Sat.Oct 05, 2019 - Fri.Oct 11, 2019

Learning Corner With Jeffrey Pfeffer: Why It’s Important to Include Age in Diversity and Inclusion Efforts

Cornerstone On Demand

At Stanford University, during the 2018-2019 academic year, virtually every meeting of the faculty senate included a report—or two—on the university’s diversity efforts. Yet ageism was never addressed—and continues to go unnoticed.

World Mental Health Day: achieving equality between mental and physical health in the workplace

HR Zone

Change World Mental Health Day: the fight for equality


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How to Launch a Career Pathing Program (Quickly + Effectively)


Let’s Take Care of Us, Too


Human resources professionals, today is World Mental Health Day. Let’s chat. I recently had an experience at an event where I got the opportunity to have extended sit-down conversations with HR professionals about what is keeping them up at night in terms of their workplace processes.

Does Your Workforce Have the Talent DNA for the Digital Future?

With the increasing adoption of automation and data-driven technologies, the workforce is changing rapidly — regardless of whether we’re prepared to face it. Keeping up with the velocity of change is vital to success, and that means building digital readiness into the DNA of your organization so your workforce is ready to face an uncertain and constantly changing future.

How to Make the Most of Exit Interviews


Most HR professionals are wired to attract talent rather than excavate insights from people who want to call it quits—the rationale being, why bother with. Onboarding

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This is why you have to take employee experience seriously


One of the five key takeaways from the recently concluded HR Technology Conference & Expo in Las Vegas involved the employee experience.

15 Employee Recognition Ideas Your Employees Will Love

Semos Cloud

Category. 15 Employee Recognition Ideas Your Employees Will Love. These employee recognition ideas are for you to add some fun and more engagement to your workplace. Employee recognition drives employee motivation, engagement, and therefore, employee productivity. October 11, 2019.

What Employees Think About Inclusion in the Workplace [New Research]

Quantum Workplace

Diversity and inclusion go hand-in-hand in the workplace. While diversity is about having a mix of people with differences and similarities, inclusion is about creating a fair and safe environment that supports and empowers that mix of people

The Compensation Philosophy Conversation

Compensation Cafe

There is nothing quite like getting leaders around a table (literally, if you can manage, virtually if not) to debate what they intend the organization to accomplish with its compensation dollars - and then documenting the points of their agreement in writing - to bring clarity to reward design and administration. . Beyond the trick of actually pulling the right people together ( What? Spend an entire hour to talk about priorities for what is likely our single largest expense item? ), there is the question of what the content of this discussion should be. Below are examples of questions I have found helpful. You may have better ones; please chime in with your own favorites. Business Priorities, Objectives and Values. For me, these are the most important, highest payoff questions. because they help define critical organizational priorities and illuminate opportunities for alignment between reward spend and business success. Of course, teasing them out is not always as straightforward as it should be. According to one survey, many executives (49% of those surveyed) say their companies don't often have a defined list of strategic priorities. Push hard here; you could be doing your executive team a favor. (More on reward SWOT analysis here.). What are the organization's most important business and operating objectives right now? How might those change going into the future? What do you see as the biggest challenges the organization will face in achieving these? What major threats and opportunities might lie on the horizon for the organization? What unique organizational values and cultural norms must play an important role in how employees are rewarded and pay dollars allocated? Given the priorities suggested from the above, what should our top objectives for compensation - and/or total rewards - be? Reward Elements and Their Purpose. I also find it helpful to parse out the different pieces of the overall reward package and to define their purpose and role in the overall " portfolio ". This helps us identify gaps or "double dipping" that might exist among current offerings. Don't overlook items outside cash rewards (such as work environment ) that might be important differentiators for your organization. What different elements or programs are part of your overall reward program? What is the purpose of each? What role do they - should they - play in accomplishing your objectives? Competitiveness. I believe it is important to define what competitiveness means for your organization. And, increasingly, it may be important to consider a move away from "one size fits all" competitive positioning. Who do you see as the organization's key labor competitors - from where do you recruit people and against whom should pay practices be set? At what level should salaries, cash compensation and total rewards be set relative to this competition? At median/average levels? Higher or lower? Are there situations (e.g., functional areas, skill/experience sets, etc.) where a different competitive strategy should be considered (such as mission-critical roles or in response to labor market supply/demand challenges)? Work Valuation. I think it is important to be clear about the primary method used to establish the value of work and jobs, whether that be external market pay practices or some internal (e.g., factor-based) evaluation approach. Which of the following should play the primary role in determining relative value of work and/or jobs within the organization -- external market practices or internal job relationships? Pay for Performance. I often find that pay for performance objectives and intent may be articulated in the first two question areas are. Nevertheless, this is usually important enough to warrant its own distinct focus. It may be helpful to ask these questions both at the level of each reward element (i.e., salary, annual incentive, etc.) and for the overall package. To what extent should compensation reflect performance? Dramatically? To a slight degree? Not at all? Should this be the same for all employee groups? If not, where and why should it differ? What level of performance should be considered? Individual? Work team/group/department? Business unit? Organization wide? Should this be the same for all employee groups? If not, where and why should it differ? Communication. A BIG topic that ultimately deserves its own conversation, but the philosophy conversation can be a good place to at least set a few ground rules and overarching objectives. . How much compensation information, of what type and in what manner should compensation information be shared with employees? . What messages do you think your employees receive from your compensation program and practices? Are these the messages you want to be sending? If not, what? Your turn! What would you add to - or change in - the above list of compensation philosophy questions? Ann Bares is the Founder and Editor of Compensation Café, Author of Compensation Force and Managing Partner of Altura Consulting Group LLC , where she provides compensation consulting and survey administration services to a wide range of client organizations. She earned her M.B.A. at Northwestern University’s Kellogg School and enjoys reading in her spare time. Follow her on Twitter at @annbares. Creative Commons Image: "A New Perspective on Chess" by sottenbr. Compensation Philosophy compensation philosophy

2020 Report: The Future of HR

Paycor asked more than 500 leaders of medium and small businesses to talk about the present and future of HR. Download the guide and see what they said. Their responses will surprise you!

