Engaged Workforce

Agile and social models are changing performance management, rewards, coaching, goal-setting and development. How you engage with your workforce will directly correlate with how to maximize the productivity of employees whilst giving the best possible opportunities for development.

Taking the Initiative

Broadridge Financial’s Head of HR Rajita Singh discusses successfully spinning off from ADP and India’s place in the world as a value-add player.
By Christa Elliott
Hailing from Hyderabad, India, Rajita Singh is a force to reckon with in regards to strategic HR. She has proven—time and again—that India can be a strong source of skilled talent and innovation with her acronym-packed HR programmes designed to boost engagement, enhance inter-organisational communication, and encourage professional development.In her 10 years at Broadridge India, Singh—who was the winner of CHRO of the Year Award at the 2016 HRO Today EMEA Forum—has incorporated Indian culture and essential core values into her HR strategy to help bring Broadridge’s programmes, and bottom line, to new heights.

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2017 Baker’s Dozen Customer Satisfaction Ratings: 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 Global 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 eight companies. We reached out to more than 35 providers of relocation services. In order to determine an overall ranking, we analyse 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.

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Real-time Recognition

Today’s technology allows organisations to provide instant feedback and help improve company culture and employee retention. By Jo Faragher Building engagement is a top-ten priority for HR, with almost 80 per cent of executives rating employee experience as very important, according to Deloitte’s Human Capital Trends research for 2017. If organisations want to improve productivity and business results, a “culture of recognition”—with regular feedback to employees and clarity on their goals—is a step in the right direction. “With multinational models, multigenerational workers, and digital acceleration, the workplace has grown increasingly complex,” explains Vanessa Brangwyn, vice president of customer success at reward and recognition company Achievers. “By providing a meaningful employee experience, companies reduce flight risk, stabilise morale, and diminish recruiting costs.

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The Business Case for Recognition

Data and technology are helping to provide the ever-elusive return-on-investment metrics for incenting employees.
Marta Chmielowicz
Can recognition programs deliver business results that directly impact the bottom line? This question has preoccupied HR professionals for years, but with the recent surge and accessibility of data, the answer is closer than ever before. And it comes not a moment too soon, for the current state of the U.S. economy and workforce is making the stringent measurement and effective use of recognition increasingly critical to good business. “Because of the 2008 economic meltdown, more emphasis has been added to determine investment effectiveness throughout all aspects of corporate management,” says Jim Costello, managing director of incentive engagement at Continue reading →

Perfect Pair

Mentoring programs can help develop leaders if organizations follow a few simple steps.
Rick Grbavac
The philosophy behind mentoring programs is based on good intentions: Taking some of a company’s best potential and pairing them up with some of its best leaders to learn from their experience. But then reality sets in. Some inherent problems with mentoring programs include: 1. Prospective mentors are usually very good at what they do, but are very busy people. They are happy to take on new assignments, such as mentoring, but may find it difficult to maintain a consistent level of communication that is critical to skills improvement in the mentee. 2. Just because a mentor is good at what they do doesn’t mean that they can get someone else to also be good. Not all mentors are educators or developers of people.

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Problem-Solving With Internal Mobility

Promoting top-performers may be the best way to fill difficult vacancies.
By Josh Tolan
“I’ve accepted a position with another company.” Those are the words that no one wants to hear from a top performer, but if it happens, managers wish the employee well, tell them they will be missed, and reupload their job description online. Next comes weeks of reading faceless applicants’ resumes and meeting the best candidates for interviews. Eventually, a replacement surfaces, and as they begin their onboarding process, one can only hope that they’ll catch on quickly and fit in with the rest of the staff. Only time will tell if this outsider will work out, but what other options are there? A better choice might have been overlooked: a current employee. Although existing employees have proven track records with their company, most hiring managers look outside of their organization when trying to fill a position.

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Building Trust Through Transparency

Organizations are embracing new strategies around compensation to engage employees.
Mykkah Herner
There is a sea of change coming in the way that employers approach pay, as many companies are examining and modernizing their compensation philosophy in an effort to build more trusting relationships with their employees. PayScale’s 2017 Compensation Best Practices Report examines the relationship between pay practices and business results.The survey results show that organizations are starting to do things a bit differently when it comes to pay. It used to be that employers held all the cards when it came to compensation. Executives would set pay for employees and determine the size of a raise, and then employees would be told about any potential pay adjustments once per year (usually at the end of an annual review).

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Worker Confidence: All-time High

Workers are feeling good about jobs, but does that translate to economic growth?
The Editors
Worker confidence continued its upward trend in the fourth quarter of 2016. The Worker Confidence Index (WCI) from HRO Today and Yoh Recruitment Process Outsourcing reports an increase to its highest level since study inception, up 4.6 points to 104.5 in the fourth quarter and up 10.3 points for the year. All components of the WCI were up in 2016—with job confidence, likelihood of a raise, and trust in leadership all up more than 10 points The consistent increase in the WCI throughout the year suggests optimism about employee’s faith in their employment situation, and job security confidence throughout the year corresponds with the U.S. unemployment rate drop to 4.7 percent. Job security has remained relatively consistent over the past year.

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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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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 →