The workplace isn't just about work. Sure, reaching productivity quotas or snagging reputable clients matter, but so does the way your business operates.
It is likely that sooner or later (or even perhaps now) your business is going to be trying to fill an opening for a great job with an even greater candidate. For better or worse, there are a lot of great jobs out there, and it can be challenging for potential employees to find and apply to everything. This is exactly where human resources recruitment professionals can make a huge difference.
The backbone of any company, an HR department can be a catalyst for a brand’s growth and success. A tech-supported, effective HR unit will help you improve employee experience, which translates into better engagement and higher performance.
You may be the mastermind behind the business idea that has led to establishing your company, but your employees are the backbone of its success. No brand, no matter how necessary it may be, is immune to failure caused by poor internal structure and leadership.
The New Strategic Talent Imperative: Why HR Leaders Should Be Setting An Organization’s Innovation Agenda
The increased focus of mature organizations in developing a more innovative culture and set of actions is a crucial opportunity for HR / Talent leaders to play a leadership role. This whitepaper examines a range of actions that HR / Talent leaders can take to drive this strategic imperative.
Keeping employees and avoiding turnover has never been easy. There is no difference based on the amount of employees. Whether it’s a few dozen or a few hundred, trying to maintain and upkeep employee happiness takes dedication, persistence, and one strong cup of coffee (maybe two or three cups, if we’re being honest).
If you are an HR expert, think of how secure your job would be if you were dealing with fully-satisfied employees. If your team members love and enjoy their posts, you will love yours as well. As stubborn as some employees can be, most of them would like it if you appreciate their efforts regularly. A happy employee will be productive and efficient, no question about that.
Dealing with cyber security issues had become increasingly important as more businesses, even ones that don't think of themselves as inherently tech-centric, become more dependent on internet applications, databases and analytics.
There are literally thousands of articles on the internet giving advice on how to motivate employees — it’s not exactly the rarest of topics. However, this one is going to be a little different. I’m going to give you a list of five ways to motivate your employees that not only work, they’re also a little off the beaten path.
How many times have you read a candidate’s cover letter and found yourself actually dozing off? How many times have you (figuratively) rolled your eyes when candidates answer the question “what’s your greatest weakness” with “perfectionism”? How many times have you bored yourself asking that question?
Let’s face it, creativity separates humans from the rest of the animals. Our species has opposable thumbs and with that, it seems, the inborn drive and ability to alter our environment. No wonder the topic of innovation ability provokes such primal emotions. Yet — like speed, intelligence or artistic talent — innovation talent is NOT distributed evenly across humanity. Given this truth, what is the best approach to driving more innovation in your workforce?
Just like oil became a valuable commodity in the 20th century, data is also proving to be priceless to companies and business organizations in the 21st century. Data analysis specialists have projected that by the end of 2020, business enterprises will have data amounts equivalent to 44 zettabytes, or 44 trillion gigabytes.
In today’s competitive job market, acquiring the best talent can involve a long and drawn-out process often resulting in the employer settling for someone who may not be the best fit, or not finding the right candidate at all.
Getting your innovative idea to market takes a lot of time, hard work and stress. However, the work doesn’t stop once you actually get your product or service up and running.
In many organizations, work is pretty consistent and predictable: go into the office, perform your tasks, and go home. Many people spend years doing their jobs without much advancement or ongoing career development.