Much progress has been made, but there is still much work to do.
By Marta Chmielowicz
The murder of George Floyd at the hands of Minneapolis police in May sparked nationwide outrage, propelling protests and civil unrest at a level not seen since the death of Dr. Martin Luther King Jr. in 1968. This event, following on the heels of the coronavirus pandemic, brought the deep racial frictions and grievances in the U.S. to the forefront of the national consciousness.
We rank the top providers based on customer satisfaction surveys.
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.
A mobility audit can improve more than just the services offered—employee retention and engagement can increase as well.
By Debbie Bolla
Relocating one employee is often described as stressful at best, so for Cathy Spencer, senior vice president and head of human capital at AllianceBernstein, overseeing the relocation of the entire employee population from New York City to the new headquarters in Nashville, Tennessee, required the utmost planning and attention to detail.
Today’s learning programs are enabling organizations to navigate business challenges caused by uncertainty, fill skills gaps, and build the leaders of tomorrow.
By Debbie Bolla
For Naveen Bhateja, executive vice president and chief people officer for Medidata Solutions, the recent changes to the world of work caused by COVID-19 have only proved the value of a quality learning program.
Research shows four key themes organizations can leverage to improve their recruiter training programs.
By Larry Basinait
In the U.S., the July 2020 Employment Situation Summary by the Bureau of Labor Statistics confirmed the tightest labor market in half a century. As companies recover from the impact of COVID-19, many are once again looking for specific skill sets when bringing on new employees. Employers should prepare to be inundated by candidates, many of whom may not have the needed background. Effective recruiter training is key to parsing out the best from the rest.
Strategies to maintain and grow employer brand equity through uncertain times.
By Yasmeen Coning
What does it mean to be an employer of choice? In the simplest of terms, it translates to offering amazing work benefits, opportunities for growth and success, and, most importantly, a cohesive and meaningful culture that inspires people to reach for their personal best. However, achieving and sustaining that premium status in a somewhat unstable market is no small feat. There are bound to be ups and downs over time. Just because a company is experiencing layoffs or may not be actively recruiting does not mean employer branding is put aside. Employer brand strategy must be steadfast and always-on to survive.
with Steven John, President and CEO, HomeServices Relocation
As the global landscape created by COVID-19 continues to evolve, organizations that rely on employee relocation programs have been challenged in new and unprecedented ways. From contending with travel restrictions to navigating shifting government regulations, mobility professionals have had to act swiftly in response to the needs of their distributed talent. With so much complexity abroad, organizations should be able to rely on their relocation management companies (RMCs) to manage their programs simply and reliably—but many fall into the trap of pricing models that only increase costs and tax burdens. HomeServices Relocation has shifted the paradigm, adopting a new pricing approach that delivers a more transparent and efficient mobility program.
Much work remains to prepare recognition programs for new privacy regulations despite stiff penalties for non-compliance.
By Larry Basinait
Over the last two years, an increasing number of countries and U.S. states have enacted privacy laws designed to protect individuals. Privacy laws are legal frameworks that set guidelines for the collection, storage, and processing of personal information.
By communicating and acting on company values during times of crisis and uncertainty, organisations will bolster their reputation among employees and candidates.
By Michael Switow
At a time when hiring and recruitment have slowed for many companies, Asia-Pacific businesses are redeploying staff and resources to the community.
Are you doing enough to tackle racial inequality in your workplace?
In recent months, protestors took to the streets in response to the murder of George Floyd at a scale not seen since the assassination of Dr. Martin Luther King Jr. in 1968. As the U.S. grappled with rage, grief, and massive civic unrest amplified by the effects of a global pandemic, one organization after another responded with statements condemning racial injustice and police brutality.
But mere statements and donations are not a sufficient response to this historic moment; HR leaders need to lay out clear, specific, actionable plans to combat racism in the workplace. They need to confront their role in perpetuating discriminatory and inequitable systems, and pledge to do better. While organizations have long recognized the importance of diversity and worked to implement programs to make the workplace more inclusive, much work is left to be done. And now, the world is watching.
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