With today’s limited talent pool, organizations need to leverage strategic workforce planning to stay ahead. RPO can help.
By Russ Banham
The winds of economic opportunity are blowing, whipping up growth prospects in diverse industries. During this period of breakneck business opportunities, HR is increasingly turning to their RPO partners for more strategic assistance. Providers are being asked for advice and input as the growth initiative is being planned and developed, ensuring the right skill sets are in place in the right volume to achieve the business objective.
By Elliot H. Clark, CEO
In MacBeth Act V, Shakespeare wrote: “To-morrow, and to-morrow, and to-morrow, Creeps in this petty pace from day to day” and the verse has been quoted ever since. Sorry, Bard, nothing is creep or petty in the pace nowadays. Everything is moving or “pacing” at breakneck speed. Nowhere did we see more evidence of the pace of change—and some of it creepy—than at the HRO Today Forum, North America.
For the second year, the CHRO of the Year award winners demonstrate the changing model of HR leadership (see Leading for Tomorrow on page 8). HR is now more than ever about productivity, analysis, and business outcomes. In addition, many of the CHROs are breaking out of the traditional mold of CHRO and leading business operating units, including for-profit winner Kawel LauBach. In our October issue, we covered LauBach’s role at Mohegan Sun where he heads up
How to get the most from clear and defined oversight of suppliers.
By Jennifer Beck
The call to do more with your strategic relationship management program is not new or easy, but the time is now to start executing a well-orchestrated strategy. In other words “talk is cheap, action speaks.” By managing third-party partnerships in a strategic and organized way, organizations are solidifying the movement future forward in joint growth and value creation.
By Debbie Bolla
When I joined the magazine six years ago, the economy was about to enter the worst recession of my generation to date. The timing was fortuitous for me because I had the opportunity to get a clear-cut view of how outsourcing could really shine. One area in particular that really took off was contingent labor management. Times were tough for businesses, and those looking to fill holes—with an already fractured workforce—turned to temporary workers. Most organizations earned reasonable gains from leveraging this approach, catapulting an upward trend.
By Elliot H. Clark
CEO, HRO Today
I want to congratulate Pontoon, the 2015 MSP Baker’s Dozen industry leader, for an excellent survey year and every provider who made the 2015 HRO Today MSP Baker’s Dozen Customer Satisfaction Ratings list. Pontoon dominated in both size and service, and their team is clearly doing a great job on some of the most challenging global programs.
Gaby Toledano plays by her own rules—and is winning by a landslide.
By Kim Shanahan
In an industry that changes at the speed of technology, Electronic Arts (EA) keeps ahead of pace through a team of forward-thinking business leaders including its head of human resources and facilities, Gaby Toledano. The HR executive has been with the global interactive entertainment software company for the past nine years and has helped lead a significant transformation during an era in which the gaming industry entered a digital revolution. With fiscal year 2014 net revenue of $3.6 billion, EA is recognized for critically acclaimed, high-quality blockbuster franchises including The Sims,
By Debbie Bolla, Editor-in-Chief
As we gear up for the HRO Today Forum in May, there is definitely an air of excitement for the networking, knowledge sharing, and fun that will be had at our annual confab. I had the opportunity to get to know our outstanding lineup of 12 CHRO of the Year finalists when writing this month’s cover story, Making on Impact. The accomplishments of this dozen is impressive. The numbers speak for themselves:
The benefits and challenges of a total workforce solution.
￼By Debbie Bolla
As organizations strive to succeed in today’s competitive workforce, talent officers, HR executives, and procurement managers all understand the need to be agile in order to achieve business goals. This means embracing all types of workers—full-time employees, contingent labor, independent contractors, and statement-of-work (SOW) consultants—and integrating them into talent programs. Non-permanent workers have the ability to fill key skills gaps while reducing costs and providing flexibility—and organizations are taking notice. Randstad Sourceright’s 2015 Talent Trends Report shows that 46 percent of respondents say they consider all types of workers when workforce planning and 69 percent say in order to maintain a competitive workforce over the next five to 10 years, HR leaders will need a larger portion of contingent workers than they have today.
We recognize 12 CHRO of the Year finalists for their leadership, vision, and willingness to transform HR.
By Debbie Bolla
For our second annual CHRO of the Year awards, HRO Today is recognizing those CHROs with the capabilities to adapt to a competitive business environment in order to deliver the insight needed for HR transformation. We understand the importance of CHROs who drive workforce initiatives through innovation with measurable excellence in employee engagement and retention to prove it.
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