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.
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.
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.
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.
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.
How Candace Osunsade transformed HR from tactical to strategic at the National Aquarium.
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.
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.
Six strategies for increasing employee engagement.
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.
When organizations implement business plans, many focus on the role that learning and professional development will play in reaching quarterly or yearend goals. With corporate learning as a focus, the role of human resource executives in the successful development and implementation of corporate programs will be crucial. According to a recent survey conducted by CGS, nearly 80 percent of companies’ human capital leadership, including HR, are actively involved in the decision-making process for learning programs. For anyone in this key group, it is important to keep a pulse on trends that will help develop and shape effective learning programs.When companies are evaluating their fi rst-quarter successes, they will, no doubt, look to several key trends that could affect the remainder of the year.
Five Critical Mindset Shifts for Using Data to Increase Learning Impact
By Jenny Dearborn, Senior Vice President, Chief Learning Officer, SAP
My job as CLO is to help achieve my company’s business goals. The same is true of pretty much anyone working for an organization, whether they answer phones, sell products, develop new technologies, or oversee global mergers and acquisitions. When a company is well-run, every employee is able to map their daily tasks to one or more strategic business outcomes.
Yet it’s the CLO who acts as an enabler to equip employees with the right knowledge and skills to execute daily tasks and drive business outcomes.
All this seems simple and straightforward, and yet learning and other human capital management (HCM) professionals keep getting it wrong.
A new study shows concern over affordable healthcare during retirement.
By Sandy McCarthy
For all workers in different stages of their careers, the challenge of retirement adequacy is one that employers and employees face head on through their benefits strategies. Now more than ever, employees share more cost and make more informed choices for their health and wealth benefits. Mercer research shows that 70 percent of employees believe they are primarily responsible for ensuring an adequate and secure income in retirement.
According to Mercer’s latest Inside Employees’ Minds™ Survey, conducted among more than 3,000 U.S. workers representing a cross-section of the national workforce, 60 percent express strong satisfaction with their retirement benefits, which rank second only to pay in importance to employees. But only 23 percent expect to have enough money to pay for healthcare in retirement.