Innovation

Each year we focus on topics that go further than continuous improvement and seek to drive innovation for the world-class workforce. HR executives are constantly challenged with making the right investments, balancing standardization, and customization, and redirecting investment from areas with low impact to areas of higher value based on evidence. This drives not only a need for optimization but also risk management in knowing when and when not to take a risk with a differing approach. Simultaneously HR people benefit from gaining ‘employee insight’ through methods such as employee attitude surveys and focus groups. This insight should inform the HR strategy, influence how internal communications are handled and help in the design of effective people management initiatives – hence a clear employer branding strategy should be prevalent.

Paving the Way to Excellence

See this year’s most recognized leaders in the HR industry. By The Editors Over the years, HR has transformed from a largely administrative profession to one that profoundly impacts the strategic direction of an organization. This transformation has been led by HR professionals that consistently push the boundaries of people management, cementing themselves and the HR industry as key players in today’s business environment. HRO Today’s 2017 HR Superstars Awards aim to recognize these leaders for their dedication, innovation, and transformative leadership. This list of the best and brightest HR stars in the industry features professionals from three categories of leadership: Providers, Practitioners, and Consultants/Advisors/Analysts/Academics/Investors/Thought Leaders. The contributions of the community of HR Superstars truly shows the accomplishments and progress that these leaders have achieved in the HR space. Through their forward thinking practices and decisive action, this year’s HR Superstars have advanced the HR field in new and unprecedented ways.

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Taking Candidate Relationships to the Next Level

HRO Today Forum EMEA By Taylor Thompson With Glassdoor reporting that the average job opening attracts 250 resumes, it’s hard to believe that 65 percent of recruiters, according to Jobvite, report their biggest challenge in hiring as a shortage of available talent. So why are talent acquisition teams struggling to manage candidates? Many applicants may just be unqualified. However, when it comes to filling open positions within their organizations, talent acquisition and recruitment marketing teams often fail to access an entire hub of data readily available to them: their past applicants. Beamery, a candidate-relationship software company, claims that the key to hiring candidates is not just forwarding available jobs, but building valuable employer-candidate relationships prior to the application process. That’s why with the launch of their company in 2014, their offices are already expanding to three major European and American cities and their clientele includes big-name companies like Facebook and VMWare.

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Linking All Types of Talent

By Marta Chmielowicz The gig economy is exploding, but are companies truly embracing the diversity of their new workforce? For many, the answer is no. According to Ardent Partners’ 2016-2017 State of Contingent Workforce Management report, nearly 38 percent of the world’s total workforce is now considered “non-employee,” but only 63 percent of organizations are reshaping how work is done across the numerous talent sources in their enterprise. Without a unified talent acquisition solution to help manage the different types of workers in today’s world, companies may be missing out on the best-fit talent for their needs. “By taking a more extensive view of their workforce and embracing a truly blended working population, companies can exercise more flexibility and adapt more easily to alternative ways of working to secure the talent in the right place and the right time to meet their needs,” says Kate Heath, global head of RPO, partners and alliances at Continue reading →

The Uncharted Organization

Five trends set to impact recruiting and leadership in 2018. By Jamie Hoobanoff Businesses of all sizes and in all sectors are entering uncharted territory as they face an unprecedented rate of economic, technological, and societal change. While industries have gone through disruptions in the past, the forces at work in more recent years are rapidly shifting, calling for companies to be even more adaptive and innovative in their approach to recruitment and hiring. According to the recent online survey Future-Proof Your Business by the Business Development Bank of Canada, more than half of the respondents strongly agreed that recruiting skilled staff is crucial for business success. The typical organizational chart no longer works in today’s business environment. Hierarchal leadership and longevity are no longer givens, with the average tenure of a leader lasting only two years. Organizations are becoming flatter, leaner, and more nimble, and unpredictability in the workplace—and the world at large—has become the norm.

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Innovation Ahead

HR can expect transformation in every sector in 2018. By Amy L. Gurchensky HR partnerships and engagements have remained in a stable state of predictability for years, but changes within the business landscape are now occurring at an increasingly accelerated pace. Organizations are experiencing industrywide transformation, and HR services are being forced to respond. This reaction is yielding great innovation which is happening at a fast rate. This is also driving the need for transparency and investments in technology across all HR functions. Based on research and this year’s activity, there are key developments within each HR sector from 2017, and a roundup of trends for 2018. Payroll In payroll, the focus is on technology first and services second. By the end of 2017, approximately 80 percent of payroll service contracts will be delivered on cloud systems. Cloud adoption is also beginning to move downstream to the small- to medium-sized enterprise market.

