From learning programmes to employee recognition, organisations are implementing a host of new strategies to keep their employees engaged.
By Simon Kent
HR is often seen as the backbone of an organisation and employee engagement is one area where this is particularly true. The recent pandemic has not only shown how critical HR is to a united and productive workforce, it has also brought new challenges for HR to deliver on.
By Elliot H. Clark
In this month’s issue, we present the Baker’s Dozen Customer Satisfaction Ratings of more than two dozen recruitment process outsourcing (RPO) providers. Talent acquisition is a complex blend of operational excellence, technological application, sales panache, and marketing. Yes, employment branding is a major part of the conversation. How current and potential employees view a company is a big part of the decision-making about joining or staying, so perception of the company’s policies are paramount in this dialectic.
Last month, we profiled the Baker’s Dozen Customer Satisfaction Ratings of the recognition and rewards industry. I want to discuss how rewards policies are related to attraction and retention, and how monumentally, epically, and inexplicably short-sighted it has been for so many companies to foolishly, stupidly, and callously cut the budget out from under their rewards programs during the global pandemic. And if you did, yes I am talking to you!
To view the full results, click here.
We rank the top providers based on customer satisfaction surveys.
By The Editors
HRO Today’s Baker’s Dozen Customer Satisfaction Ratings 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 to buyers directly through our own mailing lists and indirectly through service providers. Once collected, response data for all providers with a statistically significant sample size are loaded into the HRO Today database for analysis.
Much work remains to prepare recognition programs for new privacy regulations despite stiff penalties for non-compliance.
By Larry Basinait
Over the last two years, an increasing number of countries and U.S. states have enacted privacy laws designed to protect individuals. Privacy laws are legal frameworks that set guidelines for the collection, storage, and processing of personal information.
Recognition is a key element of a post-COVID-19 employee engagement strategy.
By Marta Chmielowicz
With a dispersed workforce that operates at government facilities across the U.S., IT company T-Rex Solutions LLC already had the building blocks in place to manage remote workers before the advent of the coronavirus pandemic. But the crisis is putting massive strain on even the most prepared organizations. In fact, mental health provider Ginger reports that 69 percent of workers say this has been the most stressful time of their entire professional career, and 88 percent have experienced moderate to extreme stress over the past four to six weeks. For 62 percent, productivity has suffered as a result.
Is sending out a “Happy Birthday” message a privacy violation in the workplace because of new data privacy laws? Read more to find out…
When we think of data privacy, we are often concerned with our personal information being sold to third-parties or being used in a less-than scrupulous way that could have a negative impact on our finances, job opportunities and more. That is why comprehensive laws, like GDPR, have been introduced in Europe as well as in other areas of the world, to protect how that data is collected, stored and shared. With new protective laws, however, can come potentially unexpected side effects that organizations should be prepared to manage.
One such affected area is your company Employee Rewards and Recognition Program. These programs inherently tap into an employee’s data because at its core, they are recognizing employees for achievements, milestones, life events and more – all of which can include information that might be deemed private under new mandates.
Don’t guess, and risk potentially hefty fines when it comes to data privacy laws and your employee rewards and recognition program; and enlist the guidance of an industry leader, Madison Performance Group, who has been prepared for and implementing solutions that will keep your program in compliance.
Amidst the current COVID-19 pandemic, organizations are faced with a number of new challenges related to the management of their workforce in these unprecedented times. But while businesses face this black swan event, HR is the white swan prepared to counterbalance that negativity.
This 9-part podcast series, each corresponding to a letter in “White Swan”, features HRO Today‘s own Elliot Clark and Madison‘s Senior Vice President, Judd Weisgal, for topical discussions related to “HR as the White Swan”. Join us for tips on managing through the crisis, all while keeping your workforce connected and engaged.
Click below to listen:
With Alex Alaminos, CEO, Madison
Recognition programs have become a gateway to employee productivity, loyalty, engagement and retention. In fact, according to Deloitte, organizations with employee recognition programs have 31 percent less voluntary turnover. As HR considers a first- or second-generation rewards programs, a main consideration for executives should be the financial structure. Here Alex Alaminos, CEO of Madison, explains the key differences between billing on issuance and billing on redemption and the considerations for approach depending on organizational goals.
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