A VP of HR shares four qualities of an engaging training program to increase retention.
By Jody Rummel
Most organizations offer some degree of on-the-job training or access to new technologies for employees. The quality of a company’s training program can have a direct impact on the level at which employees and contingent workers remain engaged and motived. Simply put, your organization’s training and development opportunities could mean the difference between workers that stay and the ones that leave. In this post-recession era where attracting and retaining staff is critical, companies should be evaluating whether their training programs work well to engage their workforce in order to steer them away from the competition.
We rank the top providers based on customer satisfaction surveys.
By The Editors
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.
While organizations continue to screen to reduce hiring risk, they now also need to consider the impact they leave on the candidates.
￼By Debbie Bolla
As organizations continue to compete for top talent, each step in the hiring process is a vital one. Today’s candidates are looking for a positive experience throughout—from applying and interviewing to being screened and on-boarded. Organizations have traditionally leveraged background screening to ensure that the job seeker has the experience, education, and credentials they claim. Plus it helps to eliminate any surprises. While the same is true today, leading companies understand that they have to provide a smooth process in order to attract the right candidates during one of the last steps before an offer is made. In fact, HireRight’s 2015 Employment Screening Benchmark Report finds that 25 percent of respondents indicated that improving the candidate experience is one of the most significant talent acquisition challenges they face. Even more, 36 percent plan to invest in improving the candidate experience in 2015.
The free agent marketplace is growing—and so are the ways to manage and leverage these workers.
By Debbie Bolla
As the contingent labor market expands, the types and classifications of part-time workers continues to evolve as well. Organizations have finally realized the benefits of a contingent workforce—flexibility, scalability, and access to key skills—and are beginning to rethink their strategy. One specific area experiencing a big growth spike is independent contractors (IC). Also known as freelancers, these on-demand workers deliver specific needs and skills for organizations looking to tackle a project or initiative. Data from the Bureau of Labor and MBO Partners forecasts that freelancers will make up nearly 16 percent of the workforce in 2020, up from just 6.5 percent nearly 10 years ago.
How to get the most from clear and defined oversight of suppliers.
By Jennifer Beck
The call to do more with your strategic relationship management program is not new or easy, but the time is now to start executing a well-orchestrated strategy. In other words “talk is cheap, action speaks.” By managing third-party partnerships in a strategic and organized way, organizations are solidifying the movement future forward in joint growth and value creation.
By Debbie Bolla
When I joined the magazine six years ago, the economy was about to enter the worst recession of my generation to date. The timing was fortuitous for me because I had the opportunity to get a clear-cut view of how outsourcing could really shine. One area in particular that really took off was contingent labor management. Times were tough for businesses, and those looking to fill holes—with an already fractured workforce—turned to temporary workers. Most organizations earned reasonable gains from leveraging this approach, catapulting an upward trend.
By Elliot H. Clark
CEO, HRO Today
I want to congratulate Pontoon, the 2015 MSP Baker’s Dozen industry leader, for an excellent survey year and every provider who made the 2015 HRO Today MSP Baker’s Dozen Customer Satisfaction Ratings list. Pontoon dominated in both size and service, and their team is clearly doing a great job on some of the most challenging global programs.
Research finds four approaches to retaining employees.
By Didier Elzinga
If you work in and around tech, then you are aware of just how intense the competition for talent is. As a result, the issue of employee retention is a priority for the majority of global organizations. There’s more to this than fears around churn and the associated headaches with replacing high potentials: it’s about staying competitive and innovative.
Gaby Toledano plays by her own rules—and is winning by a landslide.
By Kim Shanahan
In an industry that changes at the speed of technology, Electronic Arts (EA) keeps ahead of pace through a team of forward-thinking business leaders including its head of human resources and facilities, Gaby Toledano. The HR executive has been with the global interactive entertainment software company for the past nine years and has helped lead a significant transformation during an era in which the gaming industry entered a digital revolution. With fiscal year 2014 net revenue of $3.6 billion, EA is recognized for critically acclaimed, high-quality blockbuster franchises including The Sims,
Three drivers for the continued growth of contingent labor.
By Christopher Dwyer
In today’s day and age, business functions and processes often mimic the consumer world when advancements are made in technology, software, and solutions. Better yet, when combined with the natural evolution of enterprise technology, such as the advents of cloud-based software and agile business analytics, certain corporate operations have been revolutionized in recent years.
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