A new Michael Page study shows that, far from being a management cliché, people really are an organisation’s most important resource. Recognition of this reality means HR leaders are placing a heightened focus on managing and retaining talent. In doing so, HR is increasing its own value to the business as an operational and strategic partner.
According to the Michael Page study, which polled the views of over 2,500 HR leaders worldwide, the current top priorities for HR are: talent management, training & development and talent recruitment.
The challenges now facing the HR function include: meeting the demand for workforce expansion, applying KPIs more systematically to monitor company needs, and providing insight and guidance to the board.
See our global infographic for an at-a-glance view of the study highlights.
A new Michael Page study shows that, far from being a management cliché, people really are an organisation’s most important resource. Recognition of this reality means HR leaders are placing a heightened focus on managing and retaining talent. In doing so, HR is increasing its own value to the business as an operational and strategic partner.
According to the Michael Page study, which polled the views of over 2,500 HR leaders worldwide, the current top priorities for HR are: talent management, training & development and talent recruitment.
The challenges now facing the HR function include: meeting the demand for workforce expansion, applying KPIs more systematically to monitor company needs, and providing insight and guidance to the board.
See our global infographic for an at-a-glance view of the study highlights.
A new Michael Page study shows that, far from being a management cliché, people really are an organisation’s most important resource. Recognition of this reality means HR leaders are placing a heightened focus on managing and retaining talent. In doing so, HR is increasing its own value to the business as an operational and strategic partner.
According to the Michael Page study, which polled the views of over 2,500 HR leaders worldwide, the current top priorities for HR are: talent management, training & development and talent recruitment.
The challenges now facing the HR function include: meeting the demand for workforce expansion, applying KPIs more systematically to monitor company needs, and providing insight and guidance to the board.
See our global infographic for an at-a-glance view of the study highlights.
Are you ready for the future of HR and employee engagement? Questions to get the conference started and people thinking about new ways and ideas. Slides of opening address by An Coppens, conference chairperson and chief game changer of Gamification Nation
The Global Leadership Forecast 2011 is the largest and most comprehensive study of its kind. Over 2,600 organizations across 74 countries provided perspectives on the current state of leadership in their organizations and future talent-related needs. The study is based on data from 1,897 HR professionals and 12,423 leaders.
Review the highlights here before participating in our Global Leadership Forecast for 2014.
It’s not hard to see the appeal of the top Human Resources job. But how do you get there? Career paths can vary, but those who become HRD share something in common – the DNA of an HRD.
We spoke to 461 HRDs across Australia and New Zealand in person to uncover commonalities and find out whether there is a DNA of an HRD. From qualifications and experience to personal development and work-life balance, our report gives you an insight into what it takes to reach the top HR job.
What Leaders at top companies do to drive predictive performance and engagement.Aon Hewitt Middle East
Insights into Aon Hewitt's global Top Companies for Leaders study, in particular, what leaders at top companies do to drive predictive performance and engagement.
The Bottom Line: Exploring the Benefits of Wellness in the WorkplaceNICSA
Financial services firms continue to re-imagine their business models. As our industry re-defines the workplaces of the future, more firms are implementing and scaling workplace wellness programs. Research shows we cannot deny the positive impact of these programs from reduced health care costs to increased productivity. Forward thinking firms are viewing the employee value proposition through a broader lens and this lens includes multi-dimensional wellness programs. In this webinar, we'll share diverse points of view on the value of wellness programs, how to get started, and ideas for developing impactful and rewarding programs.
Join NICSA and a panel of wellness leaders in asset management as they explore and share:
• Examples of wellness programs and emerging trends (what’s next in the evolution of wellness programs).
• The business benefits and implications of workplace wellness programs – talent acquisition and retention, increased productivity, decreased stress and health care costs.
• Ideas on getting started – corporate and grassroots programs
A new Michael Page study shows that, far from being a management cliché, people really are an organisation’s most important resource. Recognition of this reality means HR leaders are placing a heightened focus on managing and retaining talent. In doing so, HR is increasing its own value to the business as an operational and strategic partner.
Talent Management: Accelerating Business Performance - Right ManagementСветла Иванова
Right Management’s latest study provides a global overview of talent management trends, drawing on feedback from more than 2,200 business leaders and HR professionals in 13 countries and 24 industries.
