Philadelphia, PA – November 26, 2019 – SharedXpertise Media LLC, publishers of HRO Today, a leading publication in the human resources industry, and providers of events and research for the most senior levels of human resources, and Talent Management Alliance, LLC, a global knowledge-exchange network dedicated to the advancement of strategic talent management and leadership development practices, have announced a new fully integrated partnership. Under the terms of the new agreement, HRO Today will begin managing the assets and delivering the content of Talent Management Alliance’s present and future business ventures.
Since its inception in 2010, Talent Management Alliance (TMA) has been providing training via conferences, online education, and webcasts to help recruit, develop and retain top talent for leading organizations in the industry. The conferences and networking opportunities on specified topical content areas for human resources will be targeted at the director and managerial level and focus on providing guidance on tactical execution of the complex role of human resources in workforce recruitment, engagement and retention.
Below are the list of TMA events HRO Today will manage starting in 2020:
New York, NY – November 25, 2019 – Madison Performance Group, a global leader in Social Recognition, has enhanced its cloud-based SAAS solution, Maestro, with continual and ongoing integrations though MaestroCONNECT. The award-winning Maestro platform uses social employee recognition to strengthen the bond between managers and their teams; and the relationship between employees and their companies. Through a unique Strategic Program Design process, effective communications, comprehensive training and robust business analytics, Maestro delivers a complete solution for an organization’s Rewards & Recognition, Sales Incentives and Service Anniversary programs.
With MaestroCONNECT, Madison is able to provide an answer to customers’ needs by offering a seamless connection from its recognition software into other technology applications used for HR and workforce management. And now the software can connect to over 1,500 applications on the market today. A number that is continually expanding to support customers’ needs.
“We understand the need for creating convenience as part of an overall recognition program,” says Alex Alaminos, Madison CEO. “Many organizations find themselves using multiple programs to accomplish different tasks as it relates to employee data management such as for payroll, timesheets, and personnel data – all of which can be extracted and used as base information for employee recognition and rewards programs.”
The Right Tools to Increase Your Talent Pool Right Now
featuring Chadd Dehn, Senior Director of RPO Operations, Yoh
In the third quarter of 2019, we see an increase in the Worker Confidence Index of 11.8 points over the second quarter, bringing the index to the highest level since the study’s inception. Three of the four indices that comprise the study reported higher results in the third quarter.
While the Job Security Index decreased by nearly 3 points from the second quarter to 101.5 points, this is still a high level of confidence. Females reported higher levels of confidence in their job security than males again in the third quarter of 2019, continuing the trend.
The cost of having a bad reputation and brand image can have an impact on your overall candidate pool. 87 percent of employed respondents reported that they would leave their current employer to work for a company with a good reputation. This is compared to the 54 percent willing to leave to work for a company with a bad reputation.
Among those who are willing to join a company with a bad reputation, a pay increase of 46 percent is needed as an enticement. Those who join a company with a good reputation can expect around a 37 percent increase in pay.
While gender has a financial impact on the hiring practices of companies with damaged reputations, baby boomers are the least concerned with corporate reputation. More experienced employees are least likely to take a job with a reputationally challenged company.
When job-seekers begin their job search, there are a number of avenues they explore to find that perfect position. According to bls.gov, in 2018, the number one way active job seekers pursued jobs was through sending resumes or filling out applications, followed by 50% who contacted employers directly and 23.8% reaching out to friends and relatives for work leads. Of the 5.4 million individuals seeking employment, about 14.5% sought the help of a public employment agency and 8% worked with a private employment firm. And naturally, those percentage numbers overlap as people used more than one way to find a job. Those seeking work are taking the steps to make themselves available. But yet, companies continue to feel the effects of a talent shortage, particularly in the skills sets they require.
With over 5 million individuals seeking work, it begs the question: is there really a shortage or is there a breakdown in how companies are finding and connecting with, or in other words, recruiting, their next company star?
Perhaps it is a timing issue, and a new way of thinking may be the answer when evaluating the manner in which we search and connect with talent.
Four HR leaders share how their approaches to mentoring programs are solving talent challenges.
By Marta Chmielowicz
Today’s employees are happier, more productive, and more engaged when their jobs bring intrinsic rewards, or the feeling of doing meaningful work that propels their personal and professional growth. In this environment, career development is no longer a perk reserved for certain high-ranking positions—it is an expectation. In fact, according to LinkedIn’s 2018 Workforce Learning Report, a whopping 93 percent of employees would stay at a company longer if it invested in their careers.
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