2017 HR Function Performance Management Wellness 
Analytics in HR
JULY 10, 2023
The primary responsibilities of an HR manager include: HR team leading: HR Managers lead a team of specialists and generalists in their company. The size and composition of the HR team can vary depending on the size and complexity of the organization.
Littal Shemer
OCTOBER 11, 2022
“Technology can have huge benefits for the HR function: saving time by streamlining processes, boosting engagement by enabling analysis of people data or improving employee development by allowing staff to access the content they need on different platforms, wherever and whenever they need it.
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Reflektive
DECEMBER 15, 2020
With 1,500+ employees and 26 offices, Newport needed a performance management strategy that aligned with how the company conducted business and offered employees frequent career and growth conversations. Reflektive: Can you tell us about your team at Newport and how you support the company’s performance management programs?
UpstartHR
JANUARY 3, 2017
This is strategic HR communication at its best, and it could become a valuable tool to allow leaders to peer into the inner workings of the HR strategy while allowing HR leaders to share key results areas as well. I did a little digging and found a few examples of HR annual reports that organizations have created.
Reflektive
DECEMBER 19, 2017
The reactionary route of eliminating performance reviews or making them more frequent is being replaced with a total rethinking of the purpose of performance management. And how do we modernize our performance management, rewards, wellbeing, and engagement programs? Company Brand and Culture.
HR Daily Advisor
JUNE 8, 2017
More than one in 10 HR managers (13%) are already seeing evidence of artificial intelligence (AI) becoming a regular part of HR, and 55% say it will be in the next 5 years. While the majority of HR managers said the thought of AI in HR does not make them nervous, a third (35%) said it does. . HR Function.
Littal Shemer
MAY 14, 2018
The book covers the full People Analytics scope (Benefits, Compensation, Culture, Diversity & Inclusion, Engagement, Leadership, Learning & Development, Personality Traits, Performance Management, Recruitment, Sales Incentives) with numerous real-world examples, and shows how R can help”. Lyndon Sundmark (2017).
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