Tag Archives: May-2017

A Decade in the Making

We celebrate our anniversary by looking back and looking forward.

By Debbie Bolla

It has been 10 years since SharedXpertise took over the reigns of HRO Today magazine, and I don’t think anyone could have ever possibly predicted how much the industry would change. This field has been transformed by many things—multiprocess HRO, best-in-breed solutions, on-premise to SaaS, the Great Recession, the never-ending war for talent, the rise of RPO, the ACA and consumer-driven healthcare, social media’s growth, the impact of contingent labor, and so much more!

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2017 Baker’s Dozen Customer Satisfaction Ratings: Managed Service Programs

HRO Today Baker's Dozen

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 10 responses from eight companies. We reached out to more than 25 providers of managed service programs.

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Taking the Market by Brand

Much like candidates applying for jobs, the employer branding game is constantly changing.

By Christa Elliott

To attract today’s top job seekers, employers need to put their best faces forward. This means not only offering competitive compensation and stellar benefits, but also cultivating an employer brand that tells candidates, “Your search is over! You belong here.” But the job market is constantly changing, and the job seekers and employees of today aren’t going to be wooed by yesterday’s branding tactics. Innovation in branding should be a strong and focused effort for maximum impact.

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Virtual Reality

Successfully managing remote workers can be achieved with the right planning and tech tools.

By Belinda Sharr

In today’s high-tech atmosphere, it’s essential to be able to manage virtual employees effectively. With the right technology, HR executives can ensure that their staff is able to work efficiently from anywhere, without being restricted to nearby offices. There are still a few important things, however, that managers need to keep in mind when utilizing far-flung workers.

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Invisible Line

The ways in which organizations manage different types of talent continues to blur.

By Russ Banham

Rapid growth in the contingent workforce is compelling many businesses to rethink how they identify, access, and onboard the varied skill sets of contingent workers and integrate their work into the full-time workforce.

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Hello Employee Experience

From sourcing to exit interviews, learn ways to engage with talent throughout their entire tenure.

By Amber Hyatt
Organizations need to move beyond traditional talent management activities to create an employee journey that attracts, motivates, and connects to employee results. This is the central finding of SilkRoad’s 2017 State of Talent report.How can organizations do this? There are several steps leading HR teams can take to ensure top talent is engaged:

1. Create amazing experiences for candidates and employees

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Right on Schedule

Predictive technology is driving both patient and nurse satisfaction up while pushing costs down.

By Jackie Larson

It’s no secret that the healthcare industry continues to face tumultuous times. On one hand, the demand for patient care services is surging, prompted largely by an improving economy and an aging U.S. population that requires more services. On the other hand, growing shortages of qualified nurses and other clinicians leave hospitals and healthcare organizations around the country struggling to fill vacancies.

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Moving Toward Maturity

A recent survey provides a snapshot of the current state of human capital management systems.

By James Arsenault

Human capital management (HCM) technology is an ecosystem that advances and matures one component at a time. Changes and additions are often prompted by new waves of technology in response to evolving business conditions. Like any other technology, an HCM platform is more than the sum of its parts. Different solutions are inexorably linked to each other by common data elements and through cross-cutting business processes. The maturity of the system essentially drives value to the business and must therefore be evaluated holistically.What components make up a mature HCM technology ecosystem?

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The Future is Now

New research reveals how organizations can keep up with the evolving workplace.

By Bill Pelster

The pace of technology is at odds with the traditional organizational structure. One-hundred-year-old industrial models and rigid hierarchies can no longer accommodate the rapid pace in which technology is upending businesses. Siloed departments are increasingly giving way to cross-functional, project-oriented teams as digitization demands agility and collaboration. Individuals are relatively quick to acclimate to technological advancements, but are companies prepared to do what it takes to adapt and remain competitive?

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