The workplace and general office environment, whether we are aware of it or not, is always changing. New policies come into vogue and both political and social movements force either welcome or unwelcome change upon employees and owners alike, and HR specialists need to adapt to the demands and requests of a constantly changing staff.
There are a lot of benefits to having a strong company culture. Employees who work well together and feel like a member of a trusted team tend to be more productive and engaged at work. Leadership skills within strong company cultures are more developed than in companies who lack this valuable asset. All of this culminates into better revenue for a business.
To create a great company culture, you need to hire the right people for your team. Somehow, this effort seems to be more easily said than done and hiring mistakes are made frequently. Here are some of the common hiring mistakes to avoid.
Navigating your way through the HR world can be a challenge, especially when you're new to the field. And, like any other job, sometimes you make a few mistakes along the way.
When you're in charge of hiring, a bad hire can do serious damage to your company – and your reputation.
A bad hire can be a big waste of time, money, and resources. It can hurt morale. And it's a poor reflection of the person who hired that employee in the first place.
Human resource managers need to know the signs of a bad hire so they can avoid facing issues down the line.
Keep reading to learn the 7 signs most HR managers miss that can indicate your new hire isn't a good fit.
We may be far from a Terminator/Skynet future, but developments in artificial intelligence have prompted the latest round of concern about how technology will put us all out of work. Which is why it’s refreshing to see a range of articles in the press – including The Guardian, Business Insider, and CNBC – stating that robots may take our jobs but they’ll also create new ones.
With the prevalence of technology in the workplace, it seems that with each passing year employees are logged into the online world more and more. With email communications, cloud sharing, and the other great advancements we’ve made, people can go days or even weeks without having to talk to someone.
While there are immense benefits to technology, it’s important for organizations to not let technology take away the humanity and culture of a workplace environment. Here are five ways to grow a more human workplace and make the office more pleasant for everyone.
Leadership transitions are tough for any company. No matter if it’s for good reasons or bad, this is going to be one of the biggest challenges you’ll ever face in HR.
Part of the issue is in keeping people motivated. Uncertainty about the future of the organization, or maybe even their jobs, tends to get people distracted, hurting productivity and the long- and short-term health of the company.
Before you can go scouring the marketplace for your perfect HR technology solution, you first need to know exactly what you’re looking for. Which means knowing what your organization needs in an HRMS. So, how do you go about identifying those HRMS requirements? First, know where you’re starting from. Second, establish what your users need by way of functionality. Third, look at your technical requirements.
For many people, the word "no" is an impossible one to use.
We want to make other people happy, so it can be difficult to say no to family and friends. It's also hard to say no to a career opportunity or to a co-worker that wants your help.
But sometimes in life, it's necessary to put your foot down.
Learning to be a little bit selfish can be a good thing, and it can help boost you in ways you never thought possible.
See how these 5 benefits to learning how to say no can improve your productivity and quality of life.
It’s probably fair to say the basic premise and fundamental focus of HR automation is process improvement. After all, if it doesn’t make your day-to-day HR life easier, why have an HRMS in the first place? And it seems many would agree. According to the Sierra-Cedar 2017-2018 HR Systems Survey, 67% of organizations have “business process improvement” as a priority for their HR technology investment (with “HR systems strategy” a distant second place at 40%).
In a time of extreme weather and extreme news coverage about both mother nature and man-made disasters, it can help to ease the fears of employees to plan for the worst. Many companies and HR departments have started to build communication plans directly into the Employee Handbook so employees have a strategy to refer to in the unlikely event of a crisis.
And while what we care most about during a crisis are very human issues — emotions, safety, family — in the midst of chaos, it’s technology that’s going to be the first and best way to stay connected. Here are a few tools and strategies you might consider having in place to communicate with your team in the face of the unexpected.