Get your questions answered at this year’s HRO Today Forum.
By Debbie Bolla
Leading by experience: It’s a central theme of the upcoming HRO Today Forum. The conference is set to bring together thought leaders in the industry to share their experiences. It offers the opportunity to glean advice on how to grow and drive the HR business forward. As Cindy Fiedelman reveals in the cover story, Piloting Success, HR is the central business unit to drive strategy around talent management and growth.
- Want to find out how to lead initiatives in employee engagement, internal branding, and talent management for 62,000 employees? Michelle DiTondo, senior vice president of human resources for MGM Resorts International will be sharing her secrets on stage. Your organization may not be to the scale of this hospitality leader, but DiTondo’s advice will surely be transferable.
- Perhaps building culture and aligning human capital management with strategy are part of your goals for 2014. Then pick the brains of leaders Michael Pilnick, executive vice president and head of human resources for First Advantage; Joe Cabral, senior vice president and CHRO for North Shore-LIJ Health System; John Murabito, executive vice president of human resources and services Cigna Corporation; and Carole Slover, senior vice president of human resources for UniTek Global Services. Pilnick has a narrow focus on leveraging HR to aggressively grow revenue in existing, emerging, and unsaturated markets for the screening provider. Cabral works to drive the firm’s business objectives, vision, and values forward in all aspects of talent management and HR. Murabito helps drive growth through effective human resources and people strategies, planning, staffing, talent management and succession processes. Slover casts a wide net, owning responsibility for the telecommunications firm’s talent management, employee relations, performance management, training and development, among others.
Talent management, benefits, healthcare staffing, technology, workforce planning, big data, and social media: These are all major hot topics central to HR. Here’s how each will be explored at the Forum—and the key takeaways that will be delivered.
HOT TOPIC: TECHNOLOGY—VIDEO INTERVIEWING
Video interviewing is creating some major buzz in talent acquisition. Christopher Young, CEO for Async Interview, says it’s a quickly trending technology that has a plethora of benefits—like time and cost savings—as well as its share of challenges.
What will be some key takeaways?
- Feedback from three different talent acquisition teams; and
- How video interviewing ties into the broader recruitment strategy.
HOT TOPIC: TALENT MANAGEMENT—PASSIVE CANDIDATES
What are strategies and solutions to reach passive talent needed to fill difficult positions? Bruce Morton, head of innovation for Allegis Group Services, says building a framework for a talent community can help hit hiring targets.
What will be some key takeaways?
By Debbie Bolla
Who taught you to ride a bike? Shoot hoops? Bake the world’s best chocolate chip cookies? Notice my questions are around who—not what. I personally don’t think there is a better way to learn than from our peers. Sure, we can develop a new skill or conquer a task by reading materials and instructions, but how much is that experience elevated if someone shows us how?
In our cover feature Piloting Success, Cindy Fiedelman shares her incredible story leading HR through the major merger of American Airlines and US Airways
Elliot H. Clark
Many have prophesied a time when we would collaborate over giant screens with disembodied images, yammering at each other in a kind of Aldous Huxley-esque brave new world nightmare. Pushing back against this threat: Companies have learned that people still work best in teams, especially when individuals are located in proximity to each other
The association for the HR industry marks its 10th birthday with a reflection on how the market has evolved.
By Debbie Bolla
When birthdays creep up on the calendar, don’t we all take a step back and reassess? It’s often a time to reflect where we have come from, what we’ve achieved, and what it will take to get to the next level in our lives.
As the Human Resources Outsourcing Association (HROA) neared its 10-year anniversary, the leadership team knew the HR industry had been evolving, and the association had been growing right along with it. Enter the launch of the HRO Today Services and Technology Association.
“The HRO Today Services and Technology Association combines the best team of industry expert board members, the best research, and the largest network of practitioners in the HR outsourcing industry,” says Elliot Clark, CEO of SharedXpertise, the owners of the association and this magazine. “The broader focus will allow us to both serve this constituency and add new networks in other HR services and the important HR technology industry.“
Launched in 2003 when HR outsourcing was in its infancy, the group’s mission was to bring together members of the industry to network and share best practices. And while that
is still at the heart of the HRO Today Services and Technology Association, outsourcing is now a service delivery vehicle that is reaching second- and third-generation iterations, with growth triggered by experience, knowledge, and ever- changing technology. It’s time for the association to reflect the progress HR has made and act on it. Once a strictly administrative function, the path is moving more and more toward strategic service delivery.
The focus of the HRO Today Services and Technology Association is dedicated to:
• Professional development;
• Peer-to-peer networking opportunities; and
• Topical service and technology promotions.
