By Jeanne MacDonald, Global Operating Executive and President, Talent Acquisition Solutions, Korn Ferry Futurestep
The healthcare industry is tough. Between the long hours, sick patients, and life or death situations, it’s no surprise that organizational culture sometimes takes a backseat. However, Ohio Living has found a solution to overcome these industry obstacles by creating an employee-first culture through world-class employee recognition. The result? Some of the best reviews in the industry, and most importantly, healthier patients and happy employees. Dana Ullom-Vucelich, Chief Human Resources & Ethics Officer at Ohio Living, helped revolutionize her workplace culture by implementing an employee recognition solution from O
This study shows that the use of gamification in HR is still in its infancy in the APAC region and varies among individual countries. However, it has appeal in both talent acquisition and employee training programs, and is primarily used as a tool for building the company’s talent pool.
Millennials are the group exposed to gamification, particularly males. The concept is an outgrowth of video games, so companies naturally want to interact with candidates in a way that’s familiar to them.
This is the second in a series of HRO Today Flash Reports. These reports discuss the results of research and editorial papers that address today’s topics of interest in the HR community, and this study was sponsored by PeopleScout.
This recent study shows that the APAC region is growing rapidly, with nearly one-half of respondents anticipating their use of freelancers will increase in the next 24 months. The use of freelancers over the prior two years also increased, as nearly a quarter of respondents reported an increase during that time.
This is the first in a series of HRO Today Flash Reports. These reports discuss the results of research and editorial papers that address today’s topics of interest in the HR community. The first area examined in this series is Growth of Freelancers and Best Practices on How to Attract Them. This study was sponsored by Allegis Global Solutions.
What else did the study discover and how can you best attract the growing number of freelancers? Find out by downloading the report now:
Communicating, recruiting and managing the millennial generation is among the most pressing issues in the business community.
The primary reason is their numbers—the millennial generation, generally defined as those between 18 and 34, already accounts for approximately 50 million workers in the U.S., or 25 percent of the workforce, according to the U.S. Bureau of Labor Statistics.
That number will increase substantially in the next five to 10 years. Understanding and communicating with this group properly will be a competitive advantage.
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Because most large companies have locations worldwide, the need to quickly access international employment levels and trends has never been greater. Worldwide employment rates vary greatly, so incorporating this component of workforce planning is vital to a company’s worldwide staffing strategy.
To accomplish this, PeopleScout is partnering with HRO Today to produce a quarterly summary of international unemployment metrics for key countries in North America, Latin America, EMEA and APAC. This report is the snapshot for the fourth quarter of 2016 and also encompasses the full-year report.
The Worker Confidence Index (WCI) increased to its highest level since study inception, up 4.6 points to 104.5 in the fourth quarter and up 10.3 points for the year. All components of the WCI were up in 2016, with job confidence, likelihood of a raise and trust in leadership all up more than 10 points.
The consistent increase in the WCI throughout the year suggests optimism about employee’s faith in their employment situation, and job loss confidence throughout the year corresponds with the U.S. unemployment rate drop to 4.7 percent.
In many ways, 2016 was tumultuous. The Dow closed out its best year since 2013, up 13.4 percent for the year to end at 19,762.60. But the result of the presidential election was both surprising and polarizing, and traditionally the market doesn’t like surprises. How the election results will impact 2017 remains uncertain, though as of mid-February, The Dow Jones Industrial Average is up over 20,400.
What innovation concepts are most relevant to the talent-acquisition function? Alexander Mann Solutions and HRO Today commissioned this study in April 2016 to answer that question – and specifically to understand innovation and what was driving organizations’ failure to innovate.
In Part I of this two-part series, we examined what was occurring in terms of innovation on the talent-acquisition front. In the course of our conversations and research, we recognized a need for a new term to describe the phenomena we were hearing from talent-acquisition professionals: We came up with the term “non-novation.” It means more than “not innovating.”
It means doing things that seem to drive new and meaningful change, but somehow the change does not happen. Innovators implement change. Non-novators take a detour.
With Darren Findley and Kim Shepherd
In recent years, there has been an increased focus on employee engagement—and for good reason. Recent research from PwC shows that organizations with engaged employees have 2.5 times performance and business-related outcomes; 33 percent higher profit; and 27 percent lower absenteeism. It has become critical for an organization to think about how they engage candidates, says Kim Shepherd, Chairwoman of Decision Toolbox and Darren Findley, President, Recruitment Solutions for Engage2Excel. In fact, they protest engagement should begin during the hiring process. Here they share ways to engage with talent and the benefits hiring teams will achieve.
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