Today’s employees expect the companies they work for to deliver openness and transparency in, essentially, all of their business practices. This includes everything from communicating leadership changes, making adjustments to the business model, revealing news around potential acquisitions and, most of all, providing access to corporate-wide salary data.
Workplace wellness programs that offer employees a financial carrot for undergoing health screenings, sticking to exercise regimens or improving their cholesterol levels have long been controversial.
When it comes to technology, HR departments may be dropping the ball. Human resources has fallen behind finance, marketing and technology departments when it comes to integrating digital strategy and new technologies at work, according to a new survey from the Association of Executive Search and Leadership Consultants.
The field of human resources is changing. Among all the challenges HR professionals face, few are more important than measuring and addressing employee performance. Unfortunately, effective performance management is a topic fraught with questions: Are ongoing feedback sessions preferable to traditional annual reviews? Should performance and compensation be discussed separately or together? These are just some of the issues talent experts grapple with today.
Generation Z doesn’t remember a time without cellphones or Google because they weren’t born yet.
Health and financial wellness plans have evolved quickly in the last few years, offering employees newer and better options to relieve some of the money-related stress they experience and plan better for retirement. The next step in this evolution is access to personalized financial wellness plans for each employee. Why is this so important and why are personal financial advisors in vogue now?
Hyperbole might be a necessary evil in public relations and marketing, but you can at least be original. Discard these worn-out clichés in favor of fresher descriptors.
Being a mechanical engineer in a dying company will be unpleasant no matter how much you love mechanical engineering. You can be a great mortician but if the company can’t get credit to buy caskets and supplies, there won’t be much business. If you love recruiting and the economy goes south, the pickings will be slim. Being a great petroleum engineer may not be all that cool at a place with a reputation like BP.
The travel company communicates with multiple subsidiaries and offices all over the globe. How does it make its emails more effective in such a large, international organization?
Most employees are aware that they should not discuss religion or politics in the office, and not only to help preserve corporate culture. However, in today's divisive political climate, many employees are ignoring that rule and divulging their political views openly in the office. When political views are discussed at work, it can have a negative impact on company culture and employee communications.
More working parents may be able to take advantage of individualized counseling services to get their children into top-tier colleges, thanks to a new employee benefit.
Renowned game designer Jane McGonigal describes gamers as super empowered, hopeful individuals, attributes that she believes can be channeled into real-world contexts. The business world today really needs a lot of super empowered and hopeful employees, given that 85% of them are currently either lacking in engagement or actively disengaged. And gamification can hopefully help businesses motivate and empower a mostly listless workforce to reverse nearly $7 trillion in lost productivity.
By resuscitating myRAs, the EASA would benefit those workers that do save in a retirement plan but don’t pay federal income taxes.
New-hire onboarding has to balance many factors. With workers (especially younger workers) moving from company to company more frequently than in the past, orientation and onboarding efforts are more important than ever. Human resources leaders will take all the help they can get from new innovations and technology to establish employees and get them ready to contribute to all the things that make any organization great: branding, internal communication, leadership, etc.
There are a tremendous number of words and phrases being used in today’s workplace to enhance communications best practices. Some have become very familiar: corporate culture, change management, employee communication, business process management, and talent onboarding, to name a few. Corporate culture, in its broadest sense, is an organization’s collective beliefs and practices, which affect its interactions among employees and customers alike. There’s a phrase, “best practices,” that is used in business to define the most effective method to deal with an issue. Some companies become infected with what could be termed “worst practices.”
HR onboarding is an area of talent acquisition that is getting a lot of focus. First impressions count, and there's a link between a bad onboarding experience and turnover.
Deriving feedback from your staff is essential to bolstering engagement, quelling turnover and identifying systemic problems. Follow this guidance for getting the input you seek.
With human resources managers across the country working to finalize their 2019 benefits packages this month, many are asking themselves: How can we add more value for our talent and help the company grow?