The community is made up of HR executives and practitioners, providers, advisors, investors, and technology firms. There is a global advisory board providing insight and direction, and then there are three regional advisory boards to target specific geographies, including North America, Europe, Middle East and Africa (EMEA), and AsiaPacific (APAC). Bringing each component of the HR equation together allows members to earn an all-encompassing perspective on process.
“I think the unique thing about the HRO Today Services and Technology Association is that the association has brought together practitioners, advisors/consultants, and providers (services and technology) into one space,” says Kevin McDonald, vice president of BPO governance at The E. W. Scripps Company, and association member since 2007, holding the leadership role of vice chair. “The ability to gain perspective of folks representing all facets has been and continues to be valuable to me as a member.”
The association offers a platform for practitioners and providers to connect and learn from one another. “The [association] in Asia Pacific has provided a forum for Cartus and our valued clients in the region to hear firsthand from other HR outsourcing thought leaders and also to showcase and gain increased market visibility for our expertise and value proposition,” notes Rob Line, vice president of client services APAC for Cartus.
Jill Goldstein, Accenture’s global practice lead, talent and HR outsourcing, informs that the tone of the association is highly collaborative without any undercurrents of sales pressure or hidden agendas. She says that buyers and providers have real discussions about relevant issues and produce thought-provoking conclusions.
The content is designed to enable HR to elevate its workforce productivity. Best practices are shared through open forums, industry events, networking, and webinars.
“The ability to discuss issues with folks in similar industry, organizations of similar size, similar HR service delivery landscape has benefited me greatly over the years,” says McDonald. “You can always find someone you can relate to in some way and share successful practices, or non-successful experiences you can avoid.”
And the knowledge is transferable. “We have certainly taken some of the ideas from networking and discussions with other members forward into our own governance and operating procedures,” says Darren Bartholomew, head of HR planning and information systems for UK Selex ES.
Goldstein says that the association offers a channel for sharing and learning, as well as testing and developing ideas, which in turn plays an essential role in annual talent and HR strategy planning.
Networking events, including the annual HRO Today Forum North America, APAC, and Europe, are a path to exchange ideas and foster mutually beneficial relationships.
“Allegis Group Services finds the in-person networking opportunities to be the most valuable,” says Bruce Morton, head of innovation for the company. “At the annual Forum, we have the opportunity to step outside of our daily routine and connect with our peers on long-term goals, current pain points, and innovative ideas. The benefit of collaborating in-person ultimately generates long-term relationships and partnerships within every industry vertical.”
Valerie Egan, head of resourcing North America for Linde, has attended the HRO Today Forum North America for the past few years, and says the networking opportunities prove most advantageous. “Last year at the HRO Today Forum North America, a speed dating session was held for buyers to get to know each other and share issues,” she recalls. “I found this valuable because I made connections with peers who are experiencing the same things and I was able to pick their brain to see how they dealt with the same issues.”
“For 2014, our HRO Today Forums will bring the same content and discussions that are covered in the association’s Thought Leadership Councils, bringing better continuity of the right topics to the right audience,” says Faye Holland, global executive director for the HRO Today Services and Technology Association. “Our provider members will be able to host their own user group meetings while at the same time educating the market on the most salient content.”
While a broad HR education and knowledge sharing is offered through the HRO Today Services and Technology Association, the Thought Leadership Councils allow for members to zero in on issues directly applicable to their specific expertise.
“The Thought Leadership Councils allow participants to key in on particular areas of interest,” says McDonald. “The HR space is very broad and the ability to pick a specific area
to network, share successful practices, and help others is a great opportunity with the councils.”
There are seven thought leadership councils with the goal to drive professional development:
• Better practices
• Engaged workforce
• Evidence-based HR
• Talent acquisition
Bartholomew describes the Thought Leadership Councils as an open forum or think tank of sorts that encourages the exchange of ideas. Practitioners and providers alike can meet to discuss certain topics and share best practices in a relaxed and confidential setting, he says.
“The [Thought Leadership Council for Buyers] gives access to fellow practitioners on all stages of the HRO lifecycle, from those just starting out on the journey to seasoned buyers in second- and third-generation contracts,” he explains.
The HRO Today Service and Technology and Association also recognizes the good work of the HR industry every year through its awards program.
“Winning the Asia Pacific regional relationship awards for consecutive years has provided additional external recognition for Cartus in the region and illustrates the pride we have in our continually-advancing client relationships,” says Line.
This year the theme is Be Informed: Recognizing Great Business Outcomes in HR. HR knows that with proper budget and resources it can develop a business operating model and metrics to deliver a productive workforce and competitive edge. Nominations should demonstrate how HR drives the overall success of business through growth and profit.
