A Culture of Philanthropy. A Partnership of Healing.
We love the opportunity to shine a spotlight on our clients and are honored to share the work that Southwest Airlines is doing with Rethreaded, a local Jacksonville organization that helps women reclaim their lives after surviving the world of human trafficking.
Cultural Alignment for a Successful Global Expansion
Businesses most often make the decision to expand overseas to diversify risk and income streams, while reducing dependence on a single market. However, success relies not only on an outward looking mind-set, but also a solid strategy and execution.
As talented employees move between companies with increasing regularity, businesses are faced with a challenge: how to consistently retain their best and brightest. This article explores the use of continual employee education as a retention strategy that benefits both talent and employers.
Many procurement executives talk about making the procurement function more “strategic” in order to increase its value to the organization. But few have done as much to implement that vision as Kai Nowosel, chief procurement officer (CPO) at Accenture, the global professional services giant.
Every year, you face the same challenge: You need to recruit dozens or even hundreds of contingent workers in record time and for limited-term contracts. This could be due to the seasonality of your products or services, or to the production peaks created by the rhythm of innovation.
Talent Ecosystems and the power of Direct Sourcing
Direct sourcing or self-sourcing is a model that continues to gain traction throughout the contingent labor staffing market. This model allows the MSP to drive increased revenue while fulfilling the client’s need for quality labor at the right price.
Looking for a new way to sell your Contingent Workforce program’s value to stakeholders? Use Net Promoter Score.
One of the most powerful ways to communicate your program’s value revolves around listening to your stakeholders. As Staffing Industry Analysts points out in a recent online article, a very effective way to sell your program is by instituting a formal measurement process that focuses on the “Net Promoter Score (NPS).”
Research has shown that productivity of average-performing employees is significantly less than that of top performers, and that difference becomes even more pronounced as the complexity of a job increases. In highly-complex occupations, superior talent was shown to be up to eight times more productive.
During our Beeline conference in April, I made 10 (boldish) predictions about the future of technology. Number 5 on that list was: Large corporations will become smaller, with swarms of temporary teams.