Practical HR Tips, News & Advice. Updated Daily.
One of the most personal and sensitive topics in the workplace—and, indeed, even in social situations—is someone’s salary. The “how much money do you make?” question is seen as one of the rudest things one can ask someone. At the same time, some argue that such transparency may actually be good for the workplace.
North America is currently facing a retention epidemic. Organizations are constantly searching for solutions to keep their best and brightest employees on board. In recent years, they’ve even gotten creative with free lunches, smoothie bars, and yoga rooms.
When someone says family or family-friendly benefits, you usually think of health insurance, paid time off, flexible hours, and childcare assistance.
Education assistance and student-loan repayment benefits may just be the hot benefit to watch—as a growing number of employers have recently announced they will be offering the perk, and many more say they’re thinking hard about providing it.
Let’s look at a fast-growing trend in corporate benefits of helping employees who are saddled with education-related debt. Today, we outline the main design elements that will structure leadership’s approaches to the perk.
Despite embracing the concept of pay-for-performance, a surprisingly large number of North American employers say their pay-for-performance programs are not doing what they are designed to do—drive and reward individual performance—according to a new survey released by Willis Towers Watson.
Despite embracing the pay-for-performance concept, a surprisingly large number of North American employers say their pay-for-performance programs are not doing what they are designed to do—drive and reward individual performance—according to a new survey released by Willis Towers Watson®.
Despite dissatisfaction with their performance management programs and attention-grabbing headlines, most North American employers have no intention of eliminating their use of performance ratings.
According to a U.S. Department of Labor (DOL) press release, two federal investigations have found that temporary production line workers at J&J Snack Foods Corp., a North American manufacturer and distributor of popular food and beverages, were significantly cheated out of their wages by the company and two staffing firms hired to provide the workers.
In yesterday’s Advisor, we talked about the need for training managers on coaching skills and began a training session on coaching. Today, we provide the conclusion to this training session on coaching, including a wrap-up and an exercise.