Is your workforce engaged?
In a recent Gallup poll of US employees, only 32% reported being engaged — 35% of female employees and just 29% of male employees.
As you know, engagement is vital to the future of your workforce…and the higher employee engagement, the higher the:
• Customer retention
• Earnings per share (EPS)
Download our free infographic to get the latest tips and tactics from a PRO, and improve your employee’s engagement, today!
Published By: BambooHR
Published Date: May 24, 2018
Employee engagement is a puzzle with many pieces to it. Most of us are still working on defining the term, learning what drives employee engagement (or disengagement), and planning out how programs that improve employee engagement can move the needle on key business outcomes.
It’s time to think more strategically about your entire workforce. Learn the benefits of a unified approach to HCM and workforce management.
In today’s competitive and rapidly changing business environment, sustained success requires a total HCM strategy that focuses on managing, engaging, and retaining your entire workforce — both hourly and salaried employees alike. It also requires a single, unified technology platform that enables managers to successfully execute on that holistic strategy for improved operational efficiency, higher employee engagement, and better business outcomes.
Read the e-book for best-practice advice and valuable insights into the shared future of HCM and workforce management, including:
Where early attempts to bring together HCM and workforce management fell short of expectations
Why you need an integrated HCM and workforce management technology platform to gain complete visibility into your entire workforce and drive better decisions
How a holi
Engaging Employees through a Unified Platform
Learn how simplifying processes with a unified HCM solution can help you better manage all employees and remove barriers to optimal engagement.
An engaged workforce is satisfied and productive. To make this a reality for your organization, you need a human capital strategy that can help you think strategically about managing, engaging, and retaining your entire workforce.
However, in many cases, the systems that manage human capital alienate rather than engage both employees and managers — making it challenging, for example, to easily access schedules or paystubs without having to call HR or do self-service assessments of career path options.
Implementing an effective HCM strategy supported by the right workforce technology can save your organization time and resources, improve the management of your people-related processes, and drive greater employee engagement.
Published By: BizLibrary
Published Date: Jul 18, 2017
Similar to Maslow’s hierarchy of needs, there are four levels of employee engagement: Basic Needs, Individual Needs, Teamwork Needs and Personal Growth Needs. Within those four levels, there have been twelve factors identified that employers can look at to determine where to improve engagement efforts.
In this infographic, you'll learn:
-12 engagement needs and what you can do to improve in each area
-Skills to show your team that you value them for who they are, more than what they can do
-The 4 levels of employee engagement
The Marcus Buckingham Company, an ADP Company, commissioned Forrester Consulting to conduct a Total Economic Impact™ (TEI) study and examine the potential return on investment (ROI) enterprises may realize by deploying StandOut. The purpose of this study is to provide readers with a framework to evaluate the potential financial impact of StandOut on their organizations.
To better understand the benefits, costs, and risks associated with this investment, Forrester interviewed several customers with experience using StandOut. StandOut is an integrated suite that pairs a technology platform with coaching to help organizations achieve their talent activation goals.
Prior to using StandOut, the interviewed organizations did not have a structured program to improve and measure employee engagement and performance. Organizations used annual surveys and annual performance reviews, and some even encouraged weekly check-ins, but there was no guidance on how to complete these tasks, and the data t
HR processes are changing. And, with the global skills crisis, HR Directors are struggling to attract and retain the best talent. Their departments are in flux, and 77% of organisations report a perceived lack of strategic value from HR.* If you’re going to win the war for talent, your organisation will need to make a radical change. It must transform its HR and become a People Company, utilising people data and analytics to make decisions based on real evidence. This will improve the way you interact with current and future employees, providing great workforce experiences. The result will be a more committed and engaged workforce, and increased interest in joining your organisation. From a business perspective too, you’ll benefit through higher levels of productivity, efficiency and improved performance and engagement.
HR has an important opportunity to drive enterprise social collaboration. Read how social technology enables employee productivity, how HR can add value to social communication, and how social tools can improve HR functions.
The fifth annual State of DevOps Report, presented by Puppet and DevOps Research & Assessment (DORA), confirms and highlights the fact that achieving higher IT and organizational performance is a team effort spanning development and operations — and it’s an investment that can deliver powerful returns.
This year’s report shows how DevOps speeds up delivery, improves quality and security, enhances employee engagement and more.
Download the report to learn why:
• High-performing IT organization experience 200x more frequent deployments and 24x recovery from failures.
• High performers spend 22 percent less time on unplanned work and 29 percent more time on new work, such as features or code.
• Taking an experimental approach to product development improves IT performance.
The report also helps you understand the ROI of DevOps, and includes formulas to quantify your potential cost savings, using metrics from you own organization.
Published By: OC Tanner
Published Date: Feb 14, 2017
As you constantly shape and improve the culture of your organization, make sure you are on the right path. Discover the latest studies in employee engagement, culture, and talent management to see what’s new (and what’s still trending) in 2017.
Published By: OC Tanner
Published Date: Jun 12, 2018
Employee recognition is more than an HR program—it has a profound impact on an organization’s workplaceculture and bottom line.
Employee recognition has a strong influence on an organization’s workplace culture. Research on 10,000 employees in 12 countries shows that organizations who have a great culture are:
• 54% more likely to have employees that are Promoters on the standard NPS scale
• 53% more likely to have highly engaged employees
• 29% more likely to have employees innovating and performing great work
• 27% more likely to have increased in revenuelast year
• 25% more likely to have growth in team size in the last year1
By creating a great workplace culture employees want to engage with, you’ll see an improvement in business results. Employee recognition touches every aspect of your company culture and your employee experience—from recruiting, to engagement, productivity, innovation, and retention.
