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The interbiznet Bugler
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interbiznet presents The Bugler
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October 15, 2007
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Relationships Take Time IV
There's an extraordinary amount of emphasis being placed on sourcing these days.
Internet search techniques, it is supposed, have created a new function
in our industry. This sort of confusion happens every time there is a
hiring peak. It might even be a good way to predict the end of a bubble.
Sourcing is a component of market
targeting.
(Continue)
Reveille and Hyperbole:
Salary.com, Inc. (NASDAQ:
Salary.com Stock
, a leading provider of on-demand compensation and talent management solutions, announced the release of its new user interface with enhanced functionality for its suite of on-demand enterprise software products. Salary.com provides data-rich software and services to help customers automate compensation analytics with CompAnalyst® and pay and performance management with TalentManager®.
Monster announced the availability of RecruiterWorks, a bundled sourcing solution created to meet the exacting and varying needs of small- to mid-sized staffing firms. RecruiterWorks offers eight Resume Search licenses, ranging from a 100-mile radius to national access, so firms can view and save only the most qualified candidates.
Talent Technology Corporation, an award-winning provider of recruitment technology, announced the launch of Resume Mirror Search Enterprise (RMSearch Enterprise) which uses advanced conceptual search technology, to allow HR or recruiting staff to rapidly search and rank applicants using natural language phrases or entire job descriptions, yet requires ‘zero training'.
nowHIRE.com, a premier provider of applicant tracking and hiring management systems, today announced SigCAP™, a digital signature capture tool for nowHIRE's applicant tracking system (ATS).
Upcoming Events:
TEDS®, Inc., originator of the only fully integrated enterprise-wide talent management solution, will hold its annual User Conference October 22-24 at the MeadowView Marriott Conference Resort and Convention Center in Kingsport, TN.
Survey Says:
Buck Consultants Reports Wellness Programs Are Truly Global; Objectives Vary by Region
Buck Consultants, an ACS company and one of the world's leading human resource and benefits consulting firms, today announced the results of its inaugural global survey on workplace wellness strategies.
Buck's study, "WORKING WELL: A Global Survey of Health Promotion and Workplace Wellness Strategies," analyzed responses from 555 organizations representing approximately 7 million employees.
Such programs are most prevalent in the United States, with 86 percent of responding organizations offering them. But even outside North America, about one in five employers offers wellness programs. Multinational employers that have developed a global wellness strategy are 50 percent more likely to provide wellness programs outside the United States than other employers in those geographies.
Objectives for wellness programs vary by region. In the United States, health care cost reduction is the top goal. Canadian employers cite employee attraction and retention as the primary objective, while in Europe, top goals are to reduce employee absences due to sickness or disability. Respondents in other geographies seek improved workplace morale as the main objective for offering wellness programs. Improving worker productivity is also among the top goals across the globe.
"This broad range of objectives is a good indication of why wellness initiatives are becoming popular around the world," said Barry Hall, a Buck principal who directed the survey. "Employers recognize that improving their employees' health and reducing the risk of disease also returns real value to the company in multiple ways."
Following a plethora of "feel good" wellness programs that came and went in the 1980s and ‘90s, employer interest in wellness has surged in the last few years, driven by financial motivations. However, while employees may appreciate many of the new programs and incentives, Buck's survey assessed how well today's wellness initiatives achieve their underlying business goals.
Among U.S. respondents, 33 percent report a reduction in health care cost trend rate attributable to their wellness initiatives, with about half reporting a reduction of two to five trend percentage points per year.
"That's a significant financial return," said Hall. "But consider the remaining 67 percent of U.S. employers. Their lack of measurable success in this area is likely due to a combination of factors. Many newly minted wellness initiatives have not yet had time to generate a measurable impact, and some employers may not have the capability to measure such results. Furthermore, not all employers have yet found the most effective tools and programs to achieve the impact they desire or expect. Clearly, many employers still have work to do to demonstrate the return on investment necessary to ensure senior management's continued support of their programs."
The components of global wellness initiatives vary by region. The most frequently used worldwide are employee assistance programs (EAPs), health risk assessments (HRAs), and immunizations (such as flu shots). The fastest growing program components around the world include technology-driven tools, such as Web portals, online programs, and personal health records. Some geographic areas predict significant growth in these elements (30 to 50 percent) over the next one to three years. Hall observed, "By making the programs more personalized and action-oriented, these cost-effective tools seek to deliver greater participation and results than the one-size-fits-all efforts of earlier wellness initiatives."
Transforming company culture — and even leveraging peer pressure — is another growing tactic, with worksite programs such as employee health fairs and workplace wellness competitions on the rise.
