Engaging a virtual workforce is challenging. With the growth of virtual and global teams the need to connect and support remote talent has never been more vital. US Labor statistics reports show that since 2005 the rate of remote employee ...Read more
The way people want to work is changing. They’re socially connected, mobile, and expect the same “on demand” access they have in their personal life at work. Most HR departments and TA functions aren’t equipped to handle ...Read more
Listen to this podcast as Oracle's Annette Wellinghoff highlights the most important aspects of the freelance economy.
In a recent survey1 CEOs identified “talent strategies” as the number one area they are focused on changing to capitalize on global trends. For many HR professionals, this doesn’t come as a surprise.Read more
You can’t listen to a news report or read economic data without hearing about the current job market. We have had 65 months of private sector job growth, and last year alone the economy added over 3.1 million new jobs. Employee confidence ...Read more
2015 Health and Well-being Touchstone Survey Highlights:
The average reported increase in medical plan costs before plan changes was 7.9% for 2014, very close to the 8.0% expected from the 2014 Touchstone Survey.
The average ...
The idea of HR getting a seat at the table was already “close to 20 years” old when Fast Company published its infamous article, Why We Hate HR, a decade ago. Yet in the past year the rhetoric around this topic has escalated ...Read more
Workforce Planning is the business process of projecting labor supply based on where you are today, capturing labor demand for where you want to go, comparing the two, analyzing costs, and aligning the organization on the actions to take to ...Read more
New research by Harvard Business Review Analytic Services has found a large gap between what companies want from the CHRO— for example, considering revenue, market share, and other business outcomes when making workforce plans—and the ...Read more
Data-driven HR. HR Analytics. Talent Management. Organizational Agility. Chief People Officer. Once just buzzwords, these concepts are now foundational elements of a strong organization’s human resources strategy. In a job market that caters more and more to the candidate’s needs, organizations are seeking to become more proactive. They’re no longer filling a vacancy. Today, it’s a matter of finding and cultivating talent, integrating that talent into a strong and diverse company culture and nurturing that talent to produce the best possible workforce.