Published By: Globoforce
Published Date: Nov 06, 2013
As human capital becomes the foremost challenge for companies worldwide, employee engagement has become an important strategy for success.
In this report, more than 800 HR leaders and practitioners share their perspectives on innovations and technologies that are changing the way people are managed and measured.
Talent management is evolving, and HR professionals must adapt for the future. Competition remains fierce to acquire the best talent from the largest candidate pool in history, while the traditional performance review cycle is no longer sufficient for evaluating the functions and needs of your people. Executives must ensure that managers are not only able to find the right individual for the job, but also retain, engage, and prepare top performers for leadership roles in a proactive way.
Published By: Skillsoft
Published Date: Sep 25, 2013
In today’s business climate, the value of ongoing employee development efforts may seem like a no-brainer, but success is not always guaranteed. This ExecBlueprint discusses how HR can support leaders, managers, and employees in getting the most out of their training programs by using the performance appraisal process to identify gaps, focusing on the areas that will deliver the most return, and providing employees with enough context that they will want to learn for the company. HR leaders from Heineken Americas, BG Group, Given Imaging, and HDFC Asset Management Company share insight featured in this ExecBlueprint MP3. 55 minutes.
Published By: PanPowered
Published Date: Apr 26, 2017
Assessments are among the most powerful tools available to HR professionals to make better hires, identify development needs, and quantify leadership potential. However, you have to know the attributes each assessment is intended to measure and align that information with your hiring and development goals.
This guide will detail:
•Goals – what is each assessment intended to measure?
•Advantages and Disadvantages – what are the strengths and weaknesses of each type?
•Use Cases – what are the job roles or job traits that apply to each assessment type?
Download your copy of the Guide today.
The multigenerational workforce, compliance requirements, and new technologies are the top trends affecting human capital management today. This white paper explores the need for HR leaders to develop new strategies for managing the increasingly diverse workforce, and the role workforce management technology and HCM tools will play in its success.
Published By: BambooHR
Published Date: Apr 11, 2016
HR processes affect how hard employees work, how well they perform, how happy they are in their work, and how loyal they are to their employers. And yet many small business leaders handle HR duties on their own. For those DIY business leaders we’ve created a DIY guide to master HR best practices.
Download this free ebook to learn how to not only DIY, but more importantly, how to DIW. That is to say: Do it well.
Today’s executives don’t hold HR in very high esteem: according to Deloitte, “42 percent of business leaders believe their HR teams are underperforming or just getting by, compared to the 27 percent who rate HR as excellent or good when assessing HR and talent programs.”
Want to learn more? Start with the free white paper from Cornerstone OnDemand.
Today, business process automation is a critical strategy used to transform organizations and strengthen bottom-line results. At the front of this movement, human resource leaders are embracing automation to transform every aspect of their company's workforce management, from payroll to core HR to strategic talent management. For HR leaders who are considering automation to transform their people management processes, a crucial step in the early project-planning phase should include gaining a full understanding of the significant advantages offered from true cloud technology. Additionally, those organizations already using automated solutions via on-premise software will want to weigh out the options of switching to cloud delivery for greater efficiency.
Published By: Sage HRMS
Published Date: Jan 15, 2015
Developing talent within the workforce is one of the most important ways that companies ensure future success and increase their Return on Employee Investment (ROEI). When two businesses are similar yet one thrives while the other is on the verge of failure, you can usually pinpoint the difference to how well (or poorly) each company manages talent. Wise investments in employee and leadership development tend to improve financial results.
With the pace of HR technology solution development progressing quickly, HR leaders need to gain a solid understanding of the HR system options available. This tool is designed to help HR leaders build a business case for investing in next-generation HR systems to meet the growing HR demands of your organization. Demands include interfacing or integrating data, incorporating social and mobile technologies, and providing an employee experience that grows from the experience given to candidates.
Published By: Skillsoft
Published Date: May 30, 2017
In the world of business (and innovation), “risk management” does not necessarily mean risk prevention. Often, there will be core areas where your company is willing to take risks in order to generate returns, such as entering a new market or developing a new product. Rather than avoid all risk, leaders of successful organizations assess the risks inherent in any situation and use them to drive company vision, strategies, plans, and processes. This ExecBlueprint describes an integrated approach for managing performance, risk, and compliance through centralized governance processes. It is called “GRC” (governance, risk management, and compliance), and it provides a framework for sharing policies, processes, and documents at the enterprise level to improve communication, create organizational efficiencies, and reduce unnecessary risk. How can GRC benefit an organization? When leaders are able to define their “risk appetite” and quantify all the risks facing them, they can make more appro
Published By: Paychex
Published Date: Nov 29, 2016
With the accelerated pace of business, it’s become more difficult for human resource (HR) departments to adapt to complex, changing human capital management issues such as recruiting and retaining highly competent workers, managing talent, developing leaders, and leveraging a multigenerational workforce.
