Strength in Numbers
Cigna’s CHRO John Murabito leverages a data-rich people strategy to drive proactive business decisions.
By Debbie Bolla
“What we do in HR starts with the needs of the business.”
Going Beyond Basic Benefits
Organizations are starting to offer packages that support the complex lives of employees.
By Marta Chmielowicz
Today’s employees do not leave their lives at the door—they bring their whole selves to work. And increasingly, they expect their employers to offer a diverse range of benefits that support them physically, emotionally, socially, and financially. From offering extended paid paternity leave to helping employees financially plan for their children’s college educations, organizations are beginning to embrace new and innovative family-friendly benefits.
Taking Data-Driven Action
Today’s HR leaders are relying on analytics to drive forward HR strategy—but there are some hurdles to cross along the way.
By Marta Chmielowicz
Human resources has always been a people-focused function—but now it is a numbers-based profession as well. In fact, LinkedIn’s Global Recruiting Trends report indicates that 64 percent of today’s organizations use data at least occasionally and 79 percent are somewhat likely to take advantage of it in the next two years.
Elevating the Candidate Experience
Looking to improve the overall experience during the hiring process? New research offers six strategies to help.
By Debbie Bolla
Current unemployment numbers aren’t working in the favor of HR. The Bureau of Labor Statistics reports an unemployed population of 6.1 million and 7.3 million open positions. This means that HR and TA teams need to use every strategy in their wheelhouse to ensure they are attracting the right talent into their organizations. A key piece of this puzzle is the candidate experience.
Recognition Driving Business Results
An effective recognition program can improve retention while reinforcing key organizational values.
By Marta Chmielowicz
As the war for talent continues, employers are increasingly adopting human-centered approaches to drive business results and bring more humanity to employees’ experience at work. According to the 2018 SHRM and Globoforce Employee Recognition Report, retention and culture management are two of the top challenges of today’s businesses—and a values-based recognition program can help.
Keeping Job Seekers Engaged
Companies can advance their recruiting strategies by communicating their culture and brand through online tools.
By Marta Chmielowicz
An employer’s reputation and brand are key factors that draw in top talent—and in today’s digital world, it is more important than ever that companies leverage online tools to communicate what makes them unique and attractive.
The State of Total Talent Management
New research examines the benefits and challenges of this new approach to the workforce.
By Larry Basinait
Today’s workforce continues to evolve and look much different than it did not too long ago. With the onset of remote work, the gig economy, and the demands of the millennial generation, it’s rare to find a company comprised of only a traditional, permanent workforce. According to the U.S. Bureau of Labor Statistics, the domestic contingent workforce is a staggering 6 million workers. Organizations are using contingent workers for a number of reasons, but the most essential are to fill needed skill sets, increase flexibility, and save costs. So how do organizations manage these workers?
Cross-Departmental Collaboration
A partnership between HR and finance departments can spell out success for predictive talent strategies.
By Marta Chmielowicz
Modern HR departments are increasingly turning to data and analytics to guide their people strategies—but a recent study from Oracle, HR Moves Boldly into Advanced Analytics with Collaboration from Finance, shows that they are not doing it alone.
The Science of Inclusion
3M’s D&I program is driven by the connection between inclusion and employee well-being.
By Ann Anaya
Diversity and inclusion go together—one cannot exist without the other. And they are distinctly different sides of the same coin.
Fostering Respect and Inclusion
Understanding policy is only one part of an effective harassment training program.
By Andrew Rawson
Since the #MeToo and #TimesUp movements, one of the main challenges for HR leaders is how to implement an effective sexual harassment training program. Today’s programs need to be relevant to a diverse workforce, up to date with evolving laws, and part of the organization’s strategy to improve workplace culture.
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