Ultimate Software

AUGUST 18, 2015

For the second consecutive year, Ultimate Software is ranked in the top 10 on Forbes magazine’s list of the World’s Most Innovative Growth Companies , this year earning the #7 spot. We are honored to be included on this list, because we recognize the power of innovation and appreciate the validation of this important company value. We have been in the business of serving people for 25 years.

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Software Company Resources Ultimate Software 59

Dice

AUGUST 18, 2015

The fastest-growing state for technology jobs this year so far isn’t California—where Silicon Valley’s legion of startups and well-established tech firms continue to dominate headlines—and it isn’t New York, Texas or any of the other handful of states that have aggressively been trying to generate tech-related PR buzz over the past several months. percent and 5.22 percent, respectively. percent).

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RecognizeThis!

AUGUST 18, 2015

by Lynette Silva. Recognize This! More and more companies are turning a critical eye on the traditional annual performance review process as the primary means for employee feedback. This month, Derek Irvine (our chief blogger here on Recognize This! wrote a couple of posts on Compensation Café about decoupling pay from the performance review process. How does this new approach work at GE?

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ATD Human Capital

AUGUST 18, 2015

Ground floor leaders know that when they give back, they become catalysts of change and multipliers of knowledge , improving the overall human performance of the organization. Dan Schwartz offers 10 ways to be givers—not takers. Click here to read full version

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Training and learning organizations today play an active role in contributing to the bottom line of any organization by aligning their objectives to the immediate business objectives. This provides a solid ground for cost justification and encourages businesses to place training groups right where they should be, at the heart of a growing, thriving, learning culture.

Groups

Culture University

AUGUST 18, 2015

How do leaders and team members treat each other in your workplace today? Do they interact respectfully and civilly. or aggressively and selfishly. or somewhere in between? When I ask leaders this question, they typically respond with “Well, I think they treat each other OK.” They are not confident […]. Faculty Culture Performance

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Dice

AUGUST 18, 2015

By Katie Bouwkamp. If you’ve spent any time researching online programs that teach you how to code, you’ve probably discovered that there are countless options available. The good news is that there’s something for everyone, and asking these four questions will help narrow down the best fit for you. How long is the program, and how many hours are required each week? Mentorship is key! Conclusion.

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Outmatch

AUGUST 18, 2015

Investment led by Trident Capital supports creation of new platform enabling data-driven Human Capital Management (HCM) solutions for hiring and talent management. Assess Systems, a leading provider of comprehensive employment assessments, and Chequed.com, a leading provider of cloud-based Predictive Talent Selection™ technology, announced today that they have combined to create a next-generation HCM software and services firm. The company’s solutions predict the success of candidates and employees from hourly to executive roles across industries. Sasser, CEO of Assess Systems. Chequed.com.

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The After-Tax 401(k) – A Super Saver’s Dream?

Something Different

AUGUST 18, 2015

<www.moneycrashers.com> …So a few days ago I came across a Forbes article detailing a fascinating new after-tax 401(k) rollover rule. You can read the Forbes article (by Ashlea Ebeling ) here , and also IRS guidance on the new rule here … but in summary the new rule allows high-earning super savers to potentially contribute up to $53,000 per year in earnings to a Roth-IRA account by taking advantage of employer 401(k) plans that allow for employee after-tax 401(k) contributions (beyond the $18,000 pre-tax 401/roth 401k limit) and allow in-service distributions. Thoughts?

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Is your company ready to move beyond the annual performance review? Where do you start? What are the keys to success? In this guide, you’ll gain an understanding of: the forces driving change, three foundations of success and take a deep dive into the skills gap many managers have that will sink your efforts before they start and how to address them.

Coaching

Entelo

AUGUST 18, 2015

Hiring over a thousand people is no easy feat, but the folks at Box managed to do it. Particularly, Kenny Mendes and his 20-person hiring team made the moves to bring the Los Altos cloud storage company from 40 to over 1,200 in a time when enterprise software was " really unsexy". Missed our webinar with Kenny on how to hire a recruiting team ? The gist? There was no formal training.

