Tag Archives: Employee Engagement

Driving Corporate Strategy

2018 HRO Today Forum

Find out the key takeaways from this year’s top sessions.

By Marta Chmielowicz

This year’s HRO Today Forum was jam-packed full of best practices, engaging conversations, and valuable insights that will continue to deliver in the coming year. Here are some highlights from a few of the standout sessions:

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Reimagining Recognition

Values-Based Recognition

Ericsson is creating a culture of success with their values-based recognition program.

By Marta Chmielowicz

What does a company stand for? What principles does it embody? How do its products and services contribute to the world? These are some of the key questions that are typically addressed in a core values statement. Values statements are meant to form the very fabric of an organization, guiding its every belief and decision.

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Top Employee Engagement Providers

Employee Engagement

Looking to track and improve employee engagement? Look no further.

By The Editors

HRO Today has been tracking the top HR service partners for more than 10 years. In the magazine’s 2017 Reader’s Survey, the number one requested HR service partner listing was employee engagement. Through the research and editorial teams, here is a list of the top employee engagement providers and their services. They are listed in alphabetical order.

View the list here.

What’s Your Story?

Employer Brand

Sharing brand storytelling in an authentic way helps companies connect and engage with employees at many levels.

By Marta Chmielowicz

Storytelling is an ancient and universal human trait. From visual stories told through cave drawings and ancient hieroglyphs to epic poems communicated to the masses, stories have been central to how humans connect, learn, and make sense of the world. Even with the advent of printing, and later, technology, the common themes and narratives found in good stories remain constant.

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Positive Impact

Workplace Experience

Five steps to creating a memorable and compelling talent experience.

By Jennifer Klimas

Today’s talent market is highly competitive, with organizations across all industries fiercely working to attract and retain top talent with hard-to-find skills. In fact, according to recent research by The Conference Board, CEOs, CHROs, and CFOs around the globe consider attracting, hiring, and retaining talent their foremost concern for 2018.

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Finding the Right Formula

HRO Today March 2018

Learn how employee engagement strategies and surveys can be used to drive meaningful change.

By Debbie Bolla

Employee engagement has been one of the most talked about topics in HR in recent years. It’s certainly not a new idea, but shocking statistics—both good and bad—of its impact on business have put employee engagement back on the map in a big way.

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Recognizing Goodness

Recognizing Volunteering

Companies are adopting volunteer programs to attract and retain younger workers.

By Marta Chmielowicz

Every day, people become more conscious of their impact on the world and how they can shape it in their personal lives. Faced with global economic, political, and social instability and disruption, the millennial generation in particular is turning its attention to social causes that benefit the greater good. Whether it’s by supporting altruistic brands like TOMS or contributing to non-profit fundraising efforts on Facebook, it’s clear that young people today want to be socially responsible.

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What’s Your Formula?

HRO Today

By Debbie Bolla

Is there a secret to employee engagement? That’s the question our cover story, Finding the Right Formula, is looking to answer. After speaking with a great roundup of experts, it seems that employee engagement is achievable, but the approach needs to be customized to organizational culture.

In recent issues, we have found out ways CHROs and thought leaders inspire their employees to do their best work.

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What’s Ahead

HR Trends 2018

HR leaders discuss their top priorities for 2018.

By Debbie Bolla

Faced with a pressing expectation to deliver strategic initiatives, HR business leaders have become more agile in their approach to human capital management. And it’s making an impact. Randstad Sourceright’s 2018 Talent Trends Report finds that 84 per cent of respondents say the work they do will prepare their organisation for the future. Here, four HR leaders share what is on their agenda for 2018; ways they are attracting, recruiting, and retaining the best talent; and how they are getting ready for the European Union’s impending General Data Protection Regulation (GDPR).

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CEO’s Letter: Engaging Your Engine

HRO Today

By Elliot H. Clark

I can remember as a young geek watching episodes of the science fiction series Star Trek. Captain Kirk and his series successor Captain Picard would gesture with their hands and say the word “engage,” and the warp engines would magically whisk the starship to light-speed. Unfortunately for HR professionals—who are not in the Starfleet—we have to deal with warp engines made of people. We have talked so much about talent acquisition the past few years, but now, as the labour markets heat up, organisations need to be laser-focused on retention and engagement. Most companies already are. But how are industry providers of engagement surveys and consulting services faring? This year, HRO Today Global will launch a Baker’s Dozen Customer Satisfaction survey for Employee Engagement Survey Services to find out just that.

Employee engagement is one of the most esoteric areas of HR and one of the most important. It is similar to the search for perfection and organisations will not achieve good outcomes without moving the bar further. It is like the old religious paradox: Is God so powerful that he/she can create a rock that even God cannot lift? The answer is yes— create the rock then will more power to lift it. This way, the clergy even got the Lord on a treadmill of constant striving that requires at least one day a week of personal time to recover from. I do not know a single CHRO who is not focused on employee engagement or who is completely happy with their result. Even if someone ever got a 100 per cent rating, HR would re-evaluate the process because they couldn’t accept the possibility of a perfect result.

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