July August 2019

Un-Conventional HR

EVP of HR Liz McAuliffe explains how she carries the Un-carrier culture of T-Mobile through to the talent strategy.

By The Editors

Within one’s career, taking the biggest risk often comes with earning the biggest reward. Just ask Liz McAuliffe. McAuliffe is now the executive vice president of HR at T-Mobile, the self-proclaimed Un-carrier that is radically changing its approach to both its customers and employees, adopting a people-first strategy that listens first and acts second. McAuliffe has spearheaded this transformation, introducing a number of initiatives to better support employees in their personal and career growth -and drive business success as a result. Learn more here.

Liz McAuliffe

2019 Baker’s Dozen Customer Satisfaction Ratings: Recognition

We rank the top providers based on customer satisfaction surveys.

By The Editors

A robust recognition program is a necessity to keep employees engaged in today’s competitive business world. View our ranking of the top employee recognition service providers and find the right partner for your organization.

HRO Today Baker's Dozen

The Data Dilemma

Safeguarding employee privacy is a key concern in today’s digital economy.

By Marta Chmielowicz

With the digital economy in full swing, HR leaders are embracing technologies that capture employee data and deliver insights that can be interpreted to better attract, retain, and grow talent. But the flood of numbers pouring in from talent management platforms across the organization carries risk as well as reward.

Data Security

Mobility Metrics That Matter

Harnessing the power of data is leading to better decision-making and improved employee satisfaction to boot.

By Debbie Bolla

Global mobility has traditionally been a costly investment for organizations. In fact, according to Urban Bound, it costs more than $97,100 to relocate current employees who are homeowners and nearly $73,000 to relocate new hires who own homes. But in a tight labor market where talent is often a key differentiator, can organizations put a price on having the right person in the right role at the right time? That’s a tough question to answer, but luckily data is easing the cost implications of relocation while delivering additional insight into employee satisfaction, productivity, and retention.

Relocation Data

A Two-Way Street

Temp-to-hire roles are driving better hiring decisions among both employers and employees.

By Marta Chmielowicz

Talent has long been considered a competitive differentiator for organizations as they seek new ways to thrive, but success in the modern business world increasingly hinges on one capability: agility. Organizations need to be flexible, adapting to dynamic market needs while offering candidates and employees a positive experience. Faced with growing innovation and competition, skill sets and expertise -rather than worker type -are the priority.

Temp-to-hire

Putting the Micro in Microsoft

Microsoft’s micro-internship program delivers learning with a practical touch.

By Marta Chmielowicz

The transition from college student to working professional can be challenging for recent graduates. According to McGraw-Hill’s 2018 Future Workforce Survey report, only 41 percent of college students feel well-prepared for their future careers, and 51 percent desire more opportunities for internships and professional experiences. But when 40 percent of today’s internships are unpaid, according to NACE, these opportunities remain inaccessible to a large percentage of the student population. Microsoft, in partnership with Parker Dewey, is one enterprise addressing the weaknesses of the traditional structure with a new approach: the micro-internship.

Micro-Internship

Thirst for Knowledge

Employees are demanding more immersive and frequent training, forcing organizations to transform their L&D programs.

By Doug Stephen

As the labor market tightens and the skills gap for highly technical roles widens, companies need to find new ways to secure the capabilities they are lacking -without having to completely re-staff. Data shows that the solution is to ensure learning and development (L&D) plays a much more central role in the employee journey.

L&D

Wellness: The Next Generation

Investing in a holistic well-being benefits strategy is a win-win for employees and employers alike. By Ruth Hunt Wellness has become a popular catchphrase. Employers are now truly seeing how…
Wellness Benefits

Future-Proof Payroll

New research finds organizations are moving to cloud-based platforms for global and compliance capabilities.

