How To Build a Successful Mentoring Program

HR Bartender

Companies want to make sure their organizational knowledge and history is passed along to new employees, who will lead the organization forward. One last thing to consider is developing the metrics for evaluating the mentoring program. Most mentoring programs have three goals: 1) to assist in career development, 2) to increase staff retention and 3) to improve employee engagement. So the metrics should correspond to those goals.

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The HR Famous Podcast: E8 - Video Work Meetings: Winning On ZOOM

The HR Capitalist

Talking about their pet peeves leads to the importance of connection, Zoom’s questionable feature on attention metrics, and how to be aware of nonverbal cues. There’s attention metrics on tools like Zoom and the host of the meeting can get a notification if you aren’t paying close attention for 30 seconds” A hack for those with questionable manager techniques… keep Zoom as your active window and get your other windows set before the call is the recommendation.

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BREAKING: Big Data Is Going to Tell Us Our Workforce is Hopelessly Flawed.

The HR Capitalist

Culture Employee Relations Performance Management WorkplaceIf you're a leader, you probably understand that the workplace is flawed. Whether you believe it is merely flawed or hopelessly flawed probably depends on your natural outlook and disposition. Glass half-full?

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Working From Home: Can You Give Me Some More Energy Please?

The HR Capitalist

More from Bloomberg: Cogito’s software monitors every call agents make, analyzing metrics like tones of voice to see how the conversation is going. The AI Now Institute, a research center at New York University focused on ethical issues related to artificial intelligence, questions its validity as science, and has urged governments to make sure the tech won't "play a role in important decisions about human lives.” . We know that post-COVID, more work from home is reality.

Effective Performance Appraisal Processes

Astron Solutions

Annual employee performance appraisals can be an arduous task when considering employee attitude and the clarity of communication between the employer & the employee. In this edition of Astronology® , we consider the topic of performance appraisals, how they can be instrumental in monitoring employee performance & rewarding employees, and techniques to make the process more effective for all involved.

The Employer Brand: Essential in Today’s Talent Market

Astron Solutions

SHRM defines employer brand as “an important part of the employee value proposition and is essentially what the organization communicates as its identity to both potential and current employees. Develop an employee marketing strategy.

8 Ways to Promote Employee Value Proposition to Your Organization

Career Metis

Employees are an integral part of any organization- small or large. Therefore, it’s imperative to promote employee value proposition to an organization. And the only way to ensure these three elements to a great extent is when you promote employee value proposition to an organization.

Diversity, Equity, and Inclusion: Where Do We Start?

Astron Solutions

Everything – the entire employee life cycle, from recruitment & hiring practices, to organizational culture, to employee exit. Employ a diverse set of interviewers – Not only will using a diverse set of interviewers allow for different perspectives, candidates are more open to joining organizations when they see employees that resemble them. A thorough pay equity audit is an effective first step to address compensation related issues.

Workplace Fairness Insights Revealed by Your Reports

HR Payroll Systems

Many employees beg to differ, however, believing that there are favoritism, wage gaps, and other symptoms of unfairness abundant in their workplace. Reports and metrics can help you to litmus test the fairness in your workplace, revealing inequities that you may not have spotted and unearthing dissatisfaction that could be eroding your productivity levels and prosperity. Pulling up salary metrics and examining them for fairness can help you to spot wage gaps.

Stop Wasting Time Measuring HR Data


Payroll: what is more valuable to the organization, calculating how many zip codes employees live in or calculating how many have benefits and how that number trends over time? Employee relations: how about this? General MetricsPlease. For goodness sake, please stop measuring HR data. See, I know why you’re doing it. You heard this “ big data ” thing it was a good idea, and you started gathering information.

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Opinion: Why ‘bad’ data can be good news for your organisation


But every employer is at a different point in their data journey; some we work with have very little or even no people data to draw on at all, while others use a balanced scorecard to identify their financial, internal, customer, learning and growth metrics. For example, in our field of dispute resolution, a commonly cited financial metric is staff turnover. The softer metric is bullying and harassment scores taken from latest employee engagement surveys.

Effectively Using Employees’ Opinions to Shape HR Strategy

Astron Solutions

Without a prompt and visible response, even the best designed employee opinion survey or exit interview process will fall prey to employee cynicism. If employees feel that management is ignoring their feedback, an effort to involve their opinions will likely cause a drop in morale. Utilizing employee opinion and exit interview data well is a challenge. In the quest to link the needs of the organization and the needs of its employees, conflicts often arise.

Why Empathy Is Key To 21st-Century Business And Why You Should Care


You may have been conditioned to believe they are efficiency, productivity, and constant growth because those are the metrics most organizations focus on. When was the last time you went out and listened to the people who matter in your business — employees, customers, partners, vendors, community members — and found out what is in their hearts and minds? The top three currencies for the 21st century are trust, relationships, and community.

