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.
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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.
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