By Pete Tiliakos

Payroll transformation has become a priority for many organizations, finds NelsonHall’s annual Next Generation Payroll Services study. Historically, payroll has long been treated as a simple cost center, and frankly, many payroll departments have gotten by with disparate and outdated -albeit reliable -platforms that lack global reporting capabilities and require burdensome manual processes. And in some cases, payroll has been overlooked when it comes to allocating funding to improve the operating model.

Global Payroll

The New Why Behind Work

Organizations need to provide a meaningful, human experience while fulfilling their purpose to succeed today.

By David Mallon

The “why” of work is shifting. People want meaning, and organizations may need to temper technology by focusing on the human element of work. Responding to a range of economic, social, and political pressures, organizations have been working to bring their inspirational corporate mission, vision, and values to life by operating as social enterprises as well as profit-making business enterprises. But to truly lead as a social enterprise, organizations must focus on the people within their four walls, as well as externally in society.

In Sync

HR and IT need to partner to fix the broken employee experience.

By Donna Kimmel

When it comes to attracting and retaining talent, employee experience is one of the most critical elements of success. Around the world, the gap between the number of jobs available and the people available to fill them is the largest it has ever been. And competition is stiff. To get the talent they want and need to power and move their businesses forward, companies need to create an environment that inspires people to do great work.

Employee Experience

Eye on EI

Move out of the way, AI. It’s time for organizations to turn their focus on another -perhaps more impactful -intelligence: emotional intelligence.

By Marcus Mossberger

The idea of artificial intelligence (AI) has captivated the industry for the last few years, and it seems as though 2018 really saw an explosion of the utilitarian use of the technology at work. And while there is still apprehension about the impact AI will have on jobs, most organizations have acknowledged that they need to incorporate it into their long-term technology strategy. At the same time, another trend seems to be gaining momentum, albeit to less media attention and prognostication: the burgeoning importance of emotional intelligence (EI) in the workplace.

Emotional Intelligence

Will Unemployment Rates Continue to Fall?

Organizations are faced with a precarious worldwide economic environment and tight labor market in the first quarter of 2019.

By Larry Basinait

Coming off a strong year in 2018 where unemployment continued to fall in many countries, global growth in the first quarter of 2019 declined. The International Monetary Fund cut its outlook for global growth to 3.3 percent this year, the lowest since the financial crisis of 2009. A range of threats are menacing the global economy, including the possible collapse of negotiations between the U.S. and China to end their trade war and the departure of Britain from the European Union without a transition agreement.

Global Unemployment Report

HRO Today Association Update: Redefining the Value of HR

By D. Zachary Misko

I don’t know about you, but I shop quite a bit on Amazon. I love the fact that I can do it anytime, often get lower prices, and check out what other buyers have to say about an item I am interested in. The ratings and customer reviews can be helpful, especially if it’s something I haven’t purchased before and am less familiar with it. The HRO Today Association recognizes the value of this type of data. Information like customer satisfaction data; crowd-sourced opinions; expert evaluations; and third-party, merit-based designations or awards can be useful in saving consumers time, energy, and frustration, resulting in a positive experience.

HR Association

CEO’s Letter: CHRO Compensation – What Drives the Market for HR Talent

By Elliot H. Clark

I live in Philadelphia and I remember the media hullabaloo about the compensation paid to the baseball star Bryce Harper to join the local team. As one grave-faced sportscaster put it, “Well, there is a market value to talent -this franchise just got the bill.” I decided two things right at that moment: First was to never take market economics lessons from a guy who reads game scores for a living, and second was to see if the research team at HRO Today could figure out what drives the salaries for top executives in human resources. You will find the summary report in our upcoming second annual CHRO Today special edition (published with October), but I thought I would give you a few highlights.

HRO Today

Editor’s Note: Pulse on Recognition

By Debbie Bolla

In the last few years, it has become very clear that recognition has become an important tool in the HR arsenal to recruit, engage, and retain employees. It has the power to inspire the workforce to go above and beyond for their organizations, increasing productivity and the bottom line alike.

HRO Today