Tips and Tools for Employee Engagement

Tips and Tools for Employee Engagement

Employee engagement continues to be a top priority for business and HR professionals in 2017. When we surveyed our HR & TM Executive community back in March about their talent priorities for the year, 60% stated that employee engagement was a top priority for their organization. Now that half the year is over, we wanted to know: what tools are being used to improve employee engagement, and what are the goals of these engagement efforts?

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Most Valuable IT Projects for HR in the Next 12 Months

Most Valuable IT Projects for HR in the Next 12 Months

In Argosight’s most recent Snap Survey, we asked approximately one hundred HR professionals from our Human Resources (HR) & Talent Management Executive and HRIS & Payroll Professional Network groups on LinkedIn: If you are NOT limited by resources (people and budget), which HR technology projects would you tackle this year, and when?

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From Admin to Partner: The Road to Strategic HR

From Admin to Partner: The Road to Strategic HR

Human Resources is a vital part of every organization. HR does more than hiring, payroll, and benefits administration. They also help build company culture, keep employees engaged, and advocate for all individuals in the company. As challenges and needs of the organization change in response to recent market demands, internal expectations of HR are also changing; Organizations now need HR to be more strategic in their thinking and to bring their insights to the table to help solve business issues. Some HR departments are more agile and can rise to meet the expectations of their business partners. Others, however, are lagging behind.

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People, Process, Platform. Repeat.

People, Process, Platform. Repeat.

Being in the business of recruiting, filling a position is the number one goal. When a position remains unfilled for four months or longer, one needs to ask why. In a survey conducted by Argosight in 2014, we asked approximately 2,600 HR/ talent management professionals across all industries and geographies: for positions that had the highest time to fill in your organization, what was the driving reason? The graph below shows the spread of responses.

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