Three key attributes of every great hire

November 24th, 2015   •   Human Resources   •   no comments   
Three key attributes of every great hire

Degrees and grades are rarely a good indication of an employee’s future success on the job.

The success of any company or organization depends almost entirely on its most important resource: its workforce. It is the people who make up an organization who ultimately decide which revenue streams to pursue, how to deal with rising costs, how to implement marketing programs and how to monitor and sustain continued success and growth. Even in an era of significant technological resources and capabilities, a skilled team is crucial to execute your business strategy and support the bottom line.

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Drafting your HR policy? Don’t forget to include the following

November 24th, 2015   •   Human Resources   •   no comments   
Drafting your HR policy? Don’t forget to include the following

One reason why owning a small business is so attractive is because it involves less of the kind of red tape associated with larger organizations. Yet, if you have employees, you need to have policies in a number of areas, no matter the size of your business.

Case in point: a colleague of mine who runs a small business recently terminated an employee who had stolen from the company. On the Record of Employment – the document that must be prepared when someone’s employment ends for any reason – she indicated “For Cause.”

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CHRO Exchange: Update from the most innovative and thought-provoking HR event

November 24th, 2015   •   Human Resources   •   no comments   
CHRO Exchange: Update from the most innovative and thought-provoking HR event

The past 2 days have been spent completely immersed in all things HR for many CHROs and SVPs of HR. Many will ask how that is different from any normal day for those in attendance and really it’s not. However, these professionals  have been attending the CHRO Exchange in Palm Coast Florida. The CHRO Exchange is a very exclusive and intimate event for senior level HR professionals filled with numerous interactive sessions and discussions.  The CHRO Exchange kicked off with a great keynote session from Kevin Harper, SVP HR Strategy and Operations-Global People, with Walmart discussing driving change to maximize business performance. This session really set the tone and theme for the event.

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4 Questions to Ask Before Joining a Private Exchange

November 24th, 2015   •   Human Resources   •   no comments   
4 Questions to Ask Before Joining a Private Exchange
With the passing of the Affordable Care Act and recent health reform updates, many businesses are looking for alternatives to traditional group health insurance. One of the more common options is the private health insurance exchange. However, what are the benefits of a private health insurance exchange and how can you determine if it would be the right approach for your business? Here are the top four questions HR managers need to ask when evaluating whether a private exchange is a good fit for their company.

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What can you do when employees are constantly late to work?

November 24th, 2015   •   Human Resources   •   no comments   
What can you do when employees are constantly late to work?

The balance between work and life is a conversation that happens daily around the world. Many organizations require employees to take time off, and some that even provide vacations for tenured employees. This not only boosts the organizations culture, but also boosts engagement among employees. However, what happens when employees are late to work and blame it on “life.”  There could be numerous reasons why employees are late; childcare issues, a traffic accident, medical or health, worked late and overslept… the reasons could be endless. Some of the reasons that employees are late are issues that according to the legal department, you cannot ask.

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Discovering the World Beyond Succession Planning

November 24th, 2015   •   Human Resources   •   no comments   
Discovering the World Beyond Succession Planning
THE BACKDROP
Succession Planning is increasingly being viewed as an organizational imperative to ensure timely availability of qualified and competent candidates who can take up the reins of critical leadership positions upon the availability of relevant vacancies.  It is generally seen as a proactive measure that marginalizes ‘Replacement Planning’ and hedges against the risk of a ‘Leadership Vacuum’ to ensure a steady stride in achieving strategic goals and objectives.  Generally, key steps in the respective context are:

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