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Note: if this concept interests you then you definitely need to click here and sign up to get a heads up when my new book is coming out later this year. In the book I tell dozens of similar stories along with leveraging research and examples of AI technology to support HR, recruiting, and talent. It’s written in my usual, down-to-earth style and will introduce you to a wide variety of use cases, vendors in the HR tech space that are doing interesting work with AI, algorithms, machine learning, a
People often draw parallels between sports and business. At the conclusion of every championship game, there’s a fleet of managers ready to turn it into a lesson about success for their staff to learn from. And, for every championship banner hanging in stadiums and ballparks across the world, there are thousands of offices adorned with a motivational Wayne Gretzky poster (“You miss 100% of the shots you don’t take”).
One of the most urgent and nuanced challenges that employers and HR departments face is responding to a charge against the company for employment discrimination. The claimant might be a current or former employee, or an applicant alleging discrimination, harassment, or another wrongful employment action. These situations can be scary, but a bulk of that fear comes from what is unknown.
Nearly every workplace will have to deal with disruptive, difficult, and frustrating employees. Unfortunately, these types of employees can cause a lot of harm—even if they’re not actively causing injuries (though this is also possible). Source: fizkes / iStock / Getty. An employee may be considered disruptive in any number of ways, such as: Constant negativity, gossiping, and spreading complaints and frustration to others.
Ensure your mid-year performance reviews are focused, productive, and growth-oriented with this practical checklist from Mitratech Trakstar. Designed for HR professionals, people managers, and team leads, this guide walks you through the full review process—from pre-meeting prep and feedback collection to action planning and follow-up. It also includes tips for creating a comfortable and effective review experience, plus ways to leverage tools like self-evaluations, PIPs, and development plans.
Anyone who’s developed corporate core values knows how quickly the process can become an arduous back-and-forth in search of something that’s “just right.”. Even after all that work is done, companies still wind up with outwards-facing value statements that don’t reflect the company’s identity on the inside. Today on the Bonfyre Breakdown, we’re taking a look at a recent article from the excellent AllThingsIC blog investigating how internal communicators can mend the values fence.
Brett Reed is the passionate Talent + People leader at SnapTravel. With years of international and tech recruitment under his belt, Brett is among the best at finding bright, passionate people from around the world and making sure they have everything they need to get their best work done. Previously, Brett gave us the inside scoop on how he redesigned SnapTravel’s career page to more than double their growth.
Brett Reed is the passionate Talent + People leader at SnapTravel. With years of international and tech recruitment under his belt, Brett is among the best at finding bright, passionate people from around the world and making sure they have everything they need to get their best work done. Previously, Brett gave us the inside scoop on how he redesigned SnapTravel’s career page to more than double their growth.
Roseanne Barr, known for her big mouth and abrasive humor, is no stranger to controversy. (I still cringe when I recall her rendition of the national anthem.) Unfortunately for her, and the more than 200 people who worked on the successful 2018 reboot of her ’90s television series, no one was laughing when she went on a late-night Twitter tirade that included racial insults about a former official in the Obama administration.
In the future, when information and knowledge become more readily assessable to everyone and robots begin to replace humans at work, only one question remains… what will the future of workplace look like? Many believe that robots represent the future workforce and it is just a matter of time when technology will replace a lot of jobs (as they are beginning to do so already).
( Editor’s Note: Today’s post is brought to you by our friends at Readex Research , which provides expert survey services to help businesses understand their internal and external customers. Their services include employee experience surveys. Enjoy the post!). According to the most recent data from Society for Human Resource Management (SHRM), the average time to fill is 36 days.
An emerging set of digital tools are entering the workforce today—replacing jobs, but also creating them. Automation, for one, is expected to create at least 21 million new roles (though it may eliminate some 19 million). But despite the gloomy headlines about lost jobs at the hands of emerging technologies, most jobs won't be replaced by robot workers (at least not entirely): Studies suggest only 5 percent of occupations have the potential to be fully automated.
To keep your business running smoothly (and legally), HR needs to get compliance right every time. Our HR Compliance Checklist is your go-to guide to cover the basics and start your auditing processes, helping you identify and address any gaps in your HR functions. Remember, compliance rules can differ based on industry and location—you’ll still need to keep up with changing regulations, but our checklist can help you get started.
Many employees struggle to write feedback about colleagues, and understandably so. Whether it’s because they’re worried about how their feedback will be perceived, don’t want to cause tension in a close working relationship, or feel uncomfortable reviewing a peer, the process is a source of anxiety for many. We’re here to put your mind at ease about peer-to-peer feedback.
Editor’s note: This popular article has been updated to include new research and data. According to LinkedIn’s 2018 Global Recruiting Trends report , 56% of recruiters use talent acquisition data to increase employee retention. . Employee retention is a key measure for quality hire , but it’s only one of three factors that you should be monitoring.
(Editor’s Note: Today’s post is brought to you by our friends at Capella University. Capella is an accredited online university dedicated to providing an exceptional, professionally-aligned education that puts you a position to succeed in your field. They offer bachelor’s, master’s, and doctoral degrees as well as certificate programs for human resources and business professionals.
Day two of Cornerstone's 16th annual Convergence conference kicked off with a simple but profound concept called Radical Candor, presented by Kim Scott, co-founder of Candor Inc. Radical Candor, is a framework for giving effective feedback which requires challenging directly while showing you care personally at the same time. Scott and Russ Laraway founded Candor Inc. based on this idea, after their experiences at Google, Apple, Twitter and other organizations exposed them to some of the b
Speaker: Amie Phillips Pablo, VP, Corporate Compliance & Privacy Officer at Novo Nordisk
In today’s complex healthcare environment, navigating third-party relationships has become even more challenging—whether it’s vendor relationships, employee activities, or patient-facing interactions. Left unmanaged, these conflicts can compromise trust, regulatory compliance, and even organizational reputation. So, how can healthcare teams stay ahead?
