This year’s CHRO of the Year Award finalists are being recognized for redefining human capital management.
By Marta Chmielowicz
In today’s competitive business world, talent has the potential to be the greatest strength of an organization and one of its most powerful sources of competitive advantage. But developing a top talent pool requires more than just a good recruitment strategy: culture, technology, data insights, benefits, learning, engagement, and more are emerging as top considerations.
The pressure on TA leaders to drive success is greater than ever before. See how this year’s award finalists are getting ahead with innovative initiatives.
By Taylor Thompson
With SHRM reporting that 83 percent of HR professionals have faced challenges recruiting the right job candidates in the past year, it comes as no surprise that organizations are restructuring their talent acquisition departments with the hopes of seeing positive change. Gone are the days of job applicants working to gain the attention of potential employers. Instead, that focus has shifted onto the organizations themselves as HR and talent acquisition leaders drive initiatives to help them stand out among the crowd in a competitive job market.
Empower millennials with development programs that are suited to their strengths.
By Cheryl Allen
There is great value in using generational research to effectively inform people practices. The current workforce makeup of baby boomers, Generation X, millennials, and Generation Z is likely one of the most diversified in history. Each generation is equipped with skills and knowledge based upon the environment they grew up in, and organizations are searching for them in the current competitive business environment.
Innovations in data science are enabling the transformation of HR.
By Jeff Mike, James Guszcza, and Kathi Enderes
Underneath buzzwords like “disruption” and “digital transformation” lie some important truths for HR leadership. There is no denying that powerful technologies aimed at individual consumers have changed the game. The best of these technologies deliver compelling, personalized experiences to customers through digital platforms, smartphones, and increasingly, augmented and virtual reality. As a result, they have created a demand for similar personalization of work experiences and workplace applications.
A strategic onboarding process can help engage employees during their first weeks on the job.
By Stacey Kervin
The U.S. unemployment rate has been hovering around four percent for more than a year now. While this is great news for the economy and for the American workforce, it has created a unique challenge for HR and talent acquisition professionals.
Five trends are shaping the new world of employee recognition.
By Melissa Van Dyke
In today’s competitive job market, HR professionals are challenged to develop innovative and effective ways to attract and retain talent. Compensation matters, but how a company motivates and rewards its employees also has a tremendous impact on hiring and retention. More than 80 percent of U.S. businesses now invest in alternative awards, and the Incentive Research Foundation (IRF) sees several trends for 2019 that will likely have an impact on these incentive efforts. These trends also offer insights on how to design effective incentive, recognition, and rewards programs—and how they can give your company a competitive advantage.
Organizations need to reinvent growth strategies by providing opportunities to all levels of employees.
By Meghann Arnold
When it comes to developing a strong workforce, organizations too often provide opportunity to only “traditional” employees: Those who have college degrees and a resume full of experience, volunteerism, and organizational involvement. To put it lightly, organizations don’t always give opportunities to those who don’t fit the mold of advancement.
Today’s HR technology is disrupting the status quo in pursuit of efficiency, engagement, and profits.
By Marta Chmielowicz
In today’s day and age, people continue to expect an ever-more meaningful, convenient, and multi-faceted employee experience. To meet that need, HR professionals must leverage new and easy-to-use technologies that enrich the workplace, improve productivity, and deliver a competitive advantage.
The 2019 Most Admired Brand Award finalists have taken a proactive approach to attracting and retaining today’s top candidates by building and communicating their EVPs.
By Debbie Bolla
Employer brand has become one of the most integral parts of an organization’s recruiting and candidate attraction strategies. It has the power to showcase to potential employees an authentic view of an organization’s culture, mission, and values. In fact, according to research from TalentNow, 84 percent of job seekers say the reputation of a company as an employer is important when making a decision about where to apply for a job. The hiring side agrees too: 80 percent of talent acquisition managers believe that employer branding has a significant impact on the ability to hire great talent, according to LinkedIn. And this is driving some organizations to think outside of the box when implementing their employer branding efforts.
With the ability to train hard skills, some organisations are looking for hires that align to values and culture instead.
By Simon Kent
Skill shortages abound across many sectors of EMEA business. Problem areas are no longer confined to specialist roles or niche industries. Employers everywhere are facing a candidate-driven market where competition for talent is already high and increasing. In the face of this, employers are now looking to secure employees with good soft skills with the intention of bringing their technical skills up to speed once in place. In fact, LinkedIn’s 2019 Global Talent Trends report found that 92 per cent of U.K. businesses report that soft skills are now as important or more important than hard skills.
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