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We’ve talked often on this blog about the need for organizations to consider contingent workers in their staffing strategy. The contingent workforce includes on-call, temporary, freelancers, consultants, and contractors (just to name a few). But even within these titles, there are differences. Take freelancers for example. If you Google the definition of freelancer, it says “working for different companies at different times rather than being permanently employed by one company.
Scheduling is a necessary part of your workweek. It is time consuming, but when you take the time to create schedule templates you will save yourself effort later. Each week, you need to enter shifts into the schedule, even when the shifts are virtually the same week after week. However, you know that there’s hardly any such thing as a normal week.
Technology is rapidly transforming the workplace. Some changes will create dramatic shifts in the long-term future of work. For instance, reports estimate that between 45 percent and 47 percent of current jobs could eventually be lost to automation, with seven percent of that job loss coming by the year 2025. These technology-driven workplace changes will continue to spread and accelerate in 2017.
No matter who you are, productivity ebbs and flows. It’s not possible to sustain the same levels of productivity at all times—there are just too many factors that influence our ability to work. From the amount of sleep we get to the stress we’re under, we operate under many different influences all at once, which can have both positive and negative effects.
ChatGPT is a powerful tool that can help you quickly brainstorm, draft, and refine tasks on your to-do list. But it can take a bit of strategy and practice to get generative AI to give you the time-saving results you’re looking for. Try these 14 detailed prompts to unlock the power of ChatGPT. You'll discover ways to streamline tasks for hiring, employee engagement, and performance management.
This is part of our CHRO Community Series , which highlights big ideas from CHROs working to push the boundaries of HR and transform their organization for the better. Our first mini series focuses on improving feedback operations within organizations. Implementing a culture of feedback from scratch at a company is no simple task, especially if it hasn't historically been a part of the company's values.
Who are the thought leaders you turn to for business and management advice? Got room for one more? Over the past several months, my eyes have been caught by informative articles on leadership and productivity from the same author. I found an Inc. column so valuable that I asked if I could interview the author for our blog. Fortunately, he agreed to answer several questions about leadership, employee engagement, and organizational health.
Who are the thought leaders you turn to for business and management advice? Got room for one more? Over the past several months, my eyes have been caught by informative articles on leadership and productivity from the same author. I found an Inc. column so valuable that I asked if I could interview the author for our blog. Fortunately, he agreed to answer several questions about leadership, employee engagement, and organizational health.
(Editor’s Note: Today’s post is sponsored by Massachusetts Mutual Life Insurance Company (MassMutual), a leading provider of insurance, annuities, retirement plans, and other employee benefits. They were recently recognized by the Ethisphere Institute as a 2017 World’s Most Ethical Company. Many congratulations to them. Enjoy the post!) . All businesses face the same challenges.
Scheduling is a necessary part of your workweek. It is time consuming, but when you take the time to create schedule templates you will save yourself effort later. Each week, you need to enter shifts into the schedule, even when the shifts are virtually the same week after week. However, you know that there’s hardly any such thing as a normal week.
Do you have your sights set on a CHRO position? Good choice! Whether a business succeeds or fails is determined by the quality and happiness of the employees who work there. And because over 50% of the U.S. workforce is not engaged, companies are crying out for talented CHROs.
When your team works in the same building, it’s easy to get to know one another. Since you see each other every day, you’ll likely develop a deeper than surface level relationship based on proximity alone. You might come to know how your colleagues take their coffee, and maybe even buddy up with them when the company heads out on a retreat or outing.
The HR industry is changing. Did you know… 1. There will be 4M more jobs than workers by 2033 ( BLS ). 2. For 84% of workers, flexibility is a top priority ( FlexJobs ). 3. 75% of employees have used AI at work ( CFO.com ). It’s time to meet the moment! Use Paycor’s guide to design a blueprint for success.
Editor's Note: This post is part of our " Cartoon Coffee Break " series. While we take talent management seriously, we also know it's important to have a good laugh. Check back every two weeks for a new ReWork cartoon.
Over the last few years, employee productivity has become one of those ubiquitous business buzzwords like company culture and employee engagement. I can tell you that when we share posts on social media, the ones dealing with productivity outperform the others by a wide margin. Why is that? Let’s start by defi ning productivity as performance of stated goals and objectives within a specified time frame.
You might be looking at today’s post and thinking “What is the ‘60’ she’s talking about?”. Well, I’m referring to the number of recertification credits required to maintain credentials with the Society for Human Resource Management (SHRM). To me, recertification is the most important part of the SHRM certification process because it reinforces a commitment to continuous learning about human resources competencies.
At this year’s Visier Outsmart (our annual user conference), we were fortunate to have two notable industry thought leaders take part: Tom Davenport, Big Data luminary and pioneer of the concept of “competing on analytics,” and Dr. John Sullivan, internationally renowned HR thought leader (and guest writer on the Visier blog ). The underlying theme tying their two presentations together was that in order for HR to be successful with analytics, it’s necessary to connect HR goals (or your people s
Modern go-to-market teams know it takes more than one email to break through the noise. Multiple touchpoints means more ways to get your pitch right — and, potentially, more ways to be wrong. The good news? Once you know how to write compelling, one-off emails to entice prospective customers, you can easily do the same across a short sequence of emails.
