Tips for Employers

HR Business Partners Take Human Resources to the Next Level

The demands placed on human resources are increasingly growing. These days, businesses must adapt to changing work cultures, as well as expectations set by customers, investors, and the community.

Because of the ever-changing responsibilities of HR, a new position called the HR Business Partners has emerged.

What is an HR Business Partner?

It’s a HR professional that is often part of the organization’s executive team, and works closely with leadership to strengthen the corporate vision, performance and efficiency. They strategize, break down barriers between departments, and ensure necessary steps are taken, allowing companies can reach new heights. Click here to read more.

2016: The Year of “Information on Demand”

With a new year upon us, it’s not uncommon for experts in all areas to predict upcoming trends. One such article was in Forbes written by Prakash Nanduri, cofounder and CEO of Paxata (a data preparation solution that transforms raw data into analytics and decision making information). Nanduri predicts that 2016 will be the year of “Information on Demand” and the article discussed six business intelligence predictions for 2016.

It was especially interesting, because it discussed a new approach to information on demand that will provide faster, richer data for the 2016 Presidential elections. Click here to read more.

The Future of Recruitment Process Outsourcing (RPO)

For years, Recruitment Process Outsourcing (RPO) was used for its efficiency and to save money. For decades, larger organizations have turned to RPO to fill lower, entry-level position as quickly and as cheaply as possible. But nowadays that has all changed!

These days, RPO is being used to source highly-specialized, harder-to-find talent for managerial and other essential and significant roles. Organizations are recognizing the importance of finding the “right” candidate, which often broadens the location of the search and can even take it Global.

Organizations are also starting to realize that working with a strategic RPO partner, can increase recruiting efficiency, as it saves money. Click here to read more.

Does Your Recruitment Strategy Include Social Media?

Recruitment Process Outsourcing (RPO) is a resource used by employers who want to outsource all or part of their recruiting function. With the increased difficulty in finding specifically-skilled talent, and the advancement of technology, as you can imagine, the way companies recruit has significantly changed in the past decade.

Industry experts attribute the escalation of RPO to the growth of social media and mobile technology. Both of which, have dramatically changed the way people communicate and the way companies sell, market and operate. As a result, RPO has transitioned its strategies to be heavily focused on social media too. Click here to read more.

Outplacement Solutions: Opening the Door to Opportunity

The evolution of a business is constantly changing. Consumer demand, emerging technology and sheer survival in an ever-evolving landscape dictates how a business grows, changes and consolidates.

These days, your human resources policies and practices must be ready to react to those changes. Employers must adjust and respond to their new strategic plans in a way that reshapes its people, performance and overall “fit”.

Outplacement Solutions provides a way for your business to respond to your employee casualties, while keeping your ethics, integrity and brand intact.

There are many ways to assist employees who are displaced by change. Click here to read more.

How Outplacement Solutions Can Strengthen Your Brand

It’s clear that a corporate brand is far more than a logo and corporate colors. Most organizations understand that their brand must speak volumes; and must be painstakingly developed in order to accurately represent the values, individuality and the promises that are made to their customers, shareholders and employees. However, not every organization realizes how influential Outplacement Solutions can be to their brand.

Consider this…

Outplacement Influences Choice

Studies have shown that a strong brand can positively influence a person’s decision making process and that when there is no clear point of difference, people tend to select an option they are most familiar and comfortable with. Click here to read more.

4 Reasons to Think of Outplacement as an Investment Instead of a Cost

As our economy strengthens and unemployment rates steadily fall, the need for outplacement support programs has become a hot topic of conversation. Many organizations are wondering if departing employees really need as much outplacement support in such a bullish job market.
Although your organization may not be planning to layoff any employees in the upcoming year, it’s best to tread cautiously, because chopping your outplacement program could come back to bite you.

You see, many companies realize that outplacement services help laid off employees to transition to new employment. They know that outplacement services can range from counseling and career guidance to job placement, as well as help with resume writing, job interviews and job fairs, but there are many benefits that are often overlooked. Click here to read more.

How to Stop Your Millennials From Job Jumping

With thousands of Baby Boomers retiring each year, the Millennial Generation has become the largest and most influential generation within the workplace. More importantly, managers and human resources professionals will need to adjust the way they manage and engage this prominent generation.

There are no precise dates when the Millennial Generation begins or ends, but they have certain characteristics and attributes based on collective experiences that set them apart from other generations.

For example, Millennials were nurtured by parents that were focused, optimistic and always there for them. As a result, they are well educated, have high expectations for themselves and feel a tremendous pressure to do well. Click here to read more.

Are You Asking Your Employees For Too Much?

According to the Center for American Progress, work and family life balance has dramatically changed since the 1960s. Last year, Gallup reported that Americans work an average of 47 hours per week, with 40% of workers claiming they work at least 50 hours. Studies show that Americans work longer days, have less vacation time and retire later than all but three OECD member countries.

Unfortunately, without a Work-Life balance, working too much can lead to stress and burnout. People need time to unwind, to spend time with loved ones, and enjoy hobbies and activities away from work, just as much as the feeling of accomplishment received from work. Click here to read more.

Work Life Balance; More than Just a Program!

Lately, there has been a lot of talk about Work Life Balance, however many employers have yet to fully understand the tremendous benefits of an effective Work Life Balance program.

Work Life Balance provides a comfortable balance between an employee’s position and their private lifestyle. It’s a balance between achievement and enjoyment that delivers the most rewarding combination possible. However, it’s not an equal balance because what is best for an employee today will vary tomorrow. For example, employees that are single will have dissimilar priorities from those who have children, so their achievement and enjoyment balance will differ. Click here to read more.