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As dramatic change continues in the financial industry, here’s everything you need to create a successful, strategic talent management program: finding top talent, onboarding processes, employee engagement, blended learning, social recruiting, and more.
How Does Talent Management and HR Automation Support the Financial Sector?
Financial services firms have to maintain the equilibrium between cost reduction and projected rapid growth. Talent is one of the areas of the business in which you can reallocate resources. If you have the right people and technology in place, you can save substantial amounts of time and money—and plan for the future.
Your business depends on building and sustaining a high-performance workforce, especially if you’re hiring for these critical businesses: banking, brokerage, commercial real estate, credit card companies, credit unions, hedge funds, insurance, mutual funds, or securities.
Talent Management Applications Solve a Range of Challenges
New compliance regulations, banking reform, restructuring, mergers and acquisitions, the “graying” of the industry, and economic uncertainty. If you’ve lived through the past few years in the financial services industry, you’ve seen these seismic shifts.
Dramatic customer base changes are also on the way. Financial services firms must develop their products and workforce to meet the demands of 82 million Millennials. Along with preparing to serve this technologically adept group, it’s time to develop Millennials for key leadership roles and retention programs for long-term engagement.
Are you ready? SilkRoad’s resource center offers practical help, from best practices to technology. Check out these topics :
Effective Sourcing for Top Talent at Financial Services Firms
Companies share their most successful sourcing approaches in SilkRoad’s annual Top Sources for Hire 2014. Results? Internal sources produced more hires. Online recruitment efforts were vital. Discover the Top Sources of Hire in the full report.
Best Practices to Recruit and Onboard Millennials
Millennials are shaking up the workplace. Whether employees or managers, they communicate differently, want to level corporate ladders, and bring a fresh approach (theirs) to work. These tech-savvy Millennials expect hiring, onboarding, learning, performance, and evaluation processes to be easy to use, online, and mobile. Learn how to recruit and engage Millenials: Manager 3.0 by Brad Karsch and Courtney Tempin. Download it in SilkRoad Book Club.
Case Study: Public Accounting Firm Benefits from Automated Performance Management
Because of the consistency and simplicity of performance management automation, Kearney & Company employees feel the company is more dedicated to the performance review process and communicating feedback. Read the financial services case study.
How Financial Services Firms Connect People to Business Success?
For the biggest impact, a company’s business strategy should be connected to its people strategy. These signs can indicate a disconnect: no input into the HR budget, last minute staffing requests, not part of the merger conversation, and more. To strengthen the connection, check out Aligning Human Resources with Business Value.
How to Assess Learning Goals Effectively?
With the right learning program and technology in place, your organization can avert risk and liability and provide the highest quality service. Today’s best practices include blended learning programs that use a variety of training approaches, from the classroom to social media, and can be adapted for different roles and training styles. A learning management system can also manage, track, and report on all activities. Explore The Messy Link from Appraisal to Learning.
How to Ensure HR Employment Compliance?
Staying in compliance can be stressful, especially for a financial institution. This webinar discussion reviews organizational compliance concerns related to corporate learning and how to solve them. Watch the HR compliance webinar.
How to Prevent Quick Quits with New Hire Onboarding Automation?
When employees quit within the first year, it’s an expensive problem. This webinar, co-sponsored by Nobscot, explores how to stop early turnover through a data-driven onboarding and socialization strategy. Watch Engaging New Hires Early and Often.
In future years, the employee experience will emerge as a critical HR focus due to its potential to impact business results. Experiences need to move beyond engagement and focus on “activating employees” to outcomes such as greater productivity, agility, competitive advantage and the like.
What will HR look like in 2025? Four HR industry experts recently shared their thoughts on the future in an engaging and high-energy panel discussion.
