Explore HCI's collection of curated research, white papers, case studies and infographics on trending talent management topics.
The launch of the new recognition and reward program generated so much excitement that 380 of Hollard’s 400 employees had logged in within the first few days of the program launching. Within the first three months, employees had celebrated ...Read more
Each year BountyJobs takes a deep dive into our vast treasure trove of data to curate a report tailored to the top trends and analytics across industries in third-party recruiting. As they’ve been at this for over a decade, they have the largest database chock full of hiring metrics that have been instrumental in forming the recruiting strategies of untold numbers of talent acquisition professionals. They do this because they know that finding the right person for your critical roles is imperative – and is even more of an uphill battle in this ultra-tight hiring market.
After going live with Visier’s Workforce Intelligence solution, HR’s initial challenge was to scale workforce reports to business leaders and HR business partners. Part of the challenge was to deploy enterprise workforce measurements ...Read more
It doesn’t matter the industry or locale, every organization today is facing the same set of integrated issues: How do you meet the rapid pace of technological changes? How do you effectively attract and retain the talent necessary to ...Read more
Organizations have learned that increasing diversity — the variety of differences between people in their workforce — and inclusion — helping those employees feel a greater sense of belonging — creates a more engaged workforce and greater competitive advantage.
Using the categories and components of the 3Ps listed below, design a 90-day onboarding plan for an employee segment. Define specific activities (e.g., lunch, welcome videos and/or gifts, etc.) you think should be included. Details will help you ...Read more
In our most recent HCI Member Survey, we learned that developing change management skills is the top priority for HR professionals seeking to align their professional development goals with supporting their organization’s strategic priorities. This comes as no surprise, considering 80% of HR professionals say their organizations are in a constant state of change. Yet the statistics on successful change leave plenty of room for improvement. When we asked HR practitioners about their change efforts, only 15% reported that 76% to 100% of their change efforts were successful.
Roto Rooter is the largest provider of plumbing repair, sewer, and drain cleaning services throughout the United States and Canada. The company’s 80-year legacy of taking care of North America’s drains has also made it one of the ...Read more
When learning is part of an organization’s culture, there is a difference in the success that the business is able to drive. And when organizations create learning that fits the reality of what humans can accomplish during a workday, ...Read more
Organizations plan their workforce to keep pace with the emerging needs of the marketplace, evolving business objectives, and changing roles. But even the most organized planning efforts can’t resolve widening gaps between the skills necessary for new roles and the capabilities of existing talent. Internal learning and development programs can help, but in many industries, these are not enough to cover an organization’s needs. In response, organizations are searching for fresh alternatives for getting the right talent into the right roles at the right time.
Think of an OBJECTIVE in OKRs as a name for a “Strategic Theme” (aka a “Burning Imperative” as some companies call it) – it is a broad, overarching headline or title which is a qualitative name of a set or group of ...Read more
Historically, HCI’s Strategic HR Business Partner certification program has been one of our most popular courses. Thousands of HR professionals worldwide have completed the certification, boosting their business and financial acumen and learning how to become better strategic partners to the business.
Yet, the role HR should play in driving the business forward continues to evolve. At HCI, we’re always on top of what’s coming next in HR, and our certification programs are no exception.
It’s no secret that—in any industry— the workforce plays a key role in determining how an organization performs.
When organizations take advantage of workforce data to inform their people decisions, research has proven that ...Read more
As you begin your search for an employee recognition partner, it’s helpful to understand the recognition industry at a high level. Is there one primary type of recognition company or are there many? How do you compare apples to apples? Why ...Read more
Human beings are inherently biased. We would like to believe that we are largely rational beings but as years of research has proved, we aren’t. In fact, there is an entire field of study (behavioral economics, social psychology, call it what you may) dedicated to studying human irrationality.
It’s one thing to get the best talent in the door. In many cases, it can be quite a different challenge to get them to stay. As the old adage says, people don’t leave jobs. They leave managers. At the 2018 Employee Engagement Conference, keynote speakers from organizations like Pepsico, Whirlpool, United States Golf Association, and the State of Tennessee will take the stage to discuss how leaders can create authentic connections, drive real accountability for engagement among managers and leaders, and retain critical talent.
We’d like to think that billions of dollars spent on something can’t be wrong. But as we look at the changing landscape of employee recognition, it’s becoming more apparent that our money is misplaced. Let’s talk about ...Read more
The HR reporting team at BBVA Compass was lost in data, producing countless reports that yielded few insights. To help the business optimize its workforce and drive more business value, the team wanted to shift its focus from reporting to ...Read more
I’m no exception to this and have experienced (IMHO) more than my share of crazy, power hungry, clueless, and just plain incompetent behavior from managers that I’ve worked for. But, in the spirit of making lemons from lemonade, here are three of my best stories about some poor manager types and the critical lessons I took away from working with each of them, which (I hope) have made me a better leader.