Six ways organizations can ensure benefits programs are compliant with same-sex marriage laws.￼￼
By Sheryl Southwick
This past June, the U.S. Supreme Court ruled in Obergefell v. Hodges that state bans on same-sex marriage violate the 14th Amendment of the U.S. Constitution. As a result, all state laws must now allow same-sex couples to marry and recognize same-sex marriages that were legally performed in other states.
By The Editors
We know that the readers of HRO Today magazine turn to us as the go-to resource in the industry that delivesr trends, insights, and the top resources for all of their human resources operations and service needs. In our annual 2016 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 to multi-process HRO, not to mention a treasure trove of HR technology, consulting services, and other ancillary products.
We hope that our 2016 Resource Guide will serve you well as a starting point in your search for an appropriate vendor.
New approaches are shaping how organizations train employees.
By Gary Bragar
Findings from NelsonHall’s sixth global learning business process outsourcing (LBPO) market analysis show continued LBPO growth, at mid-high single digits across all regions, confirming that organizations are increasing their investments in learning programs. Talent is a main factor driving this growth, with today’s competitive climate making it increasingly difficult for organizations to attract, engage, and retain top performers. Investing in employees by providing them with the necessary means to develop is proving to be a beneficial strategy. In recent years, learning initiatives have demonstrated business value and solid ROI.
Effective ways organizations can encourage employees to bank for retirement.
By Jamie McInnes
Many Americans are working longer since they don’t have the financial security to retire as early as anticipated, finds a Gallup poll. There are several implications that come along with an aging workforce that can impact a company’s bottom line. More experienced and tenured workers require higher compensation costs. Plus, when an older employee choses not to retire, younger workers can’t transition into more senior roles. This may cause turnover since those top-performing younger candidates will seek employment elsewhere. All of these factors can impede promoting an inclusive and growth- oriented company culture.
Keys to building a roadmap for employee financial wellness.
By Kathy Hall
Financial stress is not a problem based on income. According to Price Waterhouse Coopers’ 2015 Employee Financial Wellness Survey, 22 percent of employees earning $100,000 or more find it difficult to make their minimum credit card payments on time each month. When employees can’t meet their financial needs or wants, it’s hard for them to keep their focus during the day and engagement suffers. According to the Society for Human Resource Management (SHRM), 83 percent of HR professionals indicated that personal financial challenges had a “large or some impact” on overall employee performance. Almost half indicated that an employee’s ability to focus on work (47 percent) and overall employee stress (46 percent) were the aspects of employee performance that were most negatively affected by personal financial challenges.
New thinking helps workers adapt to change
By Wendy Tan
With the speed of change sweeping through business environments, organisations increasingly need to adopt a more flexible mindset that empowers employees for career self-management. If accelerating skill development, and building the talent pipeline, is important, then this new mindset is critical.
How leveraging competency-based assessments can increase the chances of successful employees.
By Brad Zomick
Often chief learning officers and chief human resource officers use traditional methods—basic completion and quizzes and surveys—as the primary way to gauge success in analyzing a candidate’s fit when making hiring decisions or implementing learning initiatives. But competency-based assessments can demonstrate how the candidate functions in real-world scenarios. Outcomes include:
A VP of HR shares four qualities of an engaging training program to increase retention.
By Jody Rummel
Most organizations offer some degree of on-the-job training or access to new technologies for employees. The quality of a company’s training program can have a direct impact on the level at which employees and contingent workers remain engaged and motived. Simply put, your organization’s training and development opportunities could mean the difference between workers that stay and the ones that leave. In this post-recession era where attracting and retaining staff is critical, companies should be evaluating whether their training programs work well to engage their workforce in order to steer them away from the competition.
Organizations are engaging tomorrow’s leaders and narrowing the skills gap through aligned training initiatives.
By Debbie Bolla
management at Comcast University and Comcast Cable, recognizes the importance of leveraging training programs to develop leadership skills for a customer-facing business. And she is not alone. In fact, The Corporate Executive Board estimates that major corporations spend an average of $3 million each year on leadership and development programs for high- performing employees. Organizations are viewing leadership training as a powerful internal investment now more than ever. According to Deloitte’s 2015 Global Human Capital Trends report, 78 percent of respondents feel leadership is very important—which is up 32 percent from last year.
Steps to creating a learning culture that makes the grade.
By Jenny Dearborn
Knowledge has always been power. But in today’s competitive work environment, new research shows that companies aren’t placing enough emphasis on acquiring and retaining new skills.
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