Evidence-based HR (EBHR) can offer a powerful mechanism for organizations to make better workforce-related decisions; and better decisions mean better results. Yet transitioning to an evidence-based way of tackling HR objectives can be tricky. Here’s how to make that move successfully, step by step. 1: Articulate your goal. Imagine that your organization is considering a
-> Continue reading Evidence-Based HR 102: Best Practices
According to MetLife’s 15th Annual (2017) U.S. Employee Benefit Trends Study, brokers and benefit consultants play an unsung role in helping employers navigate employee benefits. That’s because employers tend to overestimate how clear and helpful their communications about benefits actually are. For example, while 74% of employers agree that “the company’s benefits communications effectively educate
-> Continue reading 15 Ways Brokers and Benefits Consultants Help Employers
As any employer knows, workplaces mix all kinds of personalities together. When hiring, employers hope to find the right personalities to catalyze success and productivity. Unfortunately, that’s not always how it works, and sometimes individuals who are disruptive, dysfunctional, or toxic can find their way into the workplace. Narcissists are an excellent example: their behavior
-> Continue reading How to Deal with Narcissists in the Workplace
What is evidence-based HR? All too often, professionals today make important business decisions mostly by “winging it”. Their decisions are fueled less by facts and more by factors like time (a fast decision is more important than a considered one), by gut instinct (it feels right), by hearsay (after hearing a decision worked another time
-> Continue reading Evidence-Based HR 101: What Is It and What Do You Need to Know?
Once you’ve identified HR-related risks as described in our first article in this series, it’s time for the next step: creating a plan to (1) reduce or eliminate the probability of that risk turning into an actual problem and (2) to minimize the damage done by the risk if it manifests anyway. The good news
-> Continue reading HR Risk Management Part 2: Creating Your Risk Management Plan
Risk is intrinsic to business (and life). Even if you closed your business down today, you wouldn’t totally escape the risks; your former risks would simply morph into new ones. At heart, a risk is anything that can go wrong, and many businesses underestimate their HR-related risks. According to consultancy group EY: “HR risks continue
-> Continue reading HR Risk Management Part 1: The HR Risks That Need to Be Managed
Most organizations offer employee benefits to remain competitive in the labor market: two-thirds of businesses cite difficulty in recruiting as a reason for increasing benefit offerings, according to the Society for Human Resource Management’s 2018 Employee Benefits Report. You’re probably already familiar with the usual suspects (retirement plans, health insurance coverage, etc.). Well, some employers
-> Continue reading The Crazy, Quirky Perks Major Employers Offer Today
Turnover is a serious problem for many organizations. Losing employees means employers must search for, find, hire, onboard, and train a replacement – all tasks that cost money and time. In the meantime, productivity and possibly revenue may suffer. Turnover can also affect morale and engagement among remaining workers, which in turn can affect their
-> Continue reading 11 Facts About Turnover
Human resources (HR) refers to far more than just one function. Your HR people handle a huge array of tasks and duties; that’s partly why HR can easily overwhelm small teams. Fortunately, it’s possible to outsource only individual pieces of your HR needs, when appropriate. Here are the most common HR functions that you can
-> Continue reading What HR Functions Can You Outsource?
One of the most interesting ideas articulated in Deloitte’s 2017 Human Capital Trends report is the idea of employee experience. Deloitte believes that employees are increasingly demanding a “holistic, end-to-end experience from their employers.” But what does that mean, and how might your organization address “employee experience”? What is “employee experience”? Given the links between
-> Continue reading Is Employee Experience more Important than Employee Engagement?
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