Are you over 18 and want to see adult content?
More Annotations
![A complete backup of racedandrallied.com](https://www.archivebay.com/archive5/images/ad8c5daa-e27e-44dd-8719-6ede62c5a058.png)
A complete backup of racedandrallied.com
Are you over 18 and want to see adult content?
![A complete backup of webofstories.com](https://www.archivebay.com/archive5/images/f263a1d7-a276-4905-9575-c136a5a24546.png)
A complete backup of webofstories.com
Are you over 18 and want to see adult content?
![A complete backup of falacosagiusta.org](https://www.archivebay.com/archive5/images/8970fb9f-c3c3-449d-a339-e004dc0a7c08.png)
A complete backup of falacosagiusta.org
Are you over 18 and want to see adult content?
Favourite Annotations
![A complete backup of branchen-info.net](https://www.archivebay.com/archive2/e913a424-7d7f-4872-a732-5087b81b4d44.png)
A complete backup of branchen-info.net
Are you over 18 and want to see adult content?
![A complete backup of ketabdownload.com](https://www.archivebay.com/archive2/9fa09791-5c56-4740-82f1-b802e7ca4d42.png)
A complete backup of ketabdownload.com
Are you over 18 and want to see adult content?
![A complete backup of ultimatedenzelcurry.com](https://www.archivebay.com/archive2/976bfcf3-74f9-43e4-ba31-f72eb24aeb1d.png)
A complete backup of ultimatedenzelcurry.com
Are you over 18 and want to see adult content?
![A complete backup of crochettherapy.com](https://www.archivebay.com/archive2/d6e84ce1-e994-4da0-a20b-e6e459b95ee7.png)
A complete backup of crochettherapy.com
Are you over 18 and want to see adult content?
![A complete backup of naturpark-duebener-heide.de](https://www.archivebay.com/archive2/806bea8e-87bd-4266-b131-e6b2a8738bd6.png)
A complete backup of naturpark-duebener-heide.de
Are you over 18 and want to see adult content?
![A complete backup of freeprettythingsforyou.com](https://www.archivebay.com/archive2/95fd7b00-966d-4ed7-a038-68a49f2e0f85.png)
A complete backup of freeprettythingsforyou.com
Are you over 18 and want to see adult content?
Text
fits.
HOW TO BUILD A TUITION ASSISTANCE PROGRAM Best practice: When implementing a program, be sure to put it in writing and spell out as many details as possible so employees know what they are getting into. Here is a quick checklist of the items to include: Eligibility. Request for authorization. Requirements—what course will and will not be reimbursed. SPAN OF CONTROL: HOW MANY EMPLOYEES SHOULD YOUR Ideally in an organization, according to modern organizational experts is approximately 15 to 20 subordinates per supervisor or manager. However, some experts with a more traditional focus believe that 5-6 subordinates per supervisor or manager is ideal. In general, however, optimum span of control depends on various factors including 20 SUBTLE SIGNS OF BULLYING AT WORK Diversion. Dodging issues, acting oblivious or playing dumb, changing the subject to distract away from the issue, canceling meetings, and avoiding people. Shame and guilt. Making an employee constantly feel that they are the problem, shaming them for no real wrongdoing, or making them feel inadequate and unworthy. AN OVERVIEW OF WORKERS' COMPENSATION THE POWER OF LEAN FOR HR The Power of Lean for HR. Lean concepts have been around for quite some time—starting in the auto manufacturing industry. Even so, many companies today are just beginning to investigate what a Lean implementation could do for their business. No matter the company's industry—manufacturing, service, or otherwise—Lean processes offer ULTIMATE GUIDE TO TRAINING YOUR SUPERVISORS Challenge 3: Performance Management. Supervisors must balance meeting goals, managing workloads, and motivating employees. These responsibilities paired with the fact that many supervisors are ill-equipped to provide documented, regular, and constructive feedback, can make performance challenging. WORKPLACE CULTURE: WHAT IT IS, WHY IT MATTERS, AND HOW TO Culture is as important as your business strategy because it either strengthens or undermines your objectives. Positive culture is significant, especially because: It attracts talent. Job candidates evaluate your organization and its climate. A strong, positive, clearly defined and well-communicated culture attracts talent thatfits.
