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.
Whether you’ve been in Human Resources for 25 years or you’re just starting out your career, the HR field places high value on membership in associations. You’ll find them at the international level to regional levels. Why should you join a Human Resources association?
How do you help employees reach their greatest potential? How do you set performance expectations and help those you know could be performing so much better than they actually are? Can you identify gaps in training or communication among roles and hierarchies?
You may conduct annual performance reviews with your employees or have some type of time-based evaluation system at your company.
What protocol or performance improvement templates do you have in place to actually do something about struggling employees
What’s the first thing you do before you buy a new piece of furniture? Visit a new restaurant? Book a room at a hotel? If you’re like 93 percent of consumers, according to data from Podium, you turn to online reviews to inform your purchase decisions.
When it comes to making a choice, people are more likely to seek out and trust insight from their peers as opposed to the information shared by the businesses themselves. And as it turns out, people rely on word-of-mouth whether they’re buying a pair of shoes or applying for a job.
In fact, job seekers read an average of six reviews before applying for a job opening, according to Glassdoor. And 69 percent of people say brand strength is either important or very important when deciding whether or not to accept a job offer, according to an MRI Network study.
As an HR manager, this can sometimes be frustrating. While you work hard to foster a healthy employer reputation by enhancing the workplace culture, even just one negative review can repel potential applicants. And the more negative reviews you earn, the harder it becomes to redeem your reputation, attract top talent and keep your organization thriving.
Here are a few tips to help you better manage your employer reputation and overcome negative reviews:
In 2018, a Bureau of Labor Statistics survey found workers were quitting their jobs at the highest rate since 2001, according to Bloomberg. And while stagnant wage growth may have many workers seeking positions with higher pay, there may be another reason why employees are walking away from their respective posts.
A healthy labor market means that the power has shifted from employers to employees. In other words, people know what they want and, if their current employers aren’t willing to oblige, they’re ready to find what they’re looking for elsewhere.
As an HR professional, this puts you in a tricky spot. On the one hand, you want to reduce turnover and help provide better experiences for your workforce. But, on the other hand, giving in to your workers’ every whim can set a dangerous precedent (and quickly consume your budget). Plus, employees aren’t always forthcoming about their wants and needs.
So what can you do? Here’s a breakdown of the five most common employee demands and expectations, and how you can plan for them in your larger employee management strategy:
Happy New Year! As you’re putting together a list of resolutions, boosting your career as an HR leader may be one of your biggest priorities. However, becoming the best HR manager you can be takes time and commitment. One way to establish your reputation and help guide your career is to join associations and groups. Another is to immerse yourself in the work of thought leaders and influencers who can inspire, educate, and motivate you.
Over the past few years, we’ve seen a big shift in the way people work due to changes in culture, demographics, and technology. Since we predicted the workplace trends of 2018, we’ve seen more employees go remote, innovative methods to combat employee burnout, and employers rethinking company culture and the candidate experience. Beyond these workplace transformations, HR leaders also witnessed big regulatory changes and parity movements in 2018.
In addition to these issues, HR managers also have new labor, political, and cultural forces to anticipate and manage. As we welcome in another new year, we’ve gathered trends and challenges HR managers can expect in 2019:
Labor headwinds like demographic shifts and changing employee expectations have kept HR managers on their toes. Between tailoring education and training to the needs of the modern workforce, HR managers also face considerable pressure to keep top talent happy and engaged.
The holiday season can be a tricky time for HR professionals and company leaders. Everyone on your staff is likely to feel the crunch of additional professional and personal obligations at the end of the year, and mass burnout may always feel imminent. Throwing a fun holiday party to show appreciation for your staff is a good idea, but it can also be a logistical nightmare. And while hiring additional seasonal staff can help increase productivity, it may also cause confusion about compliance with employment laws.
But fear not! We’ve pulled together a few pointers to help you make the holiday season as smooth as possible in your workplace this year.
The Ban the Box movement is a grassroots effort aimed at changing hiring practices that make it difficult for previously-convicted persons to get jobs after time in prison. The movement’s stated purpose is to encourage employers to hire the most qualified candidate for a job, regardless of whether or not they have prior convictions.