Generosity in the Workplace Should NOT Have to Hurt You

Jason Treu

?Here’s a good article to spur a discussion on the difference between giving, taking and matching. It’s focused on parenting, but it can be equally applied in the workplace. Adam Grant has an excellent book on this topic, Give and Take , I read it many years ago when it first came out.

Mental Health at Work: Lean Into It


We live in an era of shattered stereotypes and new frontiers. Monumental demographic shifts, the evolving women’s movement, heightened cultural sensitivities and, of course, the ubiquity of new technologies have fundamentally altered our culture.

ATS 75

The 3 Modern Principles of Personalizing Engagement Surveys


The current employee engagement survey has its problems: It's not real time, it's not personalized and it's not much fun. Thanks to technological advances, we're now in a position to revise that cumbersome process.

Mental Health Needs To Be Destigmatized In The Workplace—Here’s How To Do It

Forbes Leadership Strategy

Today is World Mental Health Day, and it’s important to reflect that the tens of millions of people nationwide who deal with mental health issues can face serious stigmatization on the job

How To 113

How to Activate Employee Voice to Create and Sustain a Speak Up Culture

This whitepaper details how leaders can shift into an ‘action mindset’ that allows for growth and change at every level of your organization. Speak Up cultures promote productivity, improve retention efforts, and create positive employee engagement.

Better Employee Retention Starts With Recruitment


Recruiters, CHROs, company owners and even most employees know that recruitment and retention are correlated. You can’t discuss one without considering the other. For teams to succeed, organizations need to recruit the right people and be sure to hold onto them. .

Cultural Expectations vs. Cultural Reality


Far too many companies of varying sizes today are hampered by the fact that employees’ cultural reality does not meet their expectations.

Why people are your greatest asset


“People are your greatest asset.”. You’ve probably heard this at some point, but what does it really mean? Is it just a recruiting slogan, or is it a viable approach to building a stronger business?

Working from home and the pros and cons to your mental health


Working from home can seem like a dream. You don’t have to worry about traffic. You always have snacks on hand. And sometimes you don’t even have to wear pants. . Remote work is becoming all the rage in the business world.

The Art of Selecting Candidate Pre-Hire Assessments

Speaker: Melissa Dobbins, Founder & CEO, Career.Place

At the core of successful hiring practices is the fair and accurate evaluation of skills, abilities, knowledge and other criteria for a job. One powerful method to do this is through psychometric assessments. The right assessments used in the right way provide objective evaluation of criteria that are far more accurate than interviews alone. Unfortunately, choosing the wrong assessments or using assessments in the wrong way can lead to bad choices, biases, and even discriminatory practices that violate compliance standards.

Use the Right Technology Tool For the Job

HR Bartender

The word “hack” is often used instead of tips. For example, here’s a blog post on “ 100 Incredible Life Hacks that Make Life So Much Easier ”. The first one is “Tie a small piece of fabric to your luggage. Saves a lot of time to check if it’s your bag or not.”

Tools 365

ICYMI: AI, Machine Learning and Other Tech Trends from HR Tech 2019

Cornerstone On Demand

Editor's Note: In today's fast-paced news cycle, we know it's difficult to keep up with the latest and greatest HR trends and stories. To make sure you're updated, we're recapping the most popular trends, events and conversations every month in our " In Case You Missed It " series.

Trends 331

People Analytics Maturity: Where Are You on Your Journey? [Quiz]


People analytics has been trending in the HR community for a decade now, but the majority of organizations are still only in the earliest stages of analytics adoption.

Customer Service Week 2019: Optimizing Customer Experience

Ultimate Software

Happy Customer Service Week! This week celebrates the importance of customer service while also providing organizations with an excuse to honor their service representatives.

Recognition and Rewards Buyers Guide

Recognition and rewards are an integral part of your company’s employee experience. So, it’s critical to get a platform that fits your company culture on the first try. Check out this guide to understand what questions to ask before finding a new Recognition & Rewards platform.

7 Career Lessons Learned from Attending a NASA Social

HR Bartender

Over the summer, Mr. Bartender and I attended NASA’s Ascent Abort flight test. The Ascent Abort flight test was a simulation designed to ensure that NASA can maintain astronaut safety in case of an emergency. The test flight was done as part of the preparations for next year’s Artemis launch.

Take It From a Futurist: Competitive Hiring Doesn’t Rest on Technology Alone

Cornerstone On Demand

Editor's Note: We would never dream of trying to predict the future—that's why we left it up to the futurists. In this series, we interview experts in HR, recruiting and the future of work to get their take on what's next.

Part 1: How To Boost Productivity Through Intrinsic Motivation


In life and in business, motivation bleeds into everything we do and it helps us choose where to focus in our busy lives. We have certain motivations for why we’re in relationships, listen to certain podcasts, choose which books to read, and even navigate how we work.

Recap of HR Technology Conference 2019


Just like that, another HR Technology Conference has come and gone.

Year in Review: Talent Acquisition in 2019 & the 2020 Impact

The year 2019 in talent acquisition was full of key learnings and insights that you can leverage in order to start 2020 ahead of the recruiting pack. This report walks you through core trends to continuously examine as you plan your recruiting strategy for 2020 and beyond.