HOW TO BUILD A TUITION ASSISTANCE PROGRAM Best practice: When implementing a program, be sure to put it in writing and spell out as many details as possible so employees know what they are getting into. Here is a quick checklist of the items to include: Eligibility. Request for authorization. Requirements—what course will and will not be reimbursed. SPAN OF CONTROL: HOW MANY EMPLOYEES SHOULD YOUR Ideally in an organization, according to modern organizational experts is approximately 15 to 20 subordinates per supervisor or manager. However, some experts with a more traditional focus believe that 5-6 subordinates per supervisor or manager is ideal. In general, however, optimum span of control depends on various factors including 20 SUBTLE SIGNS OF BULLYING AT WORK Diversion. Dodging issues, acting oblivious or playing dumb, changing the subject to distract away from the issue, canceling meetings, and avoiding people. Shame and guilt. Making an employee constantly feel that they are the problem, shaming them for no real wrongdoing, or making them feel inadequate and unworthy. AN OVERVIEW OF WORKERS' COMPENSATION THE POWER OF LEAN FOR HR The Power of Lean for HR. Lean concepts have been around for quite some time—starting in the auto manufacturing industry. Even so, many companies today are just beginning to investigate what a Lean implementation could do for their business. No matter the company's industry—manufacturing, service, or otherwise—Lean processes offer HOW TO BUILD A TUITION ASSISTANCE PROGRAM Best practice: When implementing a program, be sure to put it in writing and spell out as many details as possible so employees know what they are getting into. Here is a quick checklist of the items to include: Eligibility. Request for authorization. Requirements—what course will and will not be reimbursed. 8 WAYS TO GET THE EMPLOYEE BEHAVIOR YOU WANT Employee behavior in the workplace is complex and difficult to change sometimes. If we want employees to behave in a certain manner, then we need to make sure that we are managing them and the workplace in a way that supports, encourages, and holds them accountable for thosebehaviors.
AN OVERVIEW OF WORKERS' COMPENSATION Workers' Compensation Defined. Workers' compensation is insurance that replaces an employees' compensation and medical benefits when they become injured on the job. Employers contribute to a common state insurance fund which compensates workers on the job. In turn, they are relinquished of the right to sue their employer for negligence, andare
3 WAYS TO CALCULATE YOUR TRAINING & DEVELOPMENT BUDGET According the 2017 State of the Industry report from the Association for Talent Development, organizations spend an average of $1,273 per employee for direct learning expenditures. Organizations smaller in size spend more per employee and larger organizations spend less per employee but smaller organizations have a much smaller training budget than those larger organizations. 9 THINGS TO CONSIDER WHEN CREATING YOUR LEARNING AND Instructor fees. Facility rental. Technology costs. Materials (workbooks, videos, etc.) Evaluations. 9. Don't Forget Indirect Costs. There are a number of indirect costs you also have to account for when developing your budget. These indirect costs include things such as HOW TO INSPIRE & ENGAGE EMPLOYEES IN 6 EASY WAYS Fourth, employees need to feel valued and appreciated for their contributions and work. Managers can help employees feel valued and appreciated by simply praising, thanking, recognizing, and showing appreciation for their contributions and hard work. It's that simple and easy. You must also make them feel valued as an individual. 6 EASY TIPS TO RE-RECRUIT & RETAIN YOUR BEST EMPLOYEES 2. Keep your workplace attractive. Organizations often spend a great deal of time and energy making their workplace attractive to candidates. "Selling" your company should never truly end if you want to keep great employees. You always need an attractive message and an enticing work environment and total rewards package. WHAT HR NEEDS TO KEEP CONFIDENTIAL HR is not only entrusted with maintaining sensitive information about employee and management issues, but also must protect this information under laws governing confidentiality.. To protect employees’ privacy and avoid unnecessary litigation or fines, it is critical for HR to identify which processes or documents are supposed to be kept confidential, safeguard this information, keep it in 5 POPULAR RECRUITMENT SOURCES USED BY EMPLOYERS The top five most popular recruitment sources used by employers include ( indicated by percentage of employers ): Of those that use social media, the top three most utilized tools are LinkedIn (68%), Facebook (32%) and Twitter (15%), platforms that maintain their respective ranks since the survey was last conducted in 2013. THE 5 MOST COMMON PITFALLS OF PERFORMANCE REVIEWS 4. Managers surprise their employees. Some managers never bother to let their employees know when their performance is slipping, and during the performance review, the employee is surprised with negative feedback, a low performance score, a missed promotion opportunity, and ULTIMATE GUIDE TO TRAINING YOUR SUPERVISORS Challenge 3: Performance Management. Supervisors must balance meeting goals, managing workloads, and motivating employees. These responsibilities paired with the fact that many supervisors are ill-equipped to provide documented, regular, and constructive feedback, can make performance challenging. WORKPLACE CULTURE: WHAT IT IS, WHY IT MATTERS, AND HOW TO Culture is as important as your business strategy because it either strengthens or undermines your objectives. Positive culture is significant, especially because: It attracts talent. Job candidates evaluate your organization and its climate. A strong, positive, clearly defined and well-communicated culture attracts talent thatfits.