For many human resources professionals, this past weekend was spent waltzing down Bourbon Street with Mardi Gras beads in hand for the annual SHRM conference. For those who don’t know what SHRM is, it is the Society for Human Resource Management’s annual conference, which is the largest annual gathering of HR professionals in the world. Each year the SHRM weekend is jam-packed with keynote speakers, breakout sessions, and networking opportunities for people of all backgrounds to participate and
Early in the movie Creed , a young Adonis Johnson Creed is working a day job at a security firm. After being promoted, he hands in his letter of resignation stating, “This career ain’t for me. Thanks for everything. ” and moves to Philadelphia to pursue his dream of becoming a professional boxer. This scene sets the tone for the entire movie. Adonis recognized that he had no passion for a white-collar business career.
After a full day of networking, sessions and the return of rockstar Billy Idol on the first day of Convergence 2017 , we began day two by talking about great experiences. As Dan Heath, co-author of the upcoming book The Power of Moments , shared, we're living in the “age of experience." From vacations to workplaces to conferences like this one, people want to encounter an impactful—and delightful—time wherever they go.
“I’m so sorry, I need to reschedule our one on one meeting again.”. When employees hear that, they will likely either feel relief, frustration, or anger. If they’re relieved, that means you’re missing a major opportunity to discover exactly what it is that employee doesn’t want you to know. If they’re frustrated, that’s because they genuinely need your help to move their work forward.
Forget predictions, let’s focus on priorities for the year and explore how to supercharge your employee experience. Join Miriam Connaughton and Carolyn Clark as they discuss key HR trends for 2025—and how to turn them into actionable strategies for your organization. In this dynamic webinar, our esteemed speakers will share expert insights and practical tips to help your employee experience adapt and thrive.
Regardless of your opinion of the annual performance review, organizations still need to have a performance management process. Performance management is a way to provide feedback, accountability, and documentation for performance outcomes. Even organizations that are “ditching” the annual review aren’t abandoning accountability, feedback, and documentation.
HR leaders recognize that they should be using analytics to support decision making. However, how to do so is often a bit of a mystery. Since many HR leaders don’t have a good sense of how to get value from analytics , they move it off their plate by passing it to the HR reporting team or to some newly hired data scientist. Not surprisingly, HR leaders are not familiar with the role the average HR professional plays in analytics so they don’t involve them at all.
Over the last several years the corporate learning marketplace has been under stress. Video-based learning programs, free courses, MOOCs, and hundreds of high fidelity technical and professional. Bersin & Associates, Leading Research and Advisory Services in Enterprise Learning and Talent Management.
Stress is the single worst enemy of productivity. A stressed-out worker is usually not an efficient worker. Furthermore, high employee stress levels can lead to higher rates of employee turnover and absenteeism; who wants to work at a job with constant stress? Not only is stress an obstacle to productivity, it can work against a business’ attempts to attain key business objectives.
In today's dynamic business environment, HR leaders face immense pressure to optimize costs while maintaining a competitive edge to attract, retain and engage their workforce. Gallagher can help you meet that challenge head-on. Our proprietary data and people analytics platform, Gallagher Drive ® , provides the elevated insights you need to make impactful program decisions that are aligned with your organizational goals and set your strategy up for long-term success.
One of our greatest assets in the field of human resources is our next generation of thought leaders. As we undergo significant changes in our industry and prepare for a new world of work in the information age, there is no better time to start focusing on how we lead the next generation through these uncertain times. As someone who has spent decades in HR rising through the ranks, one of the greatest joys of my career has been coaching my younger teammates.
This weekend I was doing some spring cleaning. Well, summer cleaning, since I missed the spring season. Anyway, one of the things I found was a box of items I used to keep on my whiteboard next to my desk as reminders of important aspects of HR. These shaped the way I practiced HR and ran my department on a daily basis. I thought it would be fun to share the notes here to help give you an idea of what kind of HR I practiced. 1: Your Company Values Your values statement should be the most tattere
One-on-one meetings between managers and employees have always existed. However, they are getting much more attention lately. I believe a big contributor is the focus on continuous performance management. Which makes sense. Why not use regular communication as a way to strengthen performance. Organizations need to remember that the one-on-one meeting becomes successful when managers and employees have a good meeting.
Talking compensation and promotions with your employees can be a tricky business, yet many managers make these costly (and sometimes time-sensitive) people decisions based on hallway conversations and gut feel. Intuition — a mental “shortcut” — is the result of two hardwired processes ( pattern recognition and emotional tagging ), which frequently lead to cognitive errors.
Is your business ready for the future of document fraud? AI advancements have made forgery easier, increasing risks for employers. With 85% of identity fraud last year linked to impersonation, proactive compliance is essential. Join WorkBright’s webinar on October 8 to equip yourself with crucial insights for protecting your business from fraudulent I-9 documents, including: Understanding Risks: Learn about new fraud tactics impacting your business.
In my book, The Collaborator: Discover Soccer as a Metaphor for Global Business Leadership , I describe the game of soccer as the best example of a sport with teams charged to perform their work under changing conditions. Why soccer? Played at its highest level, the best soccer teams in the world succeed by applying a mindset that recognizes a mutual dependency between players on the field, described as genuine collaborative teamwork.
Today’s CEOs, managers, and team leaders understand the importance of keeping employee morale high. The fact that you’re reading this on the Engage Blog — a thought leadership blog meant to define, inform, and help increase employee engagement — means you must have some inkling as to the positive impact engagement can have on an organization. Many organizations try to address employee engagement by providing extra incentives, or “perks.”.
When you get promoted to a managerial position, you don't automatically gain managerial skills that allow you to easily treat people fairly. You're still the same person you were the day before, and let's face that—that probably means you don't like everyone equally. In fact, you may have direct reports that you really can't stand. How are you supposed to treat those people fairly when everything they do makes you cringe?
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