Tag Archives: October-2019

Meeting All Employees’ Needs

Disability

A robust absence and disability management program can ensure even nontraditional workers remain healthy and productive.

By Melissa Oliver-Janiak

Maintaining the flexibility that today’s workers demand comes with many challenges for employers. In particular for HR, the competitive economy is putting more pressure on organizations to be prepared when nontraditional employees (remote and temporary workers) experience a disability or absence issue. Developing a robust absence and disability management program is a critical and cost-effective way to help organizations address all employees’ health needs.

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RPO on Top

RPO Outsourcing

New research shows the drivers of RPO are changing as the market matures.

By Nikki Edwards

Fact: The world of work is changing, and so is the world of recruitment. The accelerating pace of technological advancement and the global shortage of talent are probably the two most significant factors driving that change. So too are preferences for a more consumerized and personalized experience and having a social media presence. Alongside are the complexities of working with a multigenerational workforce, an aging workforce, economic and political uncertainty, and the emergence of next-generation industries and jobs.

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The Next Gen Norm

New Generation

Organizations need to focus on flexibility, growth opportunities, and company values in order to attract young talent.

By Jenn Labin

A decent, competitive salary and a basic health package was once enough to entice workers to join an organization, but today’s new generation of job seekers is demanding different, less tangible, benefits from prospective employers. Flexible schedules, wellness programs, professional development opportunities, mentoring programs, and meaningful societal impact are what the young workforce is seeking. And with a job market that demands organizations work to attract top talent, these workforce benefits have attained non-negotiable status when it comes time to make an offer.

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RX for EX

Engaging Workplace

New research uncovers four key drivers to curating an impactful employee experience.

By Colon McLean and Ray Baumruk

With economic expansion and a competitive labor market, organizations are increasingly fighting to protect their bottom line while attracting and retaining top talent. This has placed more pressure than ever before on HR to focus on enhancing employee engagement and productivity. However, even as investments in pay, benefits, and other HR programs have increased over the past few years, research from Alight Solutions shows that employees and employers alike are struggling to improve employee engagement. According to the 2018 Workforce Mindset Study, an employee’s ability to get work done efficiently and collaborate and contribute on meaningful projects are factors that create an engaging workplace environment. These elements also shed light on a much larger driver of organizational success: the overall employee experience. The employee experience is the collective set of day-to-day work interactions that enable people to give their value fully and efficiently, express their authentic selves at work, and connect with other people while contributing to a meaningful corporate brand and purpose.

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Engaged and Informed

HCM

Today’s HCMs provide the perfect platform to effectively communicate with the workforce.

By Jennifer Ho

Effective communication in the workplace is an essential strategy for an organization to achieve its goals. By providing clear and timely communication about current objectives and tactics, businesses can improve engagement among employees and reduce costly mistakes. In fact, according to research from the University of Auckland, 70 percent of business mistakes are the result of poor communication. If effective communication can reduce mistakes within an organization, why are 57 percent of employees saying their companies don’t provide it, according to HBR?

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Moving with Confidence

Relocation package

Strategies to help ease the anxiety that often comes with a company-wide relocation.

By Lisa Mendelsohn

For many employees, the thought of their company moving to a new location can be terrifying. So many questions race through their heads: What does this mean? Is my job in jeopardy? What about my family? My spouse? My kids? This is a very human and normal reaction to such an announcement, and it happens more often than not. It boils down to human nature and the fear of ambiguity. What can HR leaders do to mitigate the worry and make the process of a company move less stressful for employees?

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Real-time Risk Mitigation

Background Screening

Background screening remains a critical step in the hiring process.

By Larry Basinait

Today, improving candidate experience is a major driving force in the hiring process—and a solid background screening approach is a critical step to ensuring that job seekers are satisfied. Candidates are looking for a process that is transparent and offers real-time updates on a mobile platform. While new research from HRO Today finds that 75 percent of job seekers ranked overall performance as “good” or “excellent,” there is room for background screening partners to improve the perception of how well they deliver their services. Where can improvements be made?

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Market Volatility

Concern over the U.S.-China trade war has worldwide economies on edge.

By Larry Basinait

Deploying a global workforce and ensuring access to the best talent is a crucial component of success for all multinational enterprises. Global labor market intelligence is an invaluable tool for HR departments and can be used to inform critical decisions around the best countries and regions in which to grow. With that in mind, HRO Today and Orion Novotus, an Orion Talent company, partner to explain global unemployment rates by quarter.

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HRO Today Association Award Winners

HRO Today Association

A special look at the accomplishments of 10 organizations recognized as leaders in the HR space.

By Debbie Bolla

While HR leaders completely understand the impact of recognizing the workforce, they are often left with little recognition of their own. This is where the HRO Today Association steps in. From building strategic recruitment functions to improving leadership development to increasing the retention of high potentials, this year’s awards honor the transformative work of leaders in the TA and HR space.

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CEO’s Letter: Brace for Impact

HRO Today

By Elliot H. Clark

In this issue, we have a cover story interview with John Murabito, the CHRO of Cigna and the HRO Today CHRO of the Year Lifetime Achievement Award winner. I have known John for almost 20 years, which is why I do not have a vote in our own award programs because the committee feels I know too many people. The story of Cigna is as much about the story of HR as it is about the company. From the beginning, John’s vision has always been about making HR a part of the fabric of the business and a contributor to the data inputs on critical business decisions. Going back 20 years, these were very unique approaches.

Today, Cigna HR is perceived by its own operational departments to be integral to the business success. This is evident in many ways: John is listed as one of the key business leaders in their public and regulatory disclosures and an important voice on strategy. I know this to be true since John and I went through the details when he was moving through the award process earlier this year.

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