- Outplacement 101
- Culture of belonging
- AI impact on HR
- Hybrid Vs. WFH
- Planning your future career
- Multi-gen in the workplace
- Managing career moments
- Employment tribunals
- Women's health
- EDI and ERG
- Raising your LinkedIn profile
- Rejuvenation group coaching
- Women in leadership
Redundancy - Threat or opportunity
Redundancy is usually associated with negative connotations – fear of the unknown, stress of finding a new role, financial worries, a roller coaster of emotions often as a result of actions beyond a person's control.
But it can also offer individuals an opportunity to reflect, consider their options and make life defining changes which they may not have done if their remained in their previous job.
Through this ‘outplacement 101’ webinar, our speakers will provide their experience of the business benefits of career transition services, and the advantages individual employees in helping them transition in their career.
Supporting HR Leaders: How to foster a culture of belonging
LHH’s view is that you can have belonging without diversity, but you can’t have diversity without belonging.
In this session we shared our insights based on consultation with many clients on a range of DE&I issues. We explored how to foster a culture of belonging across the organisation and invited HR leaders to reflect on where their organisations are performing well in terms of inclusion and belonging and where there is scope for improvement.
Please note that this session was not recorded.
AI –The saviour or destruction of HR?
Earlier this year Goldman Sachs predicted that 300 million jobs would be lost or degraded by AI, and the HR sector will not be immune as AI and automation is being used to complete more of the process driven activities.
But the flip side is that this will enable HR professionals more time to focus on delivering human centric solutions and connecting with people.
This webinar explored what impact AI is having on the industry and how HR professionals can harness the power of AI to offer more enhanced services and greater strategic value to their employers.
Getting the flexibility balance right
Three years post pandemic, organisations have been finding their feet with what flexibility means and what hybrid working looks like for their employees. Some have kept a fully remote workforce, saving money on fixed office costs, whilst others have mandated that employees return to the office for a set number of days.
Whilst there doesn’t seem to be a correct answer and the discussion rumbles on for another year, we are currently experiencing a 20 year low of only 1.2 unemployed people per available job vacancy. Attraction of talent and more importantly the retention of talent becomes a major factor and its essential to consider how flexibility can directly impact both of those.
In this session we discussed whether or not organisations need a flexibility policy, the impact which flexibility can have on your attraction and retention performance, the importance of creating a community and how to manage conflict or resentment amongst groups of employees.
What's your future focus?
Planning for retirement
As the UK’s No. 1 provider of career transition, we are seeing a rise in professionals reassessing what they want in retirement. More people are looking to balance their retirement with part time roles which complement their lifestyle goals.
From an individual perspective, when do you need to start planning for the future. And from an employer angle, what can they do to support with their employers and will keep them engaged and prepared for the future?
This thought provoking workshop helped inspire delegates to think about their next steps in their career, taking stock of their goals now and what planning and actions they need to do now and till they retire.
Creating multi-generational success in the workplace
Businesses have always been challenged with managing a multi-generational workforce but with an increase in baby boomers retiring early resulting in a knowledge and experience vacuum, and Gen Zers experiencing a greater propensity to burnout, these generational issues are causing more challenges for HR to manage.
This session explored:
- The case for generational consideration based upon an understanding of the five generations represented in today’s workplace
- How to avoid unhelpful generational stereotypes and their work styles and capabilities
- The causes of generational conflict around technology, communication and work/life balance
- Three distinct approaches for managing intergenerational conflict and the benefits of having a strong multi-generational workforce.
Impact of employee career moments on talent retention
Businesses look to HR to lead the drive in developing and retaining their talent, but what are the key cross roads in an individual’s personal and professional lives that can influence the future of their career?
This session explored some of these career moments and what can businesses do to support employees at these essential points of their lives.
From maternity/paternity to redundancy or retirement, all can be a defining moment in a person’s live and the business strategies in place can directly influence the engagement, wellbeing and loyalty of an employee.
Employment Tribunals: Uncovering the latest hot topics
This session discussed the recent and anticipated Employment Tribunal case trends.
We explored the headline making cases currently passing through the Employment Tribunal and the Appeal Courts and considered what these are and why we’re seeing a rise in this type of claim.
The session also reviewed how these claims are being viewed by the Employment Tribunal and the Appeal Courts, trends in the judgments and what impact these are having, or should be having, on businesses’ people strategies over the next 12 months and beyond.
for more information on how LHH can support your business, please contact us.
Women's health in the workplace
12-18 months ago menopause in the workplace was a topical issue being opening addressed by many HR professionals and businesses.
But has positive progress been made and how can lessons learnt be used to enable broader conversations on wider women’s health issues?
This session looked at how discussing women’s health in the workplace can create broader inclusivity and open up conversations across a multi-generational workforce.
Driving EDI through effective ERDs
The importance of ESG has risen as they become more integral in underpinning corporate objectives. With business sustainability and community engagement becoming under the spotlight of public scrutiny, organisations are increasingly looking to demonstrate the real world benefit their policies are having.
We shared our knowledge of how we have achieved greater employee diversity and inclusion through the creation of accountable employee resource groups aligned with our ESG goals to drive inclusion through transformation and change.
What was covered in the session:
- Using data to drive your ESG strategy
- Creating ERGs that represent all colleagues and are truly inclusive
- Driving positive action to deliver meaningful change.
Raise your LinkedIn profile
Whether or not you are actively looking for your next job, your LinkedIn profile can help you stand out from the crowd, promote your achievements, and improve the effectiveness of your networking.
In this practical session we shared our knowledge on how HR professionals can get their profile to work for them and elevate their personal brand. Our speakers will shared their experience from a recruitment and user perspective, giving delegates a complete overview of how they can make the most of their LinkedIn profile.
Virtual group coaching sessions
Rejuvenation through connection, sharing and being
How can leaders or HR professionals effectively manage their own burnout and resilience when employees look to them to lead with confidence and certainty?
In small working groups, we hosted a series of group coaching sessions to talk through the issues that groups members are experiencing and what actions can be taken to address and resolve them.
Due to the personal nature of these conversations, these sessions were not recorded.
Enabling women to thrive at work: Women in Leadership
In this age of talent scarcity and socially conscious customers most organisations are now prioritising how women are enabled to thrive and develop through leadership with greater urgency than ever before.
During this webinar we shared our own propriety research insights that have shaped our point of view regarding how best to create a positive and impactful elevation of this key workforce.
We presented an holistic consideration of the conditions for successful impact, sharing not only our point of view but also our years of expert experience in this field enabling us to bring to life what really works.
What was covered:
- The organisational practices that require ongoing review
- Focus on creating a culture through allyship and sponsorship
- Draw attention to the developing of the individual behaviours of women.