Human Resources

More than half of organizations will be hiring in 2018 – but still at a slowing rate.

For decades, most organizations handled employee performance in a very staid and traditional way: conduct an annual review during which the employee would be evaluated and graded, with scores typically linked to salary increases, incentives, and promotions/continued employment. 

But this approach is rapidly falling out of favor. In an oft-cited statistic, business analyst Josh Bersin writes, “70% of all organizations dislike the [performance appraisal] process.”

Terminating employees is the last thing any business owner or manager wants to do.

It can be painful for everyone involved, regardless of the reason (layoffs, furloughs, termination with cause, and so on). Most people in this role, particularly in HR, are sensitive to the impact to the employee. Unfortunately, however, ending an employment relationship is a necessary evil for any employer from time to time.

The 2017 U.S. Workplace Bullying Survey from the Workplace Bullying Institute (WBI) reveals that a fifth (19%) of American workers are bullied, and another 19% witness it. 

Whether it’s a personal sabbatical, a family medical issue, or an extended vacation, sometimes employees will vacate their usual job roles for an extended period under allowable circumstances. 

Evidence-based HR is the idea that HR should make decisions based on proven evidence and experimental studies in order to eliminate subjectivity, uncertainty, and risk. It’s a potentially powerful path for HR leaders and staff to become more effective and impactful in their roles. Data-based decision making can be the bridge between HR and business strategy.
We recently wrote about the impacts of HR outsourcing (HRO) on employees, noting that employee turnover was 10 to 14 percentage points lower for companies that used professional employer organization (PEO) services versus comparable companies that did not. That strongly suggests that the HRO relationship benefits employees, but do employees understand the value of what they’re receiving?
The Hackett Group released a fascinating report last year – “The World-Class Performance Advantage: Seven HR Capabilities that Drive Performance Leadership” – in which they found that world-class HR organizations spent 37% less on HR per employee and serviced 59% more employees per HR FTE (full-time equivalent employee)!
HR certifications can be confusing: what do those combinations of letters after a name – like SPHR or SHRM-SCP – mean when applied to real-life situations?
Turnover is expensive. Losing employees, and then having to replace them, sometimes over and over again, adds up fast. It’s not pretty.
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