Use producers. Have someone in the role of “producer” in the physical room, and for larger meetings, another that is remote. They should be experienced with both the technology being used for the meeting, and how to help handle thephysical
HR AWARDS | I4CP'S NEXT PRACTICE AWARDS Featured at i4cp’s annual Next Practices Now Conference, the #1 ranked event for HR leaders. Prominent display alongside past winners—including Patagonia, Microsoft, Accenture, and Ford—as a leading organization and award winner. Next Practice Award trophy. Entries are published as case studies on i4cp website and promoted onsocial media.
I4CP EXITMETRIX
The ExitMetrix approach combines social science, research, and experience. Exit research is more than collecting statistics about employee departures. Utilize i4cp's extensive experience and research into next practices of workforce retention and engagement toeffectively
HOW T-MOBILE REINVENTED ITS CAREER DEVELOPMENT PROGRAMSSEE MORE ONI4CP.COM
EARLY-IN-CAREER HIGH POTENTIALS: DEVELOP THEM OR LOSE THEMSEE MORE ONI4CP.COM
NEW YORK CHO GROUP
December 4 5:00am - 7:00am, 2019 PST New York, NY. New York CHO Group - The Invisible Way Successful People Win at Work. What keeps us mired in unproductive work and stress isn’t demanding bosses or impossible assignments.instead, my research shows that the problem is the collaborative intensity of work – time on the phone, on email, and THE TOP FIVE BENEFITS OF STRATEGIC WORKFORCE PLANNINGBENEFITS OF STRATEGIC MANAGEMENT PROCESSSTRATEGIC BENEFIT ADVISORSSTRATEGIC BENEFIT RESOURCES GASTRATEGIC BENEFITS ONE GROUP High-performance organizations are integrating workforce planning initiatives into their business and strategic planning processes more than ever, and the number of companies working on workforce planning has increased to over three quarters since 2009, according to a new study by the Institute for Corporate Productivity (i4cp). THE INSTITUTE FOR CORPORATE PRODUCTIVITY (I4CP) 3M, as one of its longest serving members, looks to i4cp for global business-imperative trends for HR, the workforce, and issues impacting the business in general. i4cp provides data and insights to understand how we may need to continue to adapt and change. INSTITUTE FOR CORPORATE PRODUCTIVITY (I4CP)FREE RESEARCHHUMAN RESOURCES EXECUTIVE NETWORKEXCHANGES #i4cp is a leading research organization and network of HR executives that discovers next practices in human capital. THE I4CP NEXT PRACTICES NOW CONFERENCE From building an agile, innovative culture with a hybrid workforce to keeping focus on DE&I initiatives and employee well-being, business leaders—and especially human resources leaders—must navigate myriad challenges in 2021 and beyond. i4cp’s upcoming Next Practices Now Conference —both the 2021 virtual event and the 2022 in-person CONSIDERATIONS AND BEST PRACTICES FOR RUNNING HYBRID MEETINGSBEST PRACTICES FOR REMOTE MEETINGS Beyond that overall principle, here are specific best practices to follow for your hybrid meetings: Use producers. Have someone in the role of “producer” in the physical room, and for larger meetings, another that is remote. They should be experienced with both the technology being used for the meeting, and how to help handle thephysical
HR AWARDS | I4CP'S NEXT PRACTICE AWARDS Featured at i4cp’s annual Next Practices Now Conference, the #1 ranked event for HR leaders. Prominent display alongside past winners—including Patagonia, Microsoft, Accenture, and Ford—as a leading organization and award winner. Next Practice Award trophy. Entries are published as case studies on i4cp website and promoted onsocial media.
