By Debbie Bolla, Executive Editor
Confidence. Competition. Potential. Doing what you love.
These are a few words and phrases that made a lasting impact after my deep-dive discussion with four HR industry leaders at the HRO Today Forum this May. The quartet that joined me on stage (pictured above):
• John Wilson, Founder and CEO of WilsonHCG
• Sue Marks, CEO of Cielo
• Paul Harty, President of Seven Step RPO
• Gene Zaino, President & CEO of MBO Partners
Employee confidence levels are seemingly up, said the foursome—and forward-thinking organizations need to get in the game and take advantage of that confidence. To Wilson, competition between organizations is a signifier of an improved economy. Companies should consider how willing they are to get and keep the talent they want.
Re-Calculating the HR Equation
By Elliot H. Clark, CEO
We just held the 2014 HRO Today Forum in both North America and in Singapore. We are thrilled and gratified at the level of engagement of our audience and thankful for the opportunity to advance the practice of HR. We are also appreciative of the ongoing support of our sponsors, who are the most sophisticated HR services and technology companies in the world. Don’t miss the industry’s only global HR Forum in Edinburgh, Scotland, Nov. 11-13.
The theme for all of the HRO Today Forums is the HR Value Equation. Expressed in this form: Great HR + Great Workforce = Great Business Outcomes
It is an intuitive expression. If you have a great workforce this is due to better workforce policies. Your great workforce will produce better products, give better services, and achieve better business outcomes.
The 2014 HRO Today Awards winners are innovating their way to strategic partnerships.
By Russ Banham
Over the past generation, the people heading up HR in many organizations have become key strategic partners to their respective CEOs, entrusted to lead diverse workforce initiatives to improve talent acquisition and retention, spur business growth, enhance sustainability practices and cultivate a workforce culture that differentiates the organization.
These CHROs are transforming HR in an era where vital skill sets are increasingly difficult to come by and hold, when global outsourcing decisions have never been more complex and challenging, and when the economic environment has demanded greater cost-effectiveness, particularly with respect to finding a balance between retained labor and outsourcing. Workforce innovation is now a strategic imperative at many enterprises, and it is the CHRO who is in charge of achieving and nurturing it.
The gathering of our annual Forum equaled great business outcomes.
By The Editors
Click here for photo spread.
The average employee will stress over finances – but you can help.
By Rob Austin and Rob Pinkerton
There are few things more frustrating than automobile trouble. Not too long ago, my car simply stopped running. I’ll be the first to admit that I skipped preventive maintenance every now and then. After all, my car had been working properly, and it was all too easy to find more important things to do with my time. However, once my car broke down, I quickly realized that any time and money I was trying to save by foregoing the occasional trip to the mechanic would be dwarfed by this repair.
Like with maintaining a car, it is important to stay on top of overall financial health before getting into trouble down the road. This is particularly true at a time when many participants have likely seen good news in their 401(k) statements.
Great benefits plan you’ve got there—but do employees know?
By Audrey Boone Tillman
Educating employees about their insurance plans can be just as important as the plans themselves. Recent example: Only 35 percent of workers believe that their employer effectively communicated about healthcare reform and subsequent changes to their benefits, according to the 2014 Aflac WorkForces Report, an annual survey that examines the issues impacting benefits in the workplace. Furthermore, only six in 10 (63 percent) employers agree very strongly or strongly that they effectively communicate the value of benefits.
Education Equals Engagement
When employees are not engaged in their benefits decisions, they typically don’t adequately protect their income or their well-being. This leaves many workers underinsured and vulnerable to the ramifications of an unplanned health event.
How Hershey delivered a personalized employee experience.
By Mike Yeagley
Hershey Entertainment & Resorts (HE&R) was founded in 1927 when Milton S. Hershey elected to separate his chocolate manufacturing operations from his other businesses. With more than 1,600 full-time and 6,300 part- time and seasonal employees, HE&R owns and operates brands such as Hersheypark, Hershey Theatre, and The Hotel Hershey located in Hershey, Pennsylvania.
Hershey has been a long-time user of Infor Infinium for financials and human capital management (HCM). Decision-makers recognized the need for a portal through which employees could access Infor Infinium’s self-service functions. In order for employees to fully utilize the open enrollment capabilities of self-service, they would also need access to detailed information about their benefits options.
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