New Castle, DE – October 1, 2019 – XONEX Relocation, a third-party relocation services company, today announced that Laura Matrisciano, CRP, GMS has been named Chief Customer Officer for the company. In this capacity, Laura is now responsible for executive level client relations and retention, as well as growing and managing the sales team.
“I have long admired Laura’s commitment to XONEX, our clients and our people,” said Paige Holden, President, XONEX Relocation. “Her vast industry knowledge and involvement, as well as her ability to build meaningful relationships with prospects and clients alike, offers XONEX the great opportunity to further define our customers’ needs and deliver new, innovative programs that make sense in today’s environment. I’m honored to welcome Laura to our executive leadership team and wholeheartedly look forward to a bright future working together.”
Laura has been a key member of the XONEX team for more than 15 years. Prior to this role, Laura served as a Vice President of Global Business Development for XONEX. Before joining XONEX, Laura owned her own moving and storage company for 20 years, a testament to her entrepreneurial nature.
The global economy is projected to expand 2.8 percent in 2019, less than in recent years due to weaker momentum in developed economies and China.
However, the overall global labor market should remain tight once again with around half (25 of the 49) countries analyzed in this report showing unemployment levels of 5.0 percent or less. This is considered by many economists as at or near full employment, and is about the same as Q1 2019 findings.
In Broadleaf’s “Hiring and Retaining Workers through the Generations” presentation, Carl addresses concerns employers have about Millennials and Gen Z’ers entering the workforce. Many look at these emerging generations as wildly different, but we all have very similar underlying motivations. In this attention economy, it’s increasingly hard to attract and retain talent, but these universal tips will help you gain access to all different types of talent.
Some key takeaways will include:
· We all want similar things
The rate of new technologies being developed and the number of companies providing them are increasing dramatically each year, and the second quarter of 2019 was no exception.
During the second quarter, there were 66 major announcements, up from 57 in the second quarter of 2018. Investment deals in HR technology in the second quarter of this year hit over $560 million dollars.
Philadelphia, PA – August 14, 2019 – The 2019 HRO Today Association Conference will take place on Thursday, September 12 in Philadelphia, Pennsylvania and bring together the HR community for a robust agenda of best practice sessions, panels, and presentations by key HR thought leaders.
The HRO Today Association Conference is a unique one-day retreat that brings HR practitioners and providers to the table to discuss pressing issues in the HR services and technology industry. The theme of this year’s event focuses on the key pillars of HR partnerships: communication, integrity, and dependability. The Conference will address ethics and integrity in the delivery of HR services and technology and introduce the new HRO Today Standard of Ethics and Performance Provider Certification Program. In addition, the Conference serves as the annual meeting for members of the HRO Today Association.
“We are pleased to present a comprehensive program at the HRO Today Association Conference that aims to explore and refine standards of ethics and performance in human resources through a new provider certification program,” said Zachary Misko, President of Member Services and Executive Director of the HRO Today Association. “As the premier global HR content and networking community, the HRO Today Association Conference has an accomplished lineup of presenters who will be discussing the latest trends and best practices in customer relationship management, talent management, recruitment, candidate experience, talent acquisition, and employer branding, along with many opportunities to network and best practice share with other attendees. The presenters are a combination of thought leaders, best-selling authors, and social media evangelists, who will provide attendees with practical advice and actionable insights for executing talent strategy and managing HR service delivery.”
Paul Modley appointed to build a world-class talent acquisition and D&I function.
London – July 18, 2019 – Alexander Mann Solutions (AMS), the leading provider of global talent acquisition and management solutions, announces the appointment of Paul Modley as Director of Talent Acquisition and Diversity & Inclusion.
Sandy Lucas, Chief People Officer at Alexander Mann Solutions commented: “We are in the business of helping global organizations acquire and retain world-class talent. To be the best in our industry, we need the best talent, and we are keen to ensure that our clients get the highest quality advice and project management from us. We pride ourselves as a leader in the talent acquisition space and a flexible-work employer, and we aim to strengthen this position by attracting talent from all walks of life, all around the world. Our clients expect us to demonstrate a solid understanding of their needs, and we can only do this with diverse teams comprised of the highest caliber individuals. I am delighted to have Paul lead this concerted effort.”
Alexander Mann Solutions acquires AI innovator to accelerate the launch of exciting new digital products.
London – June 27, 2019 – Alexander Mann Solutions, the global leader in transformational talent acquisition solutions, has today announced the acquisition of HR technology company Karen HR Inc., in a strategic move to accelerate the launch of new digital products.
The acquisition also extends Alexander Mann Solutions’ global engineering capabilities with teams now based in both Canada and Poland, and further supports the company’s aggressive growth plans and commitment to extending its footprint in the Americas. Alexander Mann Solutions partners with more than 100 blue-chip organisations, with its 4,500-strong team operating in 40 languages in over 90 countries.
Employer brand represents who an organization is and what they stand for, setting the stage for the expectations of both current and future employees. For many companies, social media has become a key element in building the employer brand.
The belief in the importance of social media as part of employer brand strategy is nearly universal, with 96 percent of respondents indicating that it is important. However, despite the overwhelming belief that social media is a vital element of an employer’s strategy, there are some doubts over its effectiveness.
Key takeaways from this report include:
The Worker Confidence Index (WCI) in the first quarter of 2019 increased by 3.6 points to 110.7, the highest level since this study’s inception. While three of the four indices that comprise the WCI reported positive results in the first quarter, one index, the Job Security Index reported a quarterly decrease.
On the topic of job stability, the Job Security Index experienced a modest decline, but remains close to the study average. Worker perceptions about the likelihood of a raise increased to an all time high of 113.3. Both males and females continued to feel more confident about getting a raise, with 36.5 percent of males and 25.8 percent of females anticipating a raise of 3 percent at their next review.
Study uncovers what conditions at work are most likely to attract and keep workers:
- Sixteen percent of employees around the world consider themselves fully engaged, revealing 84 percent of the global workforce is not working at its full potential.
- Biggest driver of engagement is whether you work on a team: Employees who identify as part of a team are 2.3 times more likely to be fully engaged.
- Trust is a foundation of engagement: Employees who trust their team leader are 12 times more likely to be fully engaged in their work.
- The United Arab Emirates has the highest percentage of fully engaged workers at 26 percent, while China has the lowest with just 6 percent. Engagement in the United States sits at 17 percent.
Roseland, NJ – June 14, 2019 – As organizations strive to better understand the art of employee engagement in a highly competitive labor market, the ADP Research Institute’s 19-country Global Study of Engagement provides a global benchmark for engagement. The study reveals that 84 percent of workers globally are just “coming to work” instead of contributing all they could to their organizations as “fully engaged” employees.
The study surveyed more than 19,000 employees (1,000 per country in a stratified random sample) around the globe to measure their level of engagement and identify the work conditions most likely to attract and retain talent. The research indicates that working on a team improves engagement. In fact, employees who identify as part of a team are 2.3 times more likely to be fully engaged. However, “teams” are often not the same as what is reflected on the organizational chart. Of those employees who work on a team, 64 percent report they work on more than one team, and 75 percent report their teams are not represented in their employer’s organizational chart.
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