I4CP EXITMETRIX
The ExitMetrix approach combines social science, research, and experience. Exit research is more than collecting statistics about employee departures. Utilize i4cp's extensive experience and research into next practices of workforce retention and engagement toeffectively
HOW T-MOBILE REINVENTED ITS CAREER DEVELOPMENT PROGRAMSSEE MORE ONI4CP.COM
EARLY-IN-CAREER HIGH POTENTIALS: DEVELOP THEM OR LOSE THEMSEE MORE ONI4CP.COM
NEW YORK CHO GROUP
December 4 5:00am - 7:00am, 2019 PST New York, NY. New York CHO Group - The Invisible Way Successful People Win at Work. What keeps us mired in unproductive work and stress isn’t demanding bosses or impossible assignments.instead, my research shows that the problem is the collaborative intensity of work – time on the phone, on email, and THE TOP FIVE BENEFITS OF STRATEGIC WORKFORCE PLANNINGBENEFITS OF STRATEGIC MANAGEMENT PROCESSSTRATEGIC BENEFIT ADVISORSSTRATEGIC BENEFIT RESOURCES GASTRATEGIC BENEFITS ONE GROUP High-performance organizations are integrating workforce planning initiatives into their business and strategic planning processes more than ever, and the number of companies working on workforce planning has increased to over three quarters since 2009, according to a new study by the Institute for Corporate Productivity (i4cp). THE I4CP NEXT PRACTICES NOW CONFERENCE From building an agile, innovative culture with a hybrid workforce to keeping focus on DE&I initiatives and employee well-being, business leaders—and especially human resources leaders—must navigate myriad challenges in 2021 and beyond. i4cp’s upcoming Next Practices Now Conference —both the 2021 virtual event and the 2022 in-person I4CP EXECUTIVE BOARDS i4cp’s exclusive peer groups of senior executives collaborate to explore next practices, build evidence-based solutions to critical talent challenges, and drive the function into the future. The Chief HR Officer Board meets regularly to develop new research, consider insights from world-class thought leaders, and develop practical DIVERSITY & INCLUSION EXCHANGE Collaborate with peers in an exclusive group. To achieve the highest level of customization and interaction, the Exchange is limited to i4cp members. Learn and benchmark. In addition to peer collaboration, gain access to cutting-edge ideas, tested practices, and strategies to develop better solutions.. Receive industry-tested tools andtemplates.
5 WAYS COMPANIES ARE RESPONDING TO ESCALATED RACIAL June 03, 2020 Carol Morrison - Senior Research Analyst, i4cp. 5 WAYS COMPANIES ARE RESPONDING TO ESCALATED RACIAL TENSIONS & SOCIAL UNREST. When i4cp Chief Diversity Officer Board Chair and call leader Jacqui Robertson convened our weekly Diversity & Inclusion Action Call—the 11 th virtual gathering hosted by i4cp to help businesses and their PERFORMANCE MANAGEMENT BEFORE AND AFTER THE PANDEMIC: 12 Research suggests that the perceptions and challenges most often cited regarding performance management (PM) in both the pre- and post-COVID era are largely unchanged: LEARNING COVID-19 ACTION RECORDING: TALENT MANAGEMENT This week’s Learning and Development action call hosted special guest Pamela Lipp-Hendricks, Head of Executive Talent Management at JPMorgan Chase. She was interviewed by i4cp CEO and co-founder Kevin Oakes and senior research analyst Tom FIVE WAYS LEADERS CAN SUPERCHARGE PERFORMANCE AND DRIVE The Institute for Corporate Productivity’s (i4cp) study of how nearly 70 different leadership behaviors changed (or haven’t) as a result of the COVID-19 pandemic found that a single one clearly stood out as a next practice—defined as a practice, process, or behavior that analysis shows has high positive correlation with market performance, but that few organizations are currently using. HOW 2020 CHANGED WHAT IT MEANS TO BE A LEADER Scholar, author, and researcher on organizational leadership Warren Bennis often said, “managers do things right, leaders do the rightthing.” The
EMPLOYEE EXPERIENCE EXCHANGE NOVEMBER 2021- METRICS & ROI i4cp’s Employee Experience Exchange is a peer-driven working group that explores how to design, operationalize, and scale the moments, attitudes, and behaviors that L&D ACTION RECORDING: TALENT IN THE NEW NORMAL This week’s Learning and Development action call hosted special guest Akil Walton, Vice President, Global Talent Management at Tech Data. An American multinational distribution company specializing in IT products and services, Tech Data is headquartered in Clearwater, Florida, has over $40 billion in revenue, and 17,000 employees primarily in the US, France, Italy, Germany, and several THE INSTITUTE FOR CORPORATE PRODUCTIVITY (I4CP) 3M, as one of its longest serving members, looks to i4cp for global business-imperative trends for HR, the workforce, and issues impacting the business in general. i4cp provides data and insights to understand how we may need to continue to adapt and change. INSTITUTE FOR CORPORATE PRODUCTIVITY (I4CP)FREE RESEARCHHUMAN RESOURCES EXECUTIVE NETWORKEXCHANGES #i4cp is a leading research organization and network of HR executives that discovers next practices in human capital. THE I4CP NEXT PRACTICES NOW CONFERENCE From building an agile, innovative culture with a hybrid workforce to keeping focus on DE&I initiatives and employee well-being, business leaders—and especially human resources leaders—must navigate myriad challenges in 2021 and beyond. i4cp’s upcoming Next Practices Now Conference —both the 2021 virtual event and the 2022 in-person HR AWARDS | I4CP'S NEXT PRACTICE AWARDS Featured at i4cp’s annual Next Practices Now Conference, the #1 ranked event for HR leaders. Prominent display alongside past winners—including Patagonia, Microsoft, Accenture, and Ford—as a leading organization and award winner. Next Practice Award trophy. Entries are published as case studies on i4cp website and promoted onsocial media.
