After years of conflict amongst lower level courts, the United States Supreme Court has weighed in and settled the uncertainty of whether arbitration agreements and class action waivers are lawful.
Research has highlighted three key non-performance factors that can distort the performance ratings managers give to their employees.1 While rating subordinates, managers consider the negative consequences that can occur when providing accurate ratings, the organizational norms surrounding how they are supposed to rate, and the potential of fulfilling self-interests. These three factors add to the complexity of how managers are motivated to rate, and they lend support to the idea that managers are not always motivated to rate their subordinates accurately.
Additional Resource
The Ultimate Guide to Training Your Supervisors and Managers
Learn how training your supervisors and managers will help them overcome challenges, motivate those around them, and be more effective in their roles.
As for most departments within an organization, measuring effectiveness is an essential part of continuous improvement. Sales departments analyze previous deals to determine their average buy-cycle and use that information to improve their performance, finance departments measure their accounts payable and accounts receivable timelines and use that information to improve cash flow, and so on. However, oftentimes HR metrics are misused. When HR metrics are simply calculated and reported on, the true value of the metrics is lost.
When it comes to hiring, looking at the competencies of a candidate can support your talent management strategies. Looking at job-related competencies helps with selection, promotion, training and development, performance management, career planning, and succession planning.
New managers may have a hard time adjusting if they are equipped with the proper tools, tips, and tricks that enable them to reach success. Getting off on the right foot for new managers often sets the tone for the they are managing for the foreseeable future.
Additional Resource
The Ultimate Guide to Training Your Supervisors and Managers
Learn how training your supervisors and managers will help them overcome challenges, motivate those around them, and be more effective in their roles.
In the 2017 ERC/Crain’s Cleveland Workplace Practices Survey, the majority of respondents noted the hiring and retention of talent is their biggest organizational challenge, and that employees were the greatest strength of their company.
Leadership development and professional development are not new concepts, yet their evolvement has been less than progressive. Many organizations focus on the horizontal development of leaders by investing in soft skills and technical skills training with a focus on broadening tools and competencies used. Horizontal development is a key part of leadership development and organizational success.
Download this free printable Daylight Savings Time Change Poster to alert your staff of the impending time change on Sunday, March 11, 2018.
We all do it with our counterparts in the industry…we share stories about that uncomfortable discussion that we had to have with an employee, ask our friends how they have handled sensitive situations, and grumble about our never-ending to-do list. However, are you also talking to people at other organizations about employee salaries? Are hiring or compensation conversations coming up during networking events? Remember that these discussions could land you in hot water!
According to a Global SHRM Survey, executives worldwide believe their two biggest challenges through 2020 will be attracting the best people to their organizations and retaining and rewarding the best people in their organizations through creative reward, engagement, development, and involvement practices.
Up until January 5, 2018, when employers needed to determine whether the internships they would offer qualify as paid or unpaid, they would turn to the long held 6-part test that was officially enacted by the Department of Labor (DOL) as of 2010. Amidst a number of high profile legal cases brought by unpaid interns against their employers (some of which initially favored the interns in their verdicts), several courts recently found the 6-part test was too rigid.
It’s no surprise to anyone in Human Resources that high engagement leads to increased retention, productivity, and business success. Assessing the level of engagement or commitment your employees have to your organization through Employee Engagement Surveys is only half the battle. The other, more crucial, half of the battle is how you communicate Employee Engagement Surveys and the results to your employees.
