You’re filling out a job application and just as you’re about to hit “submit”, you see the dreaded “Please provide the salary for your current position” question. Plus, it has a little red asterisk next to it, so you know you are going to have to answer it to even be considered. Well in recent years a combination of case law and statewide and local statutes are beginning to change that practice, or at least removing that pesky red asterisk.
Recruiting and retaining people in stigmatized occupations can be difficult for many organizations. Stigmatized occupations are jobs that may be seen by society as being physically or socially tainted.1
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.
Recruiting and hiring the right people for the right position is an essential piece of an organization’s success. Employee selection is much more complex than an impressive resume and a feeling that they’re a cultural fit. When your employee selection is approached incorrectly, it may result in high turnover, low morale, increased stress, and decreased productivity.
Employee engagement is generally defined as a positive, fulfilled state of the employee regarding their work and their organization. Employee engagement is characterized by vigor, dedication, and absorption in work-related activities. Unsurprisingly, employee engagement connects with many desirable outcomes, including high performance, overall positive attitudes, better mental health, and increased innovation. If employees are not engaged, they tend to burn out and disconnect from their work.
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.