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HR Bartender

AUGUST 18, 2015

(Editor’s Note: Today’s post is brought to you by our friends at Kronos , the global leader in delivering workforce management solutions in the cloud. This year, Kronos had its largest ever internship program with more than 80 interns in various departments. Since 2010, more than 30 former interns have been hired by the company. Enjoy the post!). Interns are a great source for new hires.

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The HR Capitalist

AUGUST 18, 2015

There's a happy tale that we've all grown used used to in the HR game.  It goes something like this: The best way to build a company is to build a Great Place to Work.  . Most of us believe that, right? But if it's raw performance you're looking for at the corporate level, there are some different cultural stories being told that are too big to ignore. Let's talk about Amazon and Netflix.  . Check.

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Evil HR Lady

AUGUST 18, 2015

Everybody tells you that your employees need feedback , but what they don’t tell you is that doing it wrong can be worse than not doing it at all. Here are 10 things you should never do when you need to tell an employee how he or she is doing. 1. No matter what you are actually saying when you are yelling, all your employee hears is that you are angry. Whatever you scream is categorized in an employee’s brain as irrational. This is not helpful. 2. Give feedback in anger. Your employee really screwed up at the client meeting. Maybe there were typos on the PowerPoint presentation.

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Employees at the front lines often have better ideas for innovation than others within the business, but when they walk out the door, they take those ideas with them. Want to innovate better and faster than the competition? You need to hold onto your best employees and the ideas they have. In this session we will explore how various pieces of the talent life cycle are related to retention and examine more than 20 strategies and ideas for improving retention outcomes for your business.

What Do High Performance Teams Look Like?

TalentCulture

AUGUST 18, 2015

Does your organization know what high performance teams look like ? Most organizations can point to teams who work together harmoniously and get their work done. And those characteristics are true of high performance teams, but they only scratch the surface, according to team expert Dr. Solange Charas. Trust each other. Create a meaningful context. Handle 
conflict and tension. Team self-efficacy.

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Dice

AUGUST 18, 2015

Every developer needs to start somewhere, job-wise. These days, the most exciting prospects exist in areas such as the cloud and data analytics; and given the business world’s reliance on delivering services through the browser and crunching customer information, those sub-industries seem unlikely to cool down anytime soon. Database Development. Mobile Development.

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TLNT: The Business of HR

AUGUST 18, 2015

We’ve all heard about the enviable amenities provided to employees at companies like Pixar. Among my own clients, I’ve heard sighs from leaders who lament a lack of resources for such luxuries. But an organization doesn’t need to be a multi-billion dollar company in a creative industry to leverage the best practices modeled by Pixar. Insist on collaboration. Leverage black sheep. Recharge.

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HR Daily Advisor

AUGUST 18, 2015

Have you heard the term “contingent worker”? What does that mean? Who does it include? In practical terms, a “contingent worker” would be any worker who is hired just for a specific job or task (a “contingent” piece of work) or time period, and who is paid just for this but does not get any benefits and is not considered to be a regular employee of the organization. Why Have Contingent Workers?

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Compensation Examples Training Employee Benefits 25

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Can you hear the collective groan when you launch that new compliance course? Do you get complaints both public and private from trainees about the uselessness of the training courses you've launched? Is there anything that can be done about it?

Training

CareerCo Today

AUGUST 18, 2015

It's not rocket science that an engaged workforce will be productive, profit-generating, and passionate. Here's how to convince the C-level why it’s so important. The post The Employee Engagement Stats That Could Change Your Whole Approach to HR [Infographic] appeared first on CareerCo Today. Employee Retention Hiring / Recruitment Infographics

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HRWatchdog

AUGUST 18, 2015

Job applicants must stand out but not in a negative way! In an recent annual survey , CareerBuilder asked hiring and human resources managers about the biggest résumé blunders they have seen come their way — some could be chalked up to errors in judgment while others are bold lies. But applicants should not want to stand out in a negative way! Memorable Blunders. What Works. Not a member?

