Tag Archives: april-2015

Impact HR

Editor’s Note

By Debbie Bolla, Editor-in-Chief

As we gear up for the HRO Today Forum in May, there is definitely an air of excitement for the networking, knowledge sharing, and fun that will be had at our annual confab. I had the opportunity to get to know our outstanding lineup of 12 CHRO of the Year finalists when writing this month’s cover story, Making on Impact. The accomplishments of this dozen is impressive. The numbers speak for themselves:

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Pay Up

As the job market opens up, a new report shows that now is the time for organizations to invest in their employees.

By Tim Low

Most companies are very concerned about attracting and retaining top performing employees finds the 2015 Compensation Best Practices Report (CBPR) from cloud compensation software provider Payscale. This creates serious questions about their ability to effectively compete in a rebounding economy. According to the report, the majority of companies (55 percent) added staff and realized greater profits in 2014, and most companies plan to grow in 2015 as well. However, these businesses will face more pressure than ever to attract and retain the right people.

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Measurable Improvements

Four ways to improve the hiring process through metrics.

By Jennifer Beck

As worldwide leaders continue to provide universal advice in business, organizations seem to ignore their idle statements—and I am not sure really why. Mark Zuckerberg, chairman and CEO of Facebook with a net worth of $36.5 billion, said during the Mobile World Congress in Barcelona, “I will only hire someone to work directly for me if I would work for that person.” It could be that maybe in corporate America we ignore such advice due to threat to the ego. But I do believe if we inserted Mark’s practice just one time going forward, we could make a big difference with people and business outcomes.

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The New Employee Lifecycle

Bringing in talent starts at pre-hire and ends—or rather, begins all again—at rehire

By Marcus Mossberger

In the human capital world, organizations often look to create workforce strategies that address everything from hire to retire. It is a sentiment that is well-meaning, but one that frankly does not account for newer tools, resources, and trends that are contributing to the experiences of baby boomers (as they begin their mass exodus) and Millennials (as they begin their ascent into leadership roles). According to Deloitte’s Millennial Survey, this group of workers, who are already emerging as leaders in technology and other industries, will comprise 75 percent of the global workforce by 2025. Understanding the characteristics and expectations of this and other generations, and how they fit with the cultural elements of your unique organization, should be the first point of emphasis as you develop your workforce strategy.

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Today’s Platforms, Tomorrow’s Benefits

There’s increasing pressure for employees to make the right decisions when selecting healthcare plans. Technology interfaces can help.

By Sandy McCarthy

Today’s workforce is accustomed to managing work and life online through digital portals that extend from their desktops to their mobile platforms that provide unprecedented access and convenience. Organizations should deliver technology to match this new reality.

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Under One Umbrella

The benefits and challenges of a total workforce solution.

By Debbie Bolla

As organizations strive to succeed in today’s competitive workforce, talent officers, HR executives, and procurement managers all understand the need to be agile in order to achieve business goals. This means embracing all types of workers—full-time employees, contingent labor, independent contractors, and statement-of-work (SOW) consultants—and integrating them into talent programs. Non-permanent workers have the ability to fill key skills gaps while reducing costs and providing flexibility—and organizations are taking notice. Randstad Sourceright’s 2015 Talent Trends Report shows that 46 percent of respondents say they consider all types of workers when workforce planning and 69 percent say in order to maintain a competitive workforce over the next five to 10 years, HR leaders will need a larger portion of contingent workers than they have today.

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Making an Impact

We recognize 12 CHRO of the Year finalists for their leadership, vision, and willingness to transform HR.

By Debbie Bolla

For our second annual CHRO of the Year awards, HRO Today is recognizing those CHROs with the capabilities to adapt to a competitive business environment in order to deliver the insight needed for HR transformation. We understand the importance of CHROs who drive workforce initiatives through innovation with measurable excellence in employee engagement and retention to prove it.

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CHRO Leadership and Tomorrow

CEO’s Letter

By Elliot H. Clark, CEO

This month we preview our annual Chief HR Officer of the Year awards (see finalists on page 10). Modeled after our highly successful CEO program administered by sister publication Corporate Responsibility Magazine, it will feature a dozen finalists selected by our editorial team that is then sent to a panel of judges composed of prior winners. The process is overseen by myself in partnership with Dr. Peter Cappelli of the Center for Human Resources Studies at the Wharton School of the University of Pennsylvania. This is a peer-reviewed award for the annual winners. We received many more than 12 nominations so even being a finalist is an honor. The winners will be announced at our CHRO of the Year Dinner held May 4th at the Westin Hotel in Philadelphia in concert with our HRO Today Forum, North America.

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On the Pulse

A roundup of must-have HR tech innovations.

By The Editors

There’s no doubt about it: Technology has changed the way HR manages the workforce. From attracting talent and onboarding new hires to compensating employees and recognizing accomplishments, tech platforms play a major role in the day-to-day activities of global organizations. But getting it right can be challenging. In fact, Deloitte’s 2014 Global Human Capital Trends report finds HR technology as a top HR trend with 68 percent of respondents naming it an urgent or important concern. The products in this roundup—which include our 2015 TekTonic Award finalists—are sure to help.


Click here to view the finalists.