Today’s workplace, especially in light of the COVID-19 pandemic, is an increasingly digitally-dependent one. With a younger, more tech-savvy generation entering the workforce, companies are being pushed into digitizing the employee experience: starting first and foremost with how they recruit talent. The days of using cold calls, classifieds, and sifting through piles of resumes to acquire talent are long past — today, technology is changing the talent acquisition landscape. So what does technology-driven talent acquisition look like?
The novel Coronavirus pandemic has everyone on edge.
Millions of small, medium, and large scale organizations around the world are partially or completely closed. Many are recording 100% revenue loss.
Amidst this unprecedented situation, it is important that HR leaders rise to the occasion and respond to prevailing Coronavirus concerns.
Here in this post, we will shed light on how HR should handle Coronavirus concerns.
In times of economic downturn, employers may choose to furlough employees vs. laying off employees, but what does it mean to be furloughed?
As a result of the COVID-19 outbreak, a lot of people that regularly go into an office are now being asked to work from home. Transforming your home into an office may not be as easy as you think, especially for those that don't have a lot of experience working in a remote environment.
Here are a few things that you can do to help yourself stay productive:
The new decade will bring new distractions for HR, but HR Gurus will need to maintain the focus on keeping the human in human resources and staying up to speed with the latest trends that cultivate culture, boost people productivity, and increase employee engagement.
The beginning of the new year is the perfect time to review your priorities and set goals for the year to come. For HR Gurus, this means going well beyond setting personal New Year’s resolutions like losing weight or eating healthy. It means reviewing people processes, recognizing weaknesses, and crafting a strategy for how to improve.
47% of organizations have HR software that is over seven years old. Archaic software is often pieced together accompanied with an old-school user experience that results in inaccurate data and low levels of user adoption.
HR may have become numb to the inefficiencies and extra administrative work required with managing older systems, as this is most likely the way things have always been at an organization. Switching to a new HCM solution means migrating years of data, setting up and defining processes, training managers, and helping employees navigate a new system- enough to make HR howl.
A Spiceworks survey shows that 62% of organizations currently use biometric authentication technology in the workplace and that an additional 24% plan to implement biometric technology within the next two years.
Employees are quick to ditch memorizing long, lengthy passwords and HR is on board to implement biometric technology to help accomplish a wide of range of objectives in the workplace, specifically employee labor reporting validation and overcoming daily people challenges like buddy punching.
It’s incredible how much the role of HR employees has changed as of late. If you work in Human Resources, you’ve probably already started to notice the changes.
If you want to keep up with the changes and improvements, you’ll need to prepare. You’ll have to sharpen up your skills and spend some time learning new technologies.
Let’s take a look at five specific changes that will rock the HR world, and discuss how they’ll affect your career.
For years, HR leaders have been focused on how to attract, retain, and engage a multi-generational workforce, and just when HR thinks they have it all figured out, HR is hit with yet another unprecedented challenge.