Tag Archives: HRO Today STA

Editor’s Note: Point Taken

Point Taken
Editor’s Note
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.

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CEO’s Letter: Re-Calculating the HR Equation

CEO’s Letter
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.

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Guiding HR’s Transformation

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.

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Great HR + Great Workforce

The gathering of our annual Forum equaled great business outcomes.
 
By The Editors
 
Click here for photo spread.

2014 TekTonic Winners

Learn more about the innovators that took home trophies at the HRO Today Forum in Philadelphia.
 
By The Editors
 
Workforce Management/Compensation Winner Solution: Darwin
Provider:
Thomsons Online Benefits
 
Darwin is a cloud-based global benefits management and employee engagement software that securely integrates with benefits providers, HR systems, and payroll as a single source. It enables organizations to manage their benefits globally, while also acting locally by offering benefits and communications relevant to each individual market in which they are operating.
 
The Why Behind The Win: Darwin’s global solution allows multinational benefits management with its intuitive integration. The employee benefits portal is smartphone and tablet friendly. By providing an engaging user experience similar to consumer software, rather than a business interface, Darwin encourages repeated employee interaction and participation with benefits programs while constantly reinforcing the power of the company’s total reward.

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Talent Communities

The 3 ‘R’s for getting the most value from these candidate pools.
 
By Erin Bazinet
 
Talent communities are an essential component of today’s social recruiter’s game plan. Not only do they provide
a warm, inviting place for recruiters to connect and communicate with candidates, but they also facilitate crowd sourcing high-quality candidates. Just so we are all on the same page: Talent communities differ from career sites in their dynamic interactivity and their focus on building relationships between the recruiter and candidate.
 
You can think of it this way: Career sites are an entry point for people to be introduced to your employment brand, get to know the basics about your company, apply to a job, and be invited to join your talent community. Your talent community is where you build relationships with community members, share valuable content, and engage people to stay involved with your brand.

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Virtual Reality

Video’s role in the hiring process continues to expand. By Audrey Roth Leveraging video interviewing for hiring is not a new concept, but fresh technology has allowed video to revitalize and reshape the hiring process. Video now plays a pivotal role in accessing talent pools, improving employer brand, and creating an attractive candidate experience—which is becoming more and more important in today’s competitive market. In fact, a December 2013 study written by Montage and conducted by Google Consumer Surveys finds that 32 percent of individuals who rejected a job offer within the last year was primarily due to a negative experience during the hiring process. Video interviewing becoming more than a blip on recruitment’s radar is clearly understood by the maturation of its benefits to improve sourcing, screening, and interviewing.

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Case Study: The Children’s Hospital of Philadelphia

The Children's Hospital of Philadelphia achieves great business outcomes from video interviewing.
 
Chief Advisor at HR Tech Advisor Ward Christman spoke with Kim Delaney BSN, RN, nursing and respiratory recruitment manager for the hospital on how her team leverages HR technology to meet the challenges from their vice president of HR to become more productive with existing resources.
 
Ward Christman: What is happening in recruiting that has caused you to look at new HR technology?
 
Kim Delaney: Since demand for new nurses coming out of college has been down the past three years, and our efforts to improve retention have been very successful with an inpatient nurse vacancy rate of only 3.2 percent, our volume of applicants greatly exceeds our hiring needs, especially for the new nurses. Since I know demand will come back around, we need to ensure that our reputation in the nursing community remains solid.

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Path to Self-Service

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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Pontoon Strengthens EMEA Leadership Team

New Head of Sales and SVP join the workforce solutions provider. Pontoon invests in its EMEA footprint and reach with several key appointments. The workforce solutions provider announced Tom Mason as Head of Sales for EMEA. He will have responsibility for Managed Service Provider (“MSP”) and Recruitment Process Outsourcing (“RPO”) sales throughout EMEA. In his role, Mason will direct European business efforts and administer the business development strategy for Pontoon, assuring that the workforce solutions provider maintains its leadership position through a focus on innovative technology, customer service and total talent management solutions for large and emerging companies within the region.HIs considerable industry experience includes more than 15 years in key leadership roles having previously served as Managing Director RPO EMEA for both Allegis Talent2 and Hudson Highland Group. To further fortify its market leadership position, Adrian Cross will also join Pontoon.

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