Author Archives: Audrey Roth

The Emergence of Total Workforce Solutions

Leading organizations are seeing the value of managing all of their talent with a single, integrated approach.
By Debbie Bolla
When it comes to hiring the best talent, Waste Management doesn’t let worker type—permanent or contingent—impact its decision. The best fit is the best fit—end of story. “We are committed to enabling Waste Management’s competitive advantage via its talent whether employee or contractor,” explains Lon Harvey, director of talent acquisition, contingent labor program for the organization. “It makes sense to us to bring that together under talent acquisition and a total workforce solutions plan.” The environmental solutions services provider isn’t alone. With 38 percent of the total workforce considered non-employee, 63 percent of organizations are rethinking how the workforce should be addressed, finds Continue reading →

2017 HRO Today Baker’s Dozen: Relocation

By The Editors HRO Today's Baker’s Dozen rankings are based solely on feedback from buyers of the rated services; the ratings are not based on the opinion of the HRO Today staff. We collect feedback annually through an online survey, which we distribute both directly to buyers through our own mailing lists and indirectly by sending service providers the link to send to their clients. Once collected, response data are loaded into the HRO Today database for analysis to score each provider that has a statistically significant sample. For this survey, we required 10 responses from 8 companies. We reached out to more than 35 providers of relocation services. In order to determine an overall ranking, we analyze results across three subcategories: features breadth, deal sizes, and quality. Using a predetermined algorithm that weighs questions and categories based on importance, we calculate scores in all three subcategories as well as an overall score. The rankings are based on those scores.

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Learn, Network, Grow

A snapshot of what to expect at this year’s HRO Today Forum in Chicago. By The Editors Pressure on HR to solve business problems has never been greater than it is today. In fact, according to a recent Visier survey, 79 percent report their organization can’t succeed without a strategic CHRO and 78 percent agree that company success is driven by a CHRO who contributes to business performance. That is why this year’s HRO Today Forum in Chicago is all about HR driving corporate strategy. What can be expected during the confab on May 1-3? The opportunity to learn and share best practices with peers, leading service providers, and tech analysts. Here’s a snapshot of what’s to come. Connecting Employees to the Organization What is a main talent grabber in today’s tight marktet? Purpose. According to the PwC study, Putting Purpose to Work, 83 percent of employees want to find meaning in their day-to-day work.

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Future-Proof Recruitment

Automation is set to take hold of—but not take over—the talent acquisition space. Here are some ways to prepare. By Christa Elliott Will top candidates be hired by robots in the near future? Not likely. Although 65 percent of Americans expect that within 50 years, robots and computers will do much of the work currently done by humans—according to a study from the Pew Research Center—these fears may be unfounded for those who work the talent acquisition space. The early phases of the hiring process can benefit from applying artificial intelligence (AI) technology, but recruitment will always need a human touch. Provided that recruiters do more than source and screen, they are unlikely to be entirely replaced by software. On the contrary, the automation revolution will make their jobs easier and allow them to do more. With the right preparation, organizations can use automation to their advantage—saving time, money, and strategic resources in the process.

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Pressure’s On

Organizations can expect costly fines—or worse—if they don’t follow the ever-changing rules of relocation compliance. By Russ Banham At the end of the last century, globalization resulted in an extraordinary uptick in the volume of employees on assignment abroad and the length of their stays. The tax, legal, and immigration rules limiting the duration of these assignments were different but difficult to enforce given the mass of assignees and their ebb and flow. Those days are long gone. Most countries today are stringently policing their rules and harshly penalizing companies for non-compliance. Stay too long in a country and risk a stiff fine or worse—incarceration and the permanent barring of the employee to conduct business in the country. The constantly shifting landscape of regulations across the world makes compliance even more problematic."Privacy, visa, and tax regulations are forever in flux, putting the onus on companies to stay on top of these changes," says John Fernandez, executive vice president at relocations services providerContinue reading →

Flex Up

Organizations can achieve benefits by offering employees sought-after flexibility, but best practices should be followed. By Greg Besner Work-life balance is more important than it used to be. While previous generations didn’t question the nine-to-five workday format, modern job seekers are willing to forgo higher paying positions based on company culture alone, according to research from Fidelity. Whether telecommuting, working four 10-hour days, working part-time or simply adjusting the start or end times of a workday, flexible work schedules can increase commitment and retention. As more companies offer flexibility, they reap the rewards. According to the Harvard Business Review, the benefits of flex time go both ways, offering employers increased coverage hours, a recruitment edge, less use of paid leave and results-driven management. Employees, in turn, experience higher satisfaction and morale, reduced stress and often more efficient and productive use of their time.

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Modes of Motivation

A new research study examines seven trends in incentivizing the workforce. By Melissa VanDyke As economic growth continues and CEOs replace their recessionary view with a longer-term focus on growth and innovation, talent retention and motivation will be a key battleground. A recent 2017 Incentive Research Foundation (IRF) Trends Study sought to identify important changes taking place in motivation. The research uncovered seven strategies CHROs can leverage to incentivize their workforce. 1. Focus rewards on non-core job behaviors. Fifty years ago workers focused primarily on one thing: their core job responsibilities. Yet over time, as HR, learning, and talent organizations have diminished and organizational necessities such as innovation and core values have grown, workers have amassed numerous non-core job roles. These roles may include trainer, innovator, career advocate, brand advocate, team supporter, wellness advocate, and many others.

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Activating Employees

HR technologies that cater to both HR and the workforce result in more engaged, empowered workers.
Amber Hyatt
As HR leaders look to 2017 and beyond, a key question has emerged: How can HR teams and their organizations better enable their workforce to provide a substantial, competitive business advantage? Many believe HR technology should be that enabler, but traditional talent management technologies focus on automating HR functions, often ignoring the most important "consumers": employees. The primary goal of automating HR functions has been to increase efficiency.It’s true that the focus on integrated talent management made HR tools easier for HR pros to use by streamlining time-intensive, paper-based processes of the "personnel office" to make time for more strategic initiatives and saving hard costs for the business.

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Train for Today and Tomorrow

Employees—and organizations—can benefit from financial, soft skills, and leadership development programs. Andrew Allen When it comes to training programs, most organizations tend to stick to the basics: skills needed to perform everyday functions or topics covering compliance requirements. While those are important and necessary, HR leaders should consider additional types of training that can benefit employees and the bottom line. Financial management, soft skills, and leadership training are three areas that can increase employee well-being as well as productivity and retention. Financial Management Money is obviously a major motivator to employees, but a bigger salary isn’t always in the budget. While organizations can’t always give employees the financial reward that they want, workers can still benefit financially if they are given financial education training.Why? This helps make their money go further. Financial training will not only work in favor of the employee, but also the business where they work.

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