- Rideau Recognition, Inc.
HRO Today’s Baker’s Dozen rankings 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 both directly to buyers through our own mailing lists and indirectly by sending service providers the link to send to their clients.
Once collected, response data are loaded into the HRO Today database for analysis to score each provider that has a statistically significant sample. For this survey, we required 10 responses from seven companies. We reached out to more than 30 providers of recognition programs.
In order to determine an overall ranking, we analyze results across three subcategories: features breadth, deal sizes, and quality. Using a predetermined algorithm that weighs questions and categories based on importance, we calculate scores in all three subcategories as well as an overall score.
More economic growth is projected, but how do global unemployment rates fare now?
By The Editors
To explore international labor markets, companies must first consult global labor market data. PeopleScout, a global provider of RPO, MSP, and total workforce solutions, has partnered with HRO Today to produce quarterly reports that compile current international labor market figures, including measures such as national gross domestic product (GDP) and unemployment rates over time, from countries across the globe. This data reveals critical information about the state of the talent pool, working conditions, and recruitment needs of various countries and regions. It is an essential tool for predicting fruitful locations for expansion and recruitment, allowing multinational companies to stay competitive in talent acquisition.
In 2017, global economic growth is projected to accelerate moderately by 2.
More employees are concerned about job loss, but those with security are feeling flush.
By The Editors
Worker confidence continued its upward trend in the first quarter of 2017. The Worker Confidence Index (WCI) from HRO Today and Yoh Recruitment Process Outsourcing reports an increase to the highest level since the study’s inception in 2014, up 3.1 points to 107.6 in the first quarter, which is 10.9 points higher than one year ago. Two of the four components of the WCI—the likelihood of promotion and likelihood of a raise—rose by more than nine points in the first quarter of 2017, while job stability and trust in leadership slightly declined.
However, there is a dichotomy in worker confidence. Those feeling secure about their jobs are thriving, but an increasing percentage (up 3.3 points from last year) of workers are concerned about losing their job.
What do I do to make you want me? What have I got to do to be heard? What do I say when it’s all over, And sorry seems to be the hardest word?
Actually, retention is a sad, sad situation for HR. And, for you hiring managers when “lightning strikes you” and an employee “is not there,” it isn’t because HR is not doing enough retention programming. The answer to the question of why people are leaving may be lurking in the mirror.
We have, again, reached the part of the year when HRO Today magazine looks at the issues of employee recognition, engagement, and retention. There are hundreds of articles online about HR strategy for engagement. You can find a lot written about the overwhelming impact of the relationship between an employee and their direct superior. There are also hundreds of articles about the impact of social recognition and on how to coach leaders to improve engagement.
I write this month’s article on a plane heading to London for the HRO Today Services and Technology Association EMEA board meeting. As usual, I people watch when I travel; I’m always curious to see how people interact, respond to situations, and behave. Maybe it’s the HR person in me, or maybe I’m just curious. It’s interesting to watch the “middle-seat” people approach their aisle and anxiously look to see who they are stuck with on either side as they maneuver to settle in for the long trip.
It is difficult to believe that we are already halfway through 2017. Every year, it seems like times moves faster and faster, giving us the feeling that we have less time to finish all of things we want to accomplish. So, I thought this was a good time to reflect on some of our accomplishments this year. Our monthly committee meetings have done a nice job of providing a project list for us to work on, keeping us on track, and ensuring that we continue to enhance and strengthen our association.
ST. LOUIS, MO., Aug. 17, 2017 – Maritz Motivation Solutions has launched the Engagement Potential Index (EPI), a new and innovative assessment for executives and HR practitioners to measure their company’s current culture and engagement potential against industry benchmarks. The EPI is a tool to understand your culture and identify areas for improvement; develop a tailored roadmap for the success of engagement programs; and benchmark and assess progress within your company.
“Employee engagement is a recognized key performance indicator of thriving organizations. Unfortunately, global employee engagement is at an alarming low rate, costing employers millions of dollars. We designed the EPI as an innovative assessment that gives you the information you need to understand how your culture is wired to boost employee connection and commitment,” said Kimberly Lanier, vice president of employee engagement at Maritz Motivation Solutions.
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