Download the complimentary compliance guide that will get you on the road to protecting your company from some of the most common compliance risks. This complimentary guide reviews five workplace regulations that frequently result in employer violation fines and lawsuits—FLSA, EEO, HIPAA, COBRA, and sexual harassment protection regulations—plus gives you a solution to manage your risks.
Employee happiness goes beyond compensation. Today, the workforce wants to be inspired by their leadership, valued for their contributions and aligned with company objectives. Unfortunately, these needs mark a gap in the employer/employee relationship. Our 2015 North American workforce report, The greatness gap: The state of employee disengagement, uncovered that:
- 51% of employees are not happy at work.
- 61% of employees don’t know their company’s cultural values.
- 53% of employees don’t feel recognized for their achievements at work.
Aligning your consumer and employer brand may result in 36% greater shareholder return over 5 years according to a joint Lippincott and LinkedIn research paper, but it will require a new and well researched approach to realise these benefits in Asia. Considering the cultural nuances and differences in the region, it can be difficult for companies to successfully deploy their employer value proposition and employer brand strategy. Your corporate and employer brand values can be consistent globally. It is the subtlety of messaging, language and points of emphasis that should be well researched and adapted to align with the country’s cultural considerations that are often centuries in the making.
Is your EVP adapted to different cultures?
An effective EVP enables an organisation to become a magnet for talent, increase employee engagement and ultimately lead to stronger business results. We invite you to read Employer Value Proposition: Local Considerations for a Global Initiative, written by Matthew Bristow which outlines a number of cultural considerations to consider when localising your Employer Value Proposition using China as an example. Matthew is the Head of Consulting- APAC for Alexander Mann solutions. He has over 15 years consulting experience and has worked with clients across all major industries and countries through Asia.
Five Trends that Are Impacting Your Ability to Stay Competitive in the New Recruitment Climate
Part One of a Two-Part Series
What happens when record low unemployment rates mix with job growth opportunities? It puts job seekers in the driver’s seat. This new labor market allows potential employees to “shop around” and find the job that’s best for them.
As the talent landscape begins to experience a dramatic shift in demographics, competitive organizations must embrace the reciprocal shift in talent strategy.
By 2020, Millennials will comprise 46-percent of the workforce, which strongly implies that talent acquisition strategies should adapt to meet the needs of the upcoming workforce. Members of this new workforce generation are being referred to as “sophisticated jobseekers,” as they go about finding new employment opportunities in differing methods versus their generational counterparts.
These jobseekers follow and interact with companies they admire through social media platforms and they both search and apply to jobs directly from their mobile devices.
Beginning with the Third Quarter of 2014, HRO Today Magazine together with Yoh Recruitment Process Outsourcing launched a new index to measure employment security. There are multiple indices that look at attitudes about the economy, such as the Consumer Confidence Index, Gallup’s Economic Confidence Index, BLS Job Openings and Labor Turnover Survey (JOLTS) or United States Consumer Sentiment. But these measures focus more on macro metrics, with much less emphasis on attitudinal measures of those employed
Having a superior workforce culture and inviting employment brand are the catchphrases of the moment, touted as the surest way to win the war for talent. Without a distinct culture, companies will fail to engage employees in a shared journey, resulting in a negative impact on profits. And without a compelling employment brand, the odds of hiring the wrong employees shoot up, causing unreliable workforce behaviors.
Certainly, there is much wisdom in the importance of a cultural alignment between an organization and its employees, as well as an employment brand that markets a company as a desirable place to work
As performance analytics become increasingly advanced, with traditional means of tracking the effectiveness and efficiency of the HR function giving way to far more sophisticated methods, the question of how we measure recruiting success is more pertinent now than ever.
To find answers to this and other questions, Futurestep joined forces with HRO Today Magazine to undertake a primary market research study among users of recruitment process outsourcing (RPO) services.
We focused our investigation on three key areas:
• What Key Performance Indicators (KPIs) are being used in the RPO space?
• How satisfied are users with those metrics?
• What metrics do users want that they don’t currently have?
Although higher income workers often have the most experience in any particular field, new findings from a survey conducted by HRO Today Magazine and Yoh, a leading international talent and outsourcing company, have shown that higher-earning U.S. workers are less confident in their job security and in company leadership than any other group. The second installment of The Worker Confidence Study, measured perceived U.S. employment security during the 3rd and 4th quarters of 2014 and the 1st quarter of 2015.
We’ve all seen how the volume of data is inundating companies. As the floodgates continue to open, relevant, actionable information becomes harder to spot than ever. Yet the companies that are best at acquiring talent are doing it: They are rapidly finding ways to identify the best, most relevant data and turn it into the best information—and use it to get a leg up on the competition. What best practices are these pack leaders using? What are they doing that’s different from the companies that are lagging?
© 2009 - 2020 Copyright SharedXpertise Media, LLC.
All SharedXpertise Media logos and marks as well as all other proprietary materials depicted herein are the property of SharedXpertise Media. All rights reserved.
SharedXpertise Media, LLC, 123 South Broad Street, Philadelphia, PA 19123