Tag Archives: april-2017

Driving Business Strategy

Learn how this year’s group of CHRO of the Year Award finalists is leading transformation efforts at their organizations.
By Christa Elliott
2017 marks our fourth annual CHRO of the Year Awards, and this year, HRO Today has selected 21 CHRO finalists with the skills to not only to transform their own departments but also to revolutionize the way HR is done. We believe that CHROs are important changemakers who drive workforce innovation through engagement, retention, and cost-saving initiatives. The CHRO of the Year Award winners are selected based on the following three factors: • The scope of the finalist’s impact on his or her organization and community • How the finalist drove this initiative • The individual reputational or professional risk that the finalist took to accomplish their goals The winners will be announced at the 2017 HRO Today Awards Gala during the 2017 HRO Today Forum in Chicago on May 1.

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Talent at the Top

Get a sneak peek at the 23 finalists for our Talent Acquisition Leader of the Year Awards. By the Editors Recent years have proven that nothing sets an organization apart from others more than its talent, and nowhere is that talent more crucial than at the top of the ladder. In the talent acquisition space, inspired leadership can help companies find and keep a workforce that is excited and ready to do big things in their industry. This is why each year, HRO Today recognizes HR’s greatest recruitment leaders with the Talent Acquisition Leader of the Year Awards. These are individuals who have helped expand their organization’s employee base through ambitious recruiting initiatives, dedicated attention to business needs, and a passion for putting people into the right roles. Sponsored by Cielo, the Talent Acquisition Leader of the Year Awards also acknowledge the difficult and innovative work that leaders do every day in areas such as employer branding, technology, staff development, engagement and retention, and financial analysis.

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High Tek

This year’s TekTonic Awards finalists enable organizations to exceed their human capital management goals.

A great HR executive knows the value of technology when hiring, retaining, and engaging the workforce. Investing in the right platform in order to achieve workforce goals is an essential task that can benefit the bottom line. Here, we showcase platforms that do just that—the 2017 TekTonic Award finalists. The winners will be announced at the HRO Today Forum in Chicago in May.

Click here to view the list of this 2017 TekTonic Award finalists.

The Business Case for Recognition

Data and technology are helping to provide the ever-elusive return-on-investment metrics for incenting employees.
Marta Chmielowicz
Can recognition programs deliver business results that directly impact the bottom line? This question has preoccupied HR professionals for years, but with the recent surge and accessibility of data, the answer is closer than ever before. And it comes not a moment too soon, for the current state of the U.S. economy and workforce is making the stringent measurement and effective use of recognition increasingly critical to good business. “Because of the 2008 economic meltdown, more emphasis has been added to determine investment effectiveness throughout all aspects of corporate management,” says Jim Costello, managing director of incentive engagement at Continue reading →

Perfect Pair

Mentoring programs can help develop leaders if organizations follow a few simple steps.
Rick Grbavac
The philosophy behind mentoring programs is based on good intentions: Taking some of a company’s best potential and pairing them up with some of its best leaders to learn from their experience. But then reality sets in. Some inherent problems with mentoring programs include: 1. Prospective mentors are usually very good at what they do, but are very busy people. They are happy to take on new assignments, such as mentoring, but may find it difficult to maintain a consistent level of communication that is critical to skills improvement in the mentee. 2. Just because a mentor is good at what they do doesn’t mean that they can get someone else to also be good. Not all mentors are educators or developers of people.

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Problem-Solving With Internal Mobility

Promoting top-performers may be the best way to fill difficult vacancies.
By Josh Tolan
“I’ve accepted a position with another company.” Those are the words that no one wants to hear from a top performer, but if it happens, managers wish the employee well, tell them they will be missed, and reupload their job description online. Next comes weeks of reading faceless applicants’ resumes and meeting the best candidates for interviews. Eventually, a replacement surfaces, and as they begin their onboarding process, one can only hope that they’ll catch on quickly and fit in with the rest of the staff. Only time will tell if this outsider will work out, but what other options are there? A better choice might have been overlooked: a current employee. Although existing employees have proven track records with their company, most hiring managers look outside of their organization when trying to fill a position.

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Building Trust Through Transparency

Organizations are embracing new strategies around compensation to engage employees.
Mykkah Herner
There is a sea of change coming in the way that employers approach pay, as many companies are examining and modernizing their compensation philosophy in an effort to build more trusting relationships with their employees. PayScale’s 2017 Compensation Best Practices Report examines the relationship between pay practices and business results.The survey results show that organizations are starting to do things a bit differently when it comes to pay. It used to be that employers held all the cards when it came to compensation. Executives would set pay for employees and determine the size of a raise, and then employees would be told about any potential pay adjustments once per year (usually at the end of an annual review).

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Not Enough Care in the World

An aging population combined with a severe hiring shortage creates a challenging time in healthcare recruiting.
Russ Banham
Looking for a career with wide employment availability? On the last day of business in 2016, there were 1.1 million job openings in the healthcare industry: the largest number recorded since the Bureau of Labor Statistics (BLS) started surveying the sector in 2006.The war for talent in the industry stems from several factors, including a fast-aging population that uses the healthcare system more frequently, the retirement of specialized medical professionals, and a growing demand for nurses outside the healthcare sector from businesses that offer highly competitive compensation and benefit packages. The Affordable Care Act—whatever its fate— and the recovery of the U.S. economy have also expanded public access to healthcare.

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Understanding Innovation

New research examines key areas where talent acquisition leaders can make the biggest impact.
The Editors
What innovation concepts are most relevant to the talent-acquisition function? A recent study from Alexander Mann Solutions and HRO Today seeks to answer that question—and to understand innovation and what are the driving forces behind a failure among organizations to innovate. In the quest to understand innovation, the research study discovered that talent acquisition professionals are facing a challenge that is termed here as “non-novation.” This occurs when HR is executing initiatives with the intent to drive new and meaningful change, but somehow the change does not happen. Innovators implement change. Non-novators take a detour. The research also examined different areas of talent acquisition where innovation comes into play.

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Wellness on the Water

Wellness On The Water
Carnival Group improved their employee experience by implementing a customized onsite clinic.
By Christa Elliott
It was Virgil who famously said “The greatest wealth is health,” and with the spike in employee health and wellness offerings it seems that many employers agree. One such employer is Carnival Cruise Line. The well-known cruise line took their wellness programs up a notch in May 2014, when they partnered with Marathon Health to open the Carnival Care Center: an onsite clinic and wellness center for employees at their Miami, Fla. Headquarters.“[The medical center] was an expression of Carnival’s commitment to wellness and really increasing the onsite offerings we have at Carnival.

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