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.

Top Concerns of CHROs

Six HR leaders share solutions to the issues keeping HR up at night: the impact of COVID-19, workforce planning, business agility, and the skills gap.

By Marta Chmielowicz

2020 has been a whirlwind of a year and HR leaders have found themselves at the frontlines, leading the charge into a new and uncertain reality. Throughout the COVID-19 pandemic, shelter in place orders, and social unrest of the past months, HR leaders have maintained a sense of normalcy while adapting to the changing needs of their businesses and the workplace at large. Now, they must develop a plan to face the unknown obstacles that lie ahead.

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Keeping Mobility Moving

With cost savings and a consumer-like experience, a customized à la carte approach to relocation is empowering organizations and employees alike.

By Debbie Bolla

Perhaps an unexpected outcome of the COVID-19 pandemic is a recent uptick in relocation in some areas. Highly dense and expensive cities like San Francisco and New York City have experienced residents moving to locales with greener pastures. In fact, according to moveBuddha, searches in NYC suburbs have increased nearly 250% compared to the same period last year. This type of data shows that employees have not ruled out relocation—and neither have organizations.

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A Community Focus

Strategies to keep corporate giving and volunteerism a business imperative in a virtual environment.

By Angela Harrell

Over the past year, the ramifications of COVID-19 have forced people across the U.S. into a new way of living. Even now that the first wave of the pandemic has ebbed, there are local communities that continue to suffer in unimaginable ways. In response, mid- to large-sized companies are bolstering their corporate giving efforts to aid their communities’ revival.

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Values Know No Boundaries

Work today transcends boundaries and company culture must follow it.

By Donna Kimmel

COVID-19 has turned the world of work upside down and is shaking it like a snow globe. Work is no longer a place employees go, but something that happens everywhere and knows no boundaries. In this moment of transformation, what has become of corporate culture?

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Mobility Markers

Annual research shows that flexibility and transferee support are keys to a superior relocation experience.

By Debbie Bolla

Even before the COVID-19 pandemic impacted the global workforce, organizations had a clear focus on cost containment and flexibility when it came to their relocation programs. Relocation remains a main strategy for filling skills gaps and placing top performers in the right locations to support the business. With this in mind, organizations and HR leaders are putting the transferee first when it comes to the relocation experience.

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A Hybrid Approach to Relocation

Blending technology and access to experts provides the ideal transferee experience.

with Anthony Horton, CEO of CRI

Relocation remains an important part of the talent ecosystem, allowing top performers to grow skills while providing organizations the opportunity to seamlessly fill important roles. But as workforce preferences have evolved, driven by demographic and technological advances, expectations of transferees have changed as well. Here, Anthony Horton, CEO of Corporate Relocation International (CRI) details how organizations can experience the best of both worlds through a hybrid approach that blends technology with a human touch.

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Promoting Values Virtually

Recognition programs can help promote collaboration and camaraderie within a remote workforce.

By Marta Chmielowicz

Many companies have been forced to institute mandatory work-from-home policies throughout the pandemic, but while some employees are finding the transition a welcome change of pace, the shift to remote can be isolating for people used to working collaboratively in an office.

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On a Growth Track

A new research report reveals a bright future for L&D.

By Debbie Bolla

Learning and development (L&D) programs have moved far beyond compliance and mandated regulatory trainings. Now, L&D is pivotal to several layers of workforce management. Innovative training approaches can aid with skills development, showcase growth opportunities, and increase retention. So it’s no surprise that LinkedIn’s 2020 Workplace Learning Report found that more than a third of L&D professionals anticipate their budgets to grow year-over-year. What else is projected for the industry in the coming years? The report points to several trends.

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Editor’s Note: Sentiment and Data

By Michael Switow

As Asian companies negotiate the starts and stops of the COVID-19 pandemic—economic contraction, altered ways of working, plus new opportunities and challenges—an increasing number of HR decision-makers and employers are unhappy at work.

A recent survey by JobStreet reports that nearly half of Singaporean hirers say that being the bearer of bad news, including announcing layoffs and salary cuts, has left them psychologically drained, whilst one-third of employers report being unhappy at work.

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Revamping Relo

HR leaders are finding ways to adapt their mobility programs while keeping employee safety top of mind.

By Marta Chmielowicz

Talent mobility has long been a key business strategy for organizations facing skills gaps and labor shortages. Prior to the coronavirus, skilled talent and leadership moved fluidly across borders and mobility was leveraged as a development and retention tool for early-career employees eager to explore the world.

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