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At the same time that employee turnover is about to increase, employee loyalty is at an all-time low and new generations of employees express little interest in long-term corporate employment. Taken together with advancements in recruiting and the spread of social networks, turnover rates [url=http://www.ktbruce.co.uk/hollisteroutlet.php]hollister[/url] among top talent are likely to soon skyrocket. Rather than minor tinkering, a complete rethinking of the retention strategy and the available retention tools are required.
Now is an ideal time to benchmark and learn both current best practices and emerging “next practices” from leading firms because a recent survey of CEO’s revealed that out of all business functions, CEO’s expect the most change in Talent Management. It’s unusual to have a people management function at the top of CEO’s attention, so [url=http://www.sandvikfw.net/shopuk.php]hollister outlet sale[/url] this next year is the perfect time to identify and understand the most effective retention tools, strategies and approaches.
Areas Covered In the Session:
Why turnover rates will begin to increase in the near future
How to quantify the dollar impact of turnover and make an effective business case in order to increase [url=http://www.rtnagel.com/louboutin.php]louboutin[/url] funding for retention programs
Understanding the available retention strategies and goals
Prioritizing retention efforts in order to focus on retaining high-impact talent
Developing a more accurate way to identify the “real reasons” why employees leave
The role that managers play in turnover
Utilizing “stay interviews” to understand why current employees might leave
Identifying predictors that may indicate who is at risk of leaving the firm
Implementing personalized retention plans and selecting the right retention “levers” for each key employee
Developing more powerful turnover/retention metrics
Boomerangs, corporate alumni [url=http://www.fibmilano.it]woolrich[/url] and the concept of “entire life” employment
The best practice firms in retention
Who will benefit:
Directors of Retention and Retention Program Leaders
Chief Talent Officers and Directors of Talent Management
The VP of HR
Directors of Recruiting and Talent Acquisition
Directors [url=http://www.par5club.com/louboutin.php]louboutin[/url] of Leadership Development
Directors of Development, Training and Learning
Directors of HR
Talent Management and HR Strategists
HR Business Partners, HR Generalists and HR Professionals Involved in Talent Management
Talent Management and Retention Consultants
Operational Managers
Dr John Sullivan is a well-known global talent management thought leader and guru. For years he has accurately predicted HR and talent management trends. He is [url=http://www.ktbruce.co.uk/barbourjackets.php]barbour.co.uk[/url] an internationally known HR thought-leader from the Silicon Valley who specializes in providing bold and high business impact strategic solutions. Hes a prolific author with over 900 articles and 10 books covering all of Talent Management. He is an engaging corporate speaker who has excited audiences at over 250 corporations / organizations in 30 countries on all 6 continents. His ideas have appeared in every major business source including the [url=http://www.osterblade.com]moncler outlet[/url] Wall Street Journal, Fortune, BusinessWeek, Fast Company, CFO, Inc., NY Times, SmartMoney, USA Today, HBR and the Financial Times. He has been interviewed on [url=http://www.ktbruce.co.uk/barbourjackets.php]barbour jackets[/url] CNN and the CBS and ABC nightly news. Fast Company called him the “Michael Jordan of Hiring”. He served as Chief Talent Officer for Agilent Technologies (the HP spin-off). He is currently a Professor of Management at San Francisco State and CEO of DJS and Associates consulting. His articles can be found on his popular website [link widoczny dla zalogowanych] and on [link widoczny dla zalogowanych]
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