Tag Archives: global-winter-2017

Great Minds

Our roundup of experts provides a critical look at what's to come in 2017. By Debbie Bolla Attracting and retaining top talent. Becoming an employer of choice. Engaging millennials. Leveraging technology and data for informed decision-making. These are just a few of the challenges that HR and talent acquisition leaders report they are currently facing. The pressure on HR to spearhead strategic business solutions has never been greater. In fact, according to a recent Visier survey, 79 per cent report their organisation can't succeed without a strategic CHRO and 78 per cent agree that company success is driven by a CHRO who contributes to business performance. What else does 2017 have in store? HRO Today Global had the opportunity to speak with some of the top leaders in their field at and after the HRO Today Forum EMEA about how HR can succeed in the new year. HRO Today Global: What are the main challenges facing HR in 2017, and what are some strategies to overcome them? Arne-Christian van der Tang: At TomTom, we believe that the main challenge facing HR and the workforce in 2017 is the not a new challenge—it's the ongoing war for talent.

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2016 Baker’s Dozen Customer Satisfaction Ratings: EMEA and APAC RPO

2016 Baker's Dozen Customer Satisfaction Ratings: Recruitment Process Outsourcing: EMEA & APAC By The Editors 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 analyse 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.

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Commitment To Excellence

See who's who among the most recognised leaders in the HR industry. By The Editors Dedicated. Enthusiastic. Ground-breaking. These are all characteristics that a Global HR Superstar possesses. Being a Global Superstar means being fully committed to one's workforce whilst driving transformative change and bringing organisations to the next level. HRO Today Global believes that individuals like these deserve to be recognised. According to Aon Hewitt's 2016 Trends in Global Employee Engagement, rewards and recognition are among the top engagement drivers in business. HRO Today Global is proud to acknowledge these HR leaders and draw attention to their incredible career successes in our annual Global HR Superstars list. This list includes leaders from three categories: analysts, practitioners, and providers. These are the best of the best in the industry, and each one of them brings something unique to the group. We look forward to seeing their impressive achievements in 2017.

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Moving Ahead After Brexit

Experts tackle potential relocation issues and upcoming mobility challenges as the U.K. leaves the EU. By Belinda Sharr When Brexit unexpectedly happened in June 2016 and defied expert predictions (The Economist reported 85 per cent of polls said Britain would remain in the EU), many HR executives across the EMEA region were left wondering about the future—specifically how the announcement would impact relocation trends. Now that a few months have gone by, mobility strategies are taking shape as the U. K. plans its exit from the EU by March 2019. Whilst precisely predicting the future is impossible, experts are looking at current trends and making some suggestions that may help global companies navigate the new relocation process for their far-flung employees. Forward-thinking organisations are looking at next steps with regards to mobility because Brexit will affect employees they may have in the U.K., the EU, and beyond. Charlotte Sword, global head of human resources at U.

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China: Skill Shortage Meets Talent Surplus

Retention strategies and hiring for future potential are keys to recruiting success in the APAC region. Christa Elliott Being that the APAC region is home to nearly 60 per cent of the world's population, it should be no secret that Asia is a fertile hiring ground. But as with any large and underutilised talent pool, recruiting Asian candidates can come with its own unique set of challenges. This is especially true in China. In the current job market, recruiters may find that job seekers in China have an altogether different set of skills, needs, and job preferences than job seekers further west, or even potential hires in other Asian countries. Kimberley Hubble, global RPO leader for Hudson, cites the total vastness of the APAC area as a major challenge both for recruiters and companies hired to provide RPO. "[The] sheer number of countries to be covered in the APAC region and their very different talent challenges [creates a challenge]," she says. "Also, each country has very different talent challenges.

