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101 search results for: goals

53

How Can We Address Pay Compression?

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HR Question: To remain competitive in the marketplace, our company’s upper management decided to raise our minimum rate of pay. Unfortunately, HR was not included in this decision that has now led to salary compression and angry seasoned workers. How do you recommend for our human resources team to handle this? HR Answer: This is […]

55

Low Cost Benefit Ideas

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Question: We are a small business trying to attract and retain staff in this competitive job market.  We can only offer so much in compensation. Are there any low-cost benefit ideas you can recommend? Answer:      With unemployment levels at a record low, attracting and retaining talent is extremely hard regardless of the size […]

57

Make Your Strategy Work

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Question: I’m an HR practitioner consumed by the day to day, how can I be strategic in my role? Answer: To answer this question, let’s begin by clarifying strategic human resources. According to the Society for Human Resource Management (SHRM), strategic human resource involves a future-oriented process of developing and implementing HR programs that address […]

58

Creating a Strategy for High Volume Recruitment

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Question: Our organization is about to go through some very high volume staffing this year. What measures should we put in place to ensure that we will successfully meet our hiring goals? Answer: In this candidate-driven market, it is a must that you have a robust plan or strategy in place to accomplish your hiring […]

59

Project Management for HR Projects

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Many HR professionals have experienced working on a project and struggling to finish the job.  This could have been the result of resources that were only available part time, scope that changed after the job was started, or a timeline that was way too ambitious.  As HR professionals, we are regularly presented with assignments that […]

60

Understanding the Importance of Organizational Analysis

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HR Question: Our business needs and demands have grown dramatically as a result of the pandemic, and this is putting a strain on our employees. I want to make sure that we approach the growing and changing needs strategically rather than using a band-aid approach for quick fixes. What do I need to do to […]

61

Investigations with Intent

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In June 2018, the EEOC’s Select Task Force on Study of Harassment in the Workplace reconvened after two years of work on the topic. According to Victoria A. Lipnic, Acting Chair for the Task Force, the number of charges of harassment have not significantly increased, which at first glance appeared surprising as we are well […]

63

Skipping Manager Training Is Too Big a Risk for What’s at Stake

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By Cathleen Snyder, SPHR, SHRM-SCP One of the most frequent complaints that we hear about mid-level managers is, “They don’t manage their people.”  A team isn’t meeting productivity goals, has high turnover, and/or low engagement.  Add to that, that most companies evaluate their managers on productivity goals, but overlook how they achieve those goals.  Are […]

64

How Can HR Impact the Bottom Line?

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Question: What are some tactics I can use to show the Executive Suite how HR impacts and contributes to the bottom line? Answer: Getting the respect from the C-suite that HR is a value added partner won’t happen overnight; it takes time, patience, and lots of work. There are some key competencies that you need […]

65

Developing Successful Training Programs

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Question: Why does training sometimes not succeed or produce the expected results?  How do I ensure our training programs will be beneficial and successful? Answer: Successful training programs are an essential tool that organizations must have in place to help employees continue to grow and develop.  The type of training (in-house, on the job, out […]

66

Employee Engagement Ideas To Fit Any Budget

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HR Question: What are some fun and interesting ways to encourage employee engagement with my team that do not take tons of time or money? HR Answer: We spend so much of our time with our co-workers every week, and it is important to keep things exciting and to maintain open communication among the teams. […]

68

How Can I Incorporate Career Development Into the Job?

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Question:  My employee asked about incorporating career development into their job. How can I do that? Answer: Aligning an employee’s career goals with the organizations can increase employee engagement and also help the organization achieve its goals as well. First, determine what the employee wants to achieve.  Assess his or her current skills and strengths. […]

69

How To Turn Reactive Solutions Into Necessary Change

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Question:  I get complaints at times that I am too reactive to situations and that I need to be more strategic in my thinking.  I feel like reactivity is necessary, in my job.  Who is right? Answer: Well, you both are right.  In human resources, we are required to react in many situations that arise…every […]

71

Training and Development: Are They the Same?

