CHRO Hein Knaapen shares how ING developed its Orange Code based on three employee practices and the success that followed.
By Debbie Bolla
Sometimes the key to success is simplicity. That less is more philosophy is a guiding force behind ING’s highly visible “Orange Code,” which drives the organisation’s culture and human capital initiatives. The bank’s CHRO Hein Knaapen says although the three phrases of the “Orange Code” are simple, they encapsulate who ING is at the core. It is based on three elements:
View the top-rated talent management technology providers in the industry.
By The Editors
HRO Today’s Baker’s Dozen Customer Satisfaction Ratings 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.
What comes with being a CHRO at an HR service partner organization? The answers may surprise you.
By Debbie Bolla
As the CHRO of any organization, running the management of human capital is no easy feat. But imagine the challenges of being an HR leader at an organization whose business is to make HR’s life easier.
By following these four key principles, organizations can build strong teams to reduce turnover.
By Dr. Randy Ross
People and organizations thrive in relationally rich environments. When organizations put people above profits, their priorities produce rich dividends both culturally and economically. The heart of any business is its people, and the best organizations serve people well, both internally and externally.
HR leaders will be most effective when aligning people strategy with business goals.
By InaMarie Johnson
As a company charts a path toward rapid growth, it’s important that sales and marketing are aligned. But when it comes to effective change management and empowering employees to navigate the digital transformation and actually meet lofty business goals, HR is just as important of a function.
CHRO Jo Mason explains DXC Technology’s agile approach to attracting and retaining talent.
By Debbie Bolla
As a global player in the technology services business, no one understands the speed of change better than DXC Technology. Jo Mason, the company’s executive vice president and CHRO, has led a dynamic and comprehensive approach to human capital management that helps DXC guide its 6,000 clients across 70 countries on their digital transformation journeys, even while the company transforms itself.
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.
Seven strategies to keep talent top of mind during the M&A integration process.
By Amy Bush
This has been a bumper year for mergers and acquisitions (M&As). In fact, it’s been a record year, with $2.5 trillion in mergers announced in the first half of 2018 alone.
Artificial intelligence can elevate workforce planning by providing insight into the key skills and growth potential of talent.
By Steven T. Hunt
Gartner predicts that by 2020, artificial intelligence (AI) will create 2.3 million jobs and eliminate 1.8 million. This shift will redefine the value that employees bring to the workplace, and in many cases, make people’s roles more strategic as machines start to take over manual tasks. However, AI’s impact on administrative roles is only the beginning—leadership roles are also set for disruption.
Five steps to accelerate the talent management process.
By Emily He
The most vital asset of any business is its people. While some companies focus their efforts on the adoption of the latest technologies, it’s important to remember that technology paired with human expertise is what delivers the biggest benefits.
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