Our roundup of experts provides a critical look at what’s to come in 2017.
By Debbie Bolla
Attracting and retaining top talent. Becoming an employer of choice. Engaging millennials. Leveraging technology and data for informed decision-making. These are just a few of the challenges that HR and talent acquisition leaders report they are currently facing. The pressure on HR to spearhead strategic business solutions has never been greater. In fact, according to a recent Visier survey, 79 per cent report their organisation can’t succeed without a strategic CHRO and 78 per cent agree that company success is driven by a CHRO who contributes to business performance.
HRO Today’s RPO Baker’s Dozen Customer Satisfaction Ratings for EMEA and APAC
By The Editors
HRO Today’s RPO Baker’s Dozen Customer Satisfaction Ratings for 2016 are based solely on feedback from buyers of the rated services; the ratings are not based on the opinion of the HRO Today staff. We collect feedback annually through an online survey, which we distribute both directly to buyers through our own mailing lists and indirectly by sending service providers the link to send to their clients.
See who’s who among the most recognised leaders in the HR industry.
By The Editors
Dedicated. Enthusiastic. Ground-breaking. These are all characteristics that a Global HR Superstar possesses. Being a Global Superstar means being fully committed to one’s workforce whilst driving transformative change and bringing organisations to the next level.
Experts tackle potential relocation issues and upcoming mobility challenges as the U.K. leaves the EU.
By Belinda Sharr
When Brexit unexpectedly happened in June 2016 and defied expert predictions (The Economist reported 85 per cent of polls said Britain would remain in the EU), many HR executives across the EMEA region were left wondering about the future—specifically how the announcement would impact relocation trends. Now that a few months have gone by, mobility strategies are taking shape as the U. K. plans its exit from the EU by March 2019.
Retention strategies and hiring for future potential are keys to recruiting success in the APAC region.
Being that the APAC region is home to nearly 60 per cent of the world’s population, it should be no secret that Asia is a fertile hiring ground. But as with any large and underutilised talent pool, recruiting Asian candidates can come with its own unique set of challenges. This is especially true in China. In the current job market, recruiters may find that job seekers in China have an altogether different set of skills, needs, and job preferences than job seekers further west, or even potential hires in other Asian countries.
Recognition can be a complex task but implementing an effective programme has multiple benefits.
By Belinda Sharr
Ambitious employees—no matter where they work around the globe—want their accomplishments highlighted. Recognition is an important part of the employee experience at a company, and studies have indicated that recognition is tied to great things—increased employee engagement and retention, and better business results. And what does this mean for the bottom line? In 2015, studies from Aon Hewitt found that a 5 per cent increase in employee engagement is linked to a 3 per cent increase in revenue growth in the subsequent year.
2016 EMEA iTalent Competition winner Rideau revolutionises recognition with its Vistance platform.
Picture this: It’s 2030 and your company is struggling to grow, not because the services you provide are unnecessary, but because you simply cannot find the right employees to fill your most important positions. According to Rainer Strack of The Boston Consulting Group in a recent TED talk, this scenario may become a reality.
Face EMEA market workforce challenges directly and strategically to ensure future growth.
Whilst many professionals in Europe are still reviewing the potential implications of Brexit—the U.K.’s decision to exit the European Union—the EMEA labour market faces its own challenges in the coming years. On the one hand, a rapidly ageing workforce has left many HR professionals struggling with succession planning; on the other, they’re coming to grips with new trends such as an increasingly freelance labour market and the potential threats and opportunities brought by automation.
Welcome to 2017! In this first issue of the year, we announce our annual list of Global Superstars. These thought leaders from around the world have taken the reigns on developing new talent management solutions, using technology to bring HR into the future, and providing valuable industry contributions. We would like to extend our sincere congratulations to this outstanding group!
What does it mean to be a Global Superstar? There are important traits that all HR executives need to be successful, but being specifically recognised as an industry leader requires something extra. This something extra is passion.
Being passionate about your work—and your people—is essential in this industry. We like to acknowledge leaders who operate with a focus on HR in their everyday lives. We see your efforts and we wholeheartedly applaud them.
D. Zachary Misko
Instead, look for the people who have already solved them,
Your company has a big problem. You’ve thought about it, but you can’t seem to find the best solution—at least not easily. So you consult your team and colleagues to no avail; then you turn to the internet, where all of your industry experts surely must be. They’ve got nothing. (Well, to be precise, they’ve got hundreds of PowerPoint slides, thousands of links to possible solutions, and several dozen videos worth of nothing.)
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