Employee Value Proposition and Employer Branding Go Hand in Hand




Employee Value Proposition (EVP) and Employer Branding (EB) are to the human resources department what marketing is to the organization. Through our EB efforts, we manage to position ourselves against our competitors in the marketplace by communicating the salient features of our employer value proposition offering to prospective candidates.


Traditionally, candidates applied for a job by sending...


#Nextchat RECAP: Stepping Into Your Role as an HR Department of One


On February 13, @SHRMNextchat chatted with Sabrina Baker about Stepping Into Your Role as an HR Department of One

If you missed this excellent chat, on how to be an effective and efficient HR department of one, you can read all of the tweets here or below:





Engaging External Workers: Keeping External Workers Satisfied When They’d Rather Have a Permanent Role


Cassondra Batz-Barbarich, Steven Hunt, and Autumn Krauss, HCM Research, SAP SuccessFactors

Trent Burner, SHRM Research

A fundamental factor impacting the performance and commitment of external workers (e.g., contractors,  contingent labor, and temporary workers) is the reason why they decided to pursue external work. Although their decision-making process might be complex and include several inputs, the most critical distinction is whether the person ultimately becomes an external worker because they feel they have to or they want to undertake this type of work.  

Some people choose to be an...


Valentine’s Day and Kindness





We are approaching Valentine’s Day and the risks that go with it.

Of course, everyone should know that it is inappropriate to send a card with a sexual or suggestive message.  This is particularly problematic where there is a power disparity, but it is not limited to such occasions.

But when you look at Valentine’s Day cards, there are cards to parents, grandparents, children and grandchildren.  I do not believe they have any romantic or sexual message; I need this belief to survive.

So if we are thoughtful...


Returnity  - #thestruggleisreal



According to the US Department of Labor, there are over 74 million women in the civilian labor force. 75 percent of mothers with children under age 18 work full time and the proportion of women with college degrees in the labor force has almost quadrupled since 1970. As we enter a world where every company is a tech company and the demand for engineers continues to rise, the focus on including technical women in the workforce is accelerating. However, despite the presence and prevalence of these women in the workforce,...


If You Can't Trust Your Employees to Work Flexibly, Why Hire Them in the First Place?



When I conducted some research with Millennials I found that flexible working was vital for any modern employee, with 91 percent saying flexible working was important and 92 percent saying they wanted the option to work from home. Interestingly however, 66 percent said they would prefer to work more in the office than at home and 0 percent saying they would want to work exclusively from home.

As someone who has worked 100 percent in the office, 100 percent at home, a mixture of both and on the road travelling round the country, I have had a fair...


#Nextchat: Stepping Into Your Role as an HR Department of One


At many small companies and startups, the human resources department consists of one person – a “generalist” who must do it all. These HR professionals – also known as an “HR Department of One” or “HR DOO” – must handle every HR function for the entire organization including recruiting, onboarding, training, compensation, benefits, employee relations, compliance, technology and analytics.

HR Departments of One share many challenges – the biggest being time management – and the overwhelming amounts of administrivia can hinder their ability to focus on strategy.   

When an HR...


Systematic EVP



We've reviewed the trajectory of Workforce planning for ages: Employee Recognition gave way to Employee Engagement which is now being called Employee Experience. These phrases more-closely resemble buzz words but there is a distinction to be made in the verbiage.

Engagement references an arrangement to do something in a fixed time while Experience tilts toward observation; one interactive the other somewhat passive. These are not competing ideologies.

People still like to be rewarded. People want to learn. People want to develop. People want to be part of a culture that elevates their work beyond their...


Engaging External Workers: “You’re Not Really One of Us” And The Risk Of Ostracizing External Workers



Cassondra Batz-Barbarich, Steven Hunt, and Autumn Krauss, HCM Research, SAP SuccessFactors

Liz Supinski, SHRM Research

Navigating the legal landscape surrounding the use of an external workforce (e.g., contract, contingent, temporary, freelance workers) can be a significant challenge for organizations according to a survey conducted by SHRM and SAP of over 1,000 HR professionals, which found that managing the legal landscape was one of the top five challenges associated with the use of external workers. With the fear of perceived “co-employment” and risk of litigation looming over their heads, organizations...


Engaging External Workers:  What’s Your Self-Identity When You’re Not a “Real” Employee?



by Cassondra Batz-Barbarich, Steven Hunt, and Autumn Krauss, HCM Research, SAP SuccessFactors and Trent Burner, SHRM Research 

One of the first questions people often ask when meeting someone new is what the person does for a living. Whether it is a good or a bad thing, we live in a society where a person’s job carries a lot of social meaning. It provides information about who we are – our interests, areas of expertise, personality, educational background, and social status. In many ways, our work...