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July August 2019 JULY/AUGUST 2019 • $ 8 . 9 5 Piecing Together Talent Retention is increasingly becoming tied to the strength of an organization’s teams, which have the ability to power business success. PAGE 12 The Footprint Centering How to Make of Digital Mental Your Sourcing Tech Health Team Shine Page 16 Page 29 Page 34 H7_8-19p01_FC6.indd 1 6/27/2019 11:16:02 AM B:10.625” T:10.25” S:9.375” B:13.875” S:12.75” T:13.5” “I’m working for beauty that begins with nature.” — Valerie Vilbon, Boutique Manager L’Occitane en Provence The things we work for are what define us. At ADP we’re designing a better way to work, so you can achieve what you’re working for. HR, Talent, Time Management, Benefits & Payroll. Informed by data and designed for people. Learn more at design.adp.com ADP, the ADP logo, and Always Designing for People are trademarks of ADP, LLC. H7_8-19p02_ADP.indd 2 6/20/2019 8:41:41 AM HN16425_ADP168_M02.indd Created: 6-18-2019 5:32 PM 1_Final Path:Premedia:Prepress:_ADP:2019:16425_ADP168:Final:Prepress:HN16425_ADP168_M02.indd Modified:6-19-2019 10:19 AM Proof Job Description Mechanical Specifications Colors Font Families Contacts Initial Date Billing#: HN16425 Artist: Jorge.Soto Cyan Taub Sans (Light, Regular Italic, Regular, Medium; OpenType) Studio Manager H. WEINTRAB/M. JOHNSON Labor: HN16425 Previous: Chin.Liew Magenta Proofreader None Proofreading: HN16425 Bleed: 10.625” x 13.875” Yellow Print Producer Arianna Talan OOP: HN16425 Trim: 10.25” x 13.5” Black Account Executive None Tracking#: ADP168_M02 Safety: 9.375” x 12.75” Art Director None Client: ADP Viewing: None Copywriter None Brand: None Gutter: None Product: None Scale: None Media: Magazine Final Size10.25 x 13.5 Caption: L’Occitane Links Mode PPI Links Mode PPI Production Notes ADP_ADP168_01b_SW_LOccitane_a0561_V1.tif 1672 ppi CMYK None adp_logo_tagline_0111.eps RELEASE_STAMP.ai Please contact Arianna Talan at 212.886.4100 with any questions regarding these materials. This advertisement was prepared by Havas Worldwide NY at 200 Hudson Street, New York, NY 10013. Human Resourc e ® July/August 2019 Executıve COVER STORY Exposition China and find out which workers are empowered say HR organizations can build what some of the HR Tech to address mental health. Also the best sourcing team to meet Piecing Together Talent Influencers think about how in this section, read tips about their unique talent needs. technology is changing the the best ways to improve BY ANDREW R. MCILVAINE way people work. psychological safety in the HR Leadership In today’s war for talent, more companies should be focusing not workplace. just on creating cultures that will attract top talent but also on Could Co-Working Work for Health & Benefits You? 36 creating teams that will make those workers want to stay at the Innovating to Improve Recruiting organization, experts say. Employee engagement, productivity BY CRAIG GUILLOT and retention are all influenced by the teams employees work with Mental Health 29 How to Build a World- Co-working spaces are every day, so it’s key that teams are made of—and led by—the Class Sourcing Team 34 BY JEN COLLETTA exploding across the country, right people. Page 12 At the April Health & Benefits BY MAURA C. CICCARELLI and they’re no longer just for Leadership Conference, Sourcing has become an solitary freelancers looking HR Tech representatives of Microsoft, increasingly popular approach to get out of the house. AiR Healthcare Solutions and for companies searching Employers are now placing How Digital Tech is Changing HR 16 the American Psychological for top candidates, and it workers in co-working spaces BY TONY DIROMUALDO AND FRANCO GIRIMONTE Association shared what their has especially drawn more to help meet evolving needs Ahead of their presentation at the HR Technology Conference in respective organizations are attention in today’s tight labor arising from the changing Las Vegas in October, experts from the Hackett Group explore doing to create cultures in market. Find out how experts nature of work. However, a the transformative impact of digital technology. Also in this solid co-working program section, columnist Jason Averbook looks at enhancing workforce must be carefully planned, experience with technology, while columnist Josh Bersin explores taking into account the needs the intersection of health tech and HR tech. Also, read a report of both the employer and the recapping the highlights of the HR Technology Conference & employees. 16 36 34 Cover illustration by Sue Casper 29 Departments Columns HR News 8 HR Leadership Is Your Future Inclusive? 