By Elliot Clark
There are hundreds of aid organizations for victims of abuse and neglect, yet none have attended to the tragedy that the investment community has foisted on HR leadership. The HR executive teams have been stranded in the technology jungle for the past few years and no path of escape is evident. Who has abandoned them to the beasts of the wild? Private equity firms.
The plethora of new software technologies for “human capital” (yes, I feel degraded being called “capital” don’t you?) For recruiting, engagement, communicating, content distribution and other “problems” has left even the analyst community confused. Most of the products solve one tiny piece of the process chain in any of the overall processes of HR. One I just was contacted by is just for grievance reporting using mobile phones in the healthcare sector. That’s a bit narrow. HRIS professionals, OD and TA leaders are scratching their heads trying to figure out how to create a coherent infrastructure from all of these different competing products and many are just buying Workday or Employee Central and foregoing the headache.
By D. Zachary Misko
Change was in the air last year, as it was a time for us to review and rebuild our association. After asking for input from our members, it was clear that we had not only opportunity, but a group of HR professionals who truly know what they want!
So the HRO Today Services and Technology Association team went to work and I am very pleased with the results, which include:
By Belinda Sharr
HR professionals can make it easier on their new hires to relocate by providing advice and suggestions, which can go a long way in making an employee feel comfortable. As an employee packs up and moves into town, knowing what to do along the way is a great help. HRO Today offers many articles this month on new employees and how to get them through the door in the best possible manner.
by Elliot Clark
This is a signature issue among politicians and a classic example of corporate greed. I love people who cannot pass a budget in any year decrying the earnings of the world’s most accomplished business people. However, it is an issue of some merit and one that HR and board compensation committees had better grapple with soon. After all, the best solution to a business problem is a business solution, not a legislated solution that is likely to backfire.
According to an AFL-CIO report, the average ratio of CEO compensation to average worker compensation is 331:1. That may sound outrageous, but that CEO may have as much if more impact on company performance than 331 average workers. And yet, it still does not feel right. Moral ambiguity aside, the biggest problem I have with CEO compensation is the potential for that 331X impact to be mostly negative. Why the heck do these men and women make so much money when the results are not there? That is the crux of the problem.
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