Three insights that will define your recruiting strategy in 2017 | Talent Con...LinkedIn Talent Solutions
Harry Dhebar, LinkedIn
Reuben Obaidullah, LinkedIn
Allison Schnidman, LinkedIn
Join us to discuss Talent Acquisition trends that will shape 2017, so you can plan for the future. We’ll look back into 2016, discuss the current role of the TA team, and explore where TA is going next year. The goal of this presentation is to help talent leaders like you benchmark yourself against teams across the globe - by reviewing the most important metrics from our most recent Global Recruiting Trends survey. We will outline what global TA leaders had to say about their teams, their business and what matters to them in 2017 and beyond.
Key highlights:
Learn what your TA peers are planning for in 2017.
Benchmark yourself against your peers on key metrics.
Understand the importance of employer brand to your overall strategy.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Are you ready for the future of HR and employee engagement? Questions to get the conference started and people thinking about new ways and ideas. Slides of opening address by An Coppens, conference chairperson and chief game changer of Gamification Nation
The Global Leadership Forecast 2011 is the largest and most comprehensive study of its kind. Over 2,600 organizations across 74 countries provided perspectives on the current state of leadership in their organizations and future talent-related needs. The study is based on data from 1,897 HR professionals and 12,423 leaders.
Review the highlights here before participating in our Global Leadership Forecast for 2014.
It’s not hard to see the appeal of the top Human Resources job. But how do you get there? Career paths can vary, but those who become HRD share something in common – the DNA of an HRD.
We spoke to 461 HRDs across Australia and New Zealand in person to uncover commonalities and find out whether there is a DNA of an HRD. From qualifications and experience to personal development and work-life balance, our report gives you an insight into what it takes to reach the top HR job.
What Leaders at top companies do to drive predictive performance and engagement.Aon Hewitt Middle East
Insights into Aon Hewitt's global Top Companies for Leaders study, in particular, what leaders at top companies do to drive predictive performance and engagement.
The Bottom Line: Exploring the Benefits of Wellness in the WorkplaceNICSA
Financial services firms continue to re-imagine their business models. As our industry re-defines the workplaces of the future, more firms are implementing and scaling workplace wellness programs. Research shows we cannot deny the positive impact of these programs from reduced health care costs to increased productivity. Forward thinking firms are viewing the employee value proposition through a broader lens and this lens includes multi-dimensional wellness programs. In this webinar, we'll share diverse points of view on the value of wellness programs, how to get started, and ideas for developing impactful and rewarding programs.
Join NICSA and a panel of wellness leaders in asset management as they explore and share:
• Examples of wellness programs and emerging trends (what’s next in the evolution of wellness programs).
• The business benefits and implications of workplace wellness programs – talent acquisition and retention, increased productivity, decreased stress and health care costs.
• Ideas on getting started – corporate and grassroots programs
A new Michael Page study shows that, far from being a management cliché, people really are an organisation’s most important resource. Recognition of this reality means HR leaders are placing a heightened focus on managing and retaining talent. In doing so, HR is increasing its own value to the business as an operational and strategic partner.
Talent Management: Accelerating Business Performance - Right ManagementСветла Иванова
Right Management’s latest study provides a global overview of talent management trends, drawing on feedback from more than 2,200 business leaders and HR professionals in 13 countries and 24 industries.
Three insights that will define your recruiting strategy in 2017 | Talent Con...LinkedIn Talent Solutions
Harry Dhebar, LinkedIn
Reuben Obaidullah, LinkedIn
Allison Schnidman, LinkedIn
Join us to discuss Talent Acquisition trends that will shape 2017, so you can plan for the future. We’ll look back into 2016, discuss the current role of the TA team, and explore where TA is going next year. The goal of this presentation is to help talent leaders like you benchmark yourself against teams across the globe - by reviewing the most important metrics from our most recent Global Recruiting Trends survey. We will outline what global TA leaders had to say about their teams, their business and what matters to them in 2017 and beyond.
Key highlights:
Learn what your TA peers are planning for in 2017.
Benchmark yourself against your peers on key metrics.
Understand the importance of employer brand to your overall strategy.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
A business briefing on talent management that I deliver to organisations- if you are interested in having this briefing I would be delighted to hear from you
Get Certified in Human Resources CHRP CHRM UAEBlue Ocean
Get Certified in Human Resources CHRP CHRM UAE, HR certification training will be held in Dubai Abu Dhabi, UAE, Qatar, Saudi Arabia, from the American Certification Institute, USA.
Register today : http://www.blueoceanacademy.com/courses/hr-manager-professional.html
Blue Ocean Academy provides HR training Courses in Dubai and Abu Dhabi, Oman, Saudi Arabia, Qatar, Kuwait, and Bahrain. Our HR Certification Course includes CHRP and CHRM certification. At Blue Ocean Academy professionals are innovatively trained to be experts in the Human Resource Management field. http://www.blueoceanacademy.com/hr-training-courses/
In July 2020, the Lakeland Economic Development Council conducted a survey administered by Emily Rogers Consulting + Coaching to provide insight to the perspectives of Lakeland CEOs in regards to the economic and business outlook for Lakeland, trends in talent retention and acquisition, organizational culture and the business impact of COVID-19.
