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3 components of the employee experience | hr exchange network

jacob morgan, author of the employee experience advantage, writes that “as we shift to the future of work, where organizations are focusing on the reasons why employees want to work versus need to work, it is important to understand employee experience.”  morgan further explains that every employee experience is comprised of three components:  cultural, technological, and physical.  all three components together need to create an overall environment, “where people want to show up!”knowing that, companies need to take a hard look at the tools and procedures they have in place that support and enhance employee connectivity.  this will allow employees to feel connected to their co-workers and their company.  in other words, the mor...




soldiers and employees: pinnacle entertainment’s alex farley messer discusses developing fighters and workers | hr exchange network

hr professionals make decisions that impact the lives of people everyday.  those decisions, however, pale in comparison to the decisions members of our armed forces make.  hr business partner alex farley messer was a civilian contractor with the u.s. army.  in this exclusive podcast, farley messer explains the differences and the similarities in developing soldiers and developing workers. alex farley messer is one of the speak...




drucker on doing the right thing | hr exchange network

1. access to expertly produced market reports, videos, industry interviews, white papers, infographics, podcasts and more2. weekly newsletters with a round up of the latest c...




how charter communications enhances the employee experience and increases productivity | hr exchange network

jacob morgan, author of the employee experience advantage, writes that “as we shift to the future of work, where organizations are focusing on the reasons why employees want to work versus need to work, it is important to understand employee experience.”  morgan further explains that every employee experience is comprised of three components:  cultural, technological, and physical.  all three components together need to create an overall environment, “where people want to show up!”knowing that, companies need to take a hard look at the tools and procedures they have in place that support and enhance employee connectivity.  this will allow employees to feel connected to their co-workers and their company.  in other words, the mor...




transformational readiness model: improving the likeliness of change success | hr exchange network

this is the first article in a series of six focused on the evolution of human capital.ask any executive if they have change, transformation, reorganization on their agenda and without exception, they are certain to reply:  yes.  with the pace of change breathing down the necks of all organizations, even the most successful know that they must adapt, transform, keep up the pace in order to compete.  this applies equally to public, private, even not-for-profit organizations. having spent years leading, subjected to, and participating in change initiatives, i have watched repeated episodes of less than stellar success with transformation projects.  at best, minimal change occurred but appeared tenuous.  at its worst, internecine war erupt...




state of hr: parkland chief workforce officer sebastien girard discusses current hr trends | hr exchange network

the human resources space is always in flux.  rare it is that things stay the same.  parkland health and hospital system vice president and chief workforce officer sebastien girard says his organization is definitely experiencing the change.  if he had to describe the state of hr with one word, it would be transformational.  a big part of that change, girard says, is the hr digital transformation.  in this exclusive podcast, girard discusses how the transformation has impacted his organization with specific examples as well as the realt...




how walmart and other companies improved learning to continuously invest in people | hr exchange network

in deloitte’s global human capital trends report release in 2017, the research organization found 80% of executives feel staff experience as being important or very important.  that said, however, only 22% feel their respective companies are good at building a unique experience for everyone.  worse still, nearly 60% say their companies aren’t ready to address the challenge.how does a company start to change these perceptions?  one sector to focus on would be learning.  in fact, companies should focus their respective learning strategies on training and support, manager development, and self-directed and dynamic learning.training and supportthe nature of work continues to change, and it’s happening at a pace that makes it rather dif...




autonomous leadership and ways to encourage autonomy in the workplace | hr exchange network

autonomy in the workplace offers serious challenges.  it is difficult to implement and easy to abuse.  it requires communication between managers/leadership and employees as well as trust, both of which can offer their own challenges.in general employees do not want to be told what to do every second of every day and managers don’t want to babysit.  that’s where autonomy comes into play.  if balanced correctly, autonomy can be extremely efficacious to companies.defining autonomyfirst, it is important to define what autonomy is and what it is not.many employees and managers have their own opinions of what autonomy looks like, but they are often incorrect.  employees believe autonomy means they have unbridled freedom while managers be...




how walmart and other companies improved learning to continuously invest in people | hr exchange network

in deloitte’s global human capital trends report release in 2017, the research organization found 80% of executives feel staff experience as being important or very important.  that said, however, only 22% feel their respective companies are good at building a unique experience for everyone.  worse still, nearly 60% say their companies aren’t ready to address the challenge.how does a company start to change these perceptions?  one sector to focus on would be learning.  in fact, companies should focus their respective learning strategies on training and support, manager development, and self-directed and dynamic learning.training and supportthe nature of work continues to change, and it’s happening at a pace that makes it rather dif...




cultivating a culture of succession potential: how paul rumsey helped shape strategy at parkland health and hospital system | hr exchange network

why succession?unexpected turnover in leadership puts any organization at risk.  as organizations seek to build succession pipelines, senior leaders are weighing the associated costs with the anticipated benefits.  instinctively, leaders usually rush to action and schedule talent review meetings or send around a succession spreadsheet for leaders to complete.  they often, though, skip right past the discussion about why organizations must focus proactively on succession planning as a culture initiative.  therefore, these activities come across as one-off meetings that check a box instead of integrating leadership strategy into the organization’s culture.  leaders dread annual talent reviews, viewing them as busy work required by hr in...




qualtrics simplifies closing the employee experience gap with powerful new methodology | hr exchange network

qualtrics, the leader in experience management, has launched a diagnostic assessment and employee experience methodology that combines expert advice and best practices amassed from thousands of successful employee engagement, talent and culture programs with leading global brands. the new tools will serve as an enhancement to qualtrics’ employee experience (ex) management platform, qualtrics employee experiencetm.according to an idc asia-pacific study, only a mere 35 percent of employees across the region are moderately satisfied and engaged at work. in fact, 28 percent of employees surveyed are very likely to switch jobs if an opportunity arises. with the rising issue of brain drain and talent shortage in the region, tracking and managing...




