In leading companies, efforts to retain employees begin even before they are formally hired. These organizations understand that how job candidates are treated in the recruiting process makes a lasting impression that carries over into employment.
When employees choose to leave in their initial months of a new job, it often suggests a recruiting issue. But, research shows voluntary turnover beyond the first two or three months is usually a result of work environment, challenges in a manager-employee relationship, or the organization’s engagement practices.
This knowledge is causing industry leaders to take a more proactive approach to employee retention, rather than simply accepting that certain workers will “cycle through” their business.
Click below to download the white paper and learn how you can increase the number of good employees who stay:
What innovation concepts are most relevant to the talent-acquisition function? Alexander Mann Solutions and HRO Today commissioned this study in April 2016 to answer that question – and specifically to understand innovation and what was driving organizations’ failure to innovate.
In Part I of this two-part series, we examined what was occurring in terms of innovation on the talent-acquisition front. In the course of our conversations and research, we recognized a need for a new term to describe the phenomena we were hearing from talent-acquisition professionals: We came up with the term “non-novation.” It means more than “not innovating.”
It means doing things that seem to drive new and meaningful change, but somehow the change does not happen. Innovators implement change. Non-novators take a detour.
In this Part II, we will reveal those innovation concepts most relevant to the talentacquisition function and which types of innovation HR practitioners are hoping to introduce so they can overcome and remove barriers to innovation.
Did you know many of your peers are able to accurately forecast patient demand and staffing needs up to 120 days in advance?
The Predictive Analytics in Healthcare 2016: Optimizing Nurse Staffing in an Era of Workforce Shortages survey,developed by AMN Healthcare and Avantas, found that predicting future patient demand and workforce needs would be very valuable in solving nurse scheduling and staffing problems.
The main results of the survey will be discussed in a webinar, where you’ll learn more about:
How understaffing caused by scheduling and staffing problems hurts staff morale
The impact of understaffing on patients, staff morale, and labor budgets
The awareness of predictive analytics applications in healthcare workforce staffing and scheduling
Join Dan White, President, Strategic Workforce Solutions, AMN Healthcare, and Jackie Larson, President, Avantas, in a live discussion about the exclusive results of the above survey.
Ford selects Oracle HCM Cloud to manage team experience
Redwood Shores, Calif.—Feb. 13, 2017— Oracle announced today that Ford Motor Company, has selected Oracle’s HCM Cloud Suite towards a more streamlined, digital view of HR product and services to help improve the employee and manager experience. Cloud services are a key enabler for HR transformations.
Traditionally, businesses have used multiple platforms to manage their HR needs. Today, the cloud has changed this as companies seek a new suite of services that can be integrated with existing technology. The Oracle HCM Cloud Suite, allows users to support large-scale Global HR, reporting and security requirements and provides Global HR, Payroll (U.S.), Workforce Compensation, Goal and Performance Management, Talent Review and Succession, and Recruiting and Onboarding. For HR, it is equally important to ensure both an international and security conscious portfolio of services that can capitalize on universal reporting and data analytics to anticipate and plan for driving business and recruiting needs.
Delivering modern Talent Activation cloud solutions to people-centric businesses worldwide
CHICAGO – February 14, 2017 – SilkRoad (www.silkroad.com), a global leader in Talent Activation, today announced a broad technology initiative partnering with Microsoft and leveraging its technologies to transform how businesses leverage modern cloud services to manage and streamline talent acquisition, onboarding and development processes.
SilkRoad will integrate its core talent applications and the new SilkRoad Talent Center with key Microsoft products and services, including:
Microsoft Azure – SilkRoad will take advantage of Azure infrastructure and services to deliver unified talent journeys, experiences and apps powered by SilkRoad Talent Center and core talent applications. In addition, it will use Microsoft Power BI to highlight workforce insights and analytics. SilkRoad will also utilize Microsoft Logic Apps technology to enable orchestration between SilkRoad Talent Center and a wide range of employee-facing systems, applications and services.
TAMPA, Fla., Feb. 6, 2017 /PRNewswire/ -- WilsonHCG, a global talent solutions leader, today unveiled its 2017 Top 100 Employment Brands Report, an annual evaluation and ranking of Fortune 500 companies according to how well they brand themselves to potential employees. Of the hundreds of companies analyzed, General Electric and Johnson & Johnson scored highest based on six key employment branding indicators.
"As the global talent wars continue to heat up and competition for hiring is fierce, it's critical for organizations to invest in employment branding to attract new employees. Yet for many, this is easier said than done. In fact, a recent Conference Board survey revealed that retention, finding the next generation of leaders, and attracting top talent are the top concerns for U.S. CEOs," said John Wilson, CEO of WilsonHCG. "The companies that will win at attracting and retaining employees are those that build a great employment brand, and the organizations that ranked highest in our report demonstrate the type of participation, engagement and transparency that's required to stand out as a top employer in today's competitive job market.
Our roundup of experts provides a critical look at what's to come in 2017.
By Debbie Bolla
Attracting and retaining top talent. Becoming an employer of choice. Engaging millennials. Leveraging technology and data for informed decision-making. These are just a few of the challenges that HR and talent acquisition leaders report they are currently facing. The pressure on HR to spearhead strategic business solutions has never been greater. In fact, according to a recent Visier survey, 79 per cent report their organisation can't succeed without a strategic CHRO and 78 per cent agree that company success is driven by a CHRO who contributes to business performance.
What else does 2017 have in store? HRO Today Global had the opportunity to speak with some of the top leaders in their field at and after the HRO Today Forum EMEA about how HR can succeed in the new year.
HRO Today Global: What are the main challenges facing HR in 2017, and what are some strategies to overcome them?
Arne-Christian van der Tang: At TomTom, we believe that the main challenge facing HR and the workforce in 2017 is the not a new challenge—it's the ongoing war for talent.
2016 Baker's Dozen Customer Satisfaction Ratings: Recruitment Process Outsourcing: EMEA & APAC
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 five responses from a location in Europe, Middle East or Africa, or Asia Pacific.
In order to determine an overall ranking, we analyse results across three subcategories: service 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.
See who's who among the most recognised leaders in the HR industry.
By The Editors
Dedicated. Enthusiastic. Ground-breaking. These are all characteristics that a Global HR Superstar possesses. Being a Global Superstar means being fully committed to one's workforce whilst driving transformative change and bringing organisations to the next level.
HRO Today Global believes that individuals like these deserve to be recognised. According to Aon Hewitt's 2016 Trends in Global Employee Engagement, rewards and recognition are among the top engagement drivers in business. HRO Today Global is proud to acknowledge these HR leaders and draw attention to their incredible career successes in our annual Global HR Superstars list.
This list includes leaders from three categories: analysts, practitioners, and providers. These are the best of the best in the industry, and each one of them brings something unique to the group. We look forward to seeing their impressive achievements in 2017.