As technology continues to evolve, it affects the workplace and the workforce. For organizations to remain competitive in a tight talent market, they must keep up with these changes.
Emotional intelligence is a job skill that is quickly rising to the top of the list for top human resource officers when seeking talent. It lands above “judgement and decision making” and “negotiation” and is expected to be near or at number one on the list by 2020.
A bad hire can be very costly for employers. According to a new CareerBuilder survey, companies lost an average of $14,900 on every bad hire in 2017. Nearly three in four employers (74%) say they've hired the wrong person for a position.
Dress codes have become increasingly less stringent over the past several years. Even industries known for their conservative, formal attire such as law and finance are moving towards less rigid restrictions.
With 2017 quickly drawing to an end, it’s the time of year to review goal achievement and overall departmental success. But what exactly should an HR department be measuring?
According to a survey of 2,000 Americans people are less likely to express gratitude at work than anyplace else. But why wouldn’t we thank the people we work with day in and day out?
With November arriving, so has the official start of the flu season. An outbreak of the flu in the workplace can cause significant reduction in productivity. Employers should educate their employees on how to avoid the flu and how their sick policies apply should an employee get sick.
A recent survey by the American Psychological Association shows that stress in America is at an all-time high. While main sources of stress for more than 66% of the respondents tend to be about our country’s future and political issues, money and work still tend to be major stressors.
Leaders must continually be taking the pulse of the organization they work for. A once happy workplace can turn toxic quickly if you are not paying attention. But when caught early, it can be turned around.
It has been proven that women are promoted less, underrepresented in the C-suite, and receive lower wages then men. A recent study set out to discover why and see if women’s behavior is responsible. The study, published by Harvard Business Review, revealed that biological differences between men and women do not affect the way they act at work and are not responsible for gender bias.
Succession planning is a process for identifying and developing new leaders who can replace old leaders when they leave, retire or die. It increases the likelihood of having internal, experienced and capable employees that are prepared to assume these roles as they are vacated. Succession planning is crucial in order to avoid an organizational crisis when someone in a key role leaves.
Would you like to increase morale and productivity? There is a simple solution…give employees a break! More than 85% of employees believe taking regular breaks during the day would make them more productive, according to a study from Staples. However, many employees do not take regular breaks throughout their work day.
There are the obvious signs we all see when someone is job hunting…they show up in a suit when it’s a casual dress code, they suddenly have numerous appointments, they call in sick more often, etc. But a recent study shows that for months prior, there are many more subtle signs to beware of.
In the US employers are trying to stay competitive with basic or extended maternity leave, and more progressive employers now offer paternity leave as well. But a business in Scotland is now offering “paw-ternity” leave for new pet owners.
Just when we think we have Millennials figured out and have designed engagement and retention programs around them, in comes Generation Z. Is Generation Z really that different than Millennials?
Employee engagement is an ongoing buzzword, but there are many different perceptions of what exactly an engaged employee is. Employee engagement goes beyond happiness at work.
Just to be sure you caught what the title states – millennials are quitting jobs they LIKE. A new study by Qualtrics and Accel found that 74% of millennials who like their jobs plan to leave within the next three years. Why would anyone quit a job they actually enjoy and are happy at?
Companies can no longer compete for talent with traditional offerings and expect new hires to stay long term. In a 2016 iCIMS study, 400 U.S. full-time employees were surveyed to discover the factors that lead to job satisfaction as well as motivations for leaving an organization.
Interviewing candidates can be just as painful for the interviewer as it is for the candidate. If you are consistently having candidates turn down job offers, it might be time to look at your process.
A new survey from EmployeeChannel, Inc. entitled “What Every Employee Wants from Their HR Team” was released in early July. The study looked at the communication preferences of more than 1,200 remote, non-desktop, and office workers. Interestingly, the results were similar across all three employee types.
According to the Department of Labor nearly 60% of U.S. workers are hourly. While there may be advantages to hourly positions for organizations, they experience an extremely high turnover rate. Hourly positions tend to have lower pay, less job security, stricter schedules, no or reduced benefits, lack of bonus structures, and fewer opportunities for promotion. So how do we keep hourly employees motivated and engaged?
According to the Project: Time Off report, The State of the American Vacation 2017, it appears that Americans might finally be starting to use their vacation time. For years, vacation time usage has been on the decline in the U.S., but the 2017 report shows some optimistic results.
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