While understanding what it costs to hire an employee has always been important, as we look at shifting markets and employee mobility, this metric has taken on new importance. In fact, cost per hire, or CPH, is one of the most commonly used human resource reports.
A key component of effective workforce management is staying on top of critical dates and deadlines. In addition to payroll and tax filing dates, you also need to plan for federal and workplace holidays affecting your workforce, such as National Employee Appreciation Day and Employee Health and Fitness Month.
Building a culture that incorporates diversity, equity, and inclusion (DEI) is critical to maintaining a positive employee experience. After all, you want to create an environment in which your employees feel welcomed and respected, no matter their differences.
When the pandemic began, many organizations were forced to send employees home, whereas others had to cease operating altogether, resulting in layoffs and furloughs. Since then, massive numbers of employees have continued to leave their jobs. Only this time, they are doing so voluntarily as part of the “Great Resignation.”
Employee onboarding is so much more than the old-fashioned notion of orientation. Unlike a single day of introductions and paperwork, onboarding is a collection of resources, activities, and touchpoints that help new hires get to know the people and processes they will interact with at work.
Helping employees reach their full potential and career goals is essential to support a positive employee experience. That’s why a performance development plan (PDP) is such a valuable tool in your talent management toolkit, as it elevates employee performance and lays out plans for individual growth.
Performance reviews—whether conducted annually, quarterly, or on some other schedule—are an effective way to ensure employees understand how their performance aligns with expectations.
Managers are always in the position to give feedback to their direct reports, but they also need to receive feedback in performance reviews. When done well, performance reviews can help managers at all levels improve performance and earn recognition for their accomplishments.
Though you probably offer a combination of constructive feedback and coaching to employees, there may still be instances when performance falls below expectations and requires formal follow-up. To help employees make desired improvements, a performance improvement plan (PIP) is a useful tool for communicating performance concerns and showing employees what they can do to address them.
When classifying employees according to Fair Labor Standards Act (FLSA) guidelines, there are several possible criteria for exemption, so you must consider each position carefully.
Unfortunately, there is no shortcut for determining FLSA classifications. But when you understand how to apply the relevant criteria to your workforce, you can make more accurate decisions about employee eligibility for overtime and other FLSA entitlements.
Creating a highly engaged workforce has been a longtime goal for many organizations, as engaged employees are deeply committed to achieving critical company goals. However, understanding what it takes to engage employees can be challenging. There is an entire spectrum of engagement—from fully engaged to actively disengaged—and it can be difficult to meet employees where they are.