Frequent feedback in the workplace is being demanded by employees. Recent research by Tiny Pulse, found that 64% of employees surveyed said they wanted their supervisor to check in with them at least every two weeks, with 42% of millennials wanting feedback every week. This white paper lays out a plan to create a culture […]
Performance management processes are in a state of flux. The traditional systems we’ve grown accustomed to are being updated and enhanced to reflect today’s workplaces and employees. These shifts in performance management are not the result of a spur of the moment decision or a trend du jour. They are in reaction to years of ineffective performance management cycles.
Are your employees contributing to organizational success? The Ultimate Guide to Performance provides the information needed to improve how companies manage and track employee performance, to ensure employees are aligned with the proper goals and objectives to increase business performance.
It’s time to move beyond traditional performance management. Leading HR experts recommend getting started on a fresh look at performance management, emphasizing real-time, agile and a focus on results. Learn how agile performance works, typical cost and productivity savings, best practices, and more.
We asked HR professionals to share with us the pains and challenges they face each day in effectively managing and engaging their talent.
Learn key findings from the 2016 CLO Innovations in Onboarding Survey, onboarding best practices and success stories.
Learn why traditional reviews still reign as most popular but performance management change is on the way. An eBook, Seeking Agility in Performance Management, reports on the survey results from over 200 HR leaders in this important area.
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.
Learn formulas to calculate how much you could save by using an applicant tracking system or a recruiting technology solution to manage your talent acquisition processes. Includes strategic guidance, practical tips, and recruiting metric formulas to lead ROI discussions.
Productivity gains come from effective performance management. This requires a system that gives HR, managers, and employees a clear line of sight into goal setting, the review process and more. Learn some of the key areas where you can increase productivity, reduce turnover, and decrease costs.
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.
First impressions matter—a career portal can make or break a hiring strategy. Learn the 5 key elements to attract the best candidates with a career portal that works.
The potential employee experience is key to the success of any company. Learn the 5 key elements to welcome them with an onboarding portal that works.
HR in the C-Suite: How to Take—and Keep—Your Place at the Table discusses the emerging role of the chief human resources officer (CHRO). After decades of being relegated to a tactical function, HR is growing in power and prestige. Why now? The recent recession is the major reason. As budgets tightened, CEOs required HR’s counsel to manage a shrinking workforce and keep staffing reductions from impacting operations too much.
In these buyers’ journeys, you’ll discover the paths of different companies who implemented SilkRoad Life Suite, an integrated talent management platform. In addition to experiencing the results of integrated talent management, the HR leaders who led these initiatives proudly discuss their success as a badge of honor with gratifying personal rewards. You’ll also find a wealth of resources to help you identify the best solution, define the return-on-investment (ROI) and present it to your management team.
When vendors enter alliances from positions of strength, everyone benefits – including the user. SilkRoad has recently displayed this by forging a number of partnerships yielding capabilities complementary to their own. The latest example is their decision to join forces with SmartRecruiters, a vendor of progressive solutions for talent acquisition.
SilkRoad’s latest survey asked 329 HR Professionals what were the top concerns they had in their organizations HR department. Below are the top concerns in 2015 that’s keeping HR Up At Night.
Action and new ideas that can strengthen HR’s contributions to business success and clarify those contributions to others.
Ranking just behind leadership, engagement is now the #2 issue on the minds of HR leaders today.
There are several reasons why HR is having trouble leveraging talent analytics’ full potential. The first takes us back to the name of our function – human resources. HR is about working with people, and as such, many practitioners are reluctant to give up the emphasis they place on instincts or gut feelings.
HR professionals may be willing to dip a toe in, implementing basic analytics functions as part of recruiting, applicant tracking, training, and compliance systems. However, data is typically siloed and often provides conflicting information, and the technology that collects it is unwieldy and inflexible. And, even good data is subject to the fact that, per Deloitte, more than 80 percent of HR practitioners score themselves low in their ability to analyze it.
The employer brand determines the quality of the workforce. It drives the level of engagement, motivation and retention, which is strongly linked to higher revenues, profit margins and overall returns on investment. Companies capable of attracting the best talent simply perform better!
Many companies can’t hold on to their Millennial employees.
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.
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.