By Debbie Bolla
As the coronavirus pandemic continues to impact daily lives, organizations and HR teams have to act with agility in order to ensure the safety and wellness of the workforce. In this issue, experts share how to best approach some strategies that COVID-19 has brought to the forefront: virtual hiring, remote work, mental health and wellness, and even mindfulness practices for stressed employees. See our coverage, Managing During Uncertainty.
In the midst of the crisis, I had the opportunity to speak with CHRO Kathie Patterson about how Ally Financial, headquartered in hard-hit Detroit, Mich., moved to 99 percent remote work almost overnight. Along with this major change came concern over employee wellness and employees’ ability to handle the isolation that is often associated with working from home.
By Renée Preston
Appreciation is a fundamental human need, and recognition is essential to keeping employees engaged and productive. As COVID-19 continues to impact nearly every business globally, employers need to not only ensure employees are safe and have the tools they need to do their jobs, but that they stay committed and know their worth during these challenging times.
Business leaders are stepping up to the challenge. Every day, HR professionals design services and lead projects that not only advance their business, but that can be life-changing for employees. Many have demonstrated calm yet purposeful leadership during these unprecedented times, making sure employees feel safe and creating an environment in which they can thrive.
Livestream Date & Time: 5/20/2020 12:00PM EST
One of the most confusing social and HR issues of our time, the medical and recreational use of marijuana, has companies struggling to adopt policies that abide by federal, state, and municipal laws that are often contradictory.
Brandon Phillips, CEO of Global HR Research, one of the leading providers of pre-employment screening and workplace services, breaks down what we know, what we don’t know and what is coming next in an invaluable presentation that you do not want to miss on how to manage workforce issues and hiring policy in an attempt to help you answer the “cannabis question”.
What you’ll Learn:
1) An overview of primary issues: Drug Free Policies/Compliance Mandated Vs State Vs Federal Legislation
2) Industry Analyses: Healthcare and Transportation
4) Legal, Regulatory, and Legislative Developments – current and pending
Intelligent Automation Enables Organizations to Adapt Amidst a Changing World of Work
Cleveland – April 21, 2020 – Alexander Mann Solutions, the global leader in recruitment process outsourcing and talent acquisition consulting services, has announced the release of their first self-developed technology platform. Hourly by Alexander Mann Solutions enables organizations to hire hourly workers faster and with greater precision through a completely conversational experience from explore-to-offer, in a single built-for-mobile solution.
“Today, we recognize organizations are operating with a high level of uncertainty about the future of business and their people,” said David Leigh, CEO of Alexander Mann Solutions. “We designed Hourly with an eye towards radically improving the candidate experience for hourly job seekers, and now we’re seeing just how essential this part of the paid workforce is to the economy. Innovation has always been core to our business, and we take immense pride in launching Hourly as an enabling technology for organizations beginning on a path to transform processes and rebuild their workforce rapidly as we emerge into a new way of work in the coming months.”
By Elliot H. Clark
I hope that all of you reading this are safe and healthy, as are your loved ones. In the past two months, initial fears of the potential impact of COVID-19 have made way for the stunning realization of how a health crisis can wreak havoc on our culture, our workforces, and our economy. We went from concerns about how severe COVID-19 would be to a precipitous plunge into a new global reality.
To adapt to the crisis, HR first had to enable the workforce to work remotely while maintaining culture and connectedness, and then ultimately—for many companies—assist in significant layoffs, furloughs, or staff reductions. Through it all, HR has been a key part of the process.
By Simon Kent
Like it or not, there are times when HR has to be responsive rather than proactive. The rapid transmission of the coronavirus is without doubt one instance where practically every other agenda item has been put on hold in order to manage a fast-changing situation.
Yet even in this context, businesses are being told to “prepare”—a word which in itself implies an element of proactive work rather than simply firefighting. If nothing else, current world health issues are demonstrating that organisations need to have a connected approach in what they do, be consistent in their actions and the messages they send to their employees, and above all, ensure their people are protected, safe, and able to deliver.
By Michael Switow
As the world panics around us, it’s the responsibility of corporate and HR leaders to remain calm, allay the concerns of colleagues, and smoothly roll out business contingency plans.
The COVID-19 pandemic—though we didn’t know its scale, nor did it have an official name at the time—hit Asia about two months before Europe and the United States. Hand sanitiser, face masks, thermometers, and toilet paper flew off the shelves.
By Debbie Bolla
As the workforce looks to HR and leadership during this very uncertain period of time caused by the coronavirus (COVID-19 ), we at HRO Today are here to provide you with the resources needed to successfully navigate the ever-changing environment.
In our cover story, COVID-19: HR Responds, I spoke with six HR leaders on how they are managing through this global crisis. From shifting travel policies to enlisting remote work, HR is doing what needs to be done in order to keep employees safe, healthy, and productive. We also have a knowledge portal that houses the latest research, advice, and best practices around COVID-19 and is updated daily.
By Renée Preston
Competition is high in nearly every industry. How do you elevate your firm from the rest? Certification can be a differentiator by demonstrating to customers, prospects, and competitors that your organization follows industry standards and adheres to a high level of ethical practices. Ultimately, certification demonstrates a commitment to professionalism and continued learning. These merits boost professional credibility and prestige within your network, among current clients, and when pursuing new business opportunities.
At HRO Today, our Baker’s Dozen Customer Satisfaction Ratings, magazine, research department, and global group of expert association members have given us an extensive, data-based understanding of the market. This has prepared us with the knowledge and skills to create a successful program: The HRO Today Provider Certification Program. This important industry standard and benchmark can help service partners break into new markets and better position themselves in the competitive HR industry.
By Debbie Bolla
In this issue, we present some clear evidence that organizations can gain a competitive advantage by providing customized benefits programs to their employees.
A standard benefits program is no longer a check-the-box item in total rewards: Wellable reports that 79 percent of employees view benefits as a key consideration in their job selection process, and a survey from Zenefits shows that more than 60 percent of employees would take a job with a lower salary in exchange for better benefits. Today’s employees are looking for more than just the basics—they seek benefits to supplement their whole selves.
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