HRO Today Global Autumn 2017 - 10

Upside
NEWS FROM THE WORLD OF WORK
Superior Workforce Solutions Now Broadleaf Results, Inc.
Superior Workforce Solutions, a leading, woman-owned
member of Superior Group in the U.S., recently announced
that it has rebranded as Broadleaf Results, Inc. or Broadleaf.
This change reflects an evolution of company identity that is
built upon the organisation's core values and success.
The rebrand does not involve any organisational or structural
changes, and the transition will have limited impact on existing
clients and industry partners. All existing customer/staff points
of contact will also remain unchanged.
Financial Incentives Increase Talent Retention
Retention programmes have become just as critical as
recruitment efforts in a job market where most people change
jobs every two or three years. And global dealmakers are
responding accordingly. According to Flight Risk in M&A: The
Art and Science of Retaining Talent - 2017 Mercer Research
Report, more than seven in 10 dealmakers worldwide (71 per
cent) say they use financial incentives for talent retention as
part of their deal-making strategy and process. Mercer's
research also revealed, however, that regional, cultural, and
industry dynamics vary widely in this regard.
This tactic is most prevalent in Japan (89 per cent), with the U.S.
following closely behind (76 per cent.) Amoung dealmakers who
rely on financial incentives, Mercer found that when they were
asked about non-c-suite eligibility, 70 per cent listed " other
employees critical for integration " as eligible and 35 per cent
listed " other employees regardless of critical for integration " as
eligible. This suggests that financial incentives for retention are
rapidly expanding beyond the c-suite and being used to keep
employees at all career stages and skill levels.
[10]
HRO TODAY GLOBAL
|
AUTUMN 2017
Likewise, the survey found that talent retention practices vary
significantly from country to country. Here are a few of the
regional differences noted in the research:
* The aggressive talent retention efforts and competitive
offerings of U.S.-domestic companies make foreign buyers feel
they must overspend in order to compete.
* Canadian buyers often feel that the talent retention
programme in the U.S. should cover all of North America. This
is despite the fact that Canadian payouts tend to be much
more modest; a distinct Canadian programme is advisable.
* European buyers are slightly less likely than American buyers
to offer financial incentives (67 per cent), with only 41 per cent
offering retention bonuses to employees outside of senior
management. These bonuses typically go to employees who
are considered critical to the company's long-term success,
those with key client or supplier relationships, and those with
knowledge about essential IT systems.
* In Asia, financial incentives are often used for " outbound "
deals. The research also found that Japanese buyers tend to
retain local management in overseas acquisitions for at least
one to three years.
Industry Vet Karen Browne Launches Browne & Brand
Managing Partner Karen Browne has launched her new
integrated recruitment services and branding company,
Browne & Brand. Drawing on over 20 years of executive
management experience in the staffing and workforce
solutions industry, Browne is uniquely positioned to lead
Browne & Brand, offering clients unparalleled, full-circle
services in employee attraction, hiring, and retention, as well
as employer branding. The company's proprietary

HRO Today Global Autumn 2017

Table of Contents for the Digital Edition of HRO Today Global Autumn 2017

HRO Today Global Autumn 2017 - 1
HRO Today Global Autumn 2017 - 2
HRO Today Global Autumn 2017 - 3
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