We rank the top providers based on customer satisfaction surveys.
By The Editors
HRO Today’s Baker’s Dozen Customer Satisfaction Ratings are based solely on feedback from buyers of the rated services; the ratings are not based on the opinion of the HRO Today staff. We collect feedback annually through an online survey which we distribute to buyers directly through our own mailing lists and indirectly through service providers. Once collected, response data for all providers with a statistically significant sample size are loaded into the HRO Today database for analysis. For this survey, we required 10 responses from seven companies.
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.
Ericsson is creating a culture of success with their values-based recognition program.
By Marta Chmielowicz
What does a company stand for? What principles does it embody? How do its products and services contribute to the world? These are some of the key questions that are typically addressed in a core values statement. Values statements are meant to form the very fabric of an organization, guiding its every belief and decision.
HR is finding value in leveraging recognition program metrics for employee performance evaluations.
By Debbie Bolla
Traditional performance reviews have earned a reputation among the majority of organizations for underperforming. In fact, research from Saba found that only eight percent of companies believe their performance management process is highly effective in driving business value, with 58 percent reporting it’s not an effective use of time. Why is this?
Company culture, increased investment, and technology are playing a big role in today’s rewards programs.
By Melissa VanDyke
Human capital investments as a trusted way for organizations to sustain and grow success continue to build. Aside from the more than 80 percent of U.S. businesses that now invest in alternative awards for their sales population or employees, a recent study by the Incentive Research Foundation (IRF) found that top-performing businesses view rewards and recognition as an important part of the human capital playbook. Of the 900 organizations reviewed, only 300 met the qualifications to be considered top performers: over five percent year-over-year revenue growth, 90 percent customer retention or satisfaction, and 90 percent employee satisfaction or retention.
Companies are adopting volunteer programs to attract and retain younger workers.
By Marta Chmielowicz
Every day, people become more conscious of their impact on the world and how they can shape it in their personal lives. Faced with global economic, political, and social instability and disruption, the millennial generation in particular is turning its attention to social causes that benefit the greater good. Whether it’s by supporting altruistic brands like TOMS or contributing to non-profit fundraising efforts on Facebook, it’s clear that young people today want to be socially responsible.
Ways organizations can leverage their recognition programs to identify potential leaders and improve succession planning strategies.
By Marta Chmielowicz
There’s a saying among some HR professionals today: “The ‘war for talent’ is over—and talent won.” In the new world of work where growing employee expectations and improved workplace conditions are the norm, the job market has become less about employees competing for roles and more about organizations competing for employees.
Five strategies that help create a more fulfilled workforce.
By Derek Irvine
In today’s global, modern workplace, the concept of bringing more humanity, recognition, and social connection to the employee experience continues to gain momentum. Forward-thinking HR and business leaders are realizing traditional performance management methods have become archaic. It’s no longer about just getting more from employees. Rather, it’s about managers and company leaders giving employees more to help them find value and meaning in their work.
Take a closer look at how Shop Direct revamped its recognition strategy during a big transition.
By Christa Elliott
Today, Shop Direct is a multi-brand, online retailer serving the United Kingdom and Ireland. The company’s 4,700 on and ofﬂine employees successfully ship more than 50 million products every year, but its digital success was a long time coming. Only after transitioning to an online platform and rethinking the way that it recognised its workforce was Shop Direct able to meet its full potential and become the retail success that
it is today.
Shop Direct was born from the iconic British retailer Littlewoods—a company founded more than 80 years ago when mass-market retailing was in its infancy. Although Shop Direct became a brand well-loved by consumers, the shift to online shopping and marketing over time meant that the U.K.-based retailer had to adapt alongside industry developments or risk becoming obsolete.
A successful, global recognition programme calls for a local touch.
By Debbie Bolla
With nearly 50,000 employees in 180 countries, the global nature of The Dow Chemical Company’s workforce was a primary consideration for its employee recognition programme. What was CHRO Johanna Söderström and her team’s solution? A global platform executed locally.
© 2009 - 2019 Copyright SharedXpertise Media, LLC.
All SharedXpertise Media logos and marks as well as all other proprietary materials depicted herein are the property of SharedXpertise Media. All rights reserved.
SharedXpertise Media, LLC, 123 South Broad Street, Philadelphia, PA 19123