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Many of you are deep in the throes of your performance management process: reflecting back on 2015 and the performance of your employees and also looking ahead to how you can appropriately prepare your employees to tackle what needs to be accomplished in 2016.  It never fails that the performance management document seems to have […]

74

Solutions for Dysfunctional Teams

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Question: I have a cross-functional team of very competent employees that used to be effective, but recently they seem to have lost their way.  There is occasional in-fighting and now I am seeing some group paralysis and they are starting to miss deadlines.  What’s going on and is there something that I can do to […]

78

Performance Management

Performance Management is not a “nice to have” process to give employees feedback – it is an absolute cornerstone of good HR practices and employee relations.  But perhaps even more important is that performance appraisals, when handled poorly, can open your company up to legal issues from a disgruntled employee. A good performance appraisal process […]

82

Total Rewards Statements

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Question: I’ve always heard that Total Rewards Statements were a great tool to provide to employees the ones I have seen seem very difficult to understand.  How can I provide a Total Reward Statement that is valuable, easy to understand, and will help my employees truly understand what their total compensation is? Answer: While knocking […]

83

Team Building and Development

Do you have a brand new work team that needs to quickly get up to speed and meet business objectives? Need to give a renewed spark to an existing team or resolve issues in a dysfunctional team? Have a new team leader or member who needs to assimilate quickly and effectively? You’ve come to the right […]

84

Leader vs. Manager

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Question: What is the difference between a Leader and a Manager? Answer: According to Peter Drucker, “Management is doing things right; Leadership is doing things the right way”. For an organization to achieve strong results, both leadership and management need to be present. Management allows for leadership, and leadership invites development as people stretch toward […]

87

Competency Based Culture

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Question: What do I need to think about when creating a competency based performance management system? Answer: As with any type of new program being introduced to your employees a lot of planning needs to go into creating a performance management system. Start with a clear idea of the business challenge or problem you need […]

88

Getting Through Change

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Question: Our company is going through a lot of changes lately… any ideas for how to best deal with these changes? Answer: There is so much change taking place in the workforce today, we can’t escape it. But it can’t just be ignored, we have to decide how we are going to handle or cope […]

89

Communication During the Holidays

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Question: I’m concerned about productivity during and after the holidays. How can I communicate my expectations in a friendly yet forceful manner? Answer: It’s a wonderful time of the year — shopping for gifts, decorating our homes, baking, traveling to be with family. Stress can also increase for many people during the holidays with the overall […]

90

Managers Maintaining Personnel Files

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Question: One of our Department Managers wants to keep his own set of personnel files for his employees at his desk. Is there a legal reason for him not to do this? Answer: There is no law forbidding your manager from maintaining separate personnel files (i.e., “desk files”) for their employees. However, there are many […]

92

Should I be worrying about employee retention?

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Question: Should I really be worried about employee retention during economic downturns when unemployment numbers are so high? Answer: YES!!! It is still a shock to the system when we give presentations to HR professionals and small business owners and ask “what are you doing about retention?” and we get these looks like “retention” why […]

93

How to Develop a Strategic Plan for Your Business

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Creating a strategic plan for your business or new division is like creating a map for an exciting, but unfamiliar, journey. This map will help to keep you on course if you start going in the wrong direction, but it isn’t so stringent that you can’t check out different roads along the way. As a […]

94

Performance Management Plan: The Individual Strategic Plan

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  Performance management has become an ever-increasing critical tool to success for businesses. Regardless of what is happening in the economy and other external factors, the success of any organization is always about its people! AND, as humans, we are typically far more productive when we have clear goals, expectations, and feedback. “Would you tell […]

95

Performance Management: The Individual Strategic Plan

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by Robin Throckmorton, MA, SPHR Performance management has become an ever-increasing critical tool to success for businesses. Within the last year we have experienced both a booming economy as well as a recession; a historically low unemployment rate combined with massive layoffs and business closings. But the bottom line to all of this is people! […]

96

Unleashing Employee Potential Through Competency-Based Job Descriptions

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by Linda Gravett, PhD, SPHR How many times have you heard statements like these from your employees? “I have no idea what my official job duties are.”  “My job description mainly says ‘other duties as assigned’.”  “I’m evaluated on things that aren’t even in my job description.” If you’ve heard these complaints much too often, […]

97

Employee Engagement…From Beginning to End

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By Patti Dunham, MA, MBA, SPHR and Debbie Hatke, MA, SPHR Employee engagement; we’ve heard the term before and as HR professionals we know and we preach that “happy” employees are “productive” employees. But do we really understand engagement? Have we really tried to truly get employees engaged? Do we recognize, and act on the knowledge, […]

98

How Employers Can Understand and Support Those With Eating Disorders

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by Stephanie Pittman Sullivan, MA, PHR What you don’t know may be hurting your employees and your bottom line. The prevalence of eating disorders is staggering. Employers may suspect an employee has an eating disorder but not know how to address the problem and be hesitant to do or say anything given today’s legal climate. […]

99

Turning Conflict into Collaboration

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by Linda Gravett, PhD, SPHR Did you wake up this morning thinking, “Gee, I hope I get into an argument today” or “I hope somebody seeks me out for a confrontation”?  Probably not.  We typically do everything we can to avoid conflict, perhaps because past experiences have been unpleasant or we don’t know how to respond to confrontations.  In this […]