HR Resource Center
- HR By Topic
- Recruiting Resources
- Onboarding Resources
- Talent Management
- Learning Management Solutions
- Performance Management Solutions
- Employee Offboarding
- Employee Engagement Programmes
- HR By Industry
- Financial Services
- Higher Education
- Professional Services
Power up your talent management strategies. Here’s what you need to know about talent acquisition, talent development, talent search, talent management systems, talent performance assessments, and more.Talent management leaders face constant challenge and change. Regulatory complexities, an unpredictable economy, four generations in the workforce, and more. Are you and your HR team prepared? In Talent Management surveys, the business side of human resources emerges as the key to HR success, including the following challenges:
- The need for a picture of the workforce based on data: 54%
- The lack of HR integration and the resulting inefficiencies: 59%
- Concerns about keeping up with evolving compliance laws and regulations: 63%
- How to attract top millennial talent as boomers retire: 56%
How to Demonstrate the Value of Strategic Talent ManagementDo you think strategic talent management is critical in your business or industry? Does your senior leadership agree? Or rather, do they agree enough to invest in the talent management technologies and infrastructure that can connect people to business success? Are they missing opportunities because HR teams have not effectively communicated value? HR recognises that talent management has a big impact on business results, but has struggled to convince skeptics. Obviously HR leaders need to look at how to communicate differently. Convincing skeptics of the value of talent management is challenging, but possible. It just takes the right tactics and a lot of persistence. These five principles for persuasion will build support with non-HR leaders for HR’s talent management agenda.
- Principle #1: What is convincing? Focus on what your audience cares about, not your agenda
- Principle #2: One reason is better than two. A single reason can be more powerful than a string of benefits
- Principle #3: Balance the story and the data. Change starts with a compelling story but then needs hard data as support.
- Principle #4: The meeting before the meeting is the meeting that matters. Win over key stakeholders in advance and then have a formal meeting to make it official.
- Principle #5: Seek evidence instead of arguments. Propose a reasonable hypothesis to test and measure results instead of presenting immediate arguments.
What are the Key Talent Management Challenges Today?Based on surveys of the talent management field conducted by independent research sponsored by SilkRoad, there are four foundational challenges that HR and Learning and Development professionals currently face:
- Implementing integrated human resource technology.
- Getting accurate data for a clear picture of the organisation.
- Converting data-driven insights into strategy.
- Securing a business role on leadership teams so that HR and learning and development expertise is recognised and valued.
How Can HR be More Strategic?The business side of HR is top of mind among talent management professionals. They want to become more strategic. Being viewed as strategic were foremost among concerns. And as they told us, HR professionals continue to fight for a “place at the table,” a partnership role in business decision-making.
- Many HR Technologies Available, but Companies Continue to Lag.Despite myriad technologies to help HR professionals move to a more strategic role, survey findings showed that companies were behind: even with the big data movement.
- Hiring Up, Sourcing is Key. Regarding talent acquisition, a slight uptick in the economy with continued volatility puts greater pressure on professionals to fill gaps caused by the recession that began in 2007. Their greatest areas of focus: an attractive culture and new technology for sourcing.
- Compliance Reigns, Time to Complete Automation. Compliance remains the Achilles heel of companies. Without a doubt, compliance regulations are evolving rapidly, driven by technology (such as laws prohibiting genetic testing of employees), changes in hiring (I-9) and veterans benefits in 2014, and more stringent healthcare policies (the Affordable Care Act), for example.
- Performance Management, Not Just Appraisals Any More. Survey results showed that performance management remains a tactical and annual function, rather than a strategic, ongoing activity in which employees are regularly coached and evaluated.
- Off-the-Shelf Learning is This Year’s Black, Social on the Rise. In learning and development, off-the-shelf training courses will be this year’s most popular investment. Social technology use is also rapidly rising.
- Employee Engagement Takes Centre Stage, Time to Get Formalised. Employee Engagement was square on the radar screen of professionals. They perceive employee engagement as a lever for competitive advantage—to boost company productivity and to recruit and retain top talent.
How to Prepare for MillennialsBy 2015, Millennials will outnumber other generations in the workforce. Your talent management strategy, from recruiting to training, needs to be ready for this shift. As Millennials take on their first management roles, they’ll challenge traditions and manage in new ways. Millennials communicate differently, tearing down the corporate ladder, and bringing a fresh approach to work. It's imperative that they know how to navigate the organisation and bridge the gap between management styles of senior executives and the more collaborative approach of their peers. Learn more about engaging Millennials in your workplace.