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Accolades Drive Success

Recognition can be a complex task but implementing an effective programme has multiple benefits. By Belinda Sharr Ambitious employees—no matter where they work around the globe—want their accomplishments highlighted. Recognition is an important part of the employee experience at a company, and studies have indicated that recognition is tied to great things—increased employee engagement and retention, and better business results. And what does this mean for the bottom line? In 2015, studies from Aon Hewitt found that a 5 per cent increase in employee engagement is linked to a 3 per cent increase in revenue growth in the subsequent year. Productivity goes up as well. When employees receive recognition, they tend to perform better, says Alexandra Bode- Tunji, programme lead of people transformation at Transport for London. "Employee engagement surveys indicate higher levels of engagement for teams where recognition is used regularly," she says. "Staff members see recognition as a form of feedback and we [have noted] the need to step up recognition using leadership contact forums such as breakfast meetings with the managing director.

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More Than Just Rewards

2016 EMEA iTalent Competition winner Rideau revolutionises recognition with its Vistance platform. Marta Chmielowicz Picture this: It's 2030 and your company is struggling to grow, not because the services you provide are unnecessary, but because you simply cannot find the right employees to fill your most important positions. According to Rainer Strack of The Boston Consulting Group in a recent TED talk, this scenario may become a reality. The workforce is aging, and by 2030, there won't be enough workers to fill jobs and keep major economies growing, says Strack. Once the last of the baby boomers retire, there will be a major deficit in the global talent pool that may cause an overall labour shortage in many of the world's largest economies and a huge skill mismatch that can't be abated with technology. Strack says that a solution to this impending problem is a major shift in company culture towards appreciation and recognition. A survey conducted by the BCG found that the No.

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Labour Pains

Face EMEA market workforce challenges directly and strategically to ensure future growth. Jo Faragher Whilst many professionals in Europe are still reviewing the potential implications of Brexit—the U.K.'s decision to exit the European Union—the EMEA labour market faces its own challenges in the coming years. On the one hand, a rapidly ageing workforce has left many HR professionals struggling with succession planning; on the other, they're coming to grips with new trends such as an increasingly freelance labour market and the potential threats and opportunities brought by automation. Different states in Europe—not to mention industry sectors—are dealing with individual issues. In Spain and Greece, for example, unemployment is more than 25 per cent of the working-age population. Brexit has led to political instability not only in the U.K., but also in other EU countries, with some considering their own referenda. But there are also shared challenges. "The ageing workforce is definitely a big deal in most European countries," says Peter Brown, a partner in the HR management practice at consulting firm PwC.

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Editor’s Letter: Recognising Greatness

Welcome to 2017! In this first issue of the year, we announce our annual list of Global Superstars. These thought leaders from around the world have taken the reigns on developing new talent management solutions, using technology to bring HR into the future, and providing valuable industry contributions. We would like to extend our sincere congratulations to this outstanding group! What does it mean to be a Global Superstar? There are important traits that all HR executives need to be successful, but being specifically recognised as an industry leader requires something extra. This something extra is passion. Being passionate about your work—and your people—is essential in this industry. We like to acknowledge leaders who operate with a focus on HR in their everyday lives. We see your efforts and we wholeheartedly applaud them. This year, we have more nominations than ever—meaning we have more readers who are encouraged to nominate their peers and increase their visibility.

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HRO STA Update: Stop Solving Your Problems

D. Zachary Misko Instead, look for the people who have already solved them, Your company has a big problem. You've thought about it, but you can't seem to find the best solution—at least not easily. So you consult your team and colleagues to no avail; then you turn to the internet, where all of your industry experts surely must be. They've got nothing. (Well, to be precise, they've got hundreds of PowerPoint slides, thousands of links to possible solutions, and several dozen videos worth of nothing.) That's where we come in. The HRO Today Services and Technology Association: a global association of HR executives, thought leaders, and industry experts, working in roles as practitioners, providers and analysts to participate in conversations, set industry standards and practices, and network with others in HR technology and services. And of course, discuss and share best and next practices. As an association with an active membership community, we provide opportunities for ALL of our members to engage with one another during monthly committee meetings, our member contact directory, Linkedln Group, HRO Today Forums, and member meetings.

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