The employment law landscape is changing more frequently now than it ever has. New laws are being proposed and implemented at an alarming rate. Beyond compliance, we are in an unprecedented time of digital technology, viral movements such as #metoo, and evolving employee needs. In order to stay compliant and competitive, small businesses must not only be aware of these changes, but have plans in place to address them and whatever comes next.
In today’s rapidly transforming world, technology is becoming a part of nearly every aspect of our lives, including how we interact, shop and stay connected. Although consumers have embraced the use of internet and mobile technology, one area has yet to catch up: the workplace.
In the world of business, time is money. Every second an employee saves or wastes has a dollar value associated with it: a dollar that is either added to or subtracted from your bottom line. When businesses stick with manual HR processes and don’t allow employees to use HR tech, they lose time. But how much money do they lose?
Join legal experts from Seyfarth Shaw LLP, for a timely and informative discussion about the tumultuous past year in Washington, D.C., and what it means for you, your business, and your employees.
In this webinar, we’ll review recent appointments in federal leadership, what employers should expect, and topical updates. Issues covered will include W-4 changes, predictive scheduling, Equal Employment Opportunity Commission (EEOC) litigation and priorities, class-action waivers, anticipated legislation on paid sick leave, and the impact of the gig economy.
Millennials comprise the majority of the U.S. workforce, and almost 50% plan to switch employers this year because their expectations contrast so greatly to their actual experience in the workplace. Effective onboarding mitigates this costly attrition threat and prepares employees of all generations for success.
Coming out of a performance review can often leave employees with a bad experience, where their value and/or compensation is tied to what they do, and not who they are. Imagining someone’s future without expectation can free them up to perform at levels higher than any performance review can identify.
In this webinar, Barbara Bruno, a top staffing, recruiting, and talent acquisition expert, will explain how to better attract passive candidates. These potential hires are NOT reading your website or looking through job board ads, but they are often the most quality hires you can make.
According to a report from BlessingWhite, the average American worker agrees only 55 percent of the time when asked if their leaders have created an environment where they can thrive; however, this number jumps to 75 percent for employees in highly engaged organizations.
Is your organization just a workplace? Or is it a place where employees can thrive? By building a holistic culture that focuses on helping people become their best selves, you can make sure your organization is the latter.
Even though DISC personality assessments are commonly used around the world, they regularly fail to have a lasting impact. While people are fascinated by their results, awareness doesn’t often translate into sustained behavioral change.
Learn how to reinvent DISC training to make it more engaging and sticky. Discover why DISC is not about graphs and reports, but rather about application. You will learn how to place the styles into long-term memory rather than having them be just a fleeting fascination.
According to the Future of HR 2020 survey from accounting organization KPMG, three in five HR leaders believe HR’s function will rapidly become irrelevant if it doesn’t modernize its approach to understanding and planning for the future needs of the workforce.
Your people are your organization’s most valuable asset; training and developing people for new positions and challenges is not only more cost effective than hiring new talent, but it also helps them stay engaged.
The problem is that many organizations struggle to identify the best development strategies and career paths for their employees. And when employees — particularly high-potential employees — feel as if they don’t have the right growth opportunities in your organization, they’ll go looking elsewhere.