Workforce planning may seem like a difficult task, given the recent unexpected and unprecedented global challenges. Planning can feel like it requires nothing short of a crystal ball. However, in times of uncertainty, strategizing and planning for your future workforce is even more important. In fact, a recent survey found that 33% of executives report they are planning to spend more on workforce planning over the next year.
The concept of setting goals isn’t new. The idea of goals has been around since before the common era when the Greek philosopher Aristotle identified that “purpose causes action.” Cecil Alec Mace conducted the first studies on goal-setting in 1935. In the 1960s, psychologist Edwin Locke (aka the “goal-setting pioneer”) expanded on Aristotle’s thought to establish his theory about goals. Locke determined that individuals who set clear, challenging goals performed better than people who set wide-ranging, simple goals. Of course, the benefits of goal setting remain true today–especially when it…
If they're burdened by data entry and manual tasks, the HR professionals in your organization are likely craving time to pursue the responsibilities that initially inspired them to work in human resources—connecting with people.
Implementing and correctly using non-binary pronouns in the workplace can be a potential challenge for HR, especially those who are less familiar with non-binary gender identity. This guide explains gender non-binary pronouns so that your organization can become more empathetic and promote initiatives supporting gender non-binary employees.
With a thoughtful approach, a virtual L&D program becomes an investment that will ultimately help your company navigate difficult times and allow the organization to adapt to the changing nature of work successfully.
As the world of work begins to shift to a new, post-pandemic model, every organization has the opportunity to embrace those changes. With a renewed focus on the employee experience, it's essential to understand how employee empowerment will help drive your organization's success.
We must adapt our workplace models and our mode of working to meet these new remote-driven operations. Having the right tech stack is one way to ensure that you can keep operating smoothly while also supporting employees, engaging with them, and creating a successful employee experience.
While performance reviews are beneficial for identifying top performers, they are not the only method used by companies. bob offers several ways for HR and managers to get to know their employees better and understand their contributions to the company.
How can organizations avoid costly turnover? Knowing the signs of ineffective onboarding and understanding the relationship between onboarding and performance are the first steps.
HR professionals have a lot on their plates these days. To maximize the results of capable HR, strong partnerships between HR and managers are essential. It’s a cycle—effective HR, effective managers, and effective employees drive effective organizations forward.
We conducted a global survey to understand the workplace sentiments of employees and managers during the period of intense hybrid and remote work due to the global pandemic. Our research reveals findings, including that HR must pinpoint ways to engage with middle managers and individual contributors.
Many of the best practices for increased productivity, such as improving company culture, creating smarter workflows and processes, and promoting a healthy work-life balance, fall under HR’s influence. As a result, HR leaders are in the best position to empower employees and help them work smarter.
HR is in a unique position to set the tone and the culture towards accommodating neurodivergent individuals. Simple and low-cost adjustments to recruitment practices, work environment, and communication will give organizations access to a large, untapped pool of talent.
Central to culture is creating an environment where a wide swath of individuals can collaborate, communicate, and achieve short and long-term goals together. Empowering employees to bring their full selves to work every day isn’t just good for business, it’s just plain good.
What ties us to our coworkers isn’t shared desk space: it’s a shared mission. With teammates spread across a city, country, and even the globe, we’re faced with new communication challenges. How do we adapt and bridge the gap?
This guide explores proven approaches to inspiring motivation through culture and management and ways to create a workplace that lends itself to this goal.