Changing Performance Appraisal Ratings – Ask #HR Bartender

HR Bartender

I am trying to put together some guidelines for managers who want to modify/edit /change ratings on the evaluations. The employee completes a self-evaluation and the manager completes an evaluation. Both the employee and manager agree upon the change. I’ve also run into challenges when managers believe that once they put a rating on paper, they cannot change it. Maybe the manager forgot an incident – it happens.

#MillennialMatters: How to Get Your Coworker Fired

Cornerstone On Demand

With ever-changing digital and workplace guidelines, what is considered acceptable and unacceptable to report to HR? It turns out there's no consensus among HR managers about specific social media policies. Larger firms tend to adhere to stricter no-tolerance guidelines, while smaller shops are more lenient, but all agree that HR departments need to be proactive about addressing social media usage. Talent Management Talent Management HR Policies What Did He Say

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Your Job Candidate Has Criminal Record? Don’t Panic.

TalentCulture

Whatever the format, a hiring matrix, or decision matrix serves as a set of guidelines to be applied consistently and creates a clear standard against which every applicant is adjudicated or qualified. Talent Management adverse action background check compliance criminal record hiring matrix Jason Morris It’s that alarming moment when the background check reveals that your top job candidate has a criminal record. Is this a deal breaker? What should you do?

Secret Santa: Background Checks & Holiday Temp Workers

TalentCulture

My friends at EmployeeScreenIQ offer everything from comprehensive policies and guidelines to simple, straightforward tips that companies can take advantage of an implement right away. Talent Management background checks holiday workers Katrina Busselle temp workers Perhaps it’s because I work in the HR space? I don’t know, but I just can’t help it. I know in so many ways the holiday season is about suspending belief, even magic.

HR’s Guide to Compensation Communications

GuideSpark

According to insights from Towers Watson’s 2014 Global Workforce and Global Talent Management and Rewards studies , only half (52%) of employees feel their company does a good job of explaining pay programs, and 29% of respondents in a 2007 WorldatWork.org survey said that pay communication is the component of their company’s rewards program most in need of improvement. And what about your managers?

“I know the perfect person…”

HR Times

Posted by Robin Erickson on October 21, 2014. Talent is universal. is the Vice President for Talent Acquisition Research at Bersin by Deloitte, Deloitte Consulting LLP. She writes about various topics in talent acquisition, including integrating with talent management, improving quality of hire for critical jobs, leveraging social recruiting to build talent pools, and building a global recruiting function. 3 The Talent Acquisition Factbook® 2011.

Promotions on the Rise

HRExecutive

This is according to a new survey titled “Promotional Guidelines” conducted by WorldatWork , a nonprofit human resources association and leading compensation authority based in Scottsdale, Ariz. The association conducted the 2014 survey — its fourth such survey — of its membership to better understand the trends in promotional guidelines. career development compensation HR profession retention rewards and recognition talent management

At What Age Are Millennials Ready to Lead?

The People Equation

When you combine these factors, surely there are ample leadership talent to fill the void, right? Interestingly, this statistic is 11 percentage points above the 2014 response to the same survey question. That means the talent management group (or HR department) must act more quickly to develop its workforce. It’s time for executives and HR leaders to quit wringing their hands about the “lack of leadership” talent and do something (anything!)

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Betting on Gender Pay Equality: How Long Will It Take?

HR Ringleader

With over 30 years of experience in Human Capital and Talent Management, Mary Sue has been instrumental in building highly successful outsourcing, consulting and HR technology practices in NA, EMEA and Asia Pacific. Japan only passed guidelines in 2015. In 2014, the median full-time wage and salary for women was 81% of what it was for men, according to the latest data from the U.S. *Today’s guest post is by Mary Sue Rogers (@msrlondon on Twitter).

A Guide to Strategic Workforce Planning

Analytics in HR

According to Evers (2014), strategic workforce planning is becoming increasingly important for a number of reasons. Talent management: Talented employees form a competitive advantage for the company. Having people with the right drive and lining up a talent pipeline to replace the aging group of senior management and executives in the company is essential. Overhead and management are of secondary concern.

Becoming Simply Irresistible: Meaningful work

HR Times

In our Simply Irresistible model for the employee experience (aka employee engagement), we describe five core drivers of employee success: meaningful work, supportive management, fantastic environment, growth opportunity, and trust in leadership. This whole principle of “autonomy” is a major practice of effective leadership, and many new managers struggle to “let people figure things out on their own.” 3 “The Productivity of Working Hours,” by John Pencavel, April 2014, IZA DP No.

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Double the Value of Your Equity Compensation Communications

GuideSpark

Retaining top talent is one of the biggest challenges facing companies in today’s competitive labor market. According to findings from Towers Watson’s 2014 Global Workforce and Global Talent Management and Rewards Studies , base pay/salary is the top driver of employee retention. In addition, one-third of managers don’t feel equipped to handle compensation conversations with direct reports.

Becoming Simply Irresistible: Meaningful work

Bersin

In our Simply Irresistible model for the employee experience (aka employee engagement), we describe five core drivers of employee success: meaningful work, supportive management, fantastic environment, growth opportunity, and trust in leadership.

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