Too many of us don’t think we have enough disposable income to invest in our retirement. Sure it would be great if every employee maxed out on their 401k contributions every year, but the reality is that most people don’t have the finances or discipline to do this.
Who are the absolute best recruiters now?
In an age in which ideas and knowledge drive the economy, people are the chief currency of every business. With up to 80% of a company's expenses coming from human resources, it is vital that the workforce be engaged and empowered to enable productivity. Yet according to the latest edition of Gallup's annual engagement survey, only 32% of the U.S. workforce is engaged, with 50.8% not engaged and 17.2% actively disengaged.
Nearly every worker’s dream is to have a secure retirement to enjoy the fruits of their labor. Social Security is here to help your employees secure today and tomorrow. Part of that commitment is to ensure that your employees have the most up-to-date information so they can make the most advantageous retirement decisions.
Artificial intelligence (AI) has come a long way, and the journey is not over yet. Not only can AI currently guide you to the best burger or the closest cup of coffee, it can also help you quickly and efficiently find the best job candidates.
Research shows that when a company embraces diversity, it can become more innovative and competitive. These traits are especially important for companies who continue to experience exponential growth, expand their applicant pool and hire more talent.
When you think about artificial intelligence, two competing images come to mind. One is of the friendly digital assistant who lives and travels with you—Amazon’s Alexa and Apple’s Siri—whose job is to make your life easier. The other is more menacing: the dispassionate robot who is coming to take your job.
On February 15, @shrmnextchat chatted with Kristen Harcourt,
Human resources professionals need to be committed to lifelong learning. Our profession is constantly changing because business is always changing. But, knowledge isn’t enough. We should be able to turn knowledge into action. It isn’t enough to know or recite a theory, we must be able to apply it.
The HR profession is known for its catchphrases, and the expression “war for talent” is a phrase that is certain to produce a lively debate.
Whether you think the war is over or is only getting more intense, one thing is clear: It’s critical that talent managers are informed about the latest trends to remain competitive.
Today's organization operates in a world of 24/7 connectivity, social media and streaming video, where any message can travel farther and faster than ever before—and quickly trend online. Likewise, millions of employees are increasingly being asked to integrate mobile devices and Internet-based apps into their daily routines.
I’ve recently been conducting research related to bias in interviewing and hiring and in doing so uncovered some excellent and surprising information on how to build a greater awareness of ones bias in the hiring process. This research has also unintentionally helped me develop a more acute awareness of the role of bias and its influence not only in hiring but also beyond.
"Too much work. Too little pay. Too many technological advancements." According to the SHRM Online article Workplace Burnout at 'Epidemic Proportions' by Dana Wilkie, there are many reasons employee burnout is higher than ever.
On a scale of 1-10, how would you rate your organization’s employee handbook?
Throughout its history, HR has steadily evolved, and now the pace of change is escalating at speeds never seen before. Our modest personnel administration origins have matured into directing the very future of work, and our success is now defined entirely by results, not process. A constant theme of the HR profession has been the transformation of our work. It used to happen every decade or two, but now it is continuous.
Difficult employees might be the most vexing part of a manager's job. A supervisor's first instinct may be to terminate those "problem people" straightaway.