By Elliot Clark
Actress Angie Everhart alleges she woke up on a private yacht where she was napping during a Hollywood party, and found a drunken Harvey Weinstein on top of her. She states she resisted his advance and complained about it to other people on the boat. They responded to her by saying: “Oh, that’s just Harvey.” And, look where we are now.
This issue with Harvey Weinstein got a lot of media attention because it involved rich, beautiful, and famous people, but this problem does not stop at the border of Beverly Hills. It is everywhere. I wonder why people are shocked. I really do. After all, the movie industry even has its own “inside baseball” term for this behavior in the form of the phrase “casting couch.” If you have to give the phenomenon a name, guess what: it’s officially a phenomenon, not a random and rare event.
By investing in employees, Zurich has seen increases in engagement levels and net promoter scores to boot.
By Debbie Bolla
Although his surname may mean diminutive, Brian Little has only done big things for Zurich North America. As head of human resources for the insurance provider, Little intrinsically understands the direct link between exceptional employees and satisfied customers. Striving to be “a company of choice for insurance in North America and globally” means focusing on what differentiates Zurich from competitors, and Little believes it’s how Zurich interacts with clients. That interaction is one of the main drivers behind his “Zurich Oxygen” initiative: a program that completely shifts how managers work at the insurance company.
A roundup of Baker’s Dozen winners within our annual guide.
By the Editors
HRO Today has been providing the industry with go-to service providers that help deliver human capital management for more than 10 years. Within the more than 1,200 companies featured in this year’s resource guide, there are nearly 75 providers that have most recently earned a Baker’s Dozen award. This ranking is based on client and customer satisfaction. There are six sectors that HRO Today conducts its Baker’s Dozen surveys around: Talent Management Technology; Relocation; Recognition; Managed Service Programs; Recruitment Process Outsourcing; and Background Screening.
Five ways organizations can get the most from their employee assessments.
By Tom Schoenfelder
Do psychometrics really work with regards to hiring and development? After all, people are the most valuable asset in an organization, so it makes sense to explore all avenues for hiring the best talent. When considering personality tests and other tools like aptitude and reasoning assessments for that purpose, organizations are looking to gain a competitive advantage, but they don’t want to waste money.
Recent research shows that both advanced and developing economies see growth and added jobs.
By the Editors
To explore international labor markets, companies must first consult global labor market data. PeopleScout, a global provider of RPO, MSP and total workforce solutions, has partnered with HRO Today magazine to produce quarterly reports that compile current international labor market figures, including measures like national gross domestic product (GDP) and unemployment rates over time, from countries across the globe. This data reveals critical information about the state of the talent pool, working conditions, and the recruitment needs of various countries and regions. It is an essential tool for predicting fruitful locations for expansion and recruitment, thereby allowing multinational companies to stay competitive in talent acquisition.
New research reveals the top sources for talent and how organizations can leverage them.
By Amber Hyatt
Recently, it has been said that it’s a candidate’s job market with the competition for talent fiercer than ever. Consider these statistics:
By Debbie Bolla
If you want to be a business partner, you need to think like a business partner.
This philosophy has helped Brian Little reshape how Zurich North America approaches HR. When the head of HR joined the insurance provider six years ago, he had an agreement with the CEO that HR would have a seat at the table. What helped in ensuring that promise was HR earning some big wins.
By Zachary Misko
We talk a lot about talent acquisition at HRO Today—during sessions at our forum events, in magazine articles, in the webinars and research with our global HR association members, for example. Why wouldn’t we? After all, we’ve been hearing “it’s all about the people,” “the candidate experience is important,” and “employees are your biggest asset” for many, many years now. I don’t disagree; people are at the heart of the world of HUMAN resources. But as processes, protocols, daily life, people, and technology continue to evolve, business and HR must as well.
Last year, a cell phone store in Tokyo staffed their entire store with robots. This sounds cool, but it’s only one company and one store staffing with robots. Should we be impressed? Should we take notice? Yes, yes, yes! Today, there are more than 10,000 of these humanoid robots working in the region, not only in cell phones stores, but also in fast food restaurants, on cruise ships, in homes, and elsewhere. Imagine the impact this will have on the workplace. What types of jobs will be available to people in the future? How will this change company culture? Will HR need to add a new question on the job requisition that asks hiring managers if they would like a human or a robot?
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