Learning

Innovation Ahead

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. Based on research and this year’s activity, there are key developments within each HR sector from 2017, and a roundup of trends for 2018. Payroll In payroll, the focus is on technology first and services second. By the end of 2017, approximately 80 percent of payroll service contracts will be delivered on cloud systems. Cloud adoption is also beginning to move downstream to the small- to medium-sized enterprise market.

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Future Focused

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. When done right, senior leadership development programs have a measurable impact on a company’s financial performance and competitive position. In fact, Harvard Business Publishing Corporate Learning’s 2016 State of Leadership Development survey found that best- in-class programs are 94 percent more likely than aspiring programs (those that require improvement in some areas) to make a significant impact on financial success and 70 percent more likely to have a big impact on competitive performance. Best-in-class leadership development programs address specific business challenges, help senior leaders understand what’s unique about their organization in the market, and align program elements in order to drive identified strategies forward.

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More From Learning

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. Following the traditional training period, HR executives were focused on leveraging learning business process outsourcing (BPO) services for access to best practices and expertise, with the buyer/supplier relationship viewed more as a partnership. This time period has been coined the “integrated training” era because deals often included a mixture of elements.

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Riding the Next Wave

Hold on tight HR: Big things are to come in 2017. By Amy L. Gurchensky 2016 had its share of trending topics in HR: cloud-based technology, open ecosystems, marketplaces, and robotics process automation. These issues, as well as a few others, will play a key role in shaping the future of the landscape over the next several years. Developments in 2016 are bound to drive change in 2017. Here are some predictions by HR service line for the next year. Payroll In 2017, NelsonHall estimates that the global payroll market will grow nearly 5.8 percent to nearly $18 billion, driven by the wider HR agenda for change. HR and payroll transformation and the move to cloud-based solutions will position this area for growth. While the majority of payroll service providers utilize proprietary payroll software, most of which is already available in a cloud environment, the focus over the last year has been on integration capabilities. Nearly 65 percent of vendors are developing or investing in integrations and interfaces with some of the most prevalent human capital management software.

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HRO Today 2017 Resource Guide

We know that the readers of HRO Today magazine turn to us as a go-to resource in the HR industry that delivers trends, insights, and the top resources for all of their HR operations and service needs. In our annual resource guide, we aim to showcase providers and product vendors across 18 sectors of HR services.

Here, you will find providers of everything from recruitment process outsourcing (RPO) to benefits administration and multi-process HRO, not to mention a treasure trove of HR technology, consulting services, and other ancillary products.

We hope that our 2017 Resource Guide will serve you well as a starting point in your search for appropriate vendors.

View the 2017 Resource Guide here

Bite-Sized Learning

Shorter may be better when it comes to executing workforce training. Here’s how. By Christa Elliott Five to 10 seconds—that’s the time it takes for a person to decide to either stay engaged with a piece of content or, more commonly, to move on to something else. Many will attribute waning attention spans to the tech-heavy upbringing of Generation Y, but the shifting preference for micro-learning over deep focus activities isn’t reserved for the young. It’s a product of the modern world, and it’s happening across the globe. What it means to think small. So what is micro-learning exactly? It’s e-learning delivered in small doses that are simple, easy to digest, and pertain to a fairly narrow topic. Examples could be a three-minute training video or a short learning module accessible via mobile. Its goal is always to prevent learning fatigue and information overload. “Most industries could benefit from micro-learning if it’s used in an appropriate manner or role,” says Eric Kuennen, vice president of employability at Pearson Education.

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Bite-Sized Learning

Shorter may be better when it comes to executing workforce training. Here's how. By Christa Elliott Five to 10 seconds—that's the time it takes for a person to decide to either stay engaged with a piece of content or, more commonly, to move on to something else. Many will attribute waning attention spans to the tech-heavy upbringing of Generation Y, but the shifting preference for micro-learning over deep focus activities isn't reserved for the young. It's a product of the modern world, and it's happening across the globe. What it Means to Think Small. So what is micro-learning exactly? It's e-learning delivered in small doses that are simple, easy to digest, and pertain to a fairly narrow topic. Examples could be a three-minute training video or a short learning module accessible via mobile. Its goal is always to prevent learning fatigue and information overload. "Most industries could benefit from micro-learning if it's used in an appropriate manner or role," says Eric Kuennen, vice president of employability at Pearson Education.

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Sea Of Change

How Candace Osunsade transformed HR from tactical to strategic at the National Aquarium. Christa Elliott Human resources at its core is about people, and no one understands this better than Candace Osunsade. On her journey from VP of HR to SVP and chief administrative offi cer for the National Aquarium, Osunsade has helped shift the organization’s focus from family entertainment to conservation and its HR department from a tactical service to a true strategic partner. During this process, Osunsade focused on mining the right talent that fit with the not-for-profit's mission of inspiring conservation of the world's aquatic treasures. She overhauled the organization's sourcing strategy from reactive to proactive, and improved benefits and compensation for current employees to help increase retention. Initially this meant higher spending—a bold move for a not-for-profit, but ultimately the right one for the aquarium as a business. Her vision, 25 years of proven experience, and impressive leadership earned her recognition in 2015 when she received HRO Today's Chief Human Resources Officer of the Year Award.

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Training Future Leaders

Seven ways organizations can make their learning programs appealing to Millennials. By Audrey Roth It's no secret that the Millennial generation is taking over the workforce. Employees born in the 1980s and 1990s, also known as the Millennials or Generation Y, will make up 75 percent of the workforce by 2025. Between text messaging, YouTube, Photoshop, and memes, Millennials have become accustomed to a certain level of engagement. These employees will not be satisfied with an antiquated training program. Organizations need to adopt new approaches to learning and development to meet the contemporary needs of millennial employees. Take advantage of technology. The expectations Millennials have for their training programs have significantly changed from those of their generational predecessors, and this incongruence is rooted in their tech-savvy upbringings. Although training Millennials appears difficult, their differences can actually be used to make the training process easier.

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Upward Movement

Six strategies for increasing employee engagement. Didier Elzinga What makes data powerful is that it shifts conversations from anecdotes to evidence. It is all too easy, however, to gloss over the limitations of data; after all, information is not the same as knowledge. One of the biggest challenges for companies working with data is understanding both its power and its shortfalls. Using data-driven insights in the HR space is a relatively new phenomenon, and the idea of 'people analytics' has only really taken off in the last five years. As HR has progressed, organizations have been able to do increasingly insightful analysis, but that's not enough. Organizations need to use this information to take action to improve workplaces. Culture Amp's New Tech Benchmark for 2016 surveyed 60,000 respondents to identify overall trends in employee engagement and flag overall shifts in the employment market or employee expectations. Although the data focuses on tech companies, the insights can apply to almost any industry.

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