Each year we focus on topics that go further than continuous improvement and seek to drive innovation for the world-class workforce. HR executives are constantly challenged with making the right investments, balancing standardization, and customization, and redirecting investment from areas with low impact to areas of higher value based on evidence. This drives not only a need for optimization but also risk management in knowing when and when not to take a risk with a differing approach. Simultaneously HR people benefit from gaining ‘employee insight’ through methods such as employee attitude surveys and focus groups. This insight should inform the HR strategy, influence how internal communications are handled and help in the design of effective people management initiatives – hence a clear employer branding strategy should be prevalent.Editor’s Note: Challenge Accepted
By Debbie Bolla
Editor-in-Chief
Everyone faces challenges in their roles and HR is no exception. As I read through this month’s issue, three concerns appeared in not just one but multiple stories, suggesting a trio of pressing matters for HR executives across the board.
On The Agenda
HR executives need to focus on company culture, employee engagement, and better decision-making in the coming year.
By Debbie Bolla
2015 is setting up to be an exciting but challenging year for human capital management—one that will require savvy maneuvering by skilled HR executives in order to attract, engage, and retain what truly makes the workforce thrive: talent. For the last few years, decision-making power has remained with organizations, but as economic confidence gains momentum, the job landscape will become a candidate’s market in the coming year.
Shine On
Our 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.
Editor’s Note: Were They Right?
By 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.
HRO Today 2015 Resource Guide
Editor’s Note: Benefiting from Tech
Editor’s Note: Benefiting from Tech
Debbie Bolla
Executive Editor
Untangling the Social Web
The 2014 HRO Today Forum iTalent Competition winner aggregates real-time data to predict job-seeking behaviors.
By Audrey Roth
Seventy-one percent of the labor force, including those both employed and unemployed, is on the job market, according to the 2014 Jobvite Job Seeker Nation Study. The question of how to retain top talent has persisted, and is even more pressing with nearly three-quarters of the workforce open to alternative offers. Machine learning platform and 2014 iTalent Competition winner, Joberate, is taking the question head on by providing insight into job- seeking behaviors of the current workforce.
Cloud Clarity
The challenges and game-changing opportunities that come with moving to the cloud.
By Anne Meyer and Todd Rayburn
Decisions about if, when, and how to move to the cloud continue to be a significant part of the professional calculus for many companies. With more and more organizations moving their critical business processes to the cloud, understanding how to make those decisions in a comprehensive and strategic manner is becoming more important all the time. And, when you consider the eye-opening fact that, by 2015, end-user spending on cloud services could exceed $180 billion, it is clear that the financial stakes are enormous.
Mobile Rising
More and more organizations are getting in the game of mobile recruiting. Advice on how to do it right.
By Ward Christman
With 77 percent of the workforce open to seeking better job opportunities according to CareerBuilder’s 2013 Candidate Behavior Study, it’s no wonder that companies are positioning themselves with as many as outlets as possible to reach that talent. One readily emerging market is mobile devices. Chris Hoyt, PepsiCo’s global director of talent engagement and marketing, says, “We noticed some time ago that over 90 percent of the responses to our recruiter emails were handled via mobile, plus an increasing number of people on mobile devices were surfing our career site and trying to complete an application, so we knew that a fully mobile optimized solution was our next logical step. We continue to see mobile users spending more time on our site, visiting double the pages than previously viewed, and now completing the application right from their devices.”
Wearing Wellness
How wearable devices can impact both employee health and the bottom line.
By Nate Walkingshaw
It’s no secret that wearable technology has become a hot trend in the recent years. Devices that track health and fitness range from simple pedometers to wristbands and necklace pendants that monitor the amount of calories burned and record movement and even sleep patterns. These gadgets make it easier for individuals to get a picture of their overall health and fitness so they can stick with plans to live more healthy lifestyles.
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