Performance Management & Rewards

Seven Silver Bullets?

Research outlines key factors that drive employee engagement.

By Gretchen Alarcon

“Engagement”— it’s an increasingly difficult concept to define, but business leadership and HR professionals are constantly striving to find new ways to improve employee engagement through technology, training, and employee-supervisor relationships. Yet despite their efforts, these measures are not always successful.

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When The Honeymoon’s Over

HR Outsourcing

Build long-term employee loyalty with ongoing performance assessment and development.

Dominique Jones

Performance management has become a hot topic in recent months, especially among companies that feel the pressure to attract and retain top talent in a highly competitive hiring market. This is the reason why many companies have begun promoting their ongoing performance management programs as part of the recruiting and hiring process and making it an important priority in the onboarding period. By including this commitment to their employees’ long-term satisfaction, companies have seen retention improve by up to 25 percent, thanks to a well-designed onboarding program that focuses on future growth.

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Brexit: Now What?

HR Outsourcing

As the U.K. looks at an unprecedented time for employment, one expert offers tips on how to handle workforce issues.

By The Editors

With the recent Brexit (British exit) from the European Union (EU), HR teams and employers in the U. K. now have to determine how to handle multiple issues with their employees. Similarly, HR teams in other parts of the EU need to handle any changes that will affect them as well.

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Managing Global Mobility

HR Outsourcing

How organisations can better align relocation with talent management strategy.

By Christa Elliott

In today’s competitive business environment, mobility is more than just relocating employees to new markets. It means creating a global business plan around the drivers and goals for annual relocations—and looks beyond the bottom line in terms of measuring the efficiency of mobility programmes.

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Recognition That’s Contagious

HR Outsourcing

Dow’s Johanna Soderstrom shares the secrets to creating a global culture of appreciation. 

By Debbie Bolla

Having a recognition program that’s “nice to have” was no longer enough for The Dow Chemical Company. Corporate Vice President of Human Resources and Aviation Johanna Soderstrom and her team understand the critical impact that providing meaningful recognition to their more than 50,000 employees has on the bottom line. That’s why in 2013, Dow partnered with O.C. Tanner to evolve their service-driven rewards program into one that encourages a global culture of appreciation.

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HRO Today 2017 Resource Guide

HRO Today Resource Guide

We know that the readers of HRO Today magazine turn to us as a go-to resource in the HR industry that delivers trends, insights, and the top resources for all of their HR operations and service needs. In our annual resource guide, we aim to showcase providers and product vendors across 18 sectors of HR services.

Here, you will find providers of everything from recruitment process outsourcing (RPO) to benefits administration and multi-process HRO, not to mention a treasure trove of HR technology, consulting services, and other ancillary products.

We hope that our 2017 Resource Guide will serve you well as a starting point in your search for appropriate vendors.

View the 2017 Resource Guide here

A Healthier Way to Have it All

HR Outsourcing

Work-life balance is out, and HR is making way for work-life integration.

By Christa Elliott

Family life, social life, and work life—why not have it all? That’s the thought behind “work-life balance.” The term was coined in the 1980s, but the task turned out to be more demanding on workers than anyone anticipated. Luckily, there’s now a new game in town: work-life integration. Where work-life balance suggests that workers juggle and compartmentalize family, friends, and career, work-life integration rejects the idea that these things should be separated at all.

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Running HR as a Business

chief human resources officer
Julie Sharp of Bank of Ireland discusses mastering challenges in the financial sector and how the bank’s journey to success has depended on its people.
By the Editors

Julie Sharp, head of human resources at the Bank of Ireland, believes that in order to be truly effective, HR needs to add value by operating commercially- HR should be run as a business. Offering solutions that commercially deliver whilst ensuring employees feel valued are important tasks that every HR manager should perform. Sharp, the 2015 winner of the HRO Today CHRO of The Year Lifetime Achievement Award, spoke with HRO Today Global Magazine about leading the HR department at a global bank through the financial crisis and what she sees in the future.

HRO Today Global: What has been your biggest complex with regards to the nature of your work in the financial services industry? The economic crash, sector competitiveness, fast-paced technology developments, and increasing regulatory standards must have all been challenging issues to deal with.

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Big Rewards

HR Outsourcing

Organisations are leveraging recognition programmes to drive productivity and results

By Russ Banham

As the impact of recognition programmes has grown in recent years, so has the framework behind rewarding employees for exemplary work around the globe. They go well beyond acknowledging an employee for length of service. Best-in-class programmes incent specific employee behaviors and enhance overall workforce engagement and productivity. They can also encourage greater collaboration, generate out-of-the box ideas, and enhance esprit de corps.

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2016 Baker’s Dozen Customer Satisfaction Ratings: Recognition

HR Outsourcing

We rank the top providers based on customer satisfaction surveys.

By The Editors

HRO Today’s Baker’s Dozen rankings 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 both directly to buyers through our own mailing lists and indirectly by sending service providers the link to send to their clients.

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