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.
Affordable Care Act (ACA) tracking is a must for employers, but what are the key components that go into completing the required annual IRS reports?
By understanding which elements to track—employee hours, benefits plan participation, and other information—and the best system for tracking them, you obtain the data you need to meet ACA reporting requirements and maintain your organization’s regulatory compliance.
Since it was first enacted in 1938, the Fair Labor Standards Act (FLSA) has set the federal standard for working hours and pay. The Department of Labor (DOL) enforces the FLSA’s stringent guidelines for determining employee eligibility for overtime pay, and it is critical that you are familiar with the recent changes to some of these guidelines.
The latest advances in modern technology mean you now have access to dynamic tools that support a deeper analysis of your workforce data. In fact, HR data analytics can provide you with greater visibility into your workforce and enable targeted, data-driven decisions about HR programs and initiatives. But what exactly is HR analytics, and how can you use it in your organization?
Just about every talent management activity generates data. From the moment candidates apply to the time they leave your organization, there are dozens of data points to track and report.
A human resources business partner (HRBP) is a critical member of the HR team, helping the organization drive business strategy through an array of HR programs and activities.
