Protecting the workforce and ensuring safety is an essential HR function. No matter the industry, there are safety risks that must be addressed. More on safety training can be found at www.WLSOnlineUniversity.com
"The difference between winners and losers is how they handle losing." Rosabeth Moss Kanter
Sometimes losing is actually winning! What an oxymoron!! But how true. I recently experienced this with a contract I'd won fair and square, only to lose it because the client could not appreciate the value that I brought to the table! For me losing that contract was the biggest win... it freed me from having to make the decision to walk away.
How much effort do small businesses put into the act of "planning for hiring"? The forecast implies that most companies will be hiring in 2014. But with the high costs associated with making a bad hire ($25,000 per bad hire in 2013) what steps can a small business take to reduce this liability?
New Hire Onboarding is not just an HR checklist. The key to retaining great employees often lies in the experiences these employees had as new hires. This is not just an HR responsibility. Managers also have a very important role, if not the most important role in a successful onboarding process.
Employee classification is an important consideration for small businesses. Getting this wrong could be very costly. Whether it is classifying as independent contractor versus employee or exempt employee versus non-exempt employee, getting it wrong can lead to problems.
Is formal employee orientation a thing of the past in this everything-social and digital world?
A simple answer is it depends on the new hire and the organization and workplace culture and of course, the leadership. Nevertheless, I do worry about companies relying too much on social media methods and too little on formalized, meeting or classroom-based employee onboarding programs. At some point, if Leaders and HR pushes all its systems and programs into the social column, we will risk losing the human touch – and the invaluable opportunity for a one-to-one transfer of knowledge and workplace culture. I see this as a fine balacing act for the C-Suite and the rest of your team players in this digital age.
Technology is great! It enhances our lives. It makes information accessible at the speed of light. It's cool and fun. It's our new way of life. It keeps us isolated in our own worlds with the intermittent text message, or IM, or video call from time to time. We're too busy for anything else, right?
Well how does your new hire feel about that? New hires say they still value the face-to-face interaction with a real person. They like being with a group of other newbies who are just as clueless as they are, learning the basic rules of survival in their new "world". No one wants to feel like a fish out of water. So think carefully before converting your new employee orientation programs to virtual, technology driven events.
There aren't too many fans of Basketball who will argue the fact that LeBron James is an immensely talented player. A player with talent like he has elevates the team and adds a kind of value that makes him/her invaluable to the team's overall success. Losing such talent can be devastating, as was evidenced by LeBron's exit from the Cavaliers a few years ago. So what HR lessons can we learn from LeBron James on the importance of talent retention in organizations?
A recent survey finds that new employees aren't impressed by perks like free food and gym memberships, but care a lot about orientation programs, useful feedback, and opportunities to contribute quickly.
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