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A small business or a big one, an org chart helps understand the frame of an organization. However, it helps not just in finding “who is who?” and “who does what?” but also in boosting the visibility and transparency of your organization. In today’s dynamic business environment, HR managers should have live org charts that are always up to date and can be exchanged easily. Are you still stuck with the old org charts from the past?
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The 1990s. Decade of Sony Walkmans, mood rings, and an unhealthy amount of denim. I’m sure we can all agree some things were meant to live and die in the 90s. At the top of the list for me? Dial-up internet and outdated org charts.
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Handling an angry employee can be intimidating. Whether you’re nervous that they’ll lash out, concerned about how you’ll respond, or wondering what you can do to best protect the company, there are many things to consider. In a perfect world, angry employees would give you at least 24 hours of notice so you could review policies and plan your response before they get mad.
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If you run a poll in your organization to determine the department that is the most agile, that contributes significantly in terms of overall market strategy and which is indispensable to serving customers, a random guess says the answer may not be HR. Which is at odds with the purpose of this domain – making the most of talent and helping employees generate value.
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Over my three decades in human resources, I’ve gathered a pretty good library on the subject. In its titles I can see the evolution of the field during that time, an evolution that I can also see in the titles I and other HR professionals have held over the years.
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Although 2018 will most likely not bring any striking modifications, one thing is clear –technology will remain the main catalyst for changes. As companies seek efficiency, high performance and cost-effectiveness to gain competitive advantage, there is still plenty of room for improvement for HR departments. 2018 is going to be a mix of technology advancements and changes in our mindset on how we lead and oversee our companies’ workforce and operations
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Technology Savvy. Spontaneous. Emotionally Intelligent. Digital Natives. Practical. All these terms define Generation Z, or iGen, and their behaviour.
In a Forbes post, Gen Z has been referred as Post-Millennials generation categorizing people born from the mid-1990s to early 2000s, comprising of approximately 25 percent of total U.S. population.
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It’s no secret that the workforce and the nature of work itself are rapidly changing. Many organizations, particularly large ones, are like an ocean liner that can’t turn on a dime. If an organization is not actively promoting and integrating the following eight elements, that organization is already behind and will experience negative impacts as the workforce shrinks and traditional management practices continue.
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More than 63 million people changed or separated from their jobs in 2017. According to the Bureau of Labor Statistics, this marks the highest annual turnover in nearly two decades. Even as employees enter and exit organizations at a high rate, employer-employee relationships have evolved. These relationships are no longer finite; they often start with recruiting, but no longer end when an employee leaves the company.
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