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BLR’s Forum Events Adds Talent Acquisition and Retention Summit and HR Strategy Summit to 2019 Offerings

By Ericka Howard | Product Manager, Digital Media and Events

New events added to the Forum Events lineup in the Human Resources sector will appeal to a specific subset of HR executives and allow them to source solutions for their business needs, as well as network with peers to discuss best practices and industry pain points.

Old Saybrook, CT – Forum Events, a leading networking event lineup that lets senior-level executives meet with high-quality solution providers, improving ROI by optimizing the sourcing process, is pleased to announce the addition of two new summits to the event roster for 2019.

The new Talent Acquisition and Retention Summit will be held twice in 2019, first on April 15-16 at the Washington Marriott Wardman Park in Washington, D.C., and the second on October 14-15 at the Hyatt Regency Mission Bay Spa & Marina in San Diego, CA.

The new HR Strategy Summit will be held from November 12-14, 2019, at the Renaissance Hotel in Nashville, TN. It will be co-located with the HR World event and will be a shortened format to accommodate those who are attending both the Summit and HR World.

The summits are designed specifically for organization managers, directors, and VPs with pain points or projects in the pipeline and who are actively seeking solutions. Throughout the events, the attendees will not only meet one-on-one with solution providers targeted to serve their needs, but also attend education workshops and seminars, in addition to networking with peers from other leading companies.

“Turnover is extremely expensive, and in today’s very challenging market, many companies are wrestling with how to hold onto their key employees and recruit new ones,” says Tony Kessler, senior managing editor with BLR. “It’s essential that you become familiar with the latest tools, tactics, and techniques for finding, motivating, and retaining your valuable employees. Beyond that, your HR strategies need to be aligned so that you have a long-term plan in place that allows and encourages your workforce—and therefore your business—to succeed.”

Both new Forum events are free for qualified delegate attendees. Please contact media@forumevents.com for more information or visit https://www.forumevents.com/Delegates to apply to attend.

About Forum Events
Forum Events creates shared experiences that create lasting business relationships. Using a unique matching process, senior-level executives are paired with solution providers based on their company’s needs and upcoming projects. Forum Events hosts 20 events throughout the year across a variety of markets. Key verticals include security, facilities management, safety, human resources, training and learning, customer service, and talent acquisition. For more information, visit https://www.forumevents.com/.

About Simplify Compliance
Simplify Compliance helps its customers learn, comply, and succeed by providing mission-critical regulatory and business information, analysis, and tools. Formed by Leeds Equity Partners in 2016, Simplify Compliance serves a range of industries, including financial services, healthcare, human capital management, and telecommunications. Simplify Compliance provides time-saving products and solutions that help U.S.-based businesses and their employees monitor compliance, optimize financial performance, and create and implement best practices. For more information, visit http://www.SimplifyCompliance.com.


Tips for Top Talent Management

Fostering talent can be one of the largest investments for any business. Implementing a talent management strategy is important for developing future leaders and instilling company goals and growth. Below are several tips for developing a healthy talent management process.

1. Know Your Talent
Identify and get to k now your top performers. Encourage open communication and pay attention to new milestones. Be aware of your competitors, chances are if you appreciate your top talent, someone else will too.

2. Value Your Top Performers
Make sure your top performers know how much they are valued. According to a 2010 study by Charan and Conaty, great talent managers are not just familiar with people, but know them intimately. One company implemented a ‘talking talent toolkit.’  Using this tool, managers were able to distinguish between a ‘performance conversation’ and a ‘talent conversation,’ providing a practical way for managers to understand employee’s aspirations and desires.

3. Keep Your Top Performers in the Know
Do your top performers understand companywide goals? Do they know the realities of your business strategy? It’s important to get your integral players involved with company growth and development. Make sure your top performers are privy to goals and are in the position to reach company objectives.

 4. Assessing the Workforce
A traditional talent strategy can develop reliable talent – but sometimes, unique and unforeseen talent develops leaders. Many companies are now turning to research to better understand suitable candidates. Thomas Reuters has turned to research to identify attributes of a top leader. They have conducted internal and external research to identify the traits of future leaders – one new characteristic relates specifically to an individual’s capacity to interact with technology.

5. Respect Diversity
Nurture the talent all individuals. It is important to identify groups that may be underrepresented and to nurture them to reach their full ability. It is crucial to develop training that helps people excel and participate as an optimum player in the workforce.


Define Your Talent Management Approach

Talent management, talent strategy, HR planning – whatever you want to call it, talent management is a taboo for many businesses and yet a vital process for hiring and nurturing leaders. In a study by Bersin, when businesses were asked to define talent management, 80% classified it as leadership development, 78% as recruiting, 76% as training and development, 74% as performance management, 72% as succession planning, 67% as management training, 58% as workforce planning and 42% compensation.

Below is a breakdown of the various, most popular talent management processes:

Progressive HR: Consider this traditional Human Resources with a twist. Progressive HR fulfills the role of the average HR team, and yet extends into the investment of employees. A progressive HR process believes performance and employee value is critical for business success.

e-HR: We’re talking technological HR. This form of talent management integrates an IT system. In doing so, human resource departments are able to streamline the recruitment process. This form of HR develops an analytical system to better understand talent. For example, Pepsi Americas – one of Pepsi’s major bottlers, requires initiative on all levels. If one of the company’s representatives realize a store is close to a University, they must understand the product placement needs and stock that store with high-caffeine drinks to suit the demands of students and exams. The truck driver who delivers and stocks the shelves at that store, must be able to talk to the store owners about this decision and therefore requires developed social skills. Using an integrated system, HR departments are able to streamline the requirements for new recruits throughout the entire company. Using this system allows connections between job roles to form to better predict a hiring investment in the early stages.

Supply and Demand: Whether it depends on short or long-term goals, this process requires identifying needs, and then recruiting new staff members to fulfill those needs. This is a simple form of talent management and does not take into account the further needs of a company, occasionally creating talent gaps in the workplace. To lower that risk – consider focusing on workforce planning and a succession strategy, rather than just filling seats.

Recruitment: Considered the most popular form of talent management, recruitment requires a rebranding of the hiring process. Under this category, “talent managers” are basically recruiters and they streamline the management principles to develop a hiring ‘flow.’ In this scenario – talent is usually defined in reference to key roles.

Development: This strategy focuses on training and growing talent through new learning processes. This strategy identifies people’s skills and then builds on them. Focusing on strengths, development leverages abilities and pushes employees to their full potential. The focus in this aspect is people rather than job roles – developing leaders rather than employees.

Engagement and Retention: Employee engagement is critical for any workforce – not only does it lead to a healthy, well-rounded environment, but it also creates feedback and a common cause. Communication throughout all levels of a company allows for informed decisions and better understanding. This form of talent management focuses on goals and the journey to reach them using communication as a key tool. This strategy focuses on putting key people into key roles.

By identifying the role or process that suits you and your company’s needs, you will be able to better understand the role of a recruiter and establish a strategy for hiring and retaining top talent.


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