Consulting with HR leaders has provided technology providers with a unique vantage point: These vendors, which provide solutions to organizations, know that today’s HR and IT leaders who serve the function are trying to solve a long list of challenges, including the Great Resignation, quiet quitting, the need for skills and what they’re learning from active and passive employee listening. Solution providers also realize that HR leaders continue to address challenges that have accelerated to near-crisis levels in regard to recruitment and employee retention.
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While many American employers have embraced a hybrid work model for their employees, they have not fully implemented technologies that could help workers remain productive, creative and inspired in and out of the office setting. In a recent study conducted by real estate property technology provider JLL Technologies, 55% of office-based employees are now in a hybrid working pattern. Still, companies on average have adopted only four out of 15 recommended technologies to address the hybrid work transformation.
As the Great Resignation and quiet quitting have taken hold post-pandemic, employers now more than ever are looking for ways to alleviate burnout and better incorporate work-life balance into company culture.
Enter SPOTLYFE, winner of the 2022 HR Technology Conference & Exposition Pitchfest.
As the first half of 2022 winds down, it’s a good time to conduct one of the workplace’s most exciting exercises: the mid-year performance review. Actually, I am kidding about the “exciting” part; we all know that most performance reviews stink, but that is a topic for another time. This mid-year review is concerned with how well your organization’s HR technology solutions have been performing, including the questions to ask to make that determination and a few ideas for improvement (if your HR tech doesn’t rate with “exceeds expectations”).
Walmart, the nation’s largest employer, is powering its newest employee career growth program with VR technology headsets and education tools to train its associates and next generation of managers.
Announced late last month, the retail giant’s Walmart Academy aims to deliver job-specific retail training and future skills training, plus leadership and wellness courses, to its more than 2.3 million employees globally in the coming months.
Whether we call it the Great Resignation, the Great Reevaluation, the Great Reset or something else, finding, attracting and retaining talented workers remains among the top challenges facing HR leaders. With the unemployment rate in the U.S. at a near 50-year low, 4 million-plus workers voluntarily quitting their jobs each month and time-to-fill increasing dramatically (in some cases, over 60 business days, more than double the historical average), HR leaders are being forced to look for more creative ways to address their hiring and retention challenges.
Epidemiologists and virus hunters are not the only professionals who have been trawling through rivers of data searching for insights since the start of the COVID-19 crisis. Tech-savvy HR leaders at Fortune 500 companies, in particular, have been turning an eye to their copious people data to drive real transformation inside their organizations.
The workforce of the future will be more agile, more focused on projects and will thrive in an environment where employees are given opportunities to be creative, inspired and fulfilled.
Fourth Annual List Highlights Those Helping to Innovate and Transform the Industry
PALM BEACH GARDENS, Fla., May 03, 2022 (GLOBE NEWSWIRE) -- Human Resource Executive® and the HR Technology Conference & Exposition® today announced the 2022 Top 100 HR Tech Influencers. Now in its fourth year, the annual list spotlights leaders and experts across a wide range of fields, each consistently making an impact with their work in HR technology and helping organizations solve HR pain points.
Meetings in the near future may take place in the “metaverse,” a network of 3D virtual worlds that will be powered by leading social media and software giants like Facebook, Apple and Microsoft. And, according to new research, younger employees are ready for this new paradigm—which means HR needs to be ready, too.
