Multi-process HR

CEO’s Letter: Shopping in the HR Supermarket

HRO Today

By Elliot H. Clark

Because of our HRO Today Baker’s Dozen customer satisfaction survey franchise, many companies will seek us out for advice on further interpretation of the data or for help leveraging it in a procurement process. One of my most vivid memories of working with a practitioner on vendor selection was from one of world’s largest banks on a large RPO deal. One of the vendors bidding on the RPO contract was already delivering MSP services to the organization and felt certain they would win. The two met at the HRO Today Forum in Las Vegas about seven years ago. The client had several meetings at the Forum with prospective RPO firms and first eliminated the provider holding the MSP deal because they “didn’t want to put too many eggs in one basket.” Today that mentality seems silly. Now, the trend in HR and procurement is to look for companies that can provide a more comprehensive solution set—not less.

Indeed, the emergence of total workforce solutions—the combining of RPO and MSP services to subsume permanent and contingent hiring—is only one example of this phenomenon. At the Forum mentioned above, the head of HR operations for a big box retailer in the electronics industry was touting that her group managed 73 vendors including multiple RPO, MSP, background screening, relocation, and learning outsourcing providers. I remember wondering how they could celebrate what, frankly, sounded like an inefficient mess. But that same phrase about putting eggs in baskets was used. Imagine how inefficient a dairy farm would be if they shipped only one egg per outbound truck?

Continue reading →

Get Ready for 2019

2019 HR Forecast

HR experts share six trends that will shape the industry in the coming year.

By Marta Chmielowicz

The past year in HR has been marked by developments in smart technologies, key shifts in workplace management practices, and the rise of alternative forms of work. With artificial intelligence (AI), automation, social media, and a new world of data and analytics at their fingertips, HR professionals have transformed the industry into a more agile and strategic business function. According to DDI’s 2018 Global Leadership Forecast, 71 percent of HR professionals report that their reputation with the senior team as a trusted advisor has improved in the past three years.

Continue reading →

No Slowing Down

HR Services

A sector-by-sector review of the HR services market.

By Gary Bragar

NelsonHall’s global business process services (BPS) market forecast reveals that the overall HR services market will grow by 5.8 percent in 2018. Growth is being driven across all HR service and technology markets as more organizations look to leverage HR partnerships and HR platforms with the goal of enabling digital transformation and a high-performance operating model. NelsonHall research analyzes the performance of the HR sector in 2018 and offers predictions of what is to come in 2019.

Continue reading →

Simplifying Self-Service

HR Technology

Five tools that empower employees with a consumer-like experience.

By Deepak Bharadwaj

If Siri and Alexa can order pizza and turn off kitchen lights, then why does it take three emails and a phone call to get something done at work? The stark difference between how personal and professional lives are conducted is becoming more evident by the day. While HR leaders work to give their departments the tools and training to provide high quality service in today’s modern workplace, the road to change is a long, uphill battle.

Continue reading →

Centralizing Talent Acquisition

HR Outsourcing

Learn how and why today’s organisations are moving toward a total talent approach.

By Michael Switow

From direct sourcing, alumni referrals, RPO, and redeployment to full-time workers, freelancers, SOWs, interns, and robots, the universe of talent acquisition has never been more complicated. Contemporary HR and talent acquisition (TA) professionals now manage more than a dozen potential talent streams, with one eye on recruiting and retaining the right workforce and another on keeping costs under control.

Continue reading →

Innovation Ahead

HR Innovation

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.

Continue reading →

The New Total Workforce

HR Outsourcing

How to ease into the changing labor marketplace with different types of workers.

By Russ Banham

Imagine it’s the year 2030 and the company’s annual holiday party has just begun. A generation ago, there’d be all 500 employees here wearing funny hats, Jim getting a bit tipsy again, and needing a ride home. Today, Jim is gone and there are 60 full-time, salaried employees in attendance. The other 270 contingent workers are probably home with their families.

Continue reading →

Turning Around a Turnaround

Darrell Ford is tasked with leading a dedicated HR team as a global organization adjusts to market needs.

By Kim Shanahan

Darrell Ford was recruited to Advanced Micro Devices (AMD), a global technology company, as SVP and CHRO three years ago in the midst of a comprehensive turnaround. A Fortune 500 company that competes directly with Intel and other global semiconductor players, AMD has more than 10,000 people in 50 locations across 31 countries and reported 2014 annual revenue of $5.5 billion. As Ford knows all too well, a turnaround CHRO requires a different type of skillset. He or she needs the courage to drive change and encourage stability while facing competing pressures and intense scrutiny on a daily basis.

Continue reading →

CEO’s Letter: Happily Ever After

Happily Ever After

By Elliot H. Clark

Happily ever after is the way most fairy tales end, but real life has a way of making them, well, fairy tales. I had an old friend who used to say that you could tell the difference between a fairy tale and a war story because fairy tales began with “once upon a time” and war stories started “this s#*t really happened.” When it comes to HR and the selection of HR partners, it typically starts as a fairy tale and ends as a war story.

Continue reading →