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.
Four ways organizations can leverage mission in order to motivate and retain talent.
By Shannon Schuyler
To succeed, a company must consider its North Star: Why it’s in business; what brings humanity to its suite of services; and what brings meaning to the hours of work its people invest in solving problems. According to PwC’s 19th Annual CEO Global Survey, CEOs across industries are acknowledging that a business purpose—a clear reason to exist beyond making money—goes hand-in-hand with a sound business strategy. But how is purpose being adopted in organizations and resonating with employees? To find this out, PwC conducted a dual survey of more than 1,500 full- and part-time employees and 500 business leaders in the United States across 39 industries. Four findings from Putting Purpose to Work stand out:
Meijer partnered with EG Workforce Solutions to find—and keep—talent in new and challenging markets.
By Debbie Bolla
When it comes to the retail industry, growth is always a good thing, but it can present business challenges. Such was the case for Meijer, the nation’s 19th largest privately held company with headquarters in Michigan. The retailer operates more than 220 stores in six states, including Michigan, Illinois, Indiana, Ohio, Wisconsin, and Kentucky. In recent years, growth has driven a succession of new store openings, presenting several hiring challenges for SVP of HR and CHRO Michael Rotelle.
“We have an aggressive growth strategy in the number of new stores that we’ve opened for the last few years,” says Rotelle. “This required us to rethink how we go about the hiring process.”
By Russ Banham
It’s one thing for a company to recruit the best and the brightest, but what happens when those recruits leave within a couple years?
It’s a difficult question with which many businesses struggle. Several studies indicate a strong tendency in the Millennial generation to join an organization and, not long after, turn in their letters of resignations if the work experience is not what they expected.
Thinking Ahead of the Tech Curve
By Bill Hatton
Market watchers expect non-employee talent to comprise about 50 per cent of the workforce in upcoming years, and that’s one reason 95 per cent of organisations currently see contingent labor as crucial to executing their business strategy. Those statistics come from supply-management research firm Ardent Partners.
HRO Today magazine partnered with Yoh Recruitment Process Outsourcing to produce the Worker Confidence Study, which provides an index to measure employment security in the United States. Perceptions of job security are particularly interesting to government entities because of the impact that they have on American spending habits and, by extension, the U. S. Gross Domestic Product.
This index provides insight into macro-metrics previously untapped by existing indices such as the Consumer Confidence Index, Gallup’s Economic Confidence Index, the Bureau of Labor Statistics’ Job Openings and Labor Turnover Survey (JOLTS) or United States Consumer Sentiment. Although those indices are useful in gauging the attitudes of employees towards their jobs, they do not measure perceptions of job security with the same precision.
Each month, HRO Today magazine employs ORC International’s CARAVAN® Omnibus Surveys to conduct approximately 333 interviews online. Respondents, who are 18 years and older and work full-time in the U. S., answer a series of four questions. Each question asks respondents to rate each question on a 1-5 scale, with one being “very poor” and five being “very favorable.” The four questions are about the possibility of involuntary job loss, the likelihood of promotion, anticipation of a raise of at least 3 percent, and trust in company leadership.
By Belinda Sharr
Your organization is no doubt moving quickly. As you bring in new people, you want them up to speed just as quickly as possible. But that’s no easy fix. Onboarding on a fast-moving, competitive organization can be like jumping on a moving train.
The good news: New technological tools can help you keep pace. Learning Management Systems (LMS), in particular, can help drive new hires make the leap onto that moving organization by making it easier for you to administer, document, track, report and deliver their onboarding training programs. And the best part is that LMS’s work no matter where the workers are located.
For many years prior to the great recession, astute HR leaders knew the positive impact that employee rewards and recognition could have on their ability to improve employee engagement, retention, and cultural alignment. Although their efforts often took a backseat to other initiatives during the economic downturn, recent research now shows three-fourths of all U.S. businesses use non-cash rewards and recognition to motivate their core constituencies, and that these businesses conservatively spend almost $77 Billion annually on these efforts. Additionally, multiple management consultancies now incorporate rewards and recognition into their advisory services and continuously find them to be top levers for increasing engagement metrics and retention scores.
What forces have collided in the new economy to garner rewards and recognition national attention across a broad spectrum of management, consulting and HR disciplines? What trends exist to guide future efforts? The Incentive Research Foundation, a nonprofit dedicated to research and education on the topic of motivation in the workplace, has spent over two decades tracking down the answers to these questions. And interestingly, the new economy has proffered some intriguing dynamics in this arena.
Our experts anticipate big changes from tech to talent
By Russ Banham
2015 marked the return of talent and put human resources executives front and center as their companies’ chief growth catalysts across diverse industry verticals.
By The Editors
We know that the readers of HRO Today magazine turn to us as the go-to resource in the industry that delivesr trends, insights, and the top resources for all of their human resources operations and service needs. In our annual 2016 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 to multi-process HRO, not to mention a treasure trove of HR technology, consulting services, and other ancillary products.
We hope that our 2016 Resource Guide will serve you well as a starting point in your search for an appropriate vendor.
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