The New Model for Talent Management: Agenda for 2015Josh Bersin
Corporate talent management has matured over the last ten years. In the light of today's new world of work, the globalization of the workforce, and the power of Millennials, it's time to rethink the model. Talent Management today is not just integration of HR - its a new set of 9 imperatives every company must address.
21st Century Talent Management: Imperatives for 2014 and 2015Josh Bersin
What are the big imperatives for business and HR leaders in 2014 and 2015? The workforce, workplace, and global labor markets have changed. This presentation highlights Bersin by Deloitte's key research on many of the most important topics facing business leaders around the world.
Trend setting results from OI Global 3rd annual Global Survey along with a unique look at the use of AI across a number of very “human” functions such as profiling, recruiting and developing talent.
Baromètre RH - Un aperçu des principaux résultats – LuxembourgMichael Page
Les RH en première ligne de la croissance et de la transformation de l'entreprise
À partir des nombreuses données recueillies à travers le monde, le Baromètre révèle l'évolution du rôle des RH qui deviennent un élément clé de la croissance de l'entreprise ainsi qu'un partenaire professionnel stratégique et opérationnel.
La fonction RH est en pleine mutation. Considérée principalement au départ comme administrative, la fonction des RH devient une alliée stratégique, alignée de plus en plus sur l'entreprise et axée sur le recrutement, le développement et la gestion des talents, un élément dont dépend la réussite de l'organisation.
Aujourd'hui, près de deux tiers (63%) des cadres supérieurs des RH ont pour supérieurs hiérarchiques directs les plus hauts membres de la direction (PDG, Directeur financier,…) , ce qui indique clairement l'importance croissante des ressources humaines.
Quelles priorités les leaders des RH au Luxembourg ont-il fixé pour les 12 prochains mois ? Comment vont-ils réagir aux changements survenant sur le marché du travail et aux exigences toujours plus importantes reposant sur leurs épaules ? Disposent-ils des instruments nécessaires pour guider l'organisation et développer leurs effectifs avec succès ? La question de la diversité et de l'inclusion est-elle un sujet brûlant au Luxembourg ou y a-t-il d'autres priorités plus urgentes ?
Lisez notre fiche d'informations pour connaître les plans des responsables des RH pour les 12 prochains mois et la portée de leur rôle ici au Luxembourg par rapport au reste du monde...
How HR is at the Forefront of Business Growth and Transformation
Based on extensive data collected from across the globe, the Barometer reveals the changing role of HR in becoming key to business growth and its evolution into an operational and strategic business partner.
The HR function is undergoing radical change. From being regarded mainly as an administrative function, HR is becoming a strategic partner, aligned ever more closely with the business and focused on recruiting, developing and managing the talent on which organisational success depends.
Today, almost two-thirds (63%) of senior HR leaders directly report to the highest levels of management (CEO, CFO…) – a clear indicator of HR’s growing
Welke prioriteiten hebben Belgische HR-leiders voor de komende 12 maanden vastgesteld? Hoe gaan zij om met veranderingen op de arbeidsmarkt en de groeiende eisen die aan hen gesteld worden? Zijn ze in staat om de organisatie te begeleiden en het personeel succesvol te ontwikkelen? Is diversiteit & integratie een actueel thema in België - of zijn er andere, dringender prioriteiten?
Lees onze factsheet om te zien hoe de plannen van HR-leiders voor de komende 12 maanden en de omvang van hun functie hier in België verschillen van de rest van de wereld.
Uit een nieuw onderzoek van Michael Page blijkt dat mensen - ondanks het managementcliché - echt de belangrijkste middelen van een organisatie zijn. Leiders binnen de HR erkennen deze realiteit en leggen meer nadruk op het beheren en behouden van talent. Daarmee vergroot HR zijn eigen waarde als operationeel en strategisch partner voor het bedrijf.
Volgens het onderzoek van Michael Page, dat wereldwijd meer dan 2.500 HR-leiders naar hun mening vroeg, zijn de huidige prioriteiten voor HR: talentmanagement, training & ontwikkeling en werving.
De uitdagingen waar de HR-rol mee te maken krijgt zijn onder andere: voldoen aan de vraag naar personeelsuitbreiding, het systematisch toepassen van Key Performance Indicatoren (KPI's) om de behoeftes van het bedrijf te bewaken, en het bieden van inzicht en begeleiding aan de directie.
