Engaged Workforce

Agile and social models are changing performance management, rewards, coaching, goal-setting and development. How you engage with your workforce will directly correlate with how to maximize the productivity of employees whilst giving the best possible opportunities for development.

The World of Benefits

benefits

Organizations are expanding the scope of their benefits offerings to attract and retain top talent.

By Marta Chmielowicz

Faced with increased competition for talent and a diverse labor pool, organizations are pressured to provide benefits programs that meet the needs of all their workers. While health and retirement benefits are still the norm, SHRM’s 2019 Employee Benefits survey reveals that today’s top employers are moving beyond standard offerings in order to attract and retain a competitive workforce.

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Reaping the Rewards

Five trends to consider when designing a recognition program.

By Debbie Bolla

Today’s organizations invest heavily in recognition programs, according to a WorldatWork study which found that some spend as much as 10 percent of payroll on employee recognition. While the average investment is two percent of total payroll, organizations that are incentivizing their workforce do it with good reason. Their return on investment includes happy, loyal workers who are productive and more likely to stay—factors that are critical in today’s tight talent market.

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Mobility Market Update

Annual research shows that organizations continue to leverage relocation to fill talent gaps.

By Debbie Bolla

For organizations aiming to have the right person in the right role at the right time, mobility programs can provide a valuable opportunity to fill key skill gaps. And these programs also benefit the workforce; relocation offers employees the chance to develop additional skills and gain sought-after experience. Companies are adopting a variety of approaches to relocation, often driven by market factors. For example, many are considering short-term assignments, international transfers, and rotational programs to hit their business goals.

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Delving Into Data

Three organizations share how they use people data and analytics to amplify business strategy.

By Marta Chmielowicz

“People analytics” has been a hot catchphrase in the business world for years, with data promising to revolutionize recruiting, talent management, and myriad other HR processes. But while organizations have embraced data collection and reporting, data analysis remains in its infancy for all but the most sophisticated companies.

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2020 Baker’s Dozen Customer Satisfaction Ratings: Relocation

View the top-rated relocation program providers in the industry.

By The Editors

HRO Today’s Baker’s Dozen Customer Satisfaction Ratings are based solely on feedback from buyers of the rated services; the ratings are not based on the opinion of the HRO Today staff. We collect feedback annually through an online survey, which we distribute to buyers directly through our own mailing lists and indirectly through service providers. Once collected, response data for all providers with a statistically significant sample size are loaded into the HRO Today database for analysis.

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Are You Talking to Me?

An individualized approach to health and well-being benefits can drive engagement in a multigenerational workforce.

By Marta Chmielowicz

Facing rising costs of living and significant transformation in the world of work, today’s employees are more stressed than ever. According to Welltok’s Well-being Wake-Up Report, 64 percent of all employees say they feel stressed at work—including 63 percent of baby boomers and 57 percent of millennials. In fact, 35 percent of all employees and 50 percent of millennials have seriously considered switching jobs due to stress.

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A Connected Culture

Ally Financial

Ally Financial is redefining its benefits program to meet the needs of the modern family.

By Kathie Patterson

An organization’s culture and purpose are key driving factors in attracting and retaining talent, and this is particularly the case with top millennial and Generation Z workers. While all employees may want the same things regardless of age, younger generations are more vocal about what they need from their employers and have called on companies to be more thoughtful and willing to evolve with today’s changing society.

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Worker-Centric HR

New research finds four key priorities HR needs to focus on to keep talent top of mind.

By Mike DiClaudio

Today’s HR leaders continue to face disruption on multiple fronts. Constant technology innovation is changing the face of the workplace and the workforce. Unprecedented competition for recruiting and retaining talent is changing the balance of power between employer and employee. HR has to respond if it wants to remain a relevant and influential part of the organization.

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