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Industry Innovators

Learn more about the 2017 CHRO of the Year and Talent Acquisition Leader of the Year EMEA Leaders of Distinction winners. By Christa Elliott CHROs and talent acquisition leaders are the driving forces behind a company’s culture and productivity. The processes of finding, selecting, and managing employees are never simple, but thanks to the vision of great HR leaders, organizations have the ability to attract and retain top talent at all levels. The 2017 CHRO of the Year EMEA and Talent Acquisition Leader of the Year EMEA Leaders of Distinction have taken the necessary steps to accomplish this for their organizations, and these awards honor their great work and accomplishments.   The 2017 CHRO of the Year EMEA and Talent Acquisition Leader of the Year EMEA Awards recognize CHROs and talent acquisition leaders who have responded to industry changes and challenges with creative programs and attention to the unique needs of the business they serve. The award winners were announced at the HRO Today Forum EMEA in November in Dublin (see page 4).

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Rewarding Success

HRO Today Forum EMEA By Debbie Bolla Editorial Director A large part of HRO Today’s mission is to cover, share, and celebrate the incredible work that HR leaders and teams accomplish. One way we do this is through our CHRO of the Year and Talent Acquisition Leader of the Year annual awards programs. In Industry Innovators, see page 36, we take a deep dive into some of the impressive initiatives of our 2017 HR Leaders of Distinction for EMEA. We recently wrapped our HRO Today Forum in Dublin where we announced the 2017 CHRO of the Year EMEA award winners. Each of these leaders is transforming not only the world of HR, but are also making a great impact on their employees, their communities, and their organizations. Winner: Sustainable Workforce Suresh Anubolu, CHRO for GVK Biosciences, implemented a new talent management process that allows associates to grow and develop must-have skills. Anubolu also developed a sought-after culture through a strategic recognition and communications program.

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Eye on Talent

Two tech innovators are changing the way HR can attract and reward top performers.

More than Just Rewards

By Marta Chmielowicz

Picture this: It’s 2030, and your company is struggling to grow, not because the services you provide are unnecessary, but because you simply cannot find the right employees to fill your most important positions. According to Rainer Strack of The Boston Consulting Group in a recent TED talk, this scenario may become a reality.

The workforce is aging, and by 2030, there won’t be enough workers to fill jobs and keep major economies growing, says Strack. Once the last of the baby boomers retire, there will be a major deficit in the global talent pool that may cause an overall labor shortage in many of the world’s largest economies and a huge skill mismatch that can’t be abated with technology.

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HR With Impact

Our annual award winners share their most transformative initiatives and the next big thing for their organizations. By The Editors HRO Today CEO Elliot Clark has said that it has become this magazine’s job to recognize those who take so much time recognizing others in the workforce that they don’t have time to honor themselves. This job has become an annual privilege for the staff of HRO Today and for the judging board of previous award winners who are also part of the process. The HRO Today Forum in Chicago in May provided the perfect opportunity to share the incredible work of this year’s leaders of distinction. The winners of our CHRO of the Year Awards, Talent Acquisition Leader of the Year Awards, and HR Healthcare Program of the Year Awards were also honored. Here, learn more about how these HR leaders have impacted their organizations and how they plan to do so in the future. CHRO OF THE YEAR INNOVATION David Almeda, Chief People Officer,Continue reading →

Taking the Initiative

Broadridge Financial’s Head of HR Rajita Singh discusses successfully spinning off from ADP and India’s place in the world as a value-add player.
By Christa Elliott
Hailing from Hyderabad, India, Rajita Singh is a force to reckon with in regards to strategic HR. She has proven—time and again—that India can be a strong source of skilled talent and innovation with her acronym-packed HR programmes designed to boost engagement, enhance inter-organisational communication, and encourage professional development.In her 10 years at Broadridge India, Singh—who was the winner of CHRO of the Year Award at the 2016 HRO Today EMEA Forum—has incorporated Indian culture and essential core values into her HR strategy to help bring Broadridge’s programmes, and bottom line, to new heights.

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