HOW TO BUILD A TUITION ASSISTANCE PROGRAM Best practice: When implementing a program, be sure to put it in writing and spell out as many details as possible so employees know what they are getting into. Here is a quick checklist of the items to include: Eligibility. Request for authorization. Requirements—what course will and will not be reimbursed. SPAN OF CONTROL: HOW MANY EMPLOYEES SHOULD YOUR Ideally in an organization, according to modern organizational experts is approximately 15 to 20 subordinates per supervisor or manager. However, some experts with a more traditional focus believe that 5-6 subordinates per supervisor or manager is ideal. In general, however, optimum span of control depends on various factors including 20 SUBTLE SIGNS OF BULLYING AT WORK Diversion. Dodging issues, acting oblivious or playing dumb, changing the subject to distract away from the issue, canceling meetings, and avoiding people. Shame and guilt. Making an employee constantly feel that they are the problem, shaming them for no real wrongdoing, or making them feel inadequate and unworthy. AN OVERVIEW OF WORKERS' COMPENSATION THE POWER OF LEAN FOR HR The Power of Lean for HR. Lean concepts have been around for quite some time—starting in the auto manufacturing industry. Even so, many companies today are just beginning to investigate what a Lean implementation could do for their business. No matter the company's industry—manufacturing, service, or otherwise—Lean processes offer 5 POPULAR RECRUITMENT SOURCES USED BY EMPLOYERS The top five most popular recruitment sources used by employers include ( indicated by percentage of employers ): Of those that use social media, the top three most utilized tools are LinkedIn (68%), Facebook (32%) and Twitter (15%), platforms that maintain their respective ranks since the survey was last conducted in 2013. WHAT HR NEEDS TO KEEP CONFIDENTIAL THE 5 MOST COMMON PITFALLS OF PERFORMANCE REVIEWSSEE MORE ONYOURERC.COM
ULTIMATE GUIDE TO TRAINING YOUR SUPERVISORS Challenge 3: Performance Management. Supervisors must balance meeting goals, managing workloads, and motivating employees. These responsibilities paired with the fact that many supervisors are ill-equipped to provide documented, regular, and constructive feedback, can make performance challenging. WORKPLACE CULTURE: WHAT IT IS, WHY IT MATTERS, AND HOW TO Culture is as important as your business strategy because it either strengthens or undermines your objectives. Positive culture is significant, especially because: It attracts talent. Job candidates evaluate your organization and its climate. A strong, positive, clearly defined and well-communicated culture attracts talent thatfits.
HOW TO BUILD A TUITION ASSISTANCE PROGRAM Best practice: When implementing a program, be sure to put it in writing and spell out as many details as possible so employees know what they are getting into. Here is a quick checklist of the items to include: Eligibility. Request for authorization. Requirements—what course will and will not be reimbursed. SPAN OF CONTROL: HOW MANY EMPLOYEES SHOULD YOUR Ideally in an organization, according to modern organizational experts is approximately 15 to 20 subordinates per supervisor or manager. However, some experts with a more traditional focus believe that 5-6 subordinates per supervisor or manager is ideal. In general, however, optimum span of control depends on various factors including 20 SUBTLE SIGNS OF BULLYING AT WORK Diversion. Dodging issues, acting oblivious or playing dumb, changing the subject to distract away from the issue, canceling meetings, and avoiding people. Shame and guilt. Making an employee constantly feel that they are the problem, shaming them for no real wrongdoing, or making them feel inadequate and unworthy. AN OVERVIEW OF WORKERS' COMPENSATION THE POWER OF LEAN FOR HR The Power of Lean for HR. Lean concepts have been around for quite some time—starting in the auto manufacturing industry. Even so, many companies today are just beginning to investigate what a Lean implementation could do for their business. No matter the company's industry—manufacturing, service, or otherwise—Lean processes offer 5 POPULAR RECRUITMENT SOURCES USED BY EMPLOYERS The top five most popular recruitment sources used by employers include ( indicated by percentage of employers ): Of those that use social media, the top three most utilized tools are LinkedIn (68%), Facebook (32%) and Twitter (15%), platforms that maintain their respective ranks since the survey was last conducted in 2013. WHAT HR NEEDS TO KEEP CONFIDENTIAL THE 5 MOST COMMON PITFALLS OF PERFORMANCE REVIEWSSEE MORE ONYOURERC.COM
HOW TO BUILD A TUITION ASSISTANCE PROGRAM Best practice: When implementing a program, be sure to put it in writing and spell out as many details as possible so employees know what they are getting into. Here is a quick checklist of the items to include: Eligibility. Request for authorization. Requirements—what course will and will not be reimbursed. 3 WAYS TO CALCULATE YOUR TRAINING & DEVELOPMENT BUDGET Total yearly salary budget X 1-3% = Total Training Budget. This calculation takes the total salary budget for the entire year and multiplies it by 1% to 3%. The 1% to 3% is what you can use to represent the size, industry, or other organization specifics. This method ensures that the organization is strategically committed to thelearning
AN OVERVIEW OF WORKERS' COMPENSATION Workers' Compensation Defined. Workers' compensation is insurance that replaces an employees' compensation and medical benefits when they become injured on the job. Employers contribute to a common state insurance fund which compensates workers on the job. In turn, they are relinquished of the right to sue their employer for negligence, andare
8 WAYS TO GET THE EMPLOYEE BEHAVIOR YOU WANT Employee behavior in the workplace is complex and difficult to change sometimes. If we want employees to behave in a certain manner, then we need to make sure that we are managing them and the workplace in a way that supports, encourages, and holds them accountable for thosebehaviors.
