Tag Archives: april-2017

Worker Confidence: All-time High

HR Outsourcing
Workers are feeling good about jobs, but does that translate to economic growth?
The Editors
Worker confidence continued its upward trend in the fourth quarter of 2016. The Worker Confidence Index (WCI) from HRO Today and Yoh Recruitment Process Outsourcing reports an increase to its highest level since study inception, up 4.6 points to 104.5 in the fourth quarter and up 10.3 points for the year. All components of the WCI were up in 2016—with job confidence, likelihood of a raise, and trust in leadership all up more than 10 points

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Editor’s Note: Award-worthy

We are entering our awards season here at HRO Today. It has become a tradition for us to honor and recognize the great work of leading chief HR officers at the HRO Today Awards Gala at the HRO Today Forum in Chicago. As Associate Editor Christa Elliott explains in our cover story, Driving Business Strategy on page 14, CHROs are change-makers who drive workforce innovation through engagement, retention, and cost-saving initiatives.

From navigating mergers and divestitures to reenvisioning benefits offerings and the performance management process, we provide a snapshot of the innovative approaches of the 21 finalists. Their achievements have produced some impressive results:

• employee engagement levels increasing from 60 to 87 percent;

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CEO’s Letter: Generating Business Outcomes

This month, we announce the finalists in the HRO Today magazine CHRO of the Year Awards and the Talent Acquisition Leader of the Year Awards. Next month, we are debuting a Healthcare HR Executive of the Year program to recognize the unique challenges of the healthcare industry. All of these programs will conclude with individual awards at the HRO Today Forum North America in Chicago, May 1-3. Everyone always thanks me and the team for the awards when they are received, but,in reality, it is us who should be thanking you.

When I entered the workforce after having studied HR in college, I would not have wanted to be part of an HR leadership award effort. HR, while important at the time, was about risk management, compliance, and administration. It was a relatively passionless department and bereft of real connection to the enterprise beyond being a gatekeeper and a cop. Most hiring was done by line management who were subject to some oversight, and payroll was either in “personnel” or finance.

Each year, as I talk to the dozens of nominees—yes, I try to talk with all of them as part of the process—I am so heartened at the progress of this profession. CHROs today talk about productivity enhancement, supporting key strategic initiatives, and generating business outcomes. They talk about analytics and metrics as a second language to the social science aspect of working with people. If I just look at the progress in the last 10 years during my tenure at HRO Today—and I’m not going anywhere—it is truly amazing.

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HRO Today Services and Technology Association: Global HR Association + Engagement = Success

HRO Today Zachary Misko
Members of an association often focus on the basics, simply join to show engagement within an industry group, or to post their membership on their LinkedIn profile or resume. But association members should understand the big picture—the core principles and fundamentals that unite and benefit everyone. When members of an association understand how the daily activities and committees can align with their organization’s purpose, values, and goals, the work becomes more impactful. And when members see the association from this broad perspective, they focus on results that make a difference. To gain a big-picture view of our global HR association, look at the “why”, “how” and “what.”
The ‘Why’The “why” of an association defines its purpose. We exist to make a difference and provide services and products that positively impact the HR industry. By joining of one of our three work committees, individuals can make a difference and be part of meaningful work and outputs. Committees create tools and resources, such as a global talent acquisition hiring metrics report, RFP library, KPI toolkit, and provide input on key industry information, such as the Baker’s Dozen reports. Our monthly Thought Leadership Council (TLC) webinars provide development and learning opportunities from industry leaders, who discuss a variety of topics within talent acquisition, talent management, employee relations and services, and outsourcing. Our member newsletter and website keep members informed of current events, industry trends, best practices and people and companies to watch. Our member directory enables networking through connections with like-minded individuals to best- and next- practice share.

The ‘How’

The “how” is the collection of values that inspire and guide behavior—the association’s guiding principles. These principles form our competitive advantage. We engage members in an open forum for development (TLCs), pulse discussions on industry trends, and member panels. We provide opportunities to assume leadership positions within the association, i.e., work groups, committee leaders and board-of-advisor roles. Ownership for all contributors and the ability to have autonomy when participating in decision-making discussions and work groups is important to us. Recognition of success is also important for us to share, as is evident through our annual Association HR Awards program, member and company spotlights, and one on one interview.

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