Yesterday we explored a new way to eliminate employee lawsuits. Today, information on groundbreaking software that streamlines performance management and onboarding
BambooHR, well known for its HR management software, has added two major components for performance appraisal and orientation, CEO Ben Peterson announced at the Society for Human Resource Management’s (SHRM’s Annual Conference and Exposition, held recently in Law Vegas.
BambooHR’s employee self-onboarding provides a way to get new hires’ personal data and completed forms in the most efficient way. “New hires will experience onboarding that focuses on their success, not the paperwork,” says BambooHR.
How well equipped are you to handle complaints on a legal basis? Start on Thursday, September 3, 2015, with a new interactive webinar, Workplace Investigations from Complaint to Closure: A Step-by-Step Guide for HR. Learn More
With BambooHR’s employee self-onboarding, businesses can easily and efficiently set up all onboarding tasks within their core human resources information system (HRIS). They need only fill out minimal information to create a new hire packet. The packet is emailed to the new employee’s personal email so new employees can complete their prehire tasks, fill out the “get-to-know-you” form, and electronically sign their onboarding documents—all before their first day on the job.
BambooHR’s employee self-onboarding affects employee time-to-contribution, performance, engagement, and even retention by fueling connections within the company and carefully orchestrating the new hire experience, BambooHR says.
With the extra time self-onboarding offers, you can focus on your new hires by getting to know them better, sharing the company culture, doing on-the-job training, and helping them understand how their unique role fits into your company’s overall success, according to BambooHR.
Few companies are happy with their current performance appraisal system. “Our new system is clean and easy, so people will use it,” says Peterson.
BambooHR asserts that performance reviews have become a headache for everyone involved. They’re bloated and overly complicated, the company says, making the results difficult to interpret. Appraisals should be about cultivating culture and inspiring employee growth, but sometimes they backfire, reducing employee productivity.
The company’s new performance management solution offers an “easy, meaningful, and motivating solution that focuses on short cycle-times, low barriers, and clear results. It facilitates real conversation by prompting, priming, and providing a process for open, helpful feedback,” says BambooHR.
Features include goal management, self-assessments, manager assessments, and an all-new report that makes it easy to gain insight into what’s happening with your employees, as well as to understand their level of engagement and performance.
Performance management is just one part of HR’s job. What would you do if an employee came to you with a sexual harassment claim? What if someone reported an employee stealing? What’s your first course of action? How can you prevent the complaint from escalating into a lawsuit? Fortunately there’s timely help in the form of BLR’s new webinar—Workplace Investigations from Complaint to Closure: A Step-by-Step Guide for HR. In just 90 minutes, on Thursday, September 3, you’ll learn everything you need to know about staying out of legal hot water when a complaint comes your way
Register today for this interactive webinar.
Learn to field complaints easily, and more importantly, legally. Join us Thursday, September 3, 2015, for a new interactive webinar, Workplace Investigations from Complaint to Closure: A Step-by-Step Guide for HR. Earn 1.5 hours in HRCI Recertification Credit and 1.5 hours in SHRM Professional Development Credit. Register Now
By participating in this interactive webinar, you’ll learn:
- The very first thing you should do when an employee comes to you with a complaint or allegation
- How to assess the right amount of investigation required by a given situation
- What you should and shouldn’t do in the interim (before the investigation is concluded)
- Tips for choosing an outside investigator—who you should work with, and who you should stay away from
- Why it’s important to clearly define your areas of investigation before the investigation begins
- The most common mistakes made when taking an initial complaint—and how to avoid them
- Where to start when developing an internal investigations strategy
- When and where witness interviews should be conducted
- Dos and don’ts for drafting an iron-clad investigative report
- Legal “red flags” you should avoid during the post-investigatory phase
- Interviewing tips to help you get to the truth
- What you’re obligated to do, and not do, regarding confidentiality
- Strategies for resolving those “he said, she said” situations
- Systems for efficiently assimilating information, coming to a conclusion, and finishing the investigation
- What to do after the investigation is over—follow up and follow through
- How to create solid documentation that will stand up in court—and tips for staying out of court in the first place
Thursday, September 3, 2015
1:30 p.m. to 3:00 p.m. (Eastern)
12:30 p.m. to 2:00 p.m. (Central)
11:30 a.m. to 1:00 p.m. (Mountain)
10:30 a.m. to 12:00 p.m. (Pacific)
Approved for Recertification Credit and Professional Development Credit
This program has been approved for 1.5 credit hours toward recertification through the Human Resource Certification Institute (HRCI) and 1.5 credit hours towards SHRM-CPSM or SHRM-SCPSM.
Join us on Thursday, September 3, 2015—you’ll get the in-depth Workplace Investigations from Complaint to Closure: A Step-by-Step Guide for HR webinar AND you’ll get all of your particular questions answered by our experts.
Train Your Entire Staff
As with all BLR®/HR Hero® webinars:
- Train all the staff you can fit around a conference phone.
- Get your (and their) specific phoned-in or e-mailed questions answered in Q&A sessions that follow the presentation.