Merck KGaA, Darmstadt, Germany’s streamlined approach to global recruiting positions them for success.
By Debbie Bolla
By its nature, Merck KGaA, Darmstadt, Germany is a complex business. With 50,000 employees in nearly 70 countries, the leading science and technology company executes business in not one, but three sectors: healthcare, life science, and performance materials. In the United States and Canada, they are operating as EMD Serono in healthcare, MilliporeSigma in life science and EMD in performance materials.
Every year, HRO Today’s editorial team highlights and celebrates the transformative leadership of a carefully selected group of HR executives. These individuals represent the best of the best in HR leadership. Through forward thinking and innovative practices, the 2016 HR Superstars below have earned the recognition that HR research suggests is so important to motivating performance.
According to Aon Hewitt’s 2016 Trends in Global Employee Engagement, rewards and recognition are among the top engagement drivers in business. Here at HRO Today, we make a point of practicing what we preach and giving credit where credit is due when it comes to recognizing top performers.
We also believe in the power of HR—a critical business sector responsible for managing and retaining top talent.
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 five responses from a location in Europe, Middle East or Africa, or Asia Pacific.
In order to determine an overall ranking, we analyze results across three subcategories: service 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. The rankings are based on those scores. The numbers presented in the tables represent those calculated scores; we include them to demonstrate the relative differences among the ranked service providers.
FLSA’s new overtime pay regulations are set to have major organizational and ﬁnancial implications.
By Rosemarie Hill
A major change to the Fair Labor Standards Act, originally slated for December 1, 2016, has been put on hold – but don’t forget about it altogether. While a federal district court in Texas has issued a nationwide preliminary injunction prohibiting the Department of Labor from implementing its revised overtime rule, it does not mean that the DOL’s new overtime rule is invalid.
Hold on tight HR: Big things are to come in 2017.
By Amy L. Gurchensky
2016 had its share of trending topics in HR: cloud-based technology, open ecosystems, marketplaces, and robotics process automation. These issues, as well as a few others, will play a key role in shaping the future of the landscape over the next several years.
As the contingent labor market becomes more permanent, advice on how to improve the employee experience for these workers.
By Christa Elliott
It’s no secret that the face of the modern workforce is changing. Just take a look around! The younger generations are moving up, and, more importantly, today’s workers are moving away from both the office and the conventions of a full-time, 9-5 position. In fact, a 2015 report from the U.S. Government Accountability Office found that 40.4 percent of the U.S. workforce is made up of contingent workers, and this number is only growing.
A new research report ﬁnds that 81 percent of job candidates wouldn’t join a company with a bad reputation.
By the Editors
The importance of a company’s reputation cannot be understated. Corporate Responsibility Magazine’s* annual corporate reputation study indicates that an organization can be perceived as “good” or “bad,” and this perception directly affects both the quantity and quality of talent, and people won’t work at a company that gives off a bad impression.
Implementing diversity-focused recruitment strategies can help organizations obtain the right talent.
By Belinda Sharr
Successful companies know the importance of diversity and inclusion (D&I) in the recruitment process. According to a Forbes | Insight report, 65 percent of respondents say they have a diversity-focused recruitment plan. It’s essential for HR executives to build the goal of having a diverse workforce into the talent strategy.
Younger workers are ready and willing to relocate. Use it to your beneﬁt.
By Tim O’Shea
Twenty years ago, only a small percentage of the workforce—typically C-suite executives—expected to relocate for career advancement. Now the industry is seeing a signiﬁcant shift toward younger employees relocating to grow professionally. It’s changing how organizations think about talent acquisition, retention, and development and how employees map their lives and careers. In fact, a new Wakeﬁeld survey for Graebel found that millennials are willing to relocate for work, believe mobility is essential for career advancement, are willing to postpone life milestones for professional development, and are highly independent.
The beneﬁts of integrating video into the talent acquisition process continue to expand through new capabilities.
By Christa Elliott
The ﬁrst webcam was developed in 1991 at Cambridge University; it was used to monitor how much coffee was left in the coffee pot in the Cambridge computer science department break room. Fast-forward 25 years and the use of video technology is now leveraged in many different ways by today’s organizations. Video interviewing has been a key recruiting function for several years, but now employers are discovering other new uses for video in the talent acquisition process. Today’s tools help facilitate onboarding, bring candidate cover letters to life, and enhance employer branding efforts.
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