July August 2018

HR That Fits the Bill

Aflac’s CHRO Matthew Owenby explains why a customized approach to HR drives an 87 percent employee engagement rate.

By Debbie Bolla

“Most companies don’t want to customize HR, but if you want employees to feel cared for, it’s a must.” This is the philosophy behind CHRO Matthew Owenby’s unique approach to HR for Aflac. Whether it’s providing easy access to on-site healthcare services to overcome rising benefits costs or giving employees the platform to share feedback that often gets incorporated into the business strategy, the insurance provider understands the impact of employee-driven initiatives. Simply put: People are core to their success.

HRO Today July August

2018 Baker’s Dozen Customer Satisfaction Ratings: Recognition

We rank the top providers based on customer satisfaction surveys.

By The Editors

Seeking an employee recognition provider? Look no further – HRO Today has officially released its 2018 HRO Today Baker’s Dozen Ranking for Recognition. View the top 13 providers of recognition services ranked by breadth of service, quality of service, and deal size.

HRO Today Baker's Dozen

Plenty of Room to Grow

Moving up isn’t the only way to achieve successful career development.

By Beverly Kaye and Lindy Williams

Engagement surveys reveal, again and again, that individuals join organizations to pursue career possibilities and they leave organizations if those opportunities don’t materialize. In fact, a recent Gallup study reported that the majority of millennials -projected to be 75 percent of the workforce by 2025 -say that professional growth and continued development is very important in their decision to join an organization or take on a new role.

Career Growth

Seeing 20/20

Total workforce solutions provide full visibility into the workforce, but how can organizations ensure a smooth transition?

By Marta Chmielowicz

Today’s talent ecosystem offers more options for employees than ever before. From online freelancing platforms to crowdsourcing efforts and traditional contract engagements, the contingent labor market is experiencing a revolution -and businesses are struggling to keep up.

Total Workforce Solutions

A Balancing Act

Today’s contingent workforce management programs face the challenge of delivering on cost, visibility, compliance, and quality.

By Christopher Dwyer

As the non-employee workforce continues to grow, more enterprises are finding incredible value by utilizing freelancers, independent contractors, temporary workers, and professional services. Ardent Partners’ latest State of Contingent Workforce Management research study has discovered that 40 percent of an average company’s total workforce is considered non-employee. With this growth comes the added responsibility to develop and implement stronger contingent workforce management (CWM) programs that can effectively handle a variety of performance and efficiency demands.

MSP

Searching for Skills

A new research report explores how HR can adapt in a tough talent market.

By Zoe Harte

What keeps HR leaders up at night? The answer is nearly unanimous: Finding the right talent. In fact, 96 percent of HR managers who participated in the 2018 Upwork Future Workforce HR Report said they had an opening on their team in 2017.

Skills Shortages

Achieving Payroll Globalization

Payroll complexity remains a major challenge for multinational companies expanding into new international markets.

By Marta Chmielowicz

Payroll today is about much more than just paying employees. It is about ensuring that their personal data remains secure while navigating ever-shifting legislation and privacy regulations, unstandardized solutions, changes in workforce structures, and rapidly advancing technologies. And when international operations are added into the mix, the complexity of payroll can seem even more overwhelming. In fact, according to NGA Human Resources’ 2017 Global Payroll Complexity Index, the only constant in global payroll is constant change.

Payroll

On a Roll

Recent research shows the payroll market continues to grow, driven by technology and global reach.

By Gary Bragar

NelsonHall’s most recent Payroll Market Analysis shows the global payroll services market is estimated at $18.1 billon with a 4.1 percent annual growth rate. The multi-country payroll market is growing at nearly two times the rate of the overall market, representing nearly 17 percent of total standalone payroll service revenues.

Focus on Flex

Customizable benefits are key to engaging, retaining, and motivating millennial employees.