What is HR Data Analytics & How Do We Leverage It?

Ultimate Software

As technology has improved, so has our ability to analyze employee-related factors and improve business outcomes. HR professionals can gather data points from a wide variety of internal sources, including employee surveys, salary and promotion history, demographics, geographical locations, recruitment processes, and other tools housed within Human Capital Management (HCM) solutions. Consider the actionable insights gleaned from the following three retention metrics.

5 Steps To Stellar Year-End Reviews

SAP Innovation

Just 7% of employees understand their goals and what they need to do to achieve them. You don’t have goals and no metrics for success exist. Facts make a huge difference in employee ranking and the pay and promotion pipeline – but very few managers are really disciplined about cataloging them for their direct reports. There’s nothing quite like the satisfaction of achievement, so set metrics and milestones in smaller increments to enjoy that satisfaction more often.

Show Me the Money: The ROI of Employee Engagement - DecisionWise


Employee engagement drives individual performance in an organization, but do companies with more engaged employees out-perform those with a less-engaged workforce? Can the company show a stronger financial performance and operational efficiency with engaged employees?

The Importance of Analytical Thinking Ability in HR

Something Different

Said competencies (along with the nature of HRG/employee relations roles) tend to position talented HR pros well to facilitate cross-functional dialogues between leaders and individual contributors alike. But as HR plays an increasingly strategic role in the arenas of talent management and employee relations from the line to the C-Suite, I don’t know that I (anecdotally) see it adding quite as much strategic value in the arena of people and business analytics.

How Modifying HR Analytics Can Improve Remote Operations


The precise metrics that should be gathered by HR from these technologies are organization specific. However, the most categorically important metrics tended to pertain to employee productivity and employee engagement.

What is the HR Business Partner Model?


In the traditional model, HR departments were responsible for recruiting and hiring employees, administering payroll and benefits, and handling employee relations. As the experts on the human aspect of the business, HR is best equipped to identify how each employee fits into the organization’s goals and to put each employee in position to deliver positive results. There are a number of trackable HR metrics that companies can use to measure results.

GetFive Names Its 2020 HR Heroes


Workfront continues to boast high employee engagement scores and to increase diversity, as a metric, for both hiring and retaining talent. Compassion In Employee Relations. Su has a well-deserved reputation of going above and beyond for her employees.

How to Make the Most of HR Analytics?

Analytics Training

Companies now find it fancy to promote contests around “Best place to work” and the popularity of LinkedIn and Employee Relations departments have gained a significant amount of importance in the last few years.

6 Internal Communication Statistics for 2018


Related: Content Planning: A Simple Recipe to Improve Internal Communication. Related: How Technology and Culture Impact the Employee Experience. agree that progress towards communications objectives are researched, measured, and evaluated with metrics and KPIs.

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6 Books Every Human Resources Professional Should Read

HR Digest

The book covers five departments- recruitment, placement & talent management, training & development, compensation, and employee relations. It states that an HR practitioner should be a credible activist, both for the employee and the business.

Secure the Right HR Business Partner Manager for the Future


Instead of providing strategic insight, many HRBPs still operate more as administrative aides to the business and prefer to handle employee relations problems. They don’t just look at turnover metrics and say there’s a problem.

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#MeToo and the Workplace: HR and Sexual Harassment Policy


In the wake of the #MeToo movement, HR and employee relations managers were sent scrambling. A major directive that became clear for HR was that extensive employee training is a key area that has to be beefed up. Also, impressing the importance of the role of the bystander, or employees who witness or overhear harassment or discrimination targeted towards another employee, to speak up is critical. #MeToo and the Workplace.

Your Guide to HR Career Paths


With a one-person HR team, administrative duties often take priority over strategic initiatives, like employee experience, workforce planning, or company culture. Specialized HR careers ensure that every stage of the employee lifecycle has a clear owner and a process—so nothing gets left in a blind spot. Are your employees engaged? The HR Data Analyst tracks metrics throughout the talent lifecycle to inform better processes. The Employee Relations Manager.

The Fallacy of the Merit Increase: A Chat with Korn Ferry Hay Group’s Tom McMullen


This is primarily due to relatively low inflation and a continued cautious economic outlook by many U.S. Senior leaders in some organizations are convinced they are not getting much value from the 3% being spread across its vast majority of employees. Organizations are rethinking whether well-paid employees (relative to the market) should be slowed down in terms of their pay increases and the lower paid employees’ pay increase timing being sped up.

