According to a survey administered by Kronos and Future Workplace, 46% of Human Resource (HR) professional respondents (at organizations with 100 to over 2,500 employees) blame burnout for up to half of their staff quitting each year. The top three reasons for this burnout include compensation, unreasonable workload and too much overtime or after-hours work.
There’s a sea change taking place in the workforce that doesn’t get the attention it deserves. Sure, you’ve heard of the “gig economy.” You’re probably familiar with the idea that Millennials—who crave autonomy and value jobs that give them a sense of purpose—are overturning traditional notions of the employer-employee relationship.
Global institutional pension fund assets in the 22 major markets grew to $41.3 trillion at year-end 2017, according to latest figures in the Thinking Ahead Institute’s Global Pension Assets Study, representing the highest figure since the report began in 1997.
When trying to be sure the organization does not have any discriminatory policies or actions, HR professionals have a big task.
When we interview a potential new hire, HR professionals assess the candidate against a list of key skills and personal characteristics needed for the job. Let’s turn the tables and see what that list of key attributes would look like for a human resources management professional.
It’s time to give the 1:1 meeting a long overdue makeover. With many organizations shifting to ongoing performance management, there’s a growing awareness that regular check-ins between managers and employees are good for everyone. Unfortunately, very few organizations offer guidance to improve how they discuss challenges and give feedback. Here are three tips to help […]
QUESTION: My company often sends employees home without pay for various offenses, such as egregious dress code violations, insubordination, and slacking off. Sometimes, the employee is told to return the next day, and sometimes the suspension runs for a few days or more while we investigate. I wouldn’t want anyone to know I’m asking, but […]
Conflict resolution in the workplace can be broken down into steps to simplify the process. By doing so, HR and managers can ensure more effective communication and a more effective conflict resolution process.
In a previous Advisor, we featured the California Employment Law Letter’s take on the importance of a good job description. Today, we look at the key components every job description must contain.