Succession Planning Tips: New Leaders Sink or SwimOrganisations haven’t adequately prepared young professionals to be managers, and it shows. Of current millennials who are leaders, only 36 percent said they felt ready when entering the role, and 30 percent still do not feel ready today – citing managing difficult people or situations, lack of experience, and dealing with conflicts as their top concerns upon entering a leadership role. Informed leaders agreed that millennials lack self-awareness and the ability to effectively manage others.
Talent Development Focus is CriticalThis lack of preparedness echoes what has been reported in prior research. A recent survey by the American Society for Training and Development reported that two-fifths of millennials don’t think their cohort is entering the workforce with sufficient skills to become future leaders, and Harvard Business Review claimed that the average age to receive leadership training is 42, or a decade away for the average millennial leader. Over half of ASTD’s respondents felt that millennials require specialised leadership development programs, but only 15 percent said their organisations offer such programs – though the business case for them is clear. For instance, higher-performing organisations are 57 percent more likely than those from low-performing organisations to have a millennial leadership development program in place.
How to Keep Young Professionals EngagedWhile organisations struggle with how to develop their young professionals, millennials are looking elsewhere. Our survey showed that 70 percent want to launch their own companies, with the greatest number of budding entrepreneurs in Brazil, China, India and Mexico. More alarming, less than 20 percent of global millennials aspire to senior leadership in a large organisation with 10,000 or more employees, and presently no one in these companies is convincing them that it’s in their best interest to come aboard and stay aboard. All this indicates that the time to start thinking “change” is now. Auditing your talent in a process-focused way, can be a good start to understanding the key skills your top talent possesses to bring out their best.
How to Assess Your Talent Management ProgramTo be a truly effective HR organisation, the HR function must grow and change with a company. So much like an organisational growth curve, HR must evolve to keep up. Based on The Bersin & Associates HR Maturity Model®, SilkRoad’s HR Talent Management Assessment places respondents into four categories, or stages, to help HR professionals see where their organisations are and provide a starting point from which to plan steps to reach the next level. To identify your organisation’s stage, measure where you on the HR Evolution scale with an HR Assessment.
Utility Companies: How to Improve Safety, Readiness and Compliance through a Learning Management System
When companies consider the benefits of a learning management system (LMS), it’s often focused on helping employees develop skills. An equally important benefit, especially for utility companies, is tracking employee certification, training and compliance to manage risk and increase safety.
Get recruiting right with the Source of Hire Report. The Source of Hire report is back and more comprehensive than ever, covering more than 13 million applications, 600,000 interviews, and almost 300,000 hires. The job market is back. And so is increased competition for top candidates.
Radical changes in HR, from agile performance to analytics, will make 2016 a defining year in the HR world. Job seekers are gaining more power than recruiters and technology is becoming an ever present asset.
SilkRoad conducted a survey to find out what HR Professionals thought about Millennials and what programs their organizations had in place for them. One of the most consistent issues HR professionals had was retaining their Millennial employees after they trained them and they developed their skills.
Aligning employee performance with the organization’s goals is a common aspiration. To that end, organizations apply a range of techniques to assess employees’ contributions and establish plans to develop talent. For most companies, the traditional annual performance review is still the central event for assessment and setting development goals. It’s an age-old tradition, but its time may be up. Many organizations find diminishing value in this once-a-year approach.
Learning Management Systems (LMS) allow companies to focus on the right component of the learning process – and that is the learning. Administrative activities like registering for training or recording training completion are automated. Required compliance
programs can be delivered online, reducing costs. Managers can share training feedback that supports the company’s business goals.
It’s a new day for corporate training and those who manage learning functions. Today, traditional training programs aren’t enough to meet growing demands for better company performance, consistent compliance, changing employee expectations, and cost control.
Companies can take learning to the next level with new tools and approaches that increase employee interest and engagement in learning, and are linked to employee performance, goal setting, and succession planning…all making a direct contribution to business growth.
Are you leveraging global talent acquisition strategies?
New technologies allow HR professionals and recruiters to tap into the global talent market, creating both new opportunities for talent acquisition and challenges. This white paper takes a look at some considerations and strategies for this new world.
