HR leaders discuss their top priorities for 2018.
By Debbie Bolla
Faced with a pressing expectation to deliver strategic initiatives, HR business leaders have become more agile in their approach to human capital management. And it’s making an impact. Randstad Sourceright’s 2018 Talent Trends Report finds that 84 per cent of respondents say the work they do will prepare their organisation for the future. Here, four HR leaders share what is on their agenda for 2018; ways they are attracting, recruiting, and retaining the best talent; and how they are getting ready for the European Union’s impending General Data Protection Regulation (GDPR).
CHROs and industry experts share their insight on what 2018 holds for HR.
By Audrey Roth
In the coming year, constantly evolving technology and the growing demands to attract, retain, and engage talent will cause dynamic change in the HR industry. HR leaders must be prepared to face the challenges of a year of transformation.
With rapid business growth, talent leaders need to keep their eye on Latin America.
By Paula Jacomo
Between the introduction of new technologies, changing demographics, and talent wars within the region, Latin America (LATAM) has quickly emerged as a fierce competitor in the global talent market. The region has seen rapid business growth for multinational corporations looking to expand their footprints, and its start-up community is also booming. Not only has this growth swiftly increased the demand for talent, but it has also led to a shift in employee expectations regarding the technologies and benefits made available to them.
Much like candidates applying for jobs, the employer branding game is constantly changing.
Promoting top-performers may be the best way to fill difficult vacancies.
“I’ve accepted a position with another company.”
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.
Four ways organizations can leverage mission in order to motivate and retain talent.
By Shannon Schuyler
To succeed, a company must consider its North Star: Why it’s in business; what brings humanity to its suite of services; and what brings meaning to the hours of work its people invest in solving problems. According to PwC’s 19th Annual CEO Global Survey, CEOs across industries are acknowledging that a business purpose—a clear reason to exist beyond making money—goes hand-in-hand with a sound business strategy. But how is purpose being adopted in organizations and resonating with employees? To find this out, PwC conducted a dual survey of more than 1,500 full- and part-time employees and 500 business leaders in the United States across 39 industries. Four findings from Putting Purpose to Work stand out:
Meijer partnered with EG Workforce Solutions to find—and keep—talent in new and challenging markets.
By Debbie Bolla
When it comes to the retail industry, growth is always a good thing, but it can present business challenges. Such was the case for Meijer, the nation’s 19th largest privately held company with headquarters in Michigan. The retailer operates more than 220 stores in six states, including Michigan, Illinois, Indiana, Ohio, Wisconsin, and Kentucky. In recent years, growth has driven a succession of new store openings, presenting several hiring challenges for SVP of HR and CHRO Michael Rotelle.
“We have an aggressive growth strategy in the number of new stores that we’ve opened for the last few years,” says Rotelle. “This required us to rethink how we go about the hiring process.”
By Russ Banham
It’s one thing for a company to recruit the best and the brightest, but what happens when those recruits leave within a couple years?
It’s a difficult question with which many businesses struggle. Several studies indicate a strong tendency in the Millennial generation to join an organization and, not long after, turn in their letters of resignations if the work experience is not what they expected.
Thinking Ahead of the Tech Curve
By Bill Hatton
Market watchers expect non-employee talent to comprise about 50 per cent of the workforce in upcoming years, and that’s one reason 95 per cent of organisations currently see contingent labor as crucial to executing their business strategy. Those statistics come from supply-management research firm Ardent Partners.
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