Editor's Note

Mergers and acquisitions are very common these days with the briskly evolving business environment. During such tough times how do organizations keep employees focused, productive and feeling secure instead of stressed, fearful and fighting for survival?

Navigating The Choppy Waters Of Mergers Or Acquisitions

Layoffs, new bosses, office moves and policy changes are some of the top fears employees have during a merger or acquisition. So strong and deep seated are these fears that some theories even suggest employees tap into instincts developed in a primitive time when a change in environment could mean a life-threatening loss of food, water, shelter and safety. While organizational change is not life threatening, our survival instinct is no less real.

Talent Management Excellence September 2016 Advertisers

Tips To Boost Your Tech Talent: Don't just recruit, take these steps to win the tech talent race

Companies are having to reinvent themselves as technology driven organizations in this digital age. We all know GE makes our light bulbs and airplane engines, and is one of the largest capital financing companies in the world. But GE is now betting its future on becoming one of the top 10 software companies by 2020.

Conducting The Orchestra: Using others’talents to accomplish your vision

Team building is a delicate and time-consuming process. Anyone can put together a group of talented people, but it takes a dedicated team leader to bring everyone together effectively. One of the most important considerations you must make is whether or not an applicant fits into your company’s culture. The right person will build upon what you’ve created, but the wrong person can bring it all down very quickly – and culture can take an awfully long time to rebuild.

Managing People’s Performance: Fact or fiction?

A primary need of any team is involvement, particularly in the definition of its objectives. Managers need to involve their teams, and their people, in agreeing on objectives. If they don’t, they simply become managers in name only. The organisation would be better off with self-directed teams.

Workers’ Compensation: What determines what you pay in premium?

At least once a year, most business owners sit down with their trusted advisors and go over the status of their business. At some point during this discussion, there is usually a conversation about their commercial insurance policies. Part of that discussion should be how the business can lower what it pays in premium. In most successful organizations, the Human Resource (HR) professional is a part of that conversation. The main way an HR professional can positively affect the amount of premium a business pays is by monitoring the claims process for the workers’ compensation policy.

Building And Recruiting For The Finance Team Of The Future: How to do that?

The finance team of the future will no longer be siloed to financial operations, and instead will work across all departments to extract and analyze business data. Members of the team will act as ambassadors, collecting and combining data for a more comprehensive analysis. According to a recent study by Deloitte on modernizing the finance function, 84 percent of CFOs say they believe they should be spending the majority of their time on strategist/catalyst activities.

Preparing For New Overtime Regulations: How to do that?

Between recruiting for open positions, creating materials for next year’s benefits plan and implementing an employee wellness program, overtime pay might not be high up on the “to do list” for many HR professionals’ – but new regulations are forcing it to the top.

Student Loan Assistance: It attracts millennial talent & keeps them in their seats

The war for talent has never been greater as it is becoming increasingly challenging for companies to attract, retain and engage high performing employees. In addition, the composition and needs of today’s workforce continue to rapidly shift. According to the Pew Research Center, adults ages 18 to 34 are already the largest generation in the U.S. labor force. Another study administered by PwC found that Millennials will represent more than 50 percent of the global workforce by 2020. Studies indicate that from a career perspective, Millennials are driven by different things than previous generations. They are mission driven, value work/life balance, and are much less likely to seek to remain with the same company for 10 years, never mind an entire career. Case and point: The 2016 Deloitte Millennial Survey revealed that 44 percent of Millennials intend to quit their current job to join a new organization or do something different in the next two years. That leaves HR managers challenged to find new ways to not just attract Millennial talent, but retain it as well.