Over the course of three days at the Annual LeadingAge Meeting & Expo in Philadelphia, our Gurus met with other Gurus, exchanged ideas, learned more about the booming industry, and further confirmed our commitment to helping the Senior Care Industry improve people processes, mitigate compliance risk, and control labor costs. We also had the pleasure of handing out our “Relax, We Goat This” t-shirts, stuffed goats, (sorry, we left the real goats at home) and had the opportunity to visit with some of our awesome clients.
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.
HR can be a very challenging, yet rewarding profession. HR Gurus have the ability to help their people reach their full potential through guidance, opportunities, support, and more while also helping an organization grow and succeed. However, there are many difficult and strategic business decisions that may need to take place in order to take an organization to the next level.
Whether it be on the business side or the people side, there are always obstacles to overcome and lessons to be learned. For this segment of Ask an HR Guru, we asked, what is the biggest HR challenge you’ve had to overcome?
It’s no secret that high performing teams continuously exceed expectations and deliver tremendous results. High performing teams consistently go above and beyond by contributing new ideas, delivering first class customer support, and enriching an organization's culture that ultimately leads to a better bottom line.
We know that a lot of effort, thought, and strategy goes into building a high performing team, but what are the secrets to creating such a team that everyone strives for? In this segment of Ask an HR Guru, we asked HR professionals: What’s the secret to a high performing team?
In general, most of us try to avoid getting fired by following laws, company policy, and practicing common sense. Common sense between right and wrong in the workplace should be evident- don’t punch your boss, harass coworkers, steal, etc.
However, not everyone is blessed with common sense and happen to make some very unforgiving mistakes. Here are three dumb ways that can get you fired from your job:
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.