A new operating model for talent acquisition

A new operating model for talent acquisition
Posted by Arthur Mazor and Bill Cleary on December 13, 2016.

In our previous post, we looked at some of the ways HR can learn from leading practices for customer experience to improve talent acquisition. Enhancing the candidate experiences requires getting smarter about how organizations approach talent acquisition. According to Bersin by Deloitte, recruiting is already an expensive undertaking—US companies spend an average of $4,000 per hire—and it’s likely organizations will feel greater pressure to spend even more in the competition for the attention of Millennials and other talent.1 From social media to alumni networks, it’s time for companies to focus their investments on the areas of greatest payoff. That means linking recruitment more closely to overall corporate strategy as well as promoting a smoother ride for candidates through the process.

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How telecom icon AT&T’s talent reskilling enables future relevance

How telecom icon AT&T’s talent reskilling enables future relevance
Posted on September 27, 2016.

The talent crisis and some of the ways organizations are dealing with it has been a topic of conversation on HR Times since we started. We’ve discussed it from a manufacturing perspective (and in particular, the chemical industry), an HR perspective, a finance industry perspective, and a broad national perspective. Now in a new Harvard Business Review article, John Donovan, AT&T’s chief strategy officer and group president, and our own Deloitte Consulting LLP principal, Cathy Benko, take a company-specific perspective, explaining how one of the largest and most iconic companies in the world (No. 10 on the Fortune 500) is addressing the talent challenge.

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Should you appeal a health insurance exchange notice?

Should you appeal a health insurance exchange notice?

Posted by Jerry Karlin and Jamie Gross on September 07, 2016.

Many of our clients have reached out to us about notices they have received from public (federal or state) health insurance exchanges. The notices inform employers about employees who have qualified for subsidies to purchase coverage through the exchange, and give employers the chance to appeal this determination. To appeal, employers have to demonstrate they have offered “affordable” coverage that provides “minimum value” to the employee. The question we’re hearing from clients: Should I respond to the notice?

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Why M&A should be a critical HR competency

Why M&A should be a critical HR competency

Posted by Tom Joseph and Michael Gretczko on August 16, 2016.

We’re halfway through 2016 and the brisk pace of mergers & acquisitions (M&A) continues. Through April, global M&A activity had already eclipsed $1 trillion in deal value.1 This is strong evidence that C-suite executives continue to view M&A as an effective way to increase shareholder value. As a result, HR functions must be prepared to support their organization’s people, processes, and technology through the entire M&A life cycle.

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Re-energizing HR: One company’s journey

Re-energizing HR: One company’s journey

Posted by Christopher Cameron on January 06, 2016.

One of the trends we examined in our Global Human Capital Trends 2015 report was the need for HR to get better at keeping pace with changes in the business. With only 5 percent of survey respondents rating their organization’s HR performance as excellent, and 32 percent rating it as underperforming or “getting by,” it seems clear that many HR organizations are struggling to deliver what the business needs (see Reinventing HR: An extreme makeover). This could have been the case with the HR organization in one company we worked with —but it wasn’t. Instead, HR leaders took the opportunity afforded by the business’s dramatic turnaround to reinvent HR in similar bold fashion.
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HR trends, strategies top attention-getters in 2015

HR trends, strategies top attention-getters in 2015

Based on the HR Times posts that garnered the most views in 2015, our readers are especially drawn to stories highlighting what’s new and trending in the world of human capital and how businesses are responding. As we welcome 2016, we’ll be watching the progression of these trends as well as continuing to track new developments that impact people and performance. Get ready for what’s next with a quick review of the topics that captured the most attention over the last year.
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Workforce management issues heightened during the holidays

Workforce management issues heightened during the holidays

Posted by Lisa Disselkamp on December 22, 2015.

Tis the season—the time of year that takes the challenge to balance personal and professional commitments to new heights. While some of the increased stresses businesses and employees experience can be chalked up to the end-of-year holiday rush, they are often accentuated examples of shortcomings that plague workforce management systems year-round.
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Simplification of work: We have work to do

Simplification of work: We have work to do

Posted by Burt Rea and Ina Gantcheva on December 09, 2015.

We knew we had struck a collective workplace nerve when our 2014 Human Capital trend on The Overwhelmed Employee proved to be one of the most popular articles Deloitte has ever published. Widespread interest in the topic was further confirmed in our 2015 trends research, in which more than 7 out of 10 surveyed organizations rated the need to simplify work as an “important problem,” with more than 25 percent citing it as “very important.”

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