HOW TO INSPIRE & ENGAGE EMPLOYEES IN 6 EASY WAYS Fourth, employees need to feel valued and appreciated for their contributions and work. Managers can help employees feel valued and appreciated by simply praising, thanking, recognizing, and showing appreciation for their contributions and hard work. It's that simple and easy. You must also make them feel valued as an individual. 9 THINGS TO CONSIDER WHEN CREATING YOUR LEARNING AND Instructor fees. Facility rental. Technology costs. Materials (workbooks, videos, etc.) Evaluations. 9. Don't Forget Indirect Costs. There are a number of indirect costs you also have to account for when developing your budget. These indirect costs include things such as 6 EASY TIPS TO RE-RECRUIT & RETAIN YOUR BEST EMPLOYEES 2. Keep your workplace attractive. Organizations often spend a great deal of time and energy making their workplace attractive to candidates. "Selling" your company should never truly end if you want to keep great employees. You always need an attractive message and an enticing work environment and total rewards package. WHAT HR NEEDS TO KEEP CONFIDENTIAL HR is not only entrusted with maintaining sensitive information about employee and management issues, but also must protect this information under laws governing confidentiality.. To protect employees’ privacy and avoid unnecessary litigation or fines, it is critical for HR to identify which processes or documents are supposed to be kept confidential, safeguard this information, keep it in 5 POPULAR RECRUITMENT SOURCES USED BY EMPLOYERS The top five most popular recruitment sources used by employers include ( indicated by percentage of employers ): Of those that use social media, the top three most utilized tools are LinkedIn (68%), Facebook (32%) and Twitter (15%), platforms that maintain their respective ranks since the survey was last conducted in 2013. THE 5 MOST COMMON PITFALLS OF PERFORMANCE REVIEWS 4. Managers surprise their employees. Some managers never bother to let their employees know when their performance is slipping, and during the performance review, the employee is surprised with negative feedback, a low performance score, a missed promotion opportunity, and ULTIMATE GUIDE TO TRAINING YOUR SUPERVISORS The Ultimate Guide to Training Your Supervisors and Managers This ultimate guide shares how training your supervisors and managers will help them overcome challenges, motivate those around them, and be more effective in their roles. WORKPLACE CULTURE: WHAT IT IS, WHY IT MATTERS, AND HOW TO Culture is the character and personality of your organization. It's what makes your business unique and is the sum of its values, traditions, beliefs, interactions, behaviors, and attitudes. SPAN OF CONTROL: HOW MANY EMPLOYEES SHOULD YOUR Optimal span of control. Three or four levels of reporting typically are sufficient for most organizations, while four to five are generally sufficient for all 20 SUBTLE SIGNS OF BULLYING AT WORK Here are twenty (20) subtle signs of bullying that you may be missing, but when a pattern emerges of multiple behaviors over a long period of time, can be a classic bullying situation. AN OVERVIEW OF WORKERS' COMPENSATION THE POWER OF LEAN FOR HR Lean concepts have been around for quite some time—starting in the auto manufacturing industry. Even so, many companies today are just beginning to investigate what a Lean implementation could do for theirbusiness.
5 POPULAR RECRUITMENT SOURCES USED BY EMPLOYERS Here are 5 popular recruitment sources used by employers. Job boards and employee referrals are the most popular sources used by Northeast Ohio employers to attract qualified workers, according to a new reportreleased by ERC.
THE BEAUTY BIAS: CAN YOU HIRE BASED ON LOOKS? Can employers hire based on looks and image? Does beauty affect hiring and even promotions? Should it? There's quite a bit of controversy about what has been termed the "beauty bias" in 2013, especially in light of a legally-questionable job website which allows employers to recruit "beautiful people" to hire.As this issue gets more traction, here's what the law says, what existing research WHAT HR NEEDS TO KEEP CONFIDENTIAL THE 5 MOST COMMON PITFALLS OF PERFORMANCE REVIEWSSEE MORE ONYOURERC.COM
ULTIMATE GUIDE TO TRAINING YOUR SUPERVISORS The Ultimate Guide to Training Your Supervisors and Managers This ultimate guide shares how training your supervisors and managers will help them overcome challenges, motivate those around them, and be more effective in their roles. WORKPLACE CULTURE: WHAT IT IS, WHY IT MATTERS, AND HOW TO Culture is the character and personality of your organization. It's what makes your business unique and is the sum of its values, traditions, beliefs, interactions, behaviors, and attitudes. SPAN OF CONTROL: HOW MANY EMPLOYEES SHOULD YOUR Optimal span of control. Three or four levels of reporting typically are sufficient for most organizations, while four to five are generally sufficient for all 20 SUBTLE SIGNS OF BULLYING AT WORK Here are twenty (20) subtle signs of bullying that you may be missing, but when a pattern emerges of multiple behaviors over a long period of time, can be a classic bullying situation. AN OVERVIEW OF WORKERS' COMPENSATION THE POWER OF LEAN FOR HR Lean concepts have been around for quite some time—starting in the auto manufacturing industry. Even so, many companies today are just beginning to investigate what a Lean implementation could do for theirbusiness.
