Seven strategies that help maintain a strong company culture while managing a remote workforce.
By Livia Martini
Fostering a company culture has long been hailed as an important way to recruit and maintain the best talent within corporations. It has become so critical that “chief culture officers” are now common within many large corporations, and it has been a driving force in making companies like Google such an attractive place to work.
Ally Financial is redefining its benefits program to meet the needs of the modern family.
By Kathie Patterson
An organization’s culture and purpose are key driving factors in attracting and retaining talent, and this is particularly the case with top millennial and Generation Z workers. While all employees may want the same things regardless of age, younger generations are more vocal about what they need from their employers and have called on companies to be more thoughtful and willing to evolve with today’s changing society.
New research finds four key priorities HR needs to focus on to keep talent top of mind.
By Mike DiClaudio
Today’s HR leaders continue to face disruption on multiple fronts. Constant technology innovation is changing the face of the workplace and the workforce. Unprecedented competition for recruiting and retaining talent is changing the balance of power between employer and employee. HR has to respond if it wants to remain a relevant and influential part of the organization.
HR professionals play a critical role in helping SMEs expand their footprints.
By Simon Kent
Growth is always on the agenda for businesses and the start of a new year is a great time for new efforts to be made and strategies to be clarified. Building a company from SME to a larger entity is a challenge in many respects. Indeed, this progression can mark the creation of a proper HR function from humble beginnings.
Organisations are starting to prioritise the holistic well-being of their employees, adapting their cultures and benefits to support mental health wellness.
By Simon Kent
Awareness of mental health in the workplace has undoubtedly grown over the past few years. Headlines have been made and even Britain’s own royal family has contributed to the discussion. According to Sophie Hennekam, professor of management at Audencia Business School in France, the World Health Organisation has estimated that mental health conditions cost the global economy $1 trillion in lost productivity each year. In Europe, employees with mental disorders report 3.1 absenteeism days per month compared to one day per month among those without mental health issues. However, despite increasing awareness and the high cost of neglecting mental health, “Surprisingly little is known about how individuals with mental health conditions navigate the workplace,” she says.
CHRO Jeanie Heffernan’s people-first strategy drives an 89 percent employee engagement rate at Independence Health Group.
By Debbie Bolla
Some relationships have what it takes to stand the test of time, and the 20-year partnership between Independence Health Group CEO Dan Hilferty and the organization’s Executive Vice President and CHRO Jeanie Heffernan is a prime example. The pair began working together in 2000 and they have successfully navigated the complex and ever-changing health insurance industry ever since.
TD Bank shares its strategies to embracing a multigenerational workforce and creating a culture of collaboration.
By Marta Chmielowicz
A new phrase has gone viral on the internet and social media, bringing to light a fundamental disconnect between younger generations and baby boomers: “Ok, boomer.”
A structured, values-based interview process can deliver quality candidates while reducing unconscious bias.
By The Editors
Making great hires is about recognizing great fit. Most companies aren’t just looking for candidates with the right skills; they want someone who aligns with their culture. In fact, according to a report by West Monroe Partners, 60 percent of organizations integrate a cultural fit evaluation or behavioral interview into their hiring process. But while this approach sounds great on paper, it could create an environment that stifles rather than encourages innovation.
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