Evidence-Based HR

Any World-Class Workforce operates as an integrated part of the business. Globally integrated it operates locally, and is powered by highly skilled HR professionals and business partners. It functions on data using research, analytics and logic to make HR work, and drives managers to make data-driven decisions.

HRO Today will highlight some key pieces of HR research and methodology which will bring scientific, data-driven decision making to line leaders and HR including:

-Research and Analytics
-Tools and Data

Shine On

superstarsOur annual roundup of the top leaders in HR.

By The Editors

Each year, the editorial staff of HRO Today culls a list of industry leaders that have demonstrated forward thinking and transformative actions in the field of HR. We understand the power of recognition: Research from McKinsey shows that praise was named a top motivator for performance. This is a good thing because 2015 will certainly have a bevy of challenges for HR with 62 percent of CEOs expecting hiring increases, according to a study from PwC.

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Value Seeker

valueseekerKey metrics can help organizations measure what was once elusive: contingent labor quality.

By Eric A. Osterhout

As organizations today rely increasingly on contingent labor to remain competitive in the marketplace, measuring the quality of this growing component of the overall workforce is of paramount importance. Since quality is subjective, changes over time, and varies from organization to organization, it is important to first identify and define worker quality. This can be achieved by looking at worker tenure, favorable versus unfavorable results, worker productivity, or even safety. Hiring manager surveys often produce insights quickly that can yield meaningful answers to what quality looks like for the organization.

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All Signs Point to Up

pointtoupPositive growth in 2014 is likely to continue in 2015 finds analyst firm NelsonHall.

By Amy Gurchensky

If the past is any indicator of the future, then the HR outsourcing market will have a productive upcoming year. 2014 contract activity was up nearly 11 percent year-over- year, with renewals and contract expansions accounting for a quarter of the activity. Mid-market activity remained high and public sector contracts increased year-over-year. This can be seen in several HR outsourcing service lines.

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Editor’s Note: Were They Right?

debbie-bollaBy Debbie Bolla
Executive Editor

December is always one of my favorite issues of the year. We annually challenge industry experts to set predictions for the coming year. This time around it was my turn to put both analysts and HR executives to the test. Looks like HR’s plate is going to be full in 2015. Human capital management leaders will need to execute strategies that improve organizational culture, employee engagement, and retention. Find out more in On the Agenda, page 10.

I always thought it would be interesting—and fun—to have a look back at the previous year’s predictions story and see how the forecast fared at the end of year. 2013’s feature, Full Speed Ahead, captured trends driven by a confluence of talent and technology. Here’s a look at four pairs of predictions and outcomes.

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CEO’s Letter: What Happens Next

clarkBy Elliot Clark


Pre-employment and background screening is the subject of this month’s HRO Today Baker’s Dozen Customer Satisfaction Survey Ratings. We congratulate Aurico on leading the market in the overall category. As we worked to complete this increasingly more important benchmark survey—we get many calls asking for interpretation support as a prelude to an RFI/RFP process—I pondered why this very mature aspect of HR technology and services continues to be a stalwart of the employment process. Background checking is not only a security protocol—looking back at the past can give organizations a glimpse of how that prospective employee will behave in the future.

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The Big Picture

bigpictureData that captures an employee’s entire lifecycle creates total visibility, diverse talent pools, and a stronger workforce.

By Jayson Saba

A tedious job application process—for instance, one that allows candidates to upload a resume file but also requires them to enter the same information manually—is not doing organizations any good. Or a human capital management (HCM) platform that is not integrated with all silos: HR, onboarding, payroll, benefits, time and labor, and talent management. Data can get lost or efforts may be duplicated. Organizations lose time, money, and potentially great candidates. Such challenges may explain a growing trend according to Aberdeen Group: Fifty percent of organizations are interested in replacing their recruitment technologies. Plus, that same study found that 48 percent of organizations want to improve the candidate experience—and clean up that hiring process.

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Tech Matters

techmattersA new report outlines how HR platforms are improving user experience and business outcomes.

By Maribeth Sivak and Debora Card

HR executives are mainly seeking an improved user experience through the implementation of new HR technologies, outsourcing, and shared services models. This is the main theme from Information Services Group’s (ISG) recent Industry Trends in Human Resources Technology and Service Delivery survey that explored the changing landscape of HR technology and service delivery.

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Data Driving Decisions

A new report captures four key metrics that promote better performance.

By Ranjan Dutta, Scott Pollak, and Kristina Dunphy
Market demand for workforce analytics is on the rise as business leaders increasingly recognize that the right talent is critical to bringing business strategies to life. Equally important is the ability to access and analyze the right information to support talent-related business decisions. This is often easier said than done.

Many HR departments are beginning to recognize that delivering the right insights at the right time requires the creation of a new competency—one that incorporates the development of new workforce analytics deliverables. In order for an organization to produce these deliverables, they will need to have the tools and technology to create them and an approach to boost usage and adoption.

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Not-So-Hidden Treasure

Today’s global payroll data far exceeds gold coins. Leverage it correctly, and you’ll gain valuable insight on how to manage your workforce.

By Sheri Sullivan

As business continues to become more competitive, organizations look for any advantage they can use to get ahead. One advantage can be found in data. The copious amounts of data organizations create on a daily basis can help them better understand their costs, revenues, and operating processes, and determine where improvements can be made.

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