5 POPULAR RECRUITMENT SOURCES USED BY EMPLOYERS Here are 5 popular recruitment sources used by employers. Job boards and employee referrals are the most popular sources used by Northeast Ohio employers to attract qualified workers, according to a new reportreleased by ERC.
THE BEAUTY BIAS: CAN YOU HIRE BASED ON LOOKS? Can employers hire based on looks and image? Does beauty affect hiring and even promotions? Should it? There's quite a bit of controversy about what has been termed the "beauty bias" in 2013, especially in light of a legally-questionable job website which allows employers to recruit "beautiful people" to hire.As this issue gets more traction, here's what the law says, what existing research WHAT HR NEEDS TO KEEP CONFIDENTIAL THE 5 MOST COMMON PITFALLS OF PERFORMANCE REVIEWSSEE MORE ONYOURERC.COM
8 WAYS TO GET THE EMPLOYEE BEHAVIOR YOU WANT Employee behavior in the workplace is complex and difficult to change sometimes. If we want employees to behave in a certain manner, then we need to make sure that we are managing them and the workplace in a way that supports, encourages, and holds them accountable for thosebehaviors.
8 STEPS IN A COMPENSATION PROJECT Compensation initiatives are often on many employers’ agendas, so we’ve summarized eight (8) steps in a basic compensation project.. 1. Participate in or purchase salary and wage surveys. It all starts with having pay data, which is the basis for all compensation systemsand projects.
KEYS TO SETTING UP A TRAINING & DEVELOPMENT PROCESS Many organizations have a training and development function of their business nowadays, whether it is one or a few staff members devoted to training and development, or an entire department. Developing a training function not only helps centralize employee training and development, but also supports an organization's commitment to employee development. AN OVERVIEW OF WORKERS' COMPENSATION These are just the basics of workers' compensation, and specifically, Ohio's system. It is critical for the employers to be familiar with local and federal regulations regarding workers' compensation and comply with them to avoid unnecessary lawsuits and provide appropriate insurance to the employees. HOW TO INSPIRE & ENGAGE EMPLOYEES IN 6 EASY WAYS An Employer's Guide to College Recruiting. You have everything to offer: jobs to fill, a great workplace, exciting career paths,meaningful
9 THINGS TO CONSIDER WHEN CREATING YOUR LEARNING AND This blog post was originally published on September 20, 2017 and was updated on December 2, 2020. Creating a budget for developing your people can be a daunting task for many HR professionals. 5 POPULAR RECRUITMENT SOURCES USED BY EMPLOYERS Here are 5 popular recruitment sources used by employers. Job boards and employee referrals are the most popular sources used by Northeast Ohio employers to attract qualified workers, according to a new reportreleased by ERC.
3 WAYS TO CALCULATE YOUR TRAINING & DEVELOPMENT BUDGET According the 2017 State of the Industry report from the Association for Talent Development, organizations spend an average of $1,273 per employee for direct learning expenditures. Organizations smaller in size spend more per employee and larger organizations spend less per employee but smaller organizations have a much smaller training budget than those larger organizations. WHAT HR NEEDS TO KEEP CONFIDENTIAL HR is not only entrusted with maintaining sensitive information about employee and management issues, but also must protect this information under laws governing confidentiality.. To protect employees’ privacy and avoid unnecessary litigation or fines, it is critical for HR to identify which processes or documents are supposed to be kept confidential, safeguard this information, keep it in THE 5 MOST COMMON PITFALLS OF PERFORMANCE REVIEWS Performance reviews are important tools that managers can use to boost employee performance and productivity to higher levels, but often fall prey to some common mistakes. ERC HR MEMBERSHIP, TRAINING, CONSULTING Virtual, Instructor-led Training for Your Organization. In this sudden, worldwide period of remote work, companies are seeking virtual alternatives for professional development and coaching. ERC can deliver these services via webinar to employees of local, national,and
TRAINING & DEVELOPMENT FOR EMPLOYEES ERC is a trusted training resource to hundreds of companies. ERC's trainers have provided customized training solutions to thousands of individuals at organizations large and small. ULTIMATE GUIDE TO TRAINING YOUR SUPERVISORS Challenge 3: Performance Management. Supervisors must balance meeting goals, managing workloads, and motivating employees. These responsibilities paired with the fact that many supervisors are ill-equipped to provide documented, regular, and constructive feedback, can make performance challenging. WORKPLACE CULTURE: WHAT IT IS, WHY IT MATTERS, AND HOW TO Culture is as important as your business strategy because it either strengthens or undermines your objectives. Positive culture is significant, especially because: It attracts talent. Job candidates evaluate your organization and its climate. A strong, positive, clearly defined and well-communicated culture attracts talent thatfits.
