Evolving technology and new advancements
continue to change the way we live and work, the
products and services our companies offer, and
the legal regulations that govern the employment
relationship. But the fundamental principle to
managing and motivating employees remains
fairly constant. Employee engagement centers
on offering a work environment that provides
employees with value, a sense of purpose and
investment in the work they perform.
While the concept seems simple, delivering on
it is less so. It requires the HR executive to listen
to employees and understand what is important
to them. HR executives must anticipate what is
ahead and fluidly adapt staffing plans, processes,
benefits, workplace perks, and skill and growth
opportunities to meet varying individual goals.
Most importantly, an HR executive must effectively
equip his or her team to communicate and help
employees understand why and truly believe that
their job is important to the organization, even if that
job may change in the future.
Every HR executive should be thinking about
what steps to take now to ensure your employees
are able and inspired to help drive your company’s
business however it may change and look in the
Fisher and Phillips
Company culture is the glue that causes employees
to stick to their employers, and motivates them
to perform at the highest level, regardless of the
overall business environment. While compensation
and benefits once were virtually the only drivers
of performance, they play a somewhat diminished
role in today’s environment. Maintaining a strong
company culture has other advantages as well.
Legal-dispute avoidance is significantly driven
by company culture in the current environment.
In the legal world, we often hear judges, juries,
mediators and arbitrators refer to company
culture as a significant factor when they weigh the
credibility of the employer and its witnesses. Even
when presented with objective facts contained in
documents, communications and witness testimony,
the people who decide the fate of employers in
litigation often want to consider company culture
in their analysis, underscoring the importance of
culture. Human resource professionals are the
guardians of company culture, and their role in that
regard is more important now than ever.
Kerry S. Morgan
Chief Marketing Officer
The HR Certification Institute
Companies seek business-driven talent
management strategies, yet organization-wide
commitment is still lacking. HR Certification Institute
finds only one in three organizations have adopted
a single strategic initiative, even though nearly
unanimous support for business-led HR exists when
there is an opportunity to make a difference.
HR is still not viewed as a strategic contributor at
many firms. HR practitioners must shed traditional
actions and initiate more activities as a strategic
business unit, adopt new technologies, improve
on overall business awareness and embrace the
use of data analysis for better talent strategies.
The C-suite, in return, must shed biases of HR as
a cost center and embrace the more objective and
measurable value that HR can provide. Supervisors,
too, must play more important roles in driving HR
Below is a list of some of the exhibitors at the
SHRM 2017 Annual Conference & Exposition,
along with reasons you should visit their booths.
Fisher and Phillips
Fisher Phillips provides practical business solutions
for employers’ workplace legal problems. Labor and
employment law is all we do with 350 attorneys in 33
iCIMS is the leading talent acquisition soft ware provider,
offering powerful technology for recruitment marketing,
applicant tracking and new hire onboarding.
For 40 years, HR Certification Institute has set the
standard for HR mastery and excellence as the premier
credentialing organization for the HR profession.
O.C. Tanner, the global leader in employee recognition,
helps thousands of top companies create engaging
cultures that help people accomplish and appreciate
Ogletree Deakins is one of the largest labor and
employment law firms representing management in
all types of employment-related legal matters. The
firm represents a diverse range of clients from small
businesses to Fortune 50 companies.
Chief Marketing Officer
In today’s complex world of recruiting, HR leaders
striving to improve performance and productivity
must have the right tools in place to drive their
talent acquisition initiatives. First, to completely
benefit from the right technology solutions for their
hiring needs, they must acknowledge how fierce
the competition for talent has become. Recent
iCIMS research found that 63 percent of full-time
employees are looking for a new job, and that
excludes the countless passive candidates exhibiting
consumer-like behavior. The wandering eyes of the
workforce should be a wake-up call for executives
looking to refine their hiring strategies and improve
efficiency. Progressive HR executives are shifting
away from stodgy “all-in-one” providers and instead
partnering with software and service providers that
are both nimble and focused. The right tools are key
to gaining the attention of the right talent. Plain and
simple—the “do it all” solutions of yesterday won’t
deliver the results talent acquisition needs today.
EXECUTIVES FROM LEADING SHRM EXHIBITORS REFLECT ON HR’S TOP CONCERNS.
“With HR challenges ever-increasing in today’s economic and regulatory
climate, what competencies and capabilities will HR departments need
in order to have the greatest impact on organizational success?”
The following answers to the question above are the opinions of top executives from leading vendors
exhibiting at the Society for Human Resource Management’s 2017 Annual Conference and Exposition,
to be held June 18 through 21 in New Orleans.