With career development on top of every employee’s mind, how can HR optimize the internal mobility and career development process across the employee lifecycle?
Stay in the know
Don’t miss out on the best HR tips and updates
Growing and scaling companies face plenty of challenges, many of which are directly related to HR. To keep up, HR and people leaders need to streamline their processes to reduce time on manual labor and focus on their job’s human and strategic side.
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.
As the global pandemic recedes, many people are choosing to leave their jobs—what is now being called “The Great Resignation.” Hibob’s CMO, Rhiannon Staples, shared how this shift has changed the way organizations think about their operations, people, and culture and what HR leaders can do to deliver experiences that drive greater employee retention.
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.
It’s more important than ever to map out how your team can best manage the intricacies of a global workforce while creating tailored, localized experiences for employees across sites and countries.
This shift to remote and hybrid work leaves a lot of decisions for HR leaders to make. How will you empower your employees in this new working model?
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.
How can you ensure you’re supporting employee wellbeing with the right programs and company culture?
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.
Promoting non-binary inclusion and understanding across your business benefits both employees and employers. Hear our expert panel discuss how to create a culture of support for non-binary employees.
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.
It’s no surprise that employees who feel connected to their company stay longer, are more productive, and higher-performing. They’re also your best advocates and any organization’s prized asset. How can you improve your employee experience through culture and engagement, especially in a hybrid work world?
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?
For submitting your demo request!
One of our team members will be in contact shortly.
bob’s HR consultants
IN THE MEANTIME...
VISIT OUR
