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CIP Capital Makes Strategic Investment in WilsonHCG

TAMPA, Florida, Oct 17, 2017 (PR Newswire Europe via COMTEX) -- Growth-oriented, sector-focused firm announces partnership with leading global provider of talent management solutions TAMPA, Florida, Oct. 17, 2017 /PRNewswire/ -- CIP Capital [https://www.cip-capital.com/] has completed an investment in Wilson Human Capital Group, Inc. (WilsonHCG), a global leader of innovative talent solutions. CIP Capital's partnership enables WilsonHCG to accelerate growth and strengthen its position in global markets, while amplifying the company's investment in talent solutions and technologies. "We are very excited to announce our partnership with CIP Capital, which will provide us with the capability to continue focusing on innovation, while further strengthening WilsonHCG's position around the world," said John Wilson, CEO of WilsonHCG. "CIP Capital shares a unique commitment to growth, partnership and people - highly similar to our vision here at WilsonHCG - making the decision to join forces both easy and exciting.

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Is HR Able to Leap Tall Buildings?

The future of HR is always a question for me. I had the chance to visit the Wharton Center for Human Resources recently, and my conversation with professor Peter Cappelli turned to some interesting work he is doing with the staff there, studying the concept of “agility.” Agility is about adaptive structure- and action-oriented decision-making (see Harvard Business Review, The Future of Performance Management, October 2016).  I wonder if someday someone will describe Superman as “faster than a speeding HR person,” but I doubt it. Being agile requires entrepreneurship in the corporate setting and a fair bit of risk-taking. HR needs to do these things, and great progress has been made, but just how agile can HR get?

I will get negative mail about this column, so before I begin, I want to remind everyone I have dedicated my life to the HR community. I have written often about the growing impact and importance of the HR function.

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Challenge Accepted

If you are in the 68 per cent of HR leaders that are experiencing talent challenges (according to SHRM research), than this is the issue for you. HRO Today covers strategies to attract, develop, and retain top performers in every issue, but our Autumn edition is essentially your Golden Ticket to talent acquisition and management.

Our issue begins with our long-awaited RPO Baker’s Dozen, covering the top leaders in enterprise recruitment process outsourcing (see page 15). This is one of most highly competitive surveys with more than 800 HR leaders participating. So if you took part, we thank you!

In our cover story, Built by Innovation, former vice president of people for Ericsson Gunjan Aggarwal shares her journey to an effective talent acquisition strategy through a partnership with Pontoon Solutions.

“Pontoon has put in some efforts to improve sourcing capability to really build a strong talent pipeline and to do better market mapping,” says Aggarwal.

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What Does Thought Leadership Mean to You

The city centre is beautiful, boasting colorful doors, a great variety of pubs, and narrow cobblestones streets. The city is Dublin and we are excited to be back here again for the 2017 HRO Today Forum EMEA from 6 to 8 November. Recognition, learning, and networking are all part of the plan as delegates will hear from industry thought leaders and experts, discover the talented companies and individuals receiving awards during our Talent Acquisition Leader and CHRO Awards Gala, and meet HR professionals from around the region.

The HRO Today Services and Technology Association is a global association of HR executives, thought leaders and industry experts working in roles as practitioners, providers, and analysts. Whilst the Forum is an excellent opportunity for our members and delegates to participate in thought leadership through great conversations and best-practice sharing, the association allows you to continue these actions daily.

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2018 Resource Guide

A roundup of Baker’s Dozen winners within our annual guide.

By the Editors

HRO Today has been providing the industry with go-to service providers that help deliver human capital management for more than 10 years. Within the more than 1,200 companies featured in this year’s resource guide, there are nearly 75 providers that have most recently earned a Baker’s Dozen award. This ranking is based on client and customer satisfaction. There are six sectors that HRO Today conducts its Baker’s Dozen surveys around: Talent Management Technology; Relocation; Recognition; Managed Service Programs; Recruitment Process Outsourcing; and Background Screening.