I4CP EXITMETRIX
The ExitMetrix approach combines social science, research, and experience. Exit research is more than collecting statistics about employee departures. Utilize i4cp's extensive experience and research into next practices of workforce retention and engagement toeffectively
HOW T-MOBILE REINVENTED ITS CAREER DEVELOPMENT PROGRAMSSEE MORE ONI4CP.COM
EARLY-IN-CAREER HIGH POTENTIALS: DEVELOP THEM OR LOSE THEMSEE MORE ONI4CP.COM
SIX ACTIONS TALENT DEVELOPMENT CAN TAKE TO ENABLE SUCCESSION Here are six strategically important actions a great talent development function can do: Build training for the future of the business. Work with C-level sponsors to anticipate the competencies that will support the strategy of the organization. Build broad talent pools. This means that development extends beyond the knowledge andskills needed
THE TOP FIVE BENEFITS OF STRATEGIC WORKFORCE PLANNINGBENEFITS OF STRATEGIC MANAGEMENT PROCESSSTRATEGIC BENEFIT ADVISORSSTRATEGIC BENEFIT RESOURCES GASTRATEGIC BENEFITS ONE GROUP High-performance organizations are integrating workforce planning initiatives into their business and strategic planning processes more than ever, and the number of companies working on workforce planning has increased to over three quarters since 2009, according to a new study by the Institute for Corporate Productivity (i4cp).NEW YORK CHO GROUP
December 4 5:00am - 7:00am, 2019 PST New York, NY. New York CHO Group - The Invisible Way Successful People Win at Work. What keeps us mired in unproductive work and stress isn’t demanding bosses or impossible assignments.instead, my research shows that the problem is the collaborative intensity of work – time on the phone, on email, and THE INSTITUTE FOR CORPORATE PRODUCTIVITY (I4CP) 3M, as one of its longest serving members, looks to i4cp for global business-imperative trends for HR, the workforce, and issues impacting the business in general. i4cp provides data and insights to understand how we may need to continue to adapt and change. INSTITUTE FOR CORPORATE PRODUCTIVITY (I4CP)FREE RESEARCHHUMAN RESOURCES EXECUTIVE NETWORKEXCHANGES #i4cp is a leading research organization and network of HR executives that discovers next practices in human capital. THE I4CP NEXT PRACTICES NOW CONFERENCE From building an agile, innovative culture with a hybrid workforce to keeping focus on DE&I initiatives and employee well-being, business leaders—and especially human resources leaders—must navigate myriad challenges in 2021 and beyond. i4cp’s upcoming Next Practices Now Conference —both the 2021 virtual event and the 2022 in-person HR AWARDS | I4CP'S NEXT PRACTICE AWARDS Featured at i4cp’s annual Next Practices Now Conference, the #1 ranked event for HR leaders. Prominent display alongside past winners—including Patagonia, Microsoft, Accenture, and Ford—as a leading organization and award winner. Next Practice Award trophy. Entries are published as case studies on i4cp website and promoted onsocial media.
