The rate of new technologies being developed and the number of companies providing them are increasing each year. This report reveals critical information about new technologies, their applications, and the companies offering them in the Human Capital Management technology sector.
The Human Capital Management systems covered in this report include those in recruitment, employee records, performance, learning and compensation management, and compliance. With this particular report summarizing the activity for the quarter, we analyze the major technological breakthroughs and applications. These announcements are for companies providing HR technology solutions, as well as merger and acquisition activity that has direct implications for HR.
Deploying a global workforce and ensuring access to the best talent is a crucial component of success for many enterprises. Global labor market data is an invaluable tool for multinational HR departments and can be used to inform critical decisions around the best countries and regions in which to grow. PeopleScout, a global provider of RPO, MSP, and total workforce solutions has partnered with HRO Today magazine to produce quarterly reports that compile current international labor market figures, unemployment rates, and important trends from the world’s leading economies by country and region.
With global unemployment levels remaining low once again, 26 of the 49 countries analyzed, reported showing levels of 5.0 percent or less. Both North America and APAC reported solid economic growth in the third quarter of 2018. EMEA showed considerably slower growth, mostly due to Germany’s weakening performance. Overall, Latin America’s growth went primarily unchanged since the second quarter, and Brazil, the region’s largest economy, did relatively well, with unemployment falling 0.5 percent.
In this Flash Report sponsored by AgileOne, we take a look at how employers feel about their brand strength when attracting contingent workers in the North America region. There are approximately 6 million workers classified as contingent in the US, and nearly three-quarters (71 percent) of respondents felt that the contingent workforce is an important part of the employment mix.
When respondents were asked about the importance of employer brand in attracting contingent workers, 60 percent felt as though the employer brand was important; however, this is significantly below the importance attached to attracting and retaining full-time employees.
HRO Today Flash Reports are a series of ongoing research that delivers focused briefs to support business decisions and further discussion among HR practitioners and thought leaders. This latest Flash Report, sponsored by Newton Talent, examines the use and importance of social media as part of a recruitment strategy.
HR departments are now utilizing social media as an essential component of their recruitment strategy, with more than one-half (57 percent) of practitioners surveyed reporting that recruiters find social media as an effective tool. Commons goals of respondents who use social media in recruitment include: promoting jobs openings, building talent pools, reducing costs, and gaining referrals.
Many states and cities have now passed laws prohibiting employers from discussing candidates’ salary histories and from relying upon prior compensation in hiring. These so-called “salary history ban” laws may all contain the same general prohibition, but each separately addresses – or fails to address – key issues such as: (1) what happens when a candidate “voluntarily discloses” prior pay – and how “voluntary disclosure” is defined; (2) whether other related questions, such as salary expectations, are off limits or expressly permitted; (3) whether post-offer verification is permissible; and (4) whether questions about vested benefits and compensation that could be forfeited may be permissible. As the trend continues to build steam, employers need to assess how to assess compensation and hiring practices in a world in which salary history is becoming history.
Listen to this livestream to learn:
Organizations spend time, money and energy on an array of behavioral assessments and training. But does it make a difference? Discover why these sessions get rave reviews, yet overwhelmingly fail to create a lasting impact. You will learn how to infuse personality into your cultural DNA and transform the way people work together. From empty letters to the training methodology itself, we will deconstruct today’s current model and reinvent a new one for the future. Instead of styles and types that reside in short-term memory and only create momentary ‘ahas!’ this session reveals a brain-friendly approach to rewire your employees so the styles trigger at the exact moment they are needed. Reimagine how you can build culture with personality.
After this session, you will be able to:
- Turn self-awareness into long-term application, not short-term fascination
- Transition from personality styles training programs that get rave reviews but have little impact to sessions that transform culture
- Unleash a new way to create an attractive culture that inspires commitment and inclusiveness
- Heighten organizational emotional intelligence
HOST: Debbie Bolla, Editorial Director, HRO Today
Throughout the nation, healthcare executives face crisis conditions in the growing shortages of healthcare practitioners, rising reimbursement and regulatory pressures, and an increasingly competitive marketplace. However, the percentage of contingent workers in the healthcare industry continues to grow.
Watch Dan White, President of Strategic Workforce Solutions of AMN Healthcare, and Eric Christenson, President of Vendor Management Solutions (VMS) of AMN Healthcare, discuss three healthcare workforce solutions that provide organizations with multiple benefits:
The Worker Confidence Index (WCI) for the third quarter of 2018 increased by 3.1 points, and is now at its highest level since the first quarter of 2017. All four components of the WCI saw increases this quarter, with Likelihood of a Promotion rising the most, followed by Likelihood of a Raise and Trust in Company Leadership.
Both men and women continue to feel more confident about getting a raise. Workers remain secure about job stability, which may be due in part to near historically low unemployment rates. Women continue to report higher levels of confidence in job security than men, and the percentage of men who felt concerned about job security decreased from last quarter.
What else does the report show that impacts HR? Click here to download the report.
What role do providers and HR practitioners have in the process of innovation?
Innovations in artificial intelligence and analytics, along with development in cloud, social and mobile technologies, are making HR systems more intelligent and more engaging. In fact, research shows that for just the first three quarters of 2018, there have been over 125 significant product announcements worldwide in the industry.
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