Once a candidate is hired, the goal is to quickly and efficiently make them a productive employee and feel a part of the team. Both the company and the employee have this same goal. Companies want productive employees who contribute to the bottom line. Employees want to contribute and be a part of the organization.
Are you plugged into the best sources for interviews and hires?
The 2015 Source of Hire report is back and more comprehensive than ever, covering more than 14,000 sources, 12 million applications, 600,000 interviews, and almost 300,000 hires. The job market is back. And so is increased competition for top candidates.
Staying in Compliance with Form I-9 and E-Verify In this SilkRoad Ebook you’ll learn what exactly Form I-9 and E-Verify are and how to use them to stay in compliance with government regulation.
Let’s face it, employee data management probably isn’t the most exciting aspect of HR, but it is a critical element and lies at the center of all HR activities. Entering, keeping track of, updating, and ensuring the security of employee information can be a cumbersome and time consuming task, not to mention expensive!
With the competition for talent on the rise, we wanted to know what job seekers think of the hiring process. We asked over 400 current and recent job seekers what they thought of the candidate experience. This report reveals what is working, what their pet peeves are, and what tools they find most helpful.
How you exit an employee is just as important as how you welcome them. Based on conversations for SilkRoad’s annual users conference, SilkRoad Connections, this white paper outlines the importance of having a standardized process for transitioning employees out of your organization.
1. Consider your offboarding strategy to be as critical as your onboarding strategy. This means devoting similar effort and resources.
2. When initiating an offboarding program, make sure you provide for involuntary separations and retirements as well as voluntary separations. According to Aberdeen, offboarding development, implementation, and evaluation should be relatively consistent across the organization.
3. Offboarding messages and offerings can be customized for different departments in the organization, especially if you have groups in different geographies.
The Ultimate Guide to Recruiting has everything you need to know to transform your hiring practices and tap into mobile, social, and other strategies. Recruiting the best talent requires continuous innovation while holding down costs. Make sure you have the complete roadmap!
Talent management in higher education is more complex than in business. Simply administering the employee lifecycle from hire to retirement takes enormous effort. HR managers serve more constituencies—faculty, administrators, and operations staff at the minimum. Each constituency recruits, compensates, and evaluates employees using different criteria and procedures, which may vary by department, school, and campus. Many decisions go through hiring committees instead of a hiring manager. Many locations within a system may have a say. Isn’t it time to tackle the paper chase?
This deep dive personalized demo shows you how SilkRoad Talent Development helps you grow the best talent with integrated performance and learning engagement. Power your people with real-time performance and learning systems that combine traditional functionality with dynamic, social interaction, and a sleek mobile design to keep them engaged and growing. Align goals and objectives with certification and learning programs, and imagine the unique possibilities with real-time recognition and feedback.
This deep dive will show you how SilkRoad Talent Acquisition easily links recruiting and new hire onboarding to save time, money and effort, while providing a seamless engagement experience from pre-hire to beyond. Roll out the RedCarpet for applicants and new hires.
Just for HR professionals in higher education: We’ve curated the best recruiting, new hire onboarding, and general talent acquisition resources into one easy to access location. Listen to experts, read reports, check your benchmarks. It’s all designed to help you find top talent, stay compliant, onboard seamlessly across many locations.
As more higher education institutions turn to recruitment automation, recruiters are discovering the flexibility available to set up programs, work with faculty and staff, and communicate with candidates. A group of higher education recruitment professionals, led by Polk State College, recently gathered to compare notes on programs and the different ways they use SilkRoad’s Recruiting.
Follow these 7 steps to creating a successful new hire onboarding process. Organizations have blown away the traditional paper-bound onboarding process – where an enthusiastic new hire gets deluged with paper and orientation on the first day.
Do you know the next 5 trends in learning? Get the insight and information to prepare for what’s ahead. This white paper explores the latest learning trends and how to engage all generations of the workforce with online learning. The five major learning themes this year include integration, mobility, engagement, compliance, and analytics.
Onboarding is your first link in employee engagement success. Most organisations struggle to get onboarding right. We’ve gathered 6 resources to give you the onboarding roadmap and help you convince your C-level executives that onboarding adds tremendous value.
Download exclusive analyst research and thought leadership. Just click the links.
Discover the power of SilkRoad Recruiting for your talent acquisition. Access the largest free job distribution network available in the market today. Scale your search for top talent. Leverage the latest social recruiting technologies and attract, hire, and engage the best candidates.