Soon the 2018 Workforce 100 will be out. Workforce (workforce.com) ranks the World’s Top Companies for HR. Excelling in each area of human resources is no small feat. Workforce pinpointed seven core areas: workplace culture; employee benefits; diversity and inclusion; employee development/talent management; HR innovation; leadership development; and talent acquisition. To realize the importance of these categories and take action to improve them pushes a company from good to great.
Now in its fifth year, the Workforce 100 recognizes companies that excel in HR over the course of a year. To determine which companies make the list, Workforce editors work with researchers from the Human Capital Media Advisory Group, the publication’s research arm. The research team created a statistical formula to sift through publicly available data on HR performance to separate the best from the rest.
I’m always interested to see the list. Companies including Google made the list all four years.
But what really strikes me is the enormous effort and cost associated with being a “best” HR organization.
How can HR organizations be great at workplace culture; employee benefits; diversity and inclusion; employee development/talent management; HR innovation; leadership development; and talent acquisition? It strikes me as nearly impossible to be good at all of these, much less great. Which brings me to a consideration, what if HR organizations partner with other great organizations to help them be or become great? Talent acquisition strikes me as an area to do so. HR organizations have enough on their plates, why do they feel the need to hire more and more recruiters, sourcers and talent acquisition people? Are there no firms that provide exceptional service in this area? Also, investments in new technology can be expensive as well. Artificial intelligence will change the recruiting space and soon.
HR organizations could partner with firms that have embraced new technology and already employ great recruiters with specific experience in IT, engineering, executive recruiting, etc. Organizations should be open to searching out and working with organizations like, well, JellTech.