In onze wereldwijde infographic vindt u een overzicht van de belangrijkste punten uit het onderzoek.
Les RH en première ligne de la croissance et de la transformation de l'entreprise
À partir des nombreuses données recueillies à travers le monde, le Baromètre révèle l'évolution du rôle des RH qui deviennent un élément clé de la croissance de l'entreprise ainsi qu'un partenaire professionnel stratégique et opérationnel.
La fonction RH est en pleine mutation. Considérée principalement au départ comme administrative, la fonction des RH devient une alliée stratégique, alignée de plus en plus sur l'entreprise et axée sur le recrutement, le développement et la gestion des talents, un élément dont dépend la réussite de l'organisation.
Aujourd'hui, près de deux tiers (63%) des cadres supérieurs des RH ont pour supérieurs hiérarchiques directs les plus hauts membres de la direction (PDG, Directeur financier,...) , ce qui indique clairement l'importance croissante des ressources humaines.
Quelles priorités les leaders des RH en Belgique ont-il fixé pour les 12 prochains mois ? Comment vont-ils réagir aux changements survenant sur le marché du travail et aux exigences toujours plus importantes reposant sur leurs épaules ? Disposent-ils des instruments nécessaires pour guider l'organisation et développer leurs effectifs avec succès ? La question de la diversité et de l'inclusion est-elle un sujet brûlant en Belgique ou y a-t-il d'autres priorités plus urgentes ?
Lisez notre fiche d'informations pour connaître les plans des responsables des RH pour les 12 prochains mois et la portée de leur rôle ici en Belgique comparé au reste du monde...
How HR is at the Forefront of Business Growth and transformation
Based on extensive data collected from across the globe, the Barometer reveals the changing role of HR in becoming key to business growth and its evolution into an operational and strategic business partner.
What do financial leaders around the world earn? The survey brought to light significant variations in compensations & benefits, according to region, gender and size of employing company
Wat verdienen financiëlen leiders wereldwijd? De enquête bracht significante variaties in Compensation & Benefits aan het licht, georganiseerd per regio, geslacht en bedrijfsomvang.
Combien gagnent les leaders financiers dans le monde? Ce volet du Baromètre met l'accent sur les variations des niveaux de rémunération et avantages sociaux en fonction des régions, du sexe ou encore de la taille des entreprises
Michael Page CFO Barometer 2014 Global Infographic Fr
Global insights - HR Barometer
1. GLOBAL INSIGHTS
HR BAROMETER
THE RACE FOR TALENT IS BACK ON
Nearly half (48%) of HR leaders expect their workforce to increase over the next 12 months.
Almost a third of organisations have increased their recruitment budget:
27% 52% 21%
INCREASING STABLE DECREASING
Latin America
42%
Middle East
75%
USA & Canada
49%
Continental
Europe
44%
Africa
66%
Asia Pacific
50%
UK & Ireland
60%
TALENT IS AT THE HEART OF HR PRIORITIES
HOW DOES HR MEASURE SUCCESS?
THE HR LEADER’S INFLUENCE: INCREASINGLY STRATEGIC
A snapshot of priorities, where where talent management and
training & development top the global list:
GLOBALLY, 64% OF ORGANISATIONS TRACK FEWER THAN 3 KPIS
THE BIGGER THE COMPANY – AND ITS HR TEAM –
THE GREATER THE LEVEL OF HR KPI TRACKING
Employee
performance
Staff turnover Employee
engagement
Employee
competencies
Recruitment
efficiency
Managerial
performance
Employee
mobility
None
72%
67%
46% 43% 43%
32%
16%
3%
Few or no KPIs
3 or more KPIs
Talent acquisition
/ recruitment
HR policies
Employee
relations
Training &
development
Performance
management
Talent
management
Talent management
33%
Training and development
33%
Talent acquisition/recruitment
32%
Performance management
28%
Change management/transformation projects
27%
Employee retention
26%
Employer branding/marketing/employee value
13%
Diversity and inclusion
4%
Only 4% of organisations list diversity and inclusion as a priority.
Are they just buzzwords or essential for business success
52% of organisations
with over 100 HR
employees track
more than 3 KPIs
The findings featured in this infographic are based on responses from 2,572 HR leaders in 65 countries.
63% of HR leaders in senior management directly
report to the CEO/CFO/chairman or woman/
general director/managing director.
HR’S
SCOPE OF
RESPONSIBILITIES
78%
86%
8
3%
81% 79%
7
9%