20 SUBTLE SIGNS OF BULLYING AT WORK Diversion. Dodging issues, acting oblivious or playing dumb, changing the subject to distract away from the issue, canceling meetings, and avoiding people. Shame and guilt. Making an employee constantly feel that they are the problem, shaming them for no real wrongdoing, or making them feel inadequate and unworthy. SPAN OF CONTROL: HOW MANY EMPLOYEES SHOULD YOUR Ideally in an organization, according to modern organizational experts is approximately 15 to 20 subordinates per supervisor or manager. However, some experts with a more traditional focus believe that 5-6 subordinates per supervisor or manager is ideal. In general, however, optimum span of control depends on various factors including THE POWER OF LEAN FOR HR The Power of Lean for HR. Lean concepts have been around for quite some time—starting in the auto manufacturing industry. Even so, many companies today are just beginning to investigate what a Lean implementation could do for their business. No matter the company's industry—manufacturing, service, or otherwise—Lean processes offer HIRING FELONS: 6 RULES EMPLOYERS NEED TO KNOW Employers should avoid policies that automatically exclude people from employment based on only certain criteria (such as criminal status) - particularly "blanket exclusion" policies. Employers should avoid hiring practices that result in adverse impact for a protected group (such as on race, national origin, etc.). WHAT HR NEEDS TO KEEP CONFIDENTIAL THE BEAUTY BIAS: CAN YOU HIRE BASED ON LOOKS? Because of the "beauty bias," it's clear that looks and image matter in some respects. Research shows that perceptions of credibility, competence, and likeability are widely affected by personal appearance, which impacts our business interactions – especially in customer-effacing roles where these types of perceptions are clearlyadvantageous
ERC HR MEMBERSHIP, TRAINING, CONSULTING Virtual, Instructor-led Training for Your Organization. In this sudden, worldwide period of remote work, companies are seeking virtual alternatives for professional development and coaching. ERC can deliver these services via webinar to employees of local, national,and
TRAINING & DEVELOPMENT FOR EMPLOYEES ERC is a trusted training resource to hundreds of companies. ERC's trainers have provided customized training solutions to thousands of individuals at organizations large and small. ULTIMATE GUIDE TO TRAINING YOUR SUPERVISORS Challenge 3: Performance Management. Supervisors must balance meeting goals, managing workloads, and motivating employees. These responsibilities paired with the fact that many supervisors are ill-equipped to provide documented, regular, and constructive feedback, can make performance challenging. WORKPLACE CULTURE: WHAT IT IS, WHY IT MATTERS, AND HOW TO Culture is as important as your business strategy because it either strengthens or undermines your objectives. Positive culture is significant, especially because: It attracts talent. Job candidates evaluate your organization and its climate. A strong, positive, clearly defined and well-communicated culture attracts talent thatfits.
20 SUBTLE SIGNS OF BULLYING AT WORK Diversion. Dodging issues, acting oblivious or playing dumb, changing the subject to distract away from the issue, canceling meetings, and avoiding people. Shame and guilt. Making an employee constantly feel that they are the problem, shaming them for no real wrongdoing, or making them feel inadequate and unworthy. SPAN OF CONTROL: HOW MANY EMPLOYEES SHOULD YOUR Ideally in an organization, according to modern organizational experts is approximately 15 to 20 subordinates per supervisor or manager. However, some experts with a more traditional focus believe that 5-6 subordinates per supervisor or manager is ideal. In general, however, optimum span of control depends on various factors including THE POWER OF LEAN FOR HR The Power of Lean for HR. Lean concepts have been around for quite some time—starting in the auto manufacturing industry. Even so, many companies today are just beginning to investigate what a Lean implementation could do for their business. No matter the company's industry—manufacturing, service, or otherwise—Lean processes offer HIRING FELONS: 6 RULES EMPLOYERS NEED TO KNOW Employers should avoid policies that automatically exclude people from employment based on only certain criteria (such as criminal status) - particularly "blanket exclusion" policies. Employers should avoid hiring practices that result in adverse impact for a protected group (such as on race, national origin, etc.). WHAT HR NEEDS TO KEEP CONFIDENTIAL THE BEAUTY BIAS: CAN YOU HIRE BASED ON LOOKS? Because of the "beauty bias," it's clear that looks and image matter in some respects. Research shows that perceptions of credibility, competence, and likeability are widely affected by personal appearance, which impacts our business interactions – especially in customer-effacing roles where these types of perceptions are clearlyadvantageous
QUALITY MANAGEMENT SYSTEMS A QMS is aligned to a company's goals, purpose, and strategic direction. While each framework differs by industry and sector, the most popular approach is the ISO 9000, which is the international standard that specifies requirements for quality management systems. Additional standards include AS, Nadcap, IATF, and TS.. A quality management system helps define, improve, and control processes GENERAL ABILITY TEST (G+) Verify G+ measures general mental ability, or G, and effectively measures candidates’ problem-solving and critical reasoning capabilities. Verify G+ uses a cutting-edge approach to measuring multiple abilities in a minimal amount of time. Based on advances in psychometrics, Verify G+ leverages the strong relationship between abilities to measure three types of abilities—deductive reasoning HOW TO BUILD A TUITION ASSISTANCE PROGRAM Best practice: When implementing a program, be sure to put it in writing and spell out as many details as possible so employees know what they are getting into. Here is a quick checklist of the items to include: Eligibility. Request for authorization. Requirements—what course will and will not be reimbursed. 8 WAYS TO GET THE EMPLOYEE BEHAVIOR YOU WANT Employee behavior in the workplace is complex and difficult to change sometimes. If we want employees to behave in a certain manner, then we need to make sure that we are managing them and the workplace in a way that supports, encourages, and holds them accountable for thosebehaviors.