It’s no secret that engaging qualified candidates is more difficult than ever. With low unemployment rates and job openings on the rise, talent acquisition professionals need to be looking for new tools to help them stay ahead of the competition. Text recruiting is one new tool that many recruiters are turning to. It simplifies the recruiting process by putting job postings in the palm of candidates’ hands. 75% of US adults use a smartphone, and that number is only going to increase.
The core of any effective employee development program is regular, one-on-one coaching conversations with managers. There are a number of coaching styles and personalities out there, and managers need to develop an approach that is authentic to them. At the same time, employee coaching is a skill that can be improved and there are certain principles that can set the framework for a positive teaching moment.
Today’s reader note is a toughie. What do you do when it doesn’t look like anyone is supporting you? I have been a nurse for 32 years. I’m being harassed by a new manager reporting false allegations against me. I think he has an instant dislike for me. I have been intimidated by HR, harassed previously by my director, and now given a formal final disciplinary warning.
The corporate training market is over $200 billion around the world[1] and it’s going through a revolution. While we often think of training as programs or courses, a new paradigm has arrived, one I. Bersin & Associates, Leading Research and Advisory Services in Enterprise Learning and Talent Management.
Mid-year performance reviews aren’t just boxes for HR to check. Paycor’s toolkit empowers leaders to: Identify high-potential team members. Boost engagement with meaningful feedback. Support struggling employees. Nurture top talent to drive results. Learn how to ignite employee potential through meaningful feedback. When you nurture top talent, everybody wins.
If you’re like many entrepreneurs, you know what human resources is and you probably know that it’s a responsibility you must take on before hiring your first employee. However, you might not know about all the options there are for managing your HR. Let’s walk through some of these options, outline the advantages and disadvantages of each, and give practical tips on how to decide which option is best for your business.
Human Capital Institute’s popular performance management event in Chicago underwent a bit of a face lift this year starting with a new name: the HCI Performance Coaching & Development Conference. “Part of the evolution within performance management has been a change in how we talk about it within the space,” said Kara Schott, SVP of Events & Content Development at HCI.
Educe Group is a Cornerstone services partner with broad experience working with government agencies. HCMG and Cornerstone OnDemand recently teamed up to conduct a human capital management study and analyze responses gathered from more than 100 government HR executives on the federal, state, and local levels. The goal of the resulting research, the HCMG State of Human Capital Management in Government Report , was to benchmark the last five years of progress in HCM in the government space, identi
Why is employee engagement critical to an organization? Many think “getting more employees involved” is the end game. That’s true, but for what purpose? To make every person feel like they are making a contribution? To make them happier? To make them more supportive of leadership? If the purpose of employee engagement isn’t clearly defined, and a disciplined process to achieve that purpose isn’t established, the best that can happen is busyness and dysfunction.
Hubstaff’s new report, The AI Productivity Shift, highlights how 3,000+ professionals and 140,000+ users are transforming the way they work with AI. Adoption is high—85% are using AI—and the potential is just beginning. Teams that integrate AI into daily workflows report 77% faster task completion, 70% improved focus, and stronger results across the board.
Here are some of the most notable topics and issues we think your business should know about and our guidance on preparing for the effects they’ll have on your business.
New data reveals a significant gap between what employees expect and what companies deliver when it comes to performance management and growth. At Reflektive, we call this the Growth Divide. I recently shared with HR Technologist the key steps to address the gap. The Growth Divide is defined as the disconnect between what business leaders think is necessary to compete and grow the business and what employees believe is necessary to contribute, grow, and thrive in their immediate role and long-te
According to the Work Institute’s 2017 Retention Report, 75% of the causes of employee turnover are preventable. That’s excellent news for your HR budget, as the cost of replacing entry-level employees alone hovers near $4,000 per position. A small change in human behavior can be enough to indicate damage in employee motivation. Yet, detecting early signs of employee disengagement is never an easy task.
Growth: Being stretched and challenged in ways that result in personal and professional progress. An employee’s perception of internal growth and development opportunities is one of the more important predictors of employee engagement. Understanding this, we were disappointed to discover, through our latest research, that the employee perception of internal opportunities is the lowest it has ever been.
Workplace violence prevention laws are rapidly evolving, with California’s SB-553 and New York’s Retail Worker Safety Act (S-8358B) leading the way. Join WILL’s experts for a nationwide webinar covering compliance requirements, with a special focus on these key state mandates. We’ll guide you through developing and implementing effective prevention policies, building a compliant plan, and delivering the required annual interactive training.
Millennials have been successfully entering the global workforce over the last decade—according to stats from LinkedIn, they’ll make up 50% of workers by 2020 ( Global Recruiting Trends 2018 ). Generation Z-ers are also well on their way—in another 10 years, they’ll be in place alongside your Millennial workers! Times change. But this new generation of workers is different—technologically savvy, creative, and tuned into the world as never before.
If you're like me, you realize someone changed the informal rules on LinkedIn. Here's a primer on what the old rules were and the new rules ARE: OLD RULES: --You only connected with people you knew or were interested in their background. --You knew if you connected with them and tried to sell them something immediately, you ran the risk of complaints and might lose access to new invites, etc.
How often have you been sitting in an interdepartmental meeting and felt like the participants were speaking two or three or four different languages to discuss the same topic? Because every department has its own unique perspectives, processes, objectives, and lingo, it’s natural for there to be some miscommunication, and even disagreements, between departments.
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