Survey respondents spend an average of US$135 per employee per year on wellness programs, although some spend more than US$500 per employee per year. This cost typically includes educational resources, programming, health services, screening, coaching, technology, and employee communications. In addition, employer respondents spend an average of US$100 per employee per year on incentive rewards to motivate individuals to participate in these programs and to measurably improve their health. Such incentives are far more prevalent in the United States than Europe, and can exceed US$500 per employee per year for the most generous programs.
Despite the growing use of incentive rewards, only 16 percent of respondents rated their incentive programs "extremely effective" or "significantly effective" at changing employees' behaviors.
"This may be because formal incentive systems are a relatively new development in the workplace wellness field, and many employers are only just getting their feet wet — with varying degrees of success," said Hall. "Despite these challenges, employers indicate significant plans to expand their incentive programs in the next one to three years."
"Demonstrating financial return has always been an Achilles' heel for wellness programs," continued Hall. "And the fact that employers indicate significant expansion plans suggests that even if program effectiveness proves difficult to quantify at this point, the intuitive value of offering these programs remains a major motivator for employers around the world."
Buck Consultants, an ACS company, is a leader in human resource and benefits consulting with more than 1,500 professionals worldwide. Founded in 1916 to advise clients in establishing and funding some of the nation's first public and private retirement programs, Buck is an innovator in the areas of retirement benefits, health and productivity programs, talent management and rewards strategies, and employee communication. News and other information about Buck Consultants are available at www.buckconsultants.com. Buck is an independent subsidiary of Affiliated Computer Services, Inc.
ACS, a global FORTUNE 500 company with 60,000 people supporting client operations reaching more than 100 countries, provides business process outsourcing and information technology solutions to world-class commercial and government clients. The company's Class A common stock trades on the New York Stock Exchange under the symbol "ACS." ACS makes technology work. Visit ACS on the Internet at http://www.acs-inc.com.
Buck's survey report, "WORKING WELL: A Global Survey of Health Promotion and Workplace Wellness Strategies," is available for $100 from Buck's Global Survey Resources, 500 Plaza Drive, Secaucus, NJ, 07096-1533. Telephone 1-800-887-0509. It also can be ordered online at www.bucksurveys.com.
Deep Release:
Aruspex Helps Companies Chart Their Workforce's Future With Personalized "No Change Future State" Reports
Demographic profiles plot turnover trends, retirement scenarios, and measure labor force projections
Every organization is heading towards a future influenced by current trends and practices, but many lack the framework or tools to effectively analyze their impact. Aruspex, a strategic workforce planning software and consulting firm, has answered that need with its new No Change Future State™ (NCFS) reports.
Created with an organization's data and trends, NCFS uses Aruspex's CAPTure software to generate profiles by applying internal workforce trends, identifying key issues and checking against labor force projections for demographic red flags. Personalized reports show the eventual result of current turnover trends, and provide different scenarios that examine the impact of likely baby boomer retirements.
NCFS is part of CAPTure, Aruspex's leading strategic workforce planning software, which helps HR executives swiftly and intelligently prepare for changing conditions by ensuring that the proper workforce is in place to execute business strategy. Rather than simple forecasting, CAPTure enables customers to weigh the impact of demographics, business strategies, and competitors' behavior – and take action steps to avert them.
"Organizational futures are shaped by trends like skill shortages, the aging workforce, and increasing employee demands for work-life balance," explains Tess Walton, Aruspex co-founder. "By providing us with a simple HRIS data extract, we can deliver detailed reports highlighting where a company is heading and what trends they need to watch."
NCFS reporting is now available in standard and premium levels. Key features include:
- No Change Future State projections for up to 10 key workforce groups using a company's HRIS data;
- An environmental scan of the key workforce issues happening in your core industry;
- Two hour consultation with Aruspex principals, explaining the findings and teaching how to use the reports and analysis to engage your executives;
- An exclusive Aruspex whitepaper on how to analyze your HR trends.
The premium level also features additional consulting and individual trend analysis on each workforce group, in the context of the environment in which the group operates.
NCFS is aimed at C-level executives, corporate strategists and HR executives who realize the need to align workforce planning with business strategy.
"Companies have often misunderstood the role, scope and benefits of workforce planning and typically feel reluctant or unqualified to begin," says Stacy Chapman, Aruspex co-founder. "NCFS gives them the tools and guidance they need to take action."
NCFS philosophy is rooted in strategic workforce planning, which ensures that staff strategies match an organization's business plan, usually looking 3-5 years into the future. Operational workforce planning is generally limited to staffing requirements for shorter term goals and objectives.
About Aruspex
Aruspex delivers strategic workforce planning solutions that help organizations design and attain their future workforce. Our intuitive CAPTure planning software goes beyond simple reporting; it analyzes internal and external demographic trends, identifies future workforce gaps and guides executives and HR professionals to solve different scenarios. The Aruspex model was developed through years of practical experience, and we are passionate about workforce planning. For more information, visit www.aruspex.com.
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