Past Issues

In this Month’s Issue:

IHRIM News and Updates

Employee Recognition Survey: Driving Stronger Performance Through Employee Recognition

International Technology Adoption and Workforce Issues

Managing the Challenges of the New Virtual Workforce: The Use of Personality Data to Build and Develop High Performing Virtual Teams

Hiring for Success: Improving organizational performance through better quality recruitment

Increase Employee Referrals in 5 Easy Steps

Through the Mobile Looking Glass

Disruptive technologies: Advances that will transform life, business, and the global economy

IHRIM Publications -   The June/July issue  explores the changing landscape of HR and the technology that supports it.

Event Calendar

IHRIM webinars and webinar recordings are complimentary to members

September 25 IHRIM Webinar:
Creating an Integrated Technology and Service Delivery Strategy: Towers Watson's 2013 HR Service Delivery and Technology Survey Results. Sponsored by Towers Watson

October 15: IHRIM’s Advanced Staffing Analytics Course, San Francisco, CA

October 16: 2013 IHRIM Workforce Analytics Forum, San Francisco, CA

IHRIM’s HRIP Certification Program - Exam Options to Fit Your Schedule!
 All of our exam options provide you with the flexibility to take the exam at a date and time - and location - that best fits your schedule. Go to HRIP Certification for more information. 

IHRIM News and Updates

Employee Recognition Survey: Driving Stronger Performance Through Employee Recognition  

Employee recognition programs are on the rise, and with plenty of good reasons. As human capital becomes the foremost challenge for companies worldwide, employee engagement is mission critical for an increasing number of organizations.

But which employee recognition programs are most effective in meeting this challenge? To answer that question, Globoforce® – together with the Society for Human Resource Management (SHRM) – surveyed 803 HR professionals to assess the relationship between recognition, engagement, employee performance and other key human capital factors. The survey, conceived and commissioned by Globoforce, also gathered trends and insights from HR leaders and practitioners about the challenges they are facing and the innovations and technologies that are changing the way people are managed today.

Read the survey results

International Technology Adoption and Workforce Issues   

CompTIA’s International Technology Adoption and Workforce Issues study was conducted to collect and share information on technology adoption and workforce trends across several countries. The objectives of this research include: explore business and information technology (IT) priorities among organizations; examine the usage of key technologies/solutions and IT services such as security and cloud computing; identify which IT skills are most important to employers and if there are any skills gap issues or staffing concerns; and evaluate professional development practices such as training and certification.     

Read the full report

Managing the Challenges of the New Virtual Workforce: The Use of Personality Data to Build and Develop High Performing Virtual Teams 

A company’s workforce has always been its most valuable asset and normally its biggest expense. Attracting and retaining the right talent continues to be a foremost concern for managers. Today, however, many workforces operate in a virtual environment. The proliferation of the virtual team has had a significant impact on managers, who must reconsider traditional management strategies on how to meet the unique challenges (how to communicate and collaborate effectively, for example) in light of the characteristics of remote teams, whose members live in different time zones, rarely or never see one another in person, and communicate primarily via electronic mediums. This white paper explores some of the major trends that are contributing to the rise of the virtual workforce, examines some of the main challenges related to remote team management, and outlines the key principles that will help managers achieve success with virtual teams. 

Read the white paper from PI Worldwide

Hiring for Success: Improving organizational performance through better quality recruitment

Today’s business leaders are at risk of focusing too much on cost and time when it comes to improving recruitment, yet the real benefits come from a commitment to quality. Leaders are critical of poor quality hiring but sometimes are more inclined to look at time and cost than anything else.

Perhaps quality of hire is considered too hard to define, too complex a concept or simply just too hard to address in the short term? Despite this, we know that improving organizational performance to create competitive advantage and long-term success for any organization means having the right talent. So our starting point in this paper is not whether, but how, quality of hire can be achieved. 

Read the white paper by Hudson RPO

Increase Employee Referrals in 5 Easy Steps

Today recruiters use the Internet and social networks to attract candidates, before it was classified ads, job boards and word of mouth connections. However people find their next job, one successful channel that remains timeless is a network.

A lot of times, the best jobs people get are through their friends.

The Bureau of Labor Statistics estimates that 85 percent of career opportunities go unadvertised, meaning that networking gives both job seekers and recruiters a significant advantage. Whether your network is a group of friends and former colleagues, alumni or people you’ve connected with on Facebook, LinkedIn or Twitter, it provides a means to engage and inquire about opportunities even if they aren’t advertised.

Since networks have become invaluable for sourcing candidates, expanding a company’s network would increase the number of prospects.

So how do we do this with only a limited number of recruiters?

Read the white paper from Jobvite

Through the Mobile Looking Glass

Alice never dreamed of a world like this. The numbers tell one part of the story. Some 80 percent of the world’s people have gained mobile access in less than two decades. Smartphones already account for almost 40 percent of global mobile-phone sales, and they are increasing fast. This year, mobile access will overtake fixed-line access as the world’s primary way of going online; four out of five broadband connections will be mobile by 2015. For a large and growing share of users around the world, the Internet will be an entirely mobile experience.

As Alice discovered when she stepped through the looking glass, the world behind the digital screen is different. Most companies do not yet have all the capabilities they need to engage customers and employees. The first step is to assess their readiness by putting their businesses through a mobile health check, including a view of their ability to compete in the diverse mobile ecosystems taking root in different economies. Success will likely follow a very different path in Japan or China than in the United States. It almost certainly will in India or Africa.. 

Read the full report

Disruptive technologies: Advances that will transform life, business, and the global economy

Technology is moving so quickly, and in so many directions, that it becomes challenging to even pay attention—we are victims of “next new thing” fatigue. Yet technology advancement continues to drive economic growth and, in some cases, unleash disruptive change. Economically disruptive technologies—like the semiconductor microchip, the Internet, or steam power in the Industrial Revolution—transform the way we live and work, enable new business models, and provide an opening for new players to upset the established order. Business leaders and policy makers need to identify potentially disruptive technologies, and carefully consider their potential, before these technologies begin to exert their disruptive powers in the economy and society.

In this report, the McKinsey Global Institute (MGI) assesses the potential reach and scope, as well as the potential economic impact and disruption, of major rapidly advancing technology areas. Through extensive research, we sort through the noise to identify 12 technology areas with the potential for massive impact on how people live and work, and on industries and economies. We also attempt to quantify the potential economic impact of each technology across a set of promising applications in 2025.

Read the full report 

IHRIM Publications

Workforce Solutions Review - Don’t miss your issue of IHRIM’s Workforce Solutions Review - online subscription is complimentary with membership.  If you would like to receive the print issue of Workforce Solutions Review for less than $5.00 per issue, log on at www.ihrimpublications.com and click on the “Subscribe Now” button under the cover of the magazine.

June/July 2013 Issue – “Physician, heal thyself.” The intent of that well-known saying equally applies to the Human Resources function. HR must not only help their business clients adapt to change but also has to adapt itself to sweeping changes that are redefining its structure and ability to be both relevant and effective. In this issue of WSR we will explore the changing landscape of HR and the technology that supports it.

Book Release from IHRIM Publications

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