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7 HRM Books that Every HR Professional Should Read

Digital HR Tech

These are defined in five parts: recruitment, placement & talent management, training & development, compensation, and employee relations. That’s why one of the most important roles of the HR practitioner is to be a credible activist – on the one hand for the employee, on the other hand for the business. Predictive HR Analytics: Mastering the HR Metric. The book explores metrics and analytics in much more detail.

Back-to-work checklist: Steps to consider in emerging from a shutdown

Business Management Daily

Review safety and reliability of public transit, plus employees’ comfort with using it. ? Check into the viability of all vendors of HRIS systems, payroll services and others to deliver critical employee-related services. ? Review employee readiness (those who are/were ill, displaced workers) and willingness to return. Create procedures and training for employee assistance and hygiene. ? Review performance targets and possibly reset goals and metrics. ?

Efficient Ways to Manage Labor Relations More Effectively


HR professionals know that managing all employee data and labor relations issues in an organization can cause a migraine. Adopting a comprehensive employee records management program and tracking system is integral to veering away from problems, staying on top of trends, and preserving a sense of calm in the rearview mirror. Labor RelationsBut, it doesn’t’ have to!

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Workforce Analytics is Reinventing HR

Analytics Training

Over the years, organizations around the globe have spent billions of dollars on employee performance analysis, talent recruitment, leadership training, and development. HR Analytics or People Analytics are statistical tools or methods used to measure and organize employee related data to give clean insights into the performance and productivity of an employee.

What is HR Analytics?


When one hears of the term ‘human resources,’ they automatically think of that section of the organization which handles hiring and extending jobs to potential employees. HR analytics is a method used to create and assess insights into the workforce, to determine the contribution of every employee towards generating revenue for the organization, reducing overall costs, modifying risks, as well as accomplishing strategic plans. Employee turnover rate.

HRO Today Association Update: Thought Leadership—Unlock Your Potential

HRO Today

The following monthly TLCs support this effort and are held the second week of each month: Talent Acquisition—second Tuesday of each month (recruitment, RPO, MSP, diversity, screening, relocation, metrics, branding); Talent Management—second Thursday of each month (engagement, recognition, retention, motivation, learning, training and development); Employee Relations and Services—second Friday of each month (compensation, benefits, payroll, compliance, policy, wellness, safety); and.

HR Leaders Guide to Digitalisation Transformation


In the greater context of the organisation, the process of acquiring and retaining digital talent, developing digital skills across the employees of the organisation, and fostering digital understanding at the senior leadership level include in their priorities. Information that is presently available on digital skills and capabilities at an employee level. What metrics have been deployed to understand and measure the digital skills and capabilities.

The Role of the HR Business Partner


The Human Resources (HR) as a domain is unfortunately still not very clear even to CEOs, employees, and hiring managers from a perspective in terms of its role in the overall business, compliance, and from an employee perspective. What is a HR Business Partner HR Business Partner – This role is an exempt level position which is relatively less of a manager and more of a consultant. They are relatively much less focussed on administration and compliance.

6 Areas Where People Analytics Can Help HR Get Ahead

Career Metis

More companies are implementing data and analytics than are using these business-critical tools to help drive employee-related decisions. Employees are becoming more prized for their soft skills, and there is increasing competition for talent in areas such as data science. In the US, it costs an average of $4,000 to hire a new employee, with the process taking around 24 days. Bureau of Labor Statistics estimates that the median employee tenure is 4.2

How to Get Started with People Analytics


When it comes to driving business insight, employees may be your most valuable source of information—matched only by customer data. That’s why companies everywhere are focused on getting a better understanding of their people data and how it relates to day-to-day operations and long-term strategy. We’re using technology to manage every step of the employee lifecycle. Are people talking about ways to improve customer satisfaction or employee productivity?

Why your HR data doesn’t have to be 100% accurate

Analytics in HR

The quality of employee-related data is considered insufficient to be used for analytics. Information from employees may be incomplete or has not been controlled for consistency and uniformity. Perhaps your HR reporting is up to a level that you are able to generate solid data for specific metrics such as absenteeism, turnover or performance ratings.

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Effective Performance Management…

Something Different

I ask because this morning, whilst combing the internet for my daily dose of HR knowledge I came across the following nugget of wisdom from Kris Dunn here : Some of you that are seasoned HR Pros know the cautionary tale when it comes to employee surveys. Rely on them too much or send the wrong signals to your workforce related to how they can be used, and they can become witch hunts toward capable managers with difficult workgroups.

What Will HR Look Like in 2021?


The results suggest that HR is more metrics-driven than ever, and increasingly willing to embrace technology to deliver measurable insights on HR initiatives and strategies. 40 percent of HROS respondents said their workplace encountered employee relations issues related to diversity. What does the future hold for HR? In its new 2018 Future of Work report, HR Open Source ( HROS ) looks into its crystal ball to predict the future of the profession.