I4CP EXITMETRIX
The ExitMetrix approach combines social science, research, and experience. Exit research is more than collecting statistics about employee departures. Utilize i4cp's extensive experience and research into next practices of workforce retention and engagement toeffectively
HOW T-MOBILE REINVENTED ITS CAREER DEVELOPMENT PROGRAMSSEE MORE ONI4CP.COM
EARLY-IN-CAREER HIGH POTENTIALS: DEVELOP THEM OR LOSE THEMSEE MORE ONI4CP.COM
SIX ACTIONS TALENT DEVELOPMENT CAN TAKE TO ENABLE SUCCESSION Here are six strategically important actions a great talent development function can do: Build training for the future of the business. Work with C-level sponsors to anticipate the competencies that will support the strategy of the organization. Build broad talent pools. This means that development extends beyond the knowledge andskills needed
THE TOP FIVE BENEFITS OF STRATEGIC WORKFORCE PLANNINGBENEFITS OF STRATEGIC MANAGEMENT PROCESSSTRATEGIC BENEFIT ADVISORSSTRATEGIC BENEFIT RESOURCES GASTRATEGIC BENEFITS ONE GROUP High-performance organizations are integrating workforce planning initiatives into their business and strategic planning processes more than ever, and the number of companies working on workforce planning has increased to over three quarters since 2009, according to a new study by the Institute for Corporate Productivity (i4cp).NEW YORK CHO GROUP
December 4 5:00am - 7:00am, 2019 PST New York, NY. New York CHO Group - The Invisible Way Successful People Win at Work. What keeps us mired in unproductive work and stress isn’t demanding bosses or impossible assignments.instead, my research shows that the problem is the collaborative intensity of work – time on the phone, on email, and THE I4CP NEXT PRACTICES NOW CONFERENCE From building an agile, innovative culture with a hybrid workforce to keeping focus on DE&I initiatives and employee well-being, business leaders—and especially human resources leaders—must navigate myriad challenges in 2021 and beyond. i4cp’s upcoming Next Practices Now Conference —both the 2021 virtual event and the 2022 in-person I4CP EXECUTIVE BOARDS i4cp’s exclusive peer groups of senior executives collaborate to explore next practices, build evidence-based solutions to critical talent challenges, and drive the function into the future. The Chief HR Officer Board meets regularly to develop new research, consider insights from world-class thought leaders, and develop practical TALENT ACQUISITION NEXT PRACTICES MONTHLY About the TA Next Practices Monthly Series. The Talent Acquisition Next Practices Monthly series provides a forum for the TA leadership community to come together to DIVERSITY & INCLUSION EXCHANGE Collaborate with peers in an exclusive group. To achieve the highest level of customization and interaction, the Exchange is limited to i4cp members. Learn and benchmark. In addition to peer collaboration, gain access to cutting-edge ideas, tested practices, and strategies to develop better solutions.. Receive industry-tested tools andtemplates.