By Bradd Chignoli

Millennials have become the largest generation in the labor force, making up more than one-third of the total workforce, according to a Pew Research Center analysis of U.S. Census Bureau data. As a result, organizations are striving to understand and meet the needs of this diverse demographic. And this is just one generation. Today’s workforce spans four -soon to be five -generations, and is comprised of various demographic and socio-economic backgrounds. So, it’s more important than ever that organizations’ benefit options are just as diverse and are designed to meet each employee’s individual goals and needs. How can this be accomplished?

Flexible Benefits

Ways Wellness Works

Today’s wellness programs benefit both employees and organizations alike.

By Lynn Herrick

HR executives understand the biggest asset to any company is its people. And the biggest asset to employees? Their health and well-being. Nowadays, employees are placing even greater value on taking care of their mental and physical health, which is why it makes good business sense for organizations to ensure that employee wellness is a top business priority. The numbers don’t lie: A study from Willis Towers Watson found that a healthy, happy workforce can reduce overall business costs by more than $1,600 per employee, driven by a decreased need for taking time off for injuries or unplanned sickness. On the other hand, not having a workplace wellness program can be incredibly costly considering the potential risk for high turnover, employee absenteeism, and decreased employee morale.

Wellness

The Power of Integration

This year’s iTalent Competition winner is helping organizations reduce time to hire and maintain compliance to boot.

By Taylor Thompson

According to the U.S. Department of Labor, the average cost of a poor hiring decision can equal 30 percent of the first year’s potential earnings. Glassdoor and the Brandon Hall Group also report that 95 percent of employers admit to suffering from at least one bad hire every year. With increasing pressure to find the right hires and growing candidate expectations of a customer-like experience, HR needs a vetting process that can keep up with the rapidly-changing nature of the hiring process. Enter background screening platform Verified First.

iTalent Competition

Better, Faster, Smarter

How will AI impact HR? A new study provides some answers.

By Larry Basinait

Artificial intelligence (AI) refers to systems that can adapt their functionality without being programmed to do so, but rather based on the usage data they collect. As a tool used to guide and execute HR processes, AI has enormous implications. Intelligent technology can be leveraged to help HR leaders source candidates, forecast employee flight risk, identify high-potential employees, prevent bias in hiring, improve the candidate and employee experience, and implement corporate learning programs -and that’s just the beginning.

AI in HR

Pressure Cooker

A new study shows the top priorities and challenges of CHROs.

By Kim Raymond

The biggest concerns for today’s HR leaders most likely include a few that didn’t exist a couple of years ago: a record-low unemployment rate, medical marijuana, and new immigration restrictions. These are on top of the challenges that already existed -and still do. What this means, which should come as no surprise, is that HR is becoming more challenging and complex seemingly by the minute.

CHROs

My Bad: An Apology

By Elliot H. Clark

I try to teach my children that when you cause offense to be the first to apologize and give an apology before it’s requested. I need to practice what I preach. I made a mistake in the delivery of a message, but I want to explain that I feel the message has some merit and fits within the mission of HRO Today.

HRO Today

Not Problems, But Opportunities

By Debbie Bolla

“When somebody gives me bad news, I usually say ‘good,’ because then I have the opportunity to do something better.” That’s certainly a glass-half-full point of view, and Matthew Owenby is certainly a glass-half-full kind of guy.

HRO Today

Three Little Words, One Big Impact

By Karen Feeney

Ever experience a moment when three little words made a meaningful difference in your life? Recall feeling an immediate adrenaline rush, or perhaps the chills, when those words were said to or by you? Has the gift of sharing a simple heartfelt sentiment helped you feel more alive, worthy, or dare I say even inspired? I will now attempt to recreate this magical moment for you; ready for three little words that matter?

“Take care you.”

Karen Feeney CHOP

HRO Today STA Update: Thought Leaders Unite

By D. Zachary Misko

Thought leaders are the informed opinion leaders and the go-to people in their field of expertise. They are trusted sources who move and inspire people with innovative ideas, turn ideas into reality, and show how to replicate their success. We certainly have a great group of thought leaders and innovators involved in our association and our HRO Today Forum events, as demonstrated by the outstanding group of senior HR executives, thought leaders, and industry experts who attend and speak at our events, in our magazine and our association.

HR Association