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8
Dated: 12-03-2014
You have a core HR system with years’ worth of data. You are able to pull some information from your Recruiting, Talent and other assorted systems. You have a small team who crunch reports and spit out the occasional dashboard. How do you make the leap to become a true HR Analytics function?
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8
Dated: 11-21-2014
High employee turnover is an unfortunate but common hurdle for many businesses. Losing an employee can cost a business anywhere from 20 to over 200% of the employee's annual salary, according to a study conducted by the Center for American Progress. Are you willing to absorb that financial loss?
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8
Dated: 11-27-2014
So you're a CHRO, a VP of HR, a Manager of Talent Acquisition or leadership and you’re trying to evaluate the numerous Human Capital Management (HCM) systems out there claiming to provide the greatest return on investment (ROI). You figure "hey it should be easy, after I do run HR, I KNOW what needs to be streamlined and automated." And yet, jumping on that first intro sales call, you find yourself floundering – or worse getting bored.
$authorProfileLink
8
Dated: 11-28-2014
Recently, I’ve been reading Alain de Botton. It’s not the most advanced form of philosophy, I know, but I’m not the most advanced philosopher. In fact, I’m not even a philosopher. However, I’ve been struck by how much of it is common sense. It’s advice that you can actually use, not just in your day-to-day life, but in the workplace. I’d advice any HR team to sit down and read Seneca or Epictetus (at least, the highlighted bits), and apply those learnings in the workplace.
$authorProfileLink
8
Dated: 11-21-2014
The Human Resources (HR) professional spends a good portion of his or her day addressing unplanned issues with employees, management and suppliers. When they are not consumed by these issues, they are in meetings, reading the latest regulatory changes, planning how to keep their programs competitive and retaining their companies’ most prized asset – their employees.
$authorProfileLink
8
Dated: 11-26-2014
Business has experienced an evolution from the agricultural age to the Industrial Revolution to the information age. Now, the talent age has arrived. Companies realize that in a world where every other aspect of doing business has been commoditized, talent is the only real competitive advantage they have. A consistent pattern is emerging and predicting that the competitive battlefront will be for the best people, the true creators of value.
$authorProfileLink
8
Dated: 04-14-2015
Until a few years ago, nonprofits did not carry fiduciary liability for their employer-sponsored retirement plans. More often than not, a board of directors managed the plan, taking the lead on all decisions, regardless of who sat on that board. But with the rollout of pension simplification in 2009, anyone in charge of making decisions for a 403(b) plan is considered a fiduciary. Today, your board or 403(b) committee members assume the same levels of liability they would in the for-profit sector.
$authorProfileLink
8
Dated: 11-17-2014
You’ve made a great hire, recruiting a top candidate away from your biggest competitor. As an HR partner supporting this high-level leader, you are making it a priority to see that their onboarding is smooth and thorough. As you ready a place for the leader, taking care of many arrangements and details, don’t forget to do one very important thing: identify the person(s) who could be this new leader’s undoing.
$authorProfileLink
8
Dated: 11-26-2014
The most recent jobs report showed that employment in the retail trade sector declined in August. However, we know that many employers begin advertising and recruiting for seasonal and holiday jobs just after Labor Day. With this in mind, we wanted to take a look at current hiring trends to see what recruiting challenges retail employers may face this holiday season.
$authorProfileLink
8
Dated: 12-03-2014
Every Organization strives to remain competitive in the market to protect and grow its stakeholders’ value. Like a living organism, it incessantly tries to evolve itself to become more efficient and agile through various Strategic and Operational interventions.
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