Tag Archives: Workforce Planning

An Rx for Contingent Workers

Healthcare MSP

How a vendor-neutral MSP alleviates challenges for healthcare organizations.

By Leanne Oatman

Today’s integrated managed services models help healthcare organizations navigate complex challenges and attract the best talent to their organization. And this is more important than ever, for according to a 2017 Moody’s Investor Services report, overall hospital operating expenses outpaced operating revenues. With labor representing the most significant portion of hospital operating expenses, these financial challenges are fueling the need for healthcare organizations to reconsider hiring models. One option for contingent labor is a vendor-neutral managed service program (MSP).

Continue reading →

Spearheading Hiring

HRO Today

gategroup’s Director of Talent Michael Spear drives game-changing results with his workforce planning tool.

By Debbie Bolla

When Michael Spear, director of talent acquisition and development for gategroup, accepted his award for Talent Acquisition Leader of the Year for Innovation at the 2017 HRO Today Forum in Chicago, he said:

Continue reading →

Forecasting Modernization

HR Outsourcing

CHROs and industry experts share their insight on what 2018 holds for HR.

By Audrey Roth

In the coming year, constantly evolving technology and the growing demands to attract, retain, and engage talent will cause dynamic change in the HR industry. HR leaders must be prepared to face the challenges of a year of transformation.

Continue reading →

Closing the Talent Gap

Talent Gap

Organizations are using data and analytics to get ahead of succession and hiring planning.

By Audrey Roth

Long gone are the days when succession and hiring planning were considered cutting-edge HR. Today, both initiatives are essential components to the overall talent management strategy. When executed efficiently, talent gaps will be minimized, and all employees from the entry-level to the C-suite will understand their path to success within the company. Succession planning frequently focuses on senior-level roles, which is certainly a necessity, but lack of a broader organizational strategy can lead to lower levels of engagement and higher levels of attrition.

Continue reading →