Insights from IMPACT 2018: Tools and Technologies to Know

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From text analysis that uncovers cultural issues to technologies that “understand” interactions with help desks, the hope is that cognitive tools can elevate the performance of HR, and, ultimately, improve the employee experience.   Whether your organization has explored open-source platforms or used proprietary artificial intelligence (AI) in the workplace, the IMPACT 2018 session “Augmenting […]

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Insights from IMPACT 2018: The Rise of the Social Enterprise

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Seismic shifts are shaping the new world of work. Organizations are becoming more agile; diversity and inclusion are emerging as a critical part of the conversation at the leadership level; and HR is becoming digital and adopting new cognitive technologies. But it’s not enough, as organizations face increased pressure from the external environment. They are […]

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Bipartisan Retirement Bill Introduced in Senate

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Senators Orrin Hatch (R-UT) and Ron Wyden (D-OR), respectively the Chair and Ranking Minority Member of the Senate Finance Committee, re-introduced the Retirement Enhancement and Savings Act (RESA) of 2018 on March 9.  The bill is an updated version of legislation that was unanimously reported by the Senate Finance Committee during the last Congress, in […]

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Fifth Circuit Vacates Fiduciary Rule

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A three-judge panel of the Fifth Circuit Court of Appeals, by a 2-1 split decision, has issued a ruling vacating the Department of Labor’s fiduciary rule effective as early as May 7, 2018. The DOL has 45 days to request a review of the 3-judge panel’s decision by the full 5th Circuit, which could overturn […]

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The Candidate Experience Journey: Enhancing Six Key Touchpoints

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In today’s highly competitive talent market, an organization’s ability to attract high-quality candidates is a significant business advantage—making improving candidate experience a priority for talent acquisition (TA) teams. Our most recently published High-Impact Talent Acquisition research found that a personalized talent journey was essential for applicants, with 76 percent of high-performing TA functions reporting that […]

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Upskilling HR in People Analytics

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People analytics has rapidly become an essential tool for improving individual performance, enhancing employee experience, and achieving business goals. But while many companies now have people analytics teams in place, HR practitioners are not all conversant with data or analytics yet. In fact, in nearly 60 percent of companies, basic data literacy skills are not […]

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Middle Managers Will Always Be the Strategic Linchpin of Your Organization—Make Sure You Look After Them

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Middle management seems to be going out of fashion in many businesses. As organizations become flatter and senior executives want to be more involved in daily business operations, middle management is sometimes thought of as an inconvenience. Getting rid of the middle layer, some say, will help shed operating costs, enable employees to make their […]

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Optimizing for the Future: Now Is the Time for Mid-Market TA Strategy

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Optimizing for the Future: Now Is the Time for Mid-Market TA Strategy Deloitte’s 2017 Global Human Capital Trends[1] indicates a not-so-surprising truth: talent acquisition (TA) sits at the center of the business, as this function is responsible for identifying the talent to propel businesses forward. A standard approach that works for every organization does not […]

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Driving Talent Acquisition Maturity

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Organizations today recognize that to execute their business strategies successfully, they need to have the right talent in place. And in order to have the right talent in place, they need to build a mature, high-performing talent acquisition (TA) function. This process requires an awareness of what other organizations have done to establish their TA […]

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Robust HR Capability Development: A High-Impact Practice

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The notion that HR needs to grow capabilities has been kicking around the C-suite and the back office for quite some time. HR as we know it has been challenged in keeping up with business disruptions, especially those associated with technology, and the growth patterns of its organizational counterparts. This does not mean that HR […]

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