In research conducted by the Society for Human Resource Management (SHRM), talent management
ranked as the top priority among the HR professionals surveyed, with 64% ranking their company’s performance as neutral and another 30% ranking it unfavorably.
In fact, four out of 10 said their employers didn’t even have a designated individual for managing talent. But, what does “talent management” actually entail?
In this ebook, we’ll take a look at each of the major areas of concern for HR departments and present information that may be applied to your own organization.
Published By: PayScale
Published Date: Feb 25, 2015
This marks the sixth year PayScale has conducted the Compensation Best Practices Report (CBPR), a comprehensive survey that reflects employers’ attitudes and perceptions about key business issues including compensation practices, hiring trends, HR methodology, and other topics related to effective talent management.
The 2015 CBPR represents PayScale’s largest research endeavor yet, as they compiled responses from 5,530 business leaders from companies of every size across a wide section of industries.
Published By: PayScale
Published Date: Aug 23, 2016
As your team is diving into annual market studies, you likely have your eye on the looming budget request to come. In the war for talent, market data and the right budget are crucial tools for HR, but how do you convince your leadership team to sign off on an increased budget?
In this comprehensive whitepaper, we layout a plan for developing an approval-ready compensation budget and share tips to improve your current compensation strategy.
Published By: PayScale
Published Date: Mar 01, 2017
Turnover is a basic metric in every HR professional’s toolbox. Turnover tells a story about your company processes, procedures, leadership, and culture. Turnover also speaks volumes about your compensation.
Because turnover and retention are opposite sides of the same coin, you can seek the right balance between them to ensure that you’re driving the right talent to and through your organization.
Published By: Silkroad
Published Date: Aug 25, 2016
This e-book reflects the findings of a survey of 218 HR leaders undertaken in March/April 2016.
Sponsored by SilkRoad and conducted by Human Resource Executive® magazine, this research finds organizations continuing to question the efficacy of formal performance reviews and exploring new strategies for transforming performance management into a more agile, dynamic process.
Some findings include:
• Traditional performance management still rules.
• There’s a dissatisfaction with results, with only one-third of respondents rating their process fair, consistent and reliable.
• High on the radar are team goals and more frequent conversations.
• Agile performance is coming soon, with two thirds of respondents reporting being on the path.
• There are strong concerns about manager skill in managing performance.
• Metrics are not in place outside of compliance.
• Senior managers are interested in agile and concerned about time involved today.
While the traditional performance-management pro
Published By: NetSpend
Published Date: Jan 17, 2018
An analysis and in-depth discussion from HR leaders at the THRIVE HR Leadership Exchange: September 25–September 27, 2017.
In this report, we will share some of the many interesting ideas presented during BLR’s THRIVE HR Exchange, all of which have wide applicability and all of which are based on proven results.
This report will cover:
Compliance (the Trump Factor) and Managing Employees
HR Executive’s Role: Strategy, Structure
The Evolving Workforce and New Technology
New disruptive digital technologies are changing the face of workplace as well as worker expectations. The rapidly evolving 21st-century workforce is becoming increasingly mobile, contract-based, and technology savvy. Corporate real estate, IT, and HR leaders need to improve their work environments to suit these evolving needs, or they risk losing their employees to competition.
• Discusses why your employees are disengaged
• Discusses the six trends that will dominate the workforce of the future
• Describes how Cisco® Workforce Experience solutions can help enable these rich workforce experiences
Published By: Workday
Published Date: Jun 05, 2017
Aging HCM technology in many organizations contrasts sharply with the demands of digital business and the future world of work. HR IT leaders should use this strategic roadmap to plan their future HCM technology landscape to leverage the cloud, deeper automation and embedded advanced analytics.
HCM suite vendors are building out their offerings to address administrative, strategic and operational needs of users in multiple geographies, but solutions still vary. HR IT leaders should use this research to identify best-fit vendors based on their own critical product and service/support needs.
Culture has become one of the most important business topics of 2016. CEOs and HR leaders now recognize that culture drives people's behavior, innovation, and customer service: 82 percent of survey respondents believe that "culture is a potential competitive advantage." Knowing that leadership behavior and reward systems directly impact organizational performance, customer service, employee engagement, and retention, leading companies are using data and behavioral information to manage and influence their culture.
Delivering exceptional customer experiences has become a key differentiator for top organizations today. Now you can see where your peers and competitors stand in the new Forbes Insights report Data Elevates the Customer Experience. This report is a comprehensive follow-up to an October 2015 preliminary pulse survey conducted among 105 executives of large global organizations. It identifies three categories of organizations – leaders, explorers and laggards – and measures the progress they have made with the data-driven customer experience based on three key pillars: organization (people), openness (data) and orchestration (processes). Read the results, find out where you stand and glean some new ideas from your peers about how to elevate the customer experience.