Employees are working more than ever before. According to a new study by Oxford Economics, the average American earns slightly fewer than 21 days of vacation each year and takes advantage of just 16 of them, or roughly 77-percent. The study revealed that “time off” was at its lowest point in four decades, which is giving many companies about a week of free work every year. It seems that the number of hours a person puts in automatically earns them a badge of honor. After all, the more hours someone puts in, the greater dedication they have to the company, and the more they get done, right? Click here to read more.
June 19 marks the start of the four day SHRM Exposition in DC. The event will bring together thousands of savvy, forward-thinking HR professionals and businesses who want to meet industry leaders and draw upon new ideas, solutions, and inspirational ways to take their business to the next level. The Exposition includes opportunities for comprehensive learning, cutting-edge solutions, plus endless networking.
In July 2016 the U.S. Department of Labor will be releasing the final regulations surrounding the changes to the Fair Labor Standards Act (FLSA). Once finalized, the new rules are scheduled to go into effect in December 2016.
The new proposed overtime rule has been a topic of concern for many businesses. It was designed to help workers get fair compensation for their work and attributed in part to the observations that a rising number of salaried employees are working more hours and not being compensated for them. It’s estimated that under the proposed rule 4.6 million employees – mostly white collar salaried works – will soon receive mandatory overtime pay. Click here to read more.
When asked about “compensation” most people think of their base salary or the amount that they are paid. However to a Human Resource professional the word “compensation” can get far more creative and interesting.
In fact, under the “compensation” umbrella, you’d be surprised at the different benefit packages and performance incentives that can be created.
In this article, Pat Hall Jaynes (CEO of The HR Source) shares her viewpoint on upcoming compensation tends and what organizations and HR professionals should expect to see as 2016 progresses.
“In times of slow economic growth, organizations must keep a close eye on their bottom line”, said Pat Hall Jaynes – CEO of The HR Source. Click here to read more.
As you know, great hiring decisions start with a detailed job description that precisely defines the position in question, followed by a thorough interview session so you can compare the skills, work habits, personality and accomplishments of your shortlisted candidates.
Question is–how can you probe deeper during an interview and look beyond the obvious skills and qualifications?
Here are 3 tips to get you started:
Focus on Results and Accomplishments: During the interview, rather than asking questions about experience, knowledge, and skills, ask for examples that show how your candidates have used their experience, knowledge and skills to improve production, efficiencies and impact the bottom line in past roles. Click here to read more.
As discussed in last week’s article, the first 3 steps to hiring the best job candidate are:
Once interviews are complete, it’s up to the “hiring committee” to sort through the candidates in order to find the best one for the job.
Here is a 21-Point checklist with some criteria you can follow to help narrow down the playing field and hone in on the best possible candidate.
You don’t have to be a basketball fan to get caught up in the buzz surrounding March Madness. Since March 17th, this exciting cutthroat-style college basketball tournament has failed to disappoint its fans.
What started with 64 teams has been narrowed down to two teams that will play the final one-and-done style game tonight. The NCAA Championship Game between Villanova and North Carolina will tip off tonight, leaving one team the undisputed champion and sole survivor.
Yes, March Madness is certainly a fun, exciting-to-watch way for the best of the best to rise quickly to the top. Click here to read more.
Over the last few weeks, we’ve delved into the concept of having an HR Business Partner and the benefits that can be realized from such a position.
If you’re thinking of hiring an HR Business Partner for your organization, here are a couple of interesting facts to consider:
In smaller companies it’s common to have just a single HR business partner, while larger organizations often benefit from having a team of HR business partners, each one being strategically placed within key departments.
Interestingly, when analyzing the key characteristics that an HR Business Partner should possess, attitude rather than hard skills was a clear winner. Click here to read more.
As you know, an HR Business Partner is an HR professional who often sits with the executive team and works closely with the company’s leadership to design and implement productivity-enhancing systems that leverage the skills and talent of its people. As a result, companies can better realize their goals, and remain competitive in their marketplace.
Without a doubt, the duties performed by an HR Business partner can be complex and far-reaching; which is why it’s important to fill the position wisely.
To elaborate on last week’s article about: What is a HR Business Partner, let’s take a closer look at how this position came to be.
First, keep in mind that HR Business Partnering is a unique model in which dedicated HR professionals work closely with company leaders and managers in order to ensure the organization’s objectives are met. Partner involvement involves analyzing organizational goals, helping to design efficient systems so employees have an easier time meeting those goals, and to help implement and oversee systems in order to maximize an organization’s performance. Click here to read more.