Submissions are due Friday, February 28. The global winners will be announced at the award gala at the HRO Today Forum North America, and the regional award winners will be presented during the Forum program.
See the new HRO Today Services and Technology Association website for more information (www.hrotoday.com/association).
Full disclosure: In November 2013, the then trustees of the HROA voted to rename and reassign the association to HRO Today Services and Technology Association through the owners of SharedXpertise, who also publish this magazine.
Global Board of Advisors
- Jeanne MacDonald, Futurestep
- Jeff Croyle, ISG
- Jill Goldstein, Accenture
- Kevin McDonald, The E.W. Scripps Company
- Mike Andrus, Catholic Health Initiatives
- Rebecca Callahan, Randstad Sourceright
- Rick Haviland, Allegis Talent2
- Terrence, McCrossan ADP
- Denis Brousseau, IBM
Regional Board of Advisors
Europe, Middle East, and Africa
- Darren Bartholomew, Selex Galileo
- Gary Madden, BP
- Steve Riley, Accenture
- Seb O’Connell, Randstad Sourceright
- Phil Cooper, Allegis Talent2
- Sarah Seabury, ISG
The 2013 HRO market was alive with activity.
By the Editors
Reflecting back on 2013, it proved to be a growth year for the HR services industry. In fact, NelsonHall reports that HRO contract activity was up nearly 37 percent year-over-year. Our roundup includes 25 deals that deliver crucial services to help in the way organizations manage their talent
Paragon Relocation showed its true colors of altruistic attitude by conducting a fundraiser to support the North Texas Food Bank (NTFB). This is the third year that Paragon, provider of global relocation management services, has donated both food and money to NTFB. The staff members of Paragon Relocation donated more than 250 cans of food along with a monetary donation that was matched by the Paragon Foundation resulting in a total donation of $4,843.50.
Founded in 1982, the North Texas Food Bank is a Dallas nonprofit hunger relief organization that distributes donated, purchased and prepared foods through a network of more than 340 Food Assistance Partners in 13 counties. As a member of Feeding America, NTFB supports the nutritional needs of children, families and seniors through education, advocacy and strategic partnerships.
Industry standouts are recognized for blazing their own trails.
By The Editors
“Do not follow where the path may lead. Go instead where there is no path and leave a trail.”
Such motivational words from American author Harold R. McAlindon are the hallmarks of good business leaders. How can a market and industry progress if not for strong leadership? Our 2014 Superstars Directory highlights HR luminaries and their accomplishments that are shaping the industry
We know that the readers of HRO Today magazine turn to us as the go-to resource in the industry that delivers trends, insights, and the top resources for all of their human resources operations and service needs. In our annual 2014 Resource Guide we aim to showcase providers and product vendors across 18 sectors of HR Services.
Here you will find providers of everything from recruitment process outsourcing (RPO) to benefits administration to multiprocess HRO, not to mention a treasure trove of HR technology, consulting services, and other ancillary products
WilsonHCG, a comprehensive source of global recruitment process outsourcing (RPO) and human capital consulting, has been recognized with Talent Board’s 2013 Candidate Experience Awards (CandE Awards).
WilsonHCG has been given this recognition based on a comprehensive evaluation process that includes an employer survey, a candidate survey of the company’s 2013 employment candidates conducted directly by Talent Board and an assessment by a panel of judges.
This award reaffirms the company’s positive reputation for attracting top-notch candidates who seek the experience that WilsonHCG has demonstrated.
Despite an understanding that talent is a source of competitive advantage, establishing effective performance management programs remains a challenge for most organizations. According to Mercer’s 2013 Global Performance Management Survey, just 3 percent of organizations worldwide report their overall performance management system provides exceptional value. The survey includes responses from performance management leaders at more than 1,050 organizations from 53 countries.
In addition to some commonalities in performance management programs, such as setting employee goals, conducting formal year-end review discussions, and using performance ratings, Mercer’s statistical analysis identified key drivers of successful performance management. They include manager skills, executive commitment, calibration, and technology. Topping the list is the skills of managers, specifically how well they set employee goals, provide feedback, evaluate performance, and link performance to critical talent management decisions such as compensation, development, and careers. According to Mercer’s survey, roughly one in three organizations around the world say improving managers’ ability to have candid dialogue with employees has the greatest impact on overall company performance.
Alongside the contribution of managers, organizations with higher levels of executive commitment are more likely to have effective performance management programs. One-on-one performance discussions, formal performance planning, and team accountability are some of the more common practices executives are implementing to direct their teams and achieve desired business results.
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