The web-based customer satisfaction surveys rate providers on three indices: breadth of service, size of deal, and quality of service. In order to have a sufficient amount of data to analyze, each ranking requires at least 10 surveys. Each year, thousands of HR and leadership-level executives participate in our Baker’s Dozen surveys.

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Gaining Momentum

Recent research shows that both advanced and developing economies see growth and added jobs.

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 magazine to produce quarterly reports that compile current international labor market figures, including measures like 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 the recruitment needs of various countries and regions. It is an essential tool for predicting fruitful locations for expansion and recruitment, thereby allowing multinational companies to stay competitive in talent acquisition.

Analysis

According to the World Bank’s June 2017 Global Economic Prospects report, global economic growth in 2017 is projected to accelerate to 2.

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Is HR Able to Leap Tall Buildings?

The future of HR is always a question for me. I had the chance to visit the Wharton Center for Human Resources recently, and my conversation with professor Peter Cappelli turned to some interesting work he is doing with the staff there, studying the concept of “agility.” Agility is about adaptive structure- and action-oriented decision-making (see Harvard Business Review, The Future of Performance Management, October 2016).  I wonder if someday someone will describe Superman as “faster than a speeding HR person,” but I doubt it. Being agile requires entrepreneurship in the corporate setting and a fair bit of risk-taking. HR needs to do these things, and great progress has been made, but just how agile can HR get?

I will get negative mail about this column, so before I begin, I want to remind everyone I have dedicated my life to the HR community. I have written often about the growing impact and importance of the HR function.

Continue reading →

HR as a Business

If you want to be a business partner, you need to think like a business partner.

This philosophy has helped Brian Little reshape how Zurich North America approaches HR. When the head of HR joined the insurance provider six years ago, he had an agreement with the CEO that HR would have a seat at the table. What helped in ensuring that promise was HR earning some big wins.

Acting as a business partner, HR has taken steps to: • prove its value to the business; • show that it can save money; and • help the profitability of the business.

Now HR is seen as a core part of the business, Little said during a CHRO panel at the HRO Today Forum in Chicago this past May. But this transformation didn’t come without a major shift in thinking. How did Little achieve this? He explained that he invested in training so that HR team members understood how to talk like a business, think strategically, and execute on strategy.

“Each time I talk with a business partner, we start with how the business is doing, then we look at the HR side,” he said.

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HROSTA Letter: Time to Shake Things Up!

We talk a lot about talent acquisition at HRO Today—during sessions at our forum events, in magazine articles, in the webinars and research with our global HR association members, for example. Why wouldn’t we? After all, we’ve been hearing “it’s all about the people,” “the candidate experience is important,” and  “employees are your biggest asset” for many, many years now. I don’t disagree; people are at the heart of the world of HUMAN resources. But as processes, protocols, daily life, people, and technology continue to evolve, business and HR must as well.

Last year, a cell phone store in Tokyo staffed their entire store with robots. This sounds cool, but it’s only one company and one store staffing with robots. Should we be impressed? Should we take notice? Yes, yes, yes! Today, there are more than 10,000 of these humanoid robots working in the region, not only in cell phones stores, but also in fast food restaurants, on cruise ships, in homes, and elsewhere.

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Privacy Policy for Market Research Surveys

PRIVACY POLICY STATEMENT SharedXpertise Media, Publishers of HRO Today and HRO Today Global, Organizers of HRO Today Forum Events and Managers of the HRO Today Services & Technology, C-Ten and Talent Associations, is committed to maintaining the privacy and security of personal information. This privacy policy statement contains information about our policy regarding the collection and use of data through market research surveys. Research Survey Information Personal information provided to SharedXpertise Media is confidential. This data is combined with information gathered from other survey participants and is reported in aggregate. At times survey responses may be tied to other customer information that is provided by the client sponsoring the survey, and used for segmentation or analytical model building. SharedXpertise Media Survey Web Site Respondent information is safeguarded on secured systems and is used only for the purpose stated.

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