Practical HR Tips, News & Advice. Updated Daily.
As Courtney Branson writes for HR Daily Advisor, the role of HR is undergoing a transformation. That probably doesn’t come as a surprise to those serving in HR roles—it’s a profession that has been impacted significantly over the past few years by technology, as well as the economy and other forces.
Talent retention may not necessarily be an issue that recruiters face on a regular basis, but in order to retain talent, you also need to know what attracts talent. And when it comes to salary negotiations, hiring managers and HR professionals may be going about it all wrong.
Recently, the editors at Recruiting Daily Advisor had the pleasure of sitting down with Zoe Harte, Senior Vice President of Human Resources and Talent Innovation at Upwork to discuss the findings of UpWork’s newly released report: Future Workforce HR Report 2018.
Yesterday’s post covered some best practices for hiring seasonal workers. Today’s post will cover best practices for training and retaining seasonal workers. Keep reading to learn more.
Seasonal workers are an integral part of the global economy, especially during the summer months and holiday season. And they help organizations bring in a lot of earnings each year—billions, sometimes trillions, of dollars.
It’s not wise to ignore rude behavior in the workplace—and not just from a moral standpoint either. Workplace incivility also costs organizations money—and a lot of it.
Continuing from yesterday’s post, here are more details about how to make sure your training budget, programs, and initiatives remain intact if your organization starts downsizing.
It’s no secret that learning and development (L&D) initiatives and an organization’s training department are typically the first things to go when an organization starts downsizing. But this should never be the case because L&D and training programs yield huge benefits to organizations and their employees.
So much of the human resource function is geared toward recruitment that retention is often relegated to a secondary position in terms of the broader staffing picture.
Compliance training is imperative for any organization, as it strives to keep an organization and all its employees safe and secure from physical, psychological, and legal harm. But, let’s face it: Sometimes, compliance training is just boring or hokey. And it can be hard to make it stick with your employees long term.