Engaging with candidates is a long game. To be remembered, it's crucial to take the necessary steps to develop effective relationships, grow your network, and cleverly capture candidates' attention.
Join TripAdvisor's Jeff McCarthy and Lori Busch as they share how to leverage recruitment marketing and outreach platforms to improve response rates, influence long-term relationships, and stay top of mind with candidates.
In this webinar, you'll learn:
TripAdvisor's messaging strategies for increasing open rates by 15%
How to structure a multi-touch nurturing workflow to sustain a relationship with candidates
A breakdown of TripAdvisor's Attract, Engage, and Convert model
Why they emphasize employee-generated content as vital to branding and candidate engagement
Teleworking has grown 115% in the past
decade, according to the Society for Human
Resources. However, in 2017, a number of large
employers made headlines by abandoning their
telework initiatives, citing the desire to improve
communication, collaboration and teamwork. This
move was surprising to many for two reasons:
• Nearly three-quarters of millennials express
a desire to have more opportunities to work
• Employers can save $11,000 per half-time
Do employees who work remotely feel less
recognized, exhibit lower engagement levels or
experience less attention from their manager? To
find out, we conducted a regression analysis on
our 2018 survey of 5,000 employees nationwide.
The results presented on the following pages may
A strong ethics and compliance programme improves organisational culture, protects corporate reputation and enhances employee engagement. When an ethics and compliance programme is lacking, an organisation could be exposed to significant risk. To ensure compliance programmes meet ongoing best practices, assessments and regular reviews are necessary, valuable and expected by numerous internal and external parties, including government agencies.
New laws and regulations, new lines of business, new geographies and mergers and acquisitions become part of a growing enterprise your compliance ecosystem must support. This requires those in charge of the system to regularly revisit and assess their risk and priorities to make necessary adjustments that ensure an effective compliance programme.
The Definitive Guide to Compliance Programme Assessment is a comprehensive resource full of advice and best practices. It is designed to help organisations evaluate and improve their ethics and complia
Published By: Limeade
Published Date: Jun 02, 2016
Investing in employee well-being boosts engagement, improves productivity and even leads to better company performance.
But there’s just one problem companies are running into over and over: participation.
We surveyed close to 300 employers about the state of their wellness programs. They said their biggest challenges are: participation (52.6 percent), sustaining interest and active involvement (48.5 percent) and fostering employees’ long-term health habits (37.5 percent).
How can you tackle participation and keep interest thriving?
In this e-book, we cover:
? The challenge of increasing employee participation
? How to solve the participation issue
? What you can do to create long-term participation and engagement
Learn everything you need to know about creating an engaging training programme—from defining your strategy to measuring effectiveness—in our comprehensive guide.
What you'll learn:
How to prevent misconduct through training
How to create an engaging training programme - from defining strategy to measuring effectiveness
How to develop the foundation of an ethical culture
Tips, advice and examples to help organisations develop cost-effective, high-value and successful ethics and compliance training programmes
How to mitigate risk and promote adherence to compliance objectives
How to improve employee engagement and trust and strengthen alignment around a set of core values
Published By: Aon Hewitt
Published Date: Nov 16, 2016
The research is clear, organizations that create a culture of engagement see stronger business performance including customer satisfaction, sales, operating margins and shareholder value. This article explains the 5 Habits Best Employers practice to improve employee engagement and drive better business outcomes.
Download this white paper to gain a clear understanding of:
Where current employee scheduling practices fall short
5 concrete ways to empower employees and improve engagement through scheduling
Essential manager tools to look for in any workforce scheduling tool
What to expect from scheduling improvements
It’s time to think more strategically about your entire workforce. Learn the benefits of a unified approach to HCM and workforce management. In today’s competitive and rapidly changing business environment, sustained success requires a total HCM strategy that focuses on managing, engaging, and retaining your entire workforce — both hourly and salaried employees alike. It also requires a single, unified technology platform that enables managers to successfully execute on that holistic strategy for improved operational efficiency, higher employee engagement, and better business outcomes.
Published By: Achievers
Published Date: Jan 02, 2014
Disengaged employees undermine your company’s morale, erode the bottom line, and endanger the long-term success of your business but your company can triumph over disengagement. Download the latest study from Gartner to learn the benefits of a new generation of social-enabled technologies designed to improve employee engagement, alignment, and recognition.
As organizations look for more ways to increase productivity and profitability, human resources departments are being asked to provide more strategic input to executives. Doing so requires tools that improve access to timely, accurate information for enhanced business decision making. If you don’t have a human resource management system (HRMS), HR can end up spending too much time on repetitive day-to-day tasks like paperwork while struggling to deliver meaningful workforce insights. The right HR management software can help the HR team increase control over employee data, optimize productivity, and take employee engagement to the next level, so you can deliver the future workforce your organization needs to succeed. This white paper discusses the five areas to keep in mind when evaluating solutions to find an HRMS that’s a good fit for your business.
Using social technologies, organizations can develop a workforce development program where employees can develop skills on the job by collaborating with experts and sharing tacit knowledge. This white paper shows how organizations that develop a social learning program can improve employee engagement, reduce attrition and decrease the amount of time employees waste searching for expertise and information.