8 STEPS IN A COMPENSATION PROJECT Compensation initiatives are often on many employers’ agendas, so we’ve summarized eight (8) steps in a basic compensation project.. 1. Participate in or purchase salary and wage surveys. It all starts with having pay data, which is the basis for all compensation systemsand projects.
6 EASY TIPS TO RE-RECRUIT & RETAIN YOUR BEST EMPLOYEES 2. Keep your workplace attractive. Organizations often spend a great deal of time and energy making their workplace attractive to candidates. "Selling" your company should never truly end if you want to keep great employees. You always need an attractive message and an enticing work environment and total rewards package. 20 TIPS FOR MANAGING YOUNG EMPLOYEES Here are 20 tips for managing young workers. 1. Help them transition from college to work. Transitioning from student to employee can be a time of confusion, anxiety, exploration, and excitement. Recognize that each employee handles this transition differently and WHAT HR NEEDS TO KEEP CONFIDENTIAL HR is not only entrusted with maintaining sensitive information about employee and management issues, but also must protect this information under laws governing confidentiality.. To protect employees’ privacy and avoid unnecessary litigation or fines, it is critical for HR to identify which processes or documents are supposed to be kept confidential, safeguard this information, keep it in THE COST OF SEXUAL HARASSMENT IN THE WORKPLACE The most easily calculated cost for employers, and probably the most asked about cost when it comes to handling sexual harassment claims in the workplace, are the legal bills. Assuming that the claim is settled out of court, the average harassment claim will typically run an organization anywhere from $75,000–$125,000. THE 5 MOST COMMON PITFALLS OF PERFORMANCE REVIEWS 4. Managers surprise their employees. Some managers never bother to let their employees know when their performance is slipping, and during the performance review, the employee is surprised with negative feedback, a low performance score, a missed promotion opportunity, and ERC HR MEMBERSHIP, TRAINING, CONSULTING Virtual, Instructor-led Training for Your Organization. In this sudden, worldwide period of remote work, companies are seeking virtual alternatives for professional development and coaching. ERC can deliver these services via webinar to employees of local, national,and
ULTIMATE GUIDE TO TRAINING YOUR SUPERVISORS Challenge 3: Performance Management. Supervisors must balance meeting goals, managing workloads, and motivating employees. These responsibilities paired with the fact that many supervisors are ill-equipped to provide documented, regular, and constructive feedback, can make performance challenging. WORKPLACE CULTURE: WHAT IT IS, WHY IT MATTERS, AND HOW TO Culture is as important as your business strategy because it either strengthens or undermines your objectives. Positive culture is significant, especially because: It attracts talent. Job candidates evaluate your organization and its climate. A strong, positive, clearly defined and well-communicated culture attracts talent thatfits.