employee engagement on the rise: gallup survey shows increase from 2015 | hr exchange network

gallup is out with a 2018 employee engagement survey.  according to the latest numbers, at least one employer is seeing an increase in engagement, up .08 points from the same survey conducted three years ago.  gallup conducted the survey in march for johns hopkins university.  results showed a 3.88 on a 5-point scale.  in 2015, results showed a 3.80 on the same scale.survey detailsthe survey was distributed to university and health system staff.  for questions, gallup used a combination of its “q12” questions, which were also part of the 2012 and 2015 surveys, and well as questions from johns hopkins.  gallup also added a series of open-ended questions on inclusivity and engagement.64% of staff across the university completed the ...




the importance of the psychological contract | hr exchange network

hr professionals are familiar with contracts.  in almost every industry, companies ask potential new employees to sign at least one form or another.  in some cases, there are multiple types.  however, there is one contract that is not signed:  the psychological contract.what is the psychological contract?the concept of the psychological contract was originally developed by denise rousseau.  rousseau is a h. j. heinz ii university professor of organizational behavior and public policy at carnegie mellon university.unlike a formal, codified employee contract, a psychological contract is an unwritten set of expectations between the employee and the employer.  it includes informal arrangements, mutual beliefs, common ground and perceptions...




webinar: successful strategies to develop your top talent by hr performance solutions | hr exchange network

who is more powerful, the employee or the employer?  it depends on who you ask and how you ask the question.  for some, the answer is clear.  the power, once harnessed by employers, has shifted to the employees as they now have the choice to be selective for whom they work.the hr exchange network and hr performance solutions are hosting a free webinar entitled successful strategies to develop your top talent.  it’s set for may 22nd at 2p est.  register for it here.leading up to the event, hr exchange network editor mason stevenson sat down with hr performance solutions consultant jennifer dickey to find out more about the online event.this first question stevenson asked was about the current state of employee engagement in the united ...




retaining top talent: how london bay homes keeps its best performers | hr exchange network

every company, regardless of size and industry, is focused on the retention of top talent.  it’s just one of the battles under the war for talent.luxury, and fast-growing homebuilder, london bay homes is no different.  since 2015, the company has nearly doubled the number of employees on the payroll and once talent is in place, they have a program that keeps high potential employees with the company in the future.it starts at the beginningvice president of human resources sabra smith told the business observer, retention begins once the new employee starts with the company.  the new employee is quickly introduced to every facet of the company including process, procedures, and staff.  smith says it makes a big difference down the line ...




employee engagement on the rise: gallup survey shows increase from 2015 | hr exchange network

gallup is out with a 2018 employee engagement survey.  according to the latest numbers, at least one employer is seeing an increase in engagement, up .08 points from the same survey conducted three years ago.  gallup conducted the survey in march for johns hopkins university.  results showed a 3.88 on a 5-point scale.  in 2015, results showed a 3.80 on the same scale.survey detailsthe survey was distributed to university and health system staff.  for questions, gallup used a combination of its “q12” questions, which were also part of the 2012 and 2015 surveys, and well as questions rom johns hopkins.  gallup also added a series of open-ended questions on inclusivity and engagement.64% of staff across the university completed the s...




best practices for employee engagement | hr exchange network

the concept of job satisfaction was popularised in the seventies and was the first real way for businesses to directly influence performance. in the past three decades, hr professionals have started to realise that satisfaction isn’t enough for people to unlock their potential value to an organisation.as a result, businesses have started to work on improving employee engagement because of the increasing understanding that deeper employee engagement leads to higher productivity and improves the overall lifetime value of their people.employee engagement has since become the industry benchmark for how committed people are to their jobs.measuring employee engagement comes down to four key variables:pride in the company.intention to stay with t...




employee experience management: 4 pillars for ex success | hr exchange network

today’s workforce has shifted. organizations now need to create a place where people want to work. in a world where money is no longer the primary motivating factor for employees, focusing on employee experience is the difference between a thriving and a failing organization. according to deloitte’s 2016 global human capital trends report, “the mission of the hr leader is evolving from that of ‘chief talent executive’ to ‘chief employee experience officer.’”this gap between employees’ expectations and the delivery of a world-class employee experience is why research claims that 2/3 of the global workforce is disengaged and the us economy suffers as much as $550b of lost productivity annually due to poor workplace experience...




how colgate-palmolive used social media and college students to enhance their employer brand | hr exchange network

since the early days of business, companies have been focused on their brand.  it may not have been specifically focused with a strategy on how to build it and how to use it to recruit top talent, but every business owner or leader has always had concern about their standing with customers and the community.in today’s world, employer branding is not only a strategic concern for companies, but a huge investment.  entelo’s 2017 recruiting trends report showed nearly half of the organizations they surveyed will increase spending on employer branding.  the reason for this is to make sure their open positions are easier to find by ideal candidates.colgate-palmolive is a company heavily focused on creating a functional and successful employ...




measuring employee experience: how the pulse survey is an indicator of company health | hr exchange network

employee engagement and employee experience are related but different.  they’re related in the sense they are both employee-focused strategies that are based on the employee activity within the company.  the two differ in what activity is measured and when it is measured.employee engagement provides a snapshot in time of employees’ moods and feelings about the company and that is often measured after a specific event.employee experience, however, is measured over time and often enough to see trends in the data received.  in fact, it is something that is measured continuously.hr analytics can be used to help measure employee experience as ongoing measurements of satisfaction are logged.  that data, if there is enough, can relate to e...