For busy HR and payroll professionals, every month of the year brings new deliverables, and there are specific payroll and tax filing deadlines you just can’t miss.
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?
Following payroll best practices includes having a payroll process and putting together a payroll audit procedure to ensure that process is performing as it should.
You have to check (and recheck) that you cross your t’s and dot your i’s. Before we go through the steps of how to conduct a payroll audit, let’s talk about why you should do it in the first place.
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
As an HR professional, you’re responsible for coordinating everything that comes along with human capital management (HCM), the set of policies and practices related to managing human resources. Successful human capital management relies on software solutions that allow you to streamline HCM and efficiently organize, measure, and report on employee data.
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:
As an HR expert, your hiring decisions often hinge on a candidate’s performance in their job interview — especially when they’re applying for a leadership position. However, when it comes to your own career advancement, it can be challenging to determine what to say.
But, as you know, taking the time to research popular interview questions and rehearse thoughtful responses ahead of time can increase your chances of earning a coveted leadership position.
Whether you’re currently interviewing for a new role or simply considering pursuing new opportunities in the future, here are several popular HR manager interview questions and tips for formulating the best responses:
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.
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.