Skype’s redesign launched last year was met with mixed reviews, but the company is forging ahead by rolling out a number of its new features to other platforms, including the desktop.
Numbers seem to be at the top of everyone’s priorities right now. And when I say numbers, I mean metrics, big data, and analytics. But before we go any further, it’s important to understand that these terms are different. I know they are sometimes used interchangeably. I’m guilty of it myself. Here are the definitions:
“Learning is the only thing a mind never exhausts, never fears, and never regrets.” Leonardo da Vinci
Some years are easier than others when it comes to updating the employee benefits your company offers but creating an effective open enrollment communications strategy is never easy. You need to weigh employee engagement and the impact that has on enrollment in the different plans, which impact costs to the company in myriad ways, and the snowball just keeps rolling and building until it bowls you over. So which headaches are the biggest?
Teddy Liu, general manager, corporate and talent development, New World Development explains why the corporate giant is like Starship Enterprise and start-ups are small asteroids banging into the spaceship.
One of the biggest trends in HR today is the development of employee resource groups (ERGs). ERGs give employees the opportunity to share their passions and talents with their coworkers.
It doesn’t take a psychic to see that at least one tide has turned in the employment market—recruiters are having to deal with recruits and even employees, newly hired or not, “ghosting” them.
What if all social impact organizations held their leaders and staff accountable not only for what they accomplish, but also for how they accomplish it?
'Massage therapists, dentists and mammographers' have all been part of this contributor's company's well-being plan. Sound good?
Today’s younger workforce expects self-service HR tools to help them with everything from onboarding as a new employee to setting up payroll and performing standard HR tasks. But a company’s size usually determines whether or not it offers DIY HR tools to its workforce.
Agencies across government are experimenting with robotic process automation, technology that uses software robots to quickly perform common, highly repetitive tasks previously assigned to employees.
Closely monitor your click-through rates, track turnover, and measure your impact on employee engagement.
As back-office functions go, tracking employee hours can sometimes get overlooked. This is especially true for many new businesses with small teams. But the issue of time theft, no matter how big your business, is anything but small.
Big numbers rarely spark action, but a sea turtle with a straw in its nose can trigger a movement.
The Privacy Awareness Academy, an emerging leader in web-based cyber-awareness and privacy compliance training, today announced their partnership with LightspeedVT, a leader in interactive virtual training systems for organizations of any size.
Technology, especially AI, is really changing the human resources game — there is room for improvement on all kinds of HR processes with the help of AI. But which tasks are better suited for the human side of human resources?
The law ushers in bold patient protections and blockbuster realignment of claims-handling processes.
Many people work multiple hourly, part-time jobs but still can’t afford their full-time bills. While these employees are hardworking, they often struggle financially because of unstable hours and low hourly wages. This group of people falls into the category of the underemployed. According to the Bureau of Labor Statistics, 8% of all American workers, hourly and otherwise, are currently underemployed.
A few weeks ago, the Trump administration proposed combining the Department of Labor and the Department of Education into a new Department of Education and the Workforce. This proposal would require Congressional approval, and given how well the two parties and their multitude of factions get along at the moment, this idea is probably Dead on Arrival. However, that doesn't mean we shouldn't do some thinking in terms of Human Resources, particularly recruitment and retention, in the hopes that Washington starts working again.
App-based video calling services are changing the way in which consumers communicate in much the same way as streaming OTT video services has changed the way in which people consume TV, according to a new survey from Ovum.
Companies seeking cybersecurity personnel often hire people with military backgrounds, raising challenging questions about how to best bridge differences in organizational culture, specialists in the field say.
Employee benefits administration company, Clarity Benefit Solutions, discusses the rise of personalized benefit offerings.
According to the 2018 Millennial Benefit Trends Report, the millennial participants were asked to rank the benefit categories from most to least important. Number one on the list is “Health Insurance,” which 63.64% rated as “Extremely Important”.
The key to a thriving business is a thriving workplace. You want your employees to be full of energy, constantly moving on to the next thing, eagerly pushing forward. That energy propels your business forward with it and creates growth. If the office feels dead, the prospects for your business probably aren’t too good either.
Many in human resources look at employee engagement and say, “How do I sell this to my organization as something that is critically important?” We all can quote studies that show engaged organizations increase ROI, limit expenses, and are more innovative; but let’s look at this from a practical standpoint, and say “How critical is building engagement to your organization?”
According to Rostow Ravanan, Mindtree CEO and MD, a bot helps a human balance life, giving it a chance to go out and learn new skills.
It pains me to see so many organizations nowadays create an org chart but then tuck it away in the dark recesses of an intranet that no one accesses or in the back of a filing cabinet, bringing it out only a few times a year during reorgs or hiring planning. I always think, “What’s the point?” Why bother having an org chart in the first place if you’re only going to use it a couple times a year?
HR leaders are often perceived by line managers and senior executives to deliver the most value when they are firefighting (a.k.a. dowsing “talent fires”).
Peppering in a bit of messaging spice is nice, but a pinch of clarity hits the spot every time.
Professional Employer Organizations (PEOs), which provide outsourced HR services such as payroll, benefits, workers’ compensation and 401(K) administration, can be a terrific option for smaller companies without an in-house human resources team. But how do you know whether you’ve outgrown that solution?