CHRO Kevin Silva has built a human capital blueprint that provides a sense of inclusion, purpose, and opportunities to grow. The result? A 95 percent retention rate of accelerated talent.
By Debbie Bolla
Research from LinkedIn finds that today’s workers feel most engaged when they are challenged and personally connected to their work. Voya Financial is one organization that is providing that type of environment. CHRO Kevin Silva has helped build a culture that is based on the philosophy that the sum of all the parts is stronger than the individual parts. In fact, the phrase “we are the we” is one of the organization’s corporate values.
A roundup of the top providers and product vendors across 19 sectors of HR services.
By The Editors
The HR industry is experiencing a transformation. Faced with new technologies and shifting employee expectations, organizations are looking beyond the functional role of HR and developing strategies to increase its impact on business performance and growth.
VP of HR Antonio Climent shares the secrets to building culture and a strong leadership pipeline for Laureate International Universities.
By Marta Chmielowicz
Expanding into new international markets is fraught with difficulties. From aligning cultures to ensuring talent gaps are filled, multinational organisations can struggle to adapt to the norms and realities of their many areas of operation. But with the shift of economic activity from Europe and North America to markets in Africa, Asia, and Latin America comes a renewed need to manage global organisations. In fact, according to the McKinsey Global Institute, 400 midsize emerging-market cities, many unfamiliar in the West, will generate nearly 40 per cent of global growth over the next 15 years.
An experiential approach to training can solve business challenges whilst strengthening leadership abilities.
By Michael McGowan
Industry 4.0 is permeating both business and personal lives—and revolutionising the way people work. But in corporate learning, one thing hasn’t changed: People learn best by doing.
Moving up isn’t the only way to achieve successful career development.
By Beverly Kaye and Lindy Williams
Engagement surveys reveal, again and again, that individuals join organizations to pursue career possibilities and they leave organizations if those opportunities don’t materialize. In fact, a recent Gallup study reported that the majority of millennials—projected to be 75 percent of the workforce by 2025—say that professional growth and continued development is very important in their decision to join an organization or take on a new role.
Organizations need to start grooming top-performing millennials into tomorrow’s leaders.
By Rachel Cubas-Wilkinson
It’s hard to believe but it’s been three years since millennials surpassed Gen-Xers as the largest segment of the workforce. This shift has made a notable impact across the spectrum of employee recruitment, selection, succession planning, and development for leadership roles. As the number of millennials in the workforce rises, baby boomers who still hold many leadership positions are continuing to retire—and there’s a notably smaller cohort of Gen Xers slated to take their place. The result: Millennials may find themselves thrust into leadership and management roles sooner than anticipated.
A tight talent market and innovative technologies are driving organizations to engage in new ways of training.
By Marta Chmielowicz
For the past few years, the workplace has been in a period of massive disruption marked by shifting demographics, rapid technological advancement, and ever-increasing competition for top talent. In order to adapt to these conditions, business leaders have been forced to rethink the way they approach employee development and redesign their learning programs to be more agile and dynamic.
HR can expect transformation in every sector in 2018.
By Amy L. Gurchensky
HR partnerships and engagements have remained in a stable state of predictability for years, but changes within the business landscape are now occurring at an increasingly accelerated pace. Organizations are experiencing industrywide transformation, and HR services are being forced to respond. This reaction is yielding great innovation which is happening at a fast rate. This is also driving the need for transparency and investments in technology across all HR functions.
Five key elements essential to developing effective leadership programs.
By Janice Miller
In today’s competitive business landscape, organizations need strong leaders to transform the workplace and lead in ever-changing futures. Companies that have figured out how to create competitive advantage have also recognized the business benefits of senior leadership development programs.
As the industry has evolved, organizations are beginning to link training to specific business objectives.
By Amy Gurchensky
Over time, there has been a shift in how buyers have leveraged outsourced learning services. The 1990s through the early 2000s has been dubbed the “traditional training” era, which consisted of formal training around assumed needs, with generalized training content that was delivered via instructors in a classroom setting. The objective of outsourcing training during this time was largely focused on cost reduction, which was typically obtained via labor arbitrage. The outsourcing relationship was characterized as very vendor/vendee.
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