LinkedIn’s CHRO Pat Wadors shares how she invests in the workforce to drive HR and business returns.
By Debbie Bolla
LinkedIn has become known for being a great place to work. It sits among the ranks of organizations on Glassdoor and Fortune’s coveted lists of the world’s top employers. But it didn’t happen overnight—it happened with intent. That’s how LinkedIn’s CHRO and senior vice president of global talent organization, Pat Wadors, explains it. Also an HRO Today CHRO of the Year for 2016, the executive says the values-based organization provides a work environment in which employees strive to make one another great. And it’s working: LinkedIn’s employee engagement is in the top 5 percentile globally.
HRO Today’s Baker’s Dozen rankings 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.
Once collected, response data are loaded into the HRO Today database for analysis to score each provider that has a statistically significant sample. For this survey, we required 10 responses from 8 companies. We reached out to more than 35 providers of talent management technology.
Many tech platforms have received face-lifts and offer a wealth of beneficial features.
In today’s highly competitive labor market, the applicant tracking system (ATS) is a key tactical weapon in attaining a sustainable talent advantage. Having the right skill sets aligned with the organization’s culture and energized by its value proposition can dramatically improve business outcomes.
Today’s technology provides three key components to ensure a rewarding employee experience.
Research shows that modern employees, regardless of age, gender or industry, want to be recognized for a job well done. Despite this desire—and the fact that SHRM research finds 76 percent of companies have recognition programs—a 2014 survey from BambooHR found that nearly 82 percent of employees don’t think they’re recognized for their work as often as they deserve. But technology is helping to solve this problem. Today’s recognition platforms are designed to make delivering, streamlining, and tracking company-wide recognition efforts more intuitive.
Flexibility, data, and personalization are shaping the way organizations deliver employee benefits.
By Chris Bruce
In years past, employee benefits were seen as the status quo elements of HR. Employees and employers alike grew accustomed to the same list of standard benefits—from healthcare to retirement options. However, in recent years, this mentality has shifted as employees have demanded more of the companies they work for—not only in terms of the benefits they receive, but also in how they are able to interact with their benefits packages.
Healthcare organizations are leveraging mobility strategies to help fill their talent gaps.
By Michael Krasman
There has been a lot of buzz about the growing shortage of physicians in the U.S.—in fact, a deficit of as many as 90,000 physicians is predicted in the next decade, according to the Association of American Medical Colleges.
Payroll finally gets a much-needed tech upgrade via cloud solutions.
By Paul Bartlett
The payroll function has a well-earned reputation for being one of the least tech-enabled areas of the enterprise. Even in the digital business world of 2017, many organizations still take a paper-checklist approach to payroll management—an approach that’s heavy on spreadsheet-based calendars, manual data uploads, and static PDF reporting.
Combat impending skill shortages and staffing challenges with strategic workforce planning.
It’s clear that the workforce is changing. As the U.S. unemployment rate holds steady under 5 percent, the competition for top talent has become fierce. Employers are complaining of a skills shortage, which could be attributed to under investment in employee learning and career growth, not to mention a failure to train younger staff to replace retiring employees. Simultaneously, technology and globalization are creating systemic changes in the way business is done, which can also impact staffing requirements.
Choosing the right reimbursement program pays off.
By Craig Powell
By 2020, mobile workers will account for 72 percent of the total U.S. workforce, according to a recent report by IDC. Given this anticipated growth, it’s imperative that employers fairly and accurately reimburse their employees for any business-related driving expenses. Radio Shack, Walgreens, and Starbucks (see sidebar) are just a few of the organizations that have been involved in reimbursement-related lawsuits, which proves that no business—not even a high-profile one—is exempt from ensuring employees’ business-related expenses are covered.
By Sharon Cunninghis
A perfect storm is brewing in the healthcare benefits market. Be prepared.
Employers are pivotal players in today’s healthcare system, but their role has remained remarkably passive. Yes, organizations absorb much of the cost of coverage, ensure that they are in compliance with the complicated requirements of the Affordable Care Act, and provide many of the tools their employees need as insurance consumers. However, a transformation is long overdue.
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