Employer Blog
Employer Blog
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If you keep getting candidates that aren't even close to the employee you're looking for, it might be time to take a look at the job’s description.
The culture of a work environment plays a huge part in employee’s daily experiences and directly effects job satisfaction making it critical to create a culture employees enjoy and makes them want to come to work every day, as well as work hard and stick around for the long haul.
71% of workers are either unengaged or actively disengaged from their jobs, meaning a healthy majority of the workforce is just killing time when on the clock. But it doesn’t have to be that way. You can create an environment where engagement comes naturally.
Every business is different so it is difficult to simply plug policies into a handbook template. Instead, you are best served by investing time and resources to developing a well-written, purposeful, and detailed employee handbook tailored specifically to your business.
The rise of the gig workforce has changed how, why, and where we work. A new term “the side hustle” is not just for millennials (50% participating currently), now baby boomers are the fastest growing participants; 24% have a side hustle to mitigate the retirement crisis and lack of cushion.
He was told that it’s common for an enterprise organization to not do business with “Independent Contractors” (IC) because of the risk factors, but they will do business with a “Subcontractor” that is an S Corp or C Corp, thinking this protects the company from worker misclassification risk.
Human Resource departments have a big role in creating and maintaining safety procedures and standards by assisting management in ensuring employees are trained in and appropriately following organizational safety procedures. Here are 8 workplace safety guidelines to help your HR department better promote workplace safety practices.
How can something that sounds so simple, be so important? In reality, job descriptions aren’t as simple and are much more important than many employers realize.
Like large companies, small businesses face a variety of HR challenges. Unlike large companies however, small businesses aren't always well equipped to deal with those challenges. While small business is a major economic driver, many don’t survive long – especially if blunders in HR hurt profits and prevent growth.
The future simply came too fast for HR. As new technology is increasingly introduced in the workplace, HR faces an existential moment—it’s time for HR departments to stand up and fight to keep the Human in HR. But that doesn't mean HR should resist technology adoption.
Reviewing your employee handbook on an annual basis will ensure your policies are up-to-date regarding both employment regulations and your company culture. Failing to review and potentially update your handbook could result in far more harm to your business than you think.
The United States Citizenship and Immigration Services (USCIS) released a new version of the electronic, fillable Form I-9 for all employers to use starting May 1, 2020.
As we start getting back to work during the unprecedented COVID-19 pandemic, many employers are wondering how to best ensure their employees return safely. To assist with the transition of returning to work and managing our “new normal,” we’ve put together some key considerations based upon the most recent federal and state guidelines:
The COVID-19 pandemic is taking a serious toll on everyone, and expecting the stress to just blow over may place your employees and business in harm’s way again.Now is the time for leaders to act. Getting the response right might define your career—and serve as your organization’s defining moment. Here are a few steps to take right now to post-pandemic-proof your business.
Neglecting to consider an open-door policy may severely hurt your company culture, leading to poor productivity levels and low employee morale. Implementing such a policy strengthens relationships and promotes better teamwork, which will lead to a happier and more successful team dynamic.
The first days, weeks, and months are crucial to the success of your new employees, making your onboarding strategy extremely important. Creating an effective onboarding process starts with knowing the most common mistakes and how to avoid them.
While many companies have a business continuity plan in place, some have recently learned quickly that their plan was lacking provisions specific to workforce continuity when, in the matter of just a few weeks, millions of Americans were not able to go to a physical work location.
Terminating an employee is a difficult decision to make, but sometimes it’s the best decision for the company. Consider utilizing these suggestions to cover your bases and put yourself at low risk for any backlash.
In the last few years, McKinsey, Corporate Executive Board, PwC and others have concluded that HR still has "far to go" until it reaches the status of a true business enabler.
Whether temporary furloughs due to COVID-19, other related employment separation, or even re-hiring boomerang employees, how do you effectively bring your employees back-on-board?
While things may not be slowing down at work, especially if you’re working in Human Resources, we want to not only bring you a little extra cheer but also make some of your to-do list items a little easier with the 12 Days of HR.
It’s no secret the challenges HR professionals face are constantly evolving. Throw in a global pandemic and those challenges rise to a whole new level – now HR professionals are having to solve problems they never dreamed possible.
5 Trends in Employee Benefits for 2021 Open Enrollment
Employees want to be thought of as people with individual needs, not cogs in the machine. You’ll gain productivity and boost engagement by offering a safe and healthy workplace and putting yourself in employees’ shoes. Adapt your approach to hiring to address these factors, and your recruiting job is likely to get a little easier.
Although it often dominates the dinner table, compensation is more than just a dinnertime topic – it’s one of the most personal aspects of employment for every employee, at every level. So as an employer, you want to make sure the conversation is a good one.
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