5 WAYS COMPANIES ARE RESPONDING TO ESCALATED RACIAL June 03, 2020 Carol Morrison - Senior Research Analyst, i4cp. 5 WAYS COMPANIES ARE RESPONDING TO ESCALATED RACIAL TENSIONS & SOCIAL UNREST. When i4cp Chief Diversity Officer Board Chair and call leader Jacqui Robertson convened our weekly Diversity & Inclusion Action Call—the 11 th virtual gathering hosted by i4cp to help businesses and their TALENT & LEARNING NEXT PRACTICES MONTHLY About the Talent & Learning Next Practices Monthly Series. The Talent & Learning Next Practices Monthly series provides a forum for the Talent and L&D leadership community to come together to discover and advance next practices. PERFORMANCE MANAGEMENT BEFORE AND AFTER THE PANDEMIC: 12 Research suggests that the perceptions and challenges most often cited regarding performance management (PM) in both the pre- and post-COVID era are largely unchanged: LEARNING ACTION RECORDING: SEC DISCLOSURE MANDATES AND L&D This week’s Learning and Development action call focused on a specific topic: the recent SEC Mandate on human capital reporting. The discussion was facilitated by i4cp CEO and co-founder Kevin Oakes and senior research analyst Tom Stone. Here are some highlights from thecall:
TALENT & LEARNING NEXT PRACTICES MONTHLY RECORDING: 2021 The Talent & Learning Next Practices Monthly series provides a forum for the Talent and L&D leadership community to come together to discover and advance next practices. L&D ACTION RECORDING: TALENT IN THE NEW NORMAL This week’s Learning and Development action call hosted special guest Akil Walton, Vice President, Global Talent Management at Tech Data. An American multinational distribution company specializing in IT products and services, Tech Data is headquartered in Clearwater, Florida, has over $40 billion in revenue, and 17,000 employees primarily in the US, France, Italy, Germany, and severalTOGGLE NAVIGATION
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CORONAVIRUS EMPLOYER RESPONSE CENTER COVID-19 HAS DISRUPTED ORGANIZATIONS LARGE AND SMALL. WE'RE WORKING WITH HR EXECUTIVES TO HELP THEM BENCHMARK AND SHARE IDEAS ON HOW TO ADAPT. Research, resources, and moreDISCOVER YOUR
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THE I4CP 2021 NEXT PRACTICES NOW CONFERENCE DON'T MISS THE #1 CONFERENCE FOR HR LEADERS. Secure your seat scroll down 87% OF LARGE ORGANIZATIONS REPORT THE PACE OF CHANGE IS ACCELERATING. MOST LEADERS SAY BUSINESS IS BECOMING INCREASINGLY UNPREDICTABLE. You and your team need a research organization that will help you see around the curve. To distinguish fact from fiction. And to connect you with a community of HR peers who can help you take advantage. BETTER MARKET PERFORMANCE THROUGH BETTER WORKFORCE PRODUCTIVITY. We do more human capital research than any other firm so that you and your team can better anticipate, prioritize, develop, and execute the talent practices that will help your organization maintain a competitive advantage.01
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> i4cp is research-based, they have a huge network of people, and I > feel like there isn’t a question I’ve asked that they weren’t > able or willing to help me try to find the answer. i4cp is really my > go-to to help me stay connected to what’s happening out there.>
> TAMEIKA POPE
>
> CHIEF HUMAN CAPITAL OFFICER, THE FEDERAL RESERVE BOARD > i4cp is an HR thinktank, and a credible, independent resource that > my team relies on for critical insights on HR topics, connections to > peers, and more. I consider i4cp membership to be the antidote for > the natural gravity of insularity that plagues our profession.>
> DAVE GARTENBERG
>
> CHIEF HR OFFICER, AVANADE > I really like that i4cp’s models and services are based on solid > research - versus the trendy drivers often found in other firms. > They have the best human capital research out there, and simply > understand high-performance organizations better.>
> LOREN HEERINGA
>
> CHIEF HR OFFICER, LAND O'LAKES > Having worked with i4cp for many years, they are highly responsive, > extremely insightful and certainly a powerful partner to have if > you’re at all interested in advancing the business impact of HR, > Talent and Learning.>
> JOE GARBUS
>
> VICE PRESIDENT, TALENT AND LEADERSHIP, CELGENE > 3M, as one of its longest serving members, looks to i4cp for global > business-imperative trends for HR, the workforce, and issues > impacting the business in general. i4cp provides data and insights > to understand how we may need to continue to adapt and change.>
> KAREN B. PAUL
>
> C-SUITE EXECUTIVE PLANNING & EXTERNAL RELATIONS LEADER, 3M > i4cp is research-based, they have a huge network of people, and I > feel like there isn’t a question I’ve asked that they weren’t > able or willing to help me try to find the answer. i4cp is really my > go-to to help me stay connected to what’s happening out there.>
> TAMEIKA POPE
>
> CHIEF HUMAN CAPITAL OFFICER, THE FEDERAL RESERVE BOARD > i4cp is an HR thinktank, and a credible, independent resource that > my team relies on for critical insights on HR topics, connections to > peers, and more. I consider i4cp membership to be the antidote for > the natural gravity of insularity that plagues our profession.>
> DAVE GARTENBERG
>
> CHIEF HR OFFICER, AVANADE*
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