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Workforce Software

AUGUST 18, 2015

September 16, 2015 2:00 pm EDT - 3:00 pm EDT

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SAP Innovation

AUGUST 18, 2015

Workplace lore has it that a manager who hires a Millennial is facing a number of challenges. Among them: how to engage and retain a generation marked as me-centric, fickle, not versed in social business etiquette and prone to jumping ship six months after utilizing an expensive bout of training. Yet Millennials are now the majority of the workforce — and they’re not kids anymore. Trust me on this.

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Talent Development Employee Engagement Survey Training 23

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Is your organization thinking about moving towards a performance development culture? What are the elements to succeeding and keeping managers and employees engaged? Download “A Road Map for Change” to find out and gain insight into making the transition as smooth as possible on your journey into this brave new world.

Coaching

Ceridian

AUGUST 18, 2015

By Lisa Sterling, Vice President Of Dayforce Talent Management, Ceridian In the last decade or two, business has evolved considerably, taking on a new and unprecedented level of complexity. There are four generations of employees attempting to coexist peacefully. There are countless technologies changing the ways we complete even the most basic everyday tasks. More […].

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Ceridian Talent Management Employee Engagement Performance Management 23

walking in on a coworker who’s clearly procrastinating

Ask a Manager

AUGUST 18, 2015

A reader writes: I work in an office where everyone has their door closed all the time and expects you to knock if you’d like to speak to them. The wall with the door is glass, so you can see inside their office before you knock. If someone’s clearly procrastinating (e.g. online shopping, checking a trashy news website, checking their personal banking), should I go away and come back later? I’m sort of the intern, which means that at least once a week, I have to knock around and ask for work, and this comes up a little more frequently than I expected. advice about your coworkers

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Quantum Workplace

AUGUST 18, 2015

Like many well-intentioned companies, you’re gathering feedback to address current challenges and target potential issues. And you’re doing it with a proven employee engagement survey. But, unlike the ever-so-fashionable Snuggie, one size does not fit all. If you’re surveying annually and acting on the feedback you collect, but business metrics are on the Read more.

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how to say “that’s not my job”

Ask a Manager

AUGUST 18, 2015

A reader writes: I am more senior in my role here at my company, and a lot of colleagues like to reach out to me for help. They find it easier to ask me for help than to figure things out on their own. At times, I’m being ask to do things outside of what I’m responsible for. While I always want to be a team player and help, it’s getting to be too much and my work/personal life are suffering, and I don’t want folks to constantly lean on me and take advantage of my helpful nature. Insisting on sticking rigidly to your job and nothing but your job usually doesn’t end well.

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Today’s workplace is characterized by chaotic forces—low employee engagement and productivity levels, and declining employee well being. HR Leaders have a critical role in defining the vision and strategy to transform and create a more productive and happy workplace.

SAP Innovation

AUGUST 18, 2015

A typical day in manufacturing starts out with a material requirements planning (MRP) process that usually runs for hours overnight – and all is good in that moment. But then there are changes that are unexpected, yet not unusual. person needed in assembly may be out sick, a customer increases their order, a quality issue slows production, or there may be a shortage of key parts.

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declining a raise, teaching employee a skill she doesn’t actually need, and more

Ask a Manager

AUGUST 18, 2015

It’s five answers to five questions. Here we go…. 1. My employee wants me to teach her a skill she doesn’t really need for her job. currently manage a team of eight people. How much additional knowledge and information should I share with my employees outside of what is needed for them to do their job? For example, one of my staff members asked me to train her on using Microsoft Excel. Everything I’ve learned about Excel I taught myself, plus I needed to know it for my position. So where do I draw the line? In other words, not a flat “no,” but a “how about this instead?”

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Madison

AUGUST 18, 2015

Marketeering pros call memorable ads “sticky,” because the message “sticks” with their targeted audiences long after they’ve been delivered. The staying power is what separates effective campaigns, but should that same “stickiness” standard apply to employee recognition? Can recognition be delivered in a way that’s more meaningful and thus resonates longer with the employee?

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