Four Lessons from the Feeding Frenzy In the RPO Market

Recruitment process outsourcing, or RPO, is the hottest segment of the HRO market. In talking with dozens of buyers and even more providers, here are four lessons for anyone who touches RPO. by Harry Feinberg, Jay Whitehead Oh, for the good ol’ days of recruiting. When you needed an executive then, you would call mega-retained-fee […]

HR That Fits the Bill

Aflac’s CHRO Matthew Owenby explains why a customized approach to HR drives an 87 percent employee engagement rate.

By Debbie Bolla

“Most companies don’t want to customize HR, but if you want employees to feel cared for, it’s a must.” This is the philosophy behind CHRO Matthew Owenby’s unique approach to HR for Aflac. Whether it’s providing easy access to on-site healthcare services to overcome rising benefits costs or giving employees the platform to share feedback that often gets incorporated into the business strategy, the insurance provider understands the impact of employee-driven initiatives. Simply put: People are core to their success.

2018 Baker’s Dozen Customer Satisfaction Ratings: Recognition

We rank the top providers based on customer satisfaction surveys.

By The Editors

Seeking an employee recognition provider? Look no further – HRO Today has officially released its 2018 HRO Today Baker’s Dozen Ranking for Recognition. View the top 13 providers of recognition services ranked by breadth of service, quality of service, and deal size.

Plenty of Room to Grow

Moving up isn’t the only way to achieve successful career development.

By Beverly Kaye and Lindy Williams

Engagement surveys reveal, again and again, that individuals join organizations to pursue career possibilities and they leave organizations if those opportunities don’t materialize. In fact, a recent Gallup study reported that the majority of millennials—projected to be 75 percent of the workforce by 2025—say that professional growth and continued development is very important in their decision to join an organization or take on a new role.

Seeing 20/20

Total workforce solutions provide full visibility into the workforce, but how can organizations ensure a smooth transition?

By Marta Chmielowicz

Today’s talent ecosystem offers more options for employees than ever before. From online freelancing platforms to crowdsourcing efforts and traditional contract engagements, the contingent labor market is experiencing a revolution—and businesses are struggling to keep up.

Ways Wellness Works

Today’s wellness programs benefit both employees and organizations alike.

By Lynn Herrick

HR executives understand the biggest asset to any company is its people. And the biggest asset to employees? Their health and well-being. Nowadays, employees are placing even greater value on taking care of their mental and physical health, which is why it makes good business sense for organizations to ensure that employee wellness is a top business priority. The numbers don’t lie: A study from Willis Towers Watson found that a healthy, happy workforce can reduce overall business costs by more than $1,600 per employee, driven by a decreased need for taking time off for injuries or unplanned sickness. On the other hand, not having a workplace wellness program can be incredibly costly considering the potential risk for high turnover, employee absenteeism, and decreased employee morale.

Conquering Bias

Five steps managers can implement to address unconscious bias in the workplace.

By Charlotte Blank

Business managers have become more aware of the potential for workplace bias following the Starbucks incident back in April which prompted Starbucks to close 8,000 of their stores to address an underlying bias issue. This then caused other companies to reevaluate how they solve major bias issues in their own workplaces. A common approach many firms take is called diversity training—programs devoted to increasing diversity and reducing bias through employee education. These initiatives are generally well-intentioned, and in high profile cases such as Starbucks, can serve to raise awareness for very important issues. There’s only one problem with them: They don’t work.

The Face of Inclusion

A roundup of CHROs and TA leaders share best-in-class D&I strategies.

By Debbie Bolla

The recent #MeToo movement shined a spotlight on the mistreatment of women and minorities in all realms of society, and the workplace was no exception. As cases continue to make headlines, they encourage organizations to rethink their polices and practices, with HR leading the charge to change. This crusade for fairness among all workers is clearly connected to an organization’s diversity and inclusion (D&I) strategy.