There was a time, not very long ago, when service awards as part of most companies’ recognition strategy was the norm. Employees were regularly honored for a certain number of years of commitment to the organization with anything from a certificate, to a trinket, to the opportunity to select from a catalog of a variety…read more
Take a quick scan of your workforce. Is there a significant percentage of working moms? If not, don’t be surprised. A 2009 study from UC Berkeley’s Haas School of Business found that 28 percent of women with Harvard MBAs had left the workforce 15 years after receiving their degree.HR professionals should take a step back to scrutinize their organizations’ benefits policies to better obtain and retain talented women.
Remember when the exclamation “I’m engaged!” was almost always immediately followed by the question “when’s the wedding?” In today’s business environment, engagement takes on a whole new meaning, referring instead to how engaged, dedicated, and loyal employees are to their organization.
Engagement in the workplace may not be the same as a personal engagement between two people, but the key is that both are relationships, and relationships take work. Dedicating effort to understanding what engages your workers will allow you to create the most effective action plans to improve engagement. Don’t wait to engage your employees. Make the effort now.
The goal of any interview is to step into the mind of the interviewee and determine if s/he will be a great fit for your company going forward. The better interviewing questions can ascertain the truth of someone’s past experiences, her future potential, and her ability to enhance your company culture. Utilizing better questions that foster critical thinking leads to better hiring decisions that help your company’s long term results
We’re all aware that social media can play a significant role in the employee hiring process. An HR Representative need only take a brief look at a prospective hire’s Facebook and Twitter pages to see if there are any inappropriate pictures or distasteful language that may indicate a candidate’s lack of good judgment or maturity.
But now, beyond throwing up red flags, social media is an important gauge in determining the best recruit for the job, and the numbers are beginning to back up this trend
There are very few managers or HR professionals who haven’t participated in a dress code conversation.
Sadly, in many organizations, when faced with conundrums such as: “How do I tell Sally she needs to wear a bra?” (answer: “Hey Sally, you need to wear a bra.”) or “What are we going to do so that Bob irons his shirts? (answer: “Hey Bob, iron your shirts.”), the easy lazy answer has always been “Let’s write a dress code policy!”
In January, the Wall Street Journal posed the question “Is the Paper Resume Dead?” As it turns out, the answer is “No.” Using information from HR recruiters and managers, as well as tracking sales of high quality paper stock at Staples, the author concluded that a paper resume is still a necessity, especially at places like career fairs.
It’s a confusing time to be in HR and experience the transition from paper resumes to employees who have a social media presence – perhaps even a brand! Employees and job candidates also suffer from the same confusion.
There are a couple ways to look at Millenials entering the workforce today. Either a) you have a bunch of delusional, texting, Facebooking employees who have unrealistic expectations that they will be CEO in 2 years and feel they are entitled to getting everything they want, or b) you have an emerging number of employees full or energy and enthusiasm who want to find new ways to break into the corporate world and make a difference.
No matter how you look at it, working with Millennials is an inevitable truth of your career now and in the future.
I enjoy organizing employee engagement programs. I was recognized by employees and they acknowledged my work when they made our office the best place to work for employee engagement. I was doing an amazing job with employee engagement – or so I thought.