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Employees are valuing career development more than ever—it’s a sign that the company is willing to invest in their future. How are businesses approaching training today? What are their pain points, and what topics are being addressed in training?
Managers understandably expect a lot from their staff members. The best managers know how to push their team members to stretch the limits of their abilities and produce exceptional outcomes while developing personally and professionally.
Over the past 2 months, the novel coronavirus (COVID-19) has spread rapidly around the globe. We’ve covered this topic extensively on HR Daily Advisor and will continue to keep you informed with actionable advice and tips for employers and HR professionals who wish to remain compliant during these troubling times.
We know the search for good talent is tough, but could you imagine hiring the first person who walked in the door and applied for a job? That’s basically the strategy one company has adopted in order to fill its vacant roles.
In 2017, America and the world saw the emergence of the #MeToo movement. In the wake of the headline-grabbing accusations against high-power movie executive Harvey Weinstein, the #MeToo movement led to hundreds of accusations of sexual misconduct, harassment, and assault against high-profile men across a number of industries.
Risk management is often thought of as a specialized task that is the responsibility of a discrete team or individual. It may bring to mind images of actuaries or the compliance team poring over data and crunching numbers.
In the modern economy, it’s rare to find a position in which the employee simply focuses on only one activity throughout the day. Instead, most of us are expected to handle a variety of job functions, as well as other, undefined activities that may crop up from time to time and that are necessary to […]
The saying “time is money” may be cliché, but that doesn’t make it any less true. In our modern information economy, companies’ greatest assets are their employees.
We’ve all been there: a meeting that seemingly never ends; a meeting that goes around in circles over the same insignificant topics without ever coming to a resolution; a meeting that wraps up leaving attendees feeling like the primary purpose for getting together was never addressed.
Companies spend a lot of time and resources on training efforts. In the United States alone, companies spend close to $90 billion annually on training costs, including payroll expenses and external products and services.
A lot of time, effort, and money is spent on training employees for a wide range of needs—training on compliance-related issues (e.g., harassment, safety); training for skill development (e.g., customer service, sales); training to work with new equipment, machinery, or technology; and training related to corporate culture (e.g., communication skills, teambuilding, etc.).