6 June 2019
The HR Innovation Lab recently launched by Orange Business Services is a mix between a think tank and a laboratory, intended as a venue for observing developments beyond the company, not only in France but also abroad, in the area of new human resource practices, as well as technology and the impact on workers. In keeping with the operations of Orange Business Services, a division of the Orange group providing IT and telecommunications services to companies in France and across the world, the lab also provides an...
27 March 2019
In its recently published annual Global Talent Trends report for 2019, LinkedIn analyses the four major trends driving change in the employment relationship (new employee expectations and new company needs) that it has been able to identify both from the key search terms its network’s members are using, as well as from a qualitative survey of more than 5,000 talent professionals in 35 countries. In October 2018 the report identified these four key areas: job candidate soft skills, work flexibility,...
1 February 2019
Amazon is en route to dominating India’s voice assistant market. The online giant’s strategy relies on independent outside developers with whom Amazon has no legal connection, and according to Amazon some 40,000 are now developing Alexa compatible ‘skills’ (voice-powered apps that run on all Amazon Echo devices).
8 October 2018
During the ‘Labor.a 2018’ conference that focused on digital transformations within the world of work that was held in Berlin on 13 September, Anna Sauter-Getschmann, Innovation Manager at i-potentials, The Consultancy for Organizations and Talent Acquisition in the Digital Age, presented an overview of the impact of digitalization on recruitment. Digital recruitment tools are mushrooming with new solutions coming online every day, explained the i-potentials consultant to Planet Labor. Anna Sauter-Getschmann...
6 September 2018
Economic crisis aside, Argentina’s digital companies are struggling to hold onto young talent and are developing policies to try and attract them. Against a backdrop of a labor market known for being informal (more than a third of employment is not officially registered) and economic problems linked to rampant inflation, digital-sector companies are implementing the country’s most innovative HR policies. Two Argentine digital-companies, Globant and Q4Tech, each with different profiles, explain the measures...
4 April 2018
At the end of March 2018, UK telecommunications giant Vodafone presented a landmark program that aims to provide careers guidance as well as more access to digital training for up to 10 million young people by 2022. Entitled, ‘What will you be?’, the Vodafone youth work initiative will cover 18 countries, and according to the group represents the largest international program of its kind in the world.
27 March 2018
Faced with constant falling unemployment and a dearth of skilled candidates, employers are varying the range of social benefits they offer in order to attract the best talent. Below is an overview of the current trends.
8 November 2017
“We’re not perfect, but we have empathy and we provide stimulating professions.” Thus the substance of Deutsche Bahn’s (DB) landmark recruitment campaign, launched in May 2017, and which on 19 September, won the German rail company the prestigious ‘German Human Resources Prize’ (Personalwirtschaftspreis 2017), in the Recruitment category. The ‘Welcome, you have a place here with us’ (Willkommen, Du passt zu uns) campaign shows videos of DB employees telling, with surprising sincerity, of the...
8 June 2017
In January 2017 the global cosmetics giant launched ‘Season 2’ of its Share & Care program, which in addition to bolstering certain social cover and parental leave aspects also focuses on the quality of life at work. Bertrand de Senneville, Global Vice-President of L’Oréal HR-Social Relations spoke with Planet Labor about the Share & Care program that in particular looks...
4 May 2017
In sharp contrast to employers in other Asian economies. Japanese companies are stuck in an outdated seniority-based evaluation system, reluctant to identify key performers and financially reward them.