4 By the Numbers 39 Benefits HUMAN RESOURCE EXECUTIVE® Magazine (ISSN 1040-0443 USPS 002-565) is published monthly with combined issues How to Give Employees What They Want 6 for January/February and July/August by LRP Magazine Group, an LRP Media Group Company, Suite 500, 747 Dresher Rd., Horsham, PA 19044, (215) 784-0910. Periodicals postage paid at Horsham, PA and additional mailing office. Single Talent Management copy price: $8.95. Subscription rates: In U.S., $94.95 for one year; $138.95 for two years; $180.95 for three years. In Canada and Mexico, $106.95 for one year; $169.95 for two years; $222.95 for three years (U.S. currency). In all other Investing in Workers Pays Off 6 foreign countries, $138.95 for one year; $222.95 for two years; $307.95 for three years (U.S. currency; prices include air mail delivery). For subscription information, call 1-800-386-4176 or FAX to (215) 784-0317. POSTMASTER: Send address changes to: HUMAN RESOURCE EXECUTIVE, PO Box 2132, Skokie, IL 60076. Emerging Intelligence 12 Ways to Get Fired as CHRO 7 July/August 2019 3 H7_8-19p03_TOC.indd 3 6/27/2019 9:26:25 AM HR Leadershıp By Eva Sage-Gavin/Columnist work, emphasizing learning We can all attest to the by doing. fact that inclusivity does Is Your Future Inclusive? And it’s not just happening not happen in a vacuum. in skilled-trade or lower-level It requires public/private jobs, which is a common partnerships—schools, The future of work will a combination of complex misconception. High- governments and businesses require new skills—and reasoning, creativity, socio- performing firms are three working together to move CHROs can lead that charge. emotional intelligence and times more likely to use the needle. Sometimes It’s rare that I have a sensory-perception skills are experiential learning for this happens globally, but conversation with a CHRO in increasingly relevant. frontline and executive-level sometimes, it’s micro- this digitally fueled era that It might surprise you that leaders than other positions. change—and that can be doesn’t somewhere, somehow new research shows us—in equally as effective. involve questions like these: a digital age—that “empathy A Focus on the Individual A few years ago at the “How do I get people and and support” roles currently Most of us recognize the World Economic Forum, Satya machines to work together? comprise the largest share of value of a broad variety of Nadella, Microsoft CEO, said: How do I create and sustain employment in the U.S. and skills across our workforces, “Any kind of job is going to a hybrid workforce that is will require a major increase but leading companies are have a digital component. It productive and healthy? in workers over the next placing greater emphasis on doesn’t mean everyone’s got How do I create jobs that are decade. diversifying workers’ skills. to be a computer scientist.” He engaging?” I see leadership teams and Take marketers, for instance. went on to say leaders must These leaders realize the boards facing this change Traditionally considered invest in learning not just for importance of championing head-on now to position their “creative” roles, marketers students, but for employees an inclusive future now—one workforces wisely for the now need analytical skills to who risk displacement mid- in which our people remain future. They are emphasizing interpret customer data of career. employable in jobs that several areas of action: all types—from social media I couldn’t agree more. I’m challenge them in the most to channel preferences. having a lot of really exciting positive ways. On this issue, Experiential Learning And data scientists, while conversations with C-suite there is so much promise, but The Dartmouth Center ostensibly “numbers” roles, leaders about how to make we need to move now. for the Advancement of are called upon more often to that happen. An inclusive The good news is, there Learning conducted a review communicate their findings future is within reach. But it are solutions. of research on the known in easily digestible stories as takes focused action now. Our We need to prepare our outcomes of experiential “sense-makers.” workforces deserve no less. workforces for the future of learning—finding that the work versus remaining in a very skills that are growing in Empowerment of the Most Eva Sage-Gavin is a present that is anything but demand (complex reasoning, Vulnerable former CHRO with more than static. As we move further critical thinking, creativity and According to research from three decades of experience into a digital future, workers socio-emotional intelligence) Accenture, workers in less in Fortune 500 corporations. are performing interactive are the ones best acquired complex roles are seven times She currently serves as the and collaborative tasks more through experiential-learning more likely to be in jobs that senior managing director frequently and repetitive techniques. Organizations could be automated. A Pew for Accenture’s global talent ones less often.
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