Littal Shemer
OCTOBER 11, 2022
It covers all the core areas of HR including recruitment, performance management, learning and development (L&D), and reward. It allows HR professionals and business executives to translate their data into tangible actions to improve business performance while navigating the rapidly evolving world of work. Cascio, Alexis A.
TalentGuard
JANUARY 10, 2017
Is Your Performance Management Process Adapting to the Times? This may also be why only 28% of people surveyed in 2013 considered their organizations’ performance management processes effective, and why 71% considered those processes unfair.). Performance management, however, is an ever-evolving process.
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Cornerstone On Demand
FEBRUARY 18, 2015
According to a 2014 Cornerstone OnDemand study that surveyed HR professionals at healthcare organizations, nearly half of respondents said their organizations do measure whether or not employees are engaged — and to what extent. The State of Engagement Today. So be sure to recognize nurses and other staff for good work.
HR Daily Advisor
DECEMBER 24, 2014
It’s a good time to reflect on your accomplishments of 2014. How close are you now to where you thought you’d be on January 1, 2014? How pleased are you (and your hiring managers) with the people you’ve added to the staff? How about your talent management programs? Happy New Year, readers! Engagement?
UpstartHR
JANUARY 13, 2015
Here are a few ideas to consider based on the results of Brandon Hall Group’s Business Focus 2014: Leaders’ Top Priorities report: Talent retention—Discuss retention initiatives and any cost savings associated with reduced turnover.
Engagedly
APRIL 16, 2023
If you don’t manage employee retention properly, it could spell disaster for your bottom line. They’ll also have higher morale, which means less turnover and increased loyalty. If turnover is inevitable, additionally it is succession making plans for commercial enterprise continuity. years in 2014 to 4.7
GuideSpark
NOVEMBER 5, 2014
We found that 77% of new hires make the decision to stay or leave an organization within their first 6 months , while losing an employee translates to 1-2 years of pay and benefits per employee turnover. That’s a powerful connection between your onboarding program and your company’s employee productivity and retention goals.
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