6 EASY TIPS TO RE-RECRUIT & RETAIN YOUR BEST EMPLOYEES 2. Keep your workplace attractive. Organizations often spend a great deal of time and energy making their workplace attractive to candidates. "Selling" your company should never truly end if you want to keep great employees. You always need an attractive message and an enticing work environment and total rewards package. 20 SUBTLE SIGNS OF BULLYING AT WORK Diversion. Dodging issues, acting oblivious or playing dumb, changing the subject to distract away from the issue, canceling meetings, and avoiding people. Shame and guilt. Making an employee constantly feel that they are the problem, shaming them for no real wrongdoing, or making them feel inadequate and unworthy. SPAN OF CONTROL: HOW MANY EMPLOYEES SHOULD YOUR Ideally in an organization, according to modern organizational experts is approximately 15 to 20 subordinates per supervisor or manager. However, some experts with a more traditional focus believe that 5-6 subordinates per supervisor or manager is ideal. In general, however, optimum span of control depends on various factors including THE POWER OF LEAN FOR HR The Power of Lean for HR. Lean concepts have been around for quite some time—starting in the auto manufacturing industry. Even so, many companies today are just beginning to investigate what a Lean implementation could do for their business. No matter the company's industry—manufacturing, service, or otherwise—Lean processes offer HIRING FELONS: 6 RULES EMPLOYERS NEED TO KNOW Employers should avoid policies that automatically exclude people from employment based on only certain criteria (such as criminal status) - particularly "blanket exclusion" policies. Employers should avoid hiring practices that result in adverse impact for a protected group (such as on race, national origin, etc.). WHAT HR NEEDS TO KEEP CONFIDENTIAL THE BEAUTY BIAS: CAN YOU HIRE BASED ON LOOKS? Because of the "beauty bias," it's clear that looks and image matter in some respects. Research shows that perceptions of credibility, competence, and likeability are widely affected by personal appearance, which impacts our business interactions – especially in customer-effacing roles where these types of perceptions are clearlyadvantageous
ERC HR MEMBERSHIP, TRAINING, CONSULTING Virtual, Instructor-led Training for Your Organization. In this sudden, worldwide period of remote work, companies are seeking virtual alternatives for professional development and coaching. ERC can deliver these services via webinar to employees of local, national,and
ULTIMATE GUIDE TO TRAINING YOUR SUPERVISORS Challenge 3: Performance Management. Supervisors must balance meeting goals, managing workloads, and motivating employees. These responsibilities paired with the fact that many supervisors are ill-equipped to provide documented, regular, and constructive feedback, can make performance challenging. WORKPLACE CULTURE: WHAT IT IS, WHY IT MATTERS, AND HOW TO Culture is as important as your business strategy because it either strengthens or undermines your objectives. Positive culture is significant, especially because: It attracts talent. Job candidates evaluate your organization and its climate. A strong, positive, clearly defined and well-communicated culture attracts talent thatfits.
6 EASY TIPS TO RE-RECRUIT & RETAIN YOUR BEST EMPLOYEES 2. Keep your workplace attractive. Organizations often spend a great deal of time and energy making their workplace attractive to candidates. "Selling" your company should never truly end if you want to keep great employees. You always need an attractive message and an enticing work environment and total rewards package. 20 SUBTLE SIGNS OF BULLYING AT WORK Diversion. Dodging issues, acting oblivious or playing dumb, changing the subject to distract away from the issue, canceling meetings, and avoiding people. Shame and guilt. Making an employee constantly feel that they are the problem, shaming them for no real wrongdoing, or making them feel inadequate and unworthy. SPAN OF CONTROL: HOW MANY EMPLOYEES SHOULD YOUR Ideally in an organization, according to modern organizational experts is approximately 15 to 20 subordinates per supervisor or manager. However, some experts with a more traditional focus believe that 5-6 subordinates per supervisor or manager is ideal. In general, however, optimum span of control depends on various factors including THE POWER OF LEAN FOR HR The Power of Lean for HR. Lean concepts have been around for quite some time—starting in the auto manufacturing industry. Even so, many companies today are just beginning to investigate what a Lean implementation could do for their business. No matter the company's industry—manufacturing, service, or otherwise—Lean processes offer HIRING FELONS: 6 RULES EMPLOYERS NEED TO KNOW Employers should avoid policies that automatically exclude people from employment based on only certain criteria (such as criminal status) - particularly "blanket exclusion" policies. Employers should avoid hiring practices that result in adverse impact for a protected group (such as on race, national origin, etc.). WHAT HR NEEDS TO KEEP CONFIDENTIAL THE BEAUTY BIAS: CAN YOU HIRE BASED ON LOOKS? Because of the "beauty bias," it's clear that looks and image matter in some respects. Research shows that perceptions of credibility, competence, and likeability are widely affected by personal appearance, which impacts our business interactions – especially in customer-effacing roles where these types of perceptions are clearlyadvantageous
TRAINING & DEVELOPMENT FOR EMPLOYEES ERC is a trusted training resource to hundreds of companies. ERC's trainers have provided customized training solutions to thousands of individuals at organizations large and small. ABOUT ERC MEMBERSHIP, TRAINING & CONSULTING About ERC. Since 1920, ERC has provided people data and HR services to help leaders make better decisions. Through our certified HR advisors, we offer consultative services, compensation benchmarking and data, workplace polls and surveys, networking, and cost savings opportunities. We also offer virtual and classroom instructor-ledtraining, on
HOW TO BUILD A TUITION ASSISTANCE PROGRAM Best practice: When implementing a program, be sure to put it in writing and spell out as many details as possible so employees know what they are getting into. Here is a quick checklist of the items to include: Eligibility. Request for authorization. Requirements—what course will and will not be reimbursed. GENERAL ABILITY TