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.
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.
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?
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.
Your people are your most valuable asset and often your largest expense. This is why investing in the right workforce management technology should be a top priority for any organization.
According to a Software Advice study, 43% of employees admitted to falsifying their timesheets, costing organizations $400 billion annually in lost productivity.[i]
In addition to time theft, a countless number HR and Payroll managers are still chasing down employees and supervisors for missing punches, approved time sheets, and accounting for shift differential and overtime pay. Once the time capture is complete, managers then have to ensure that all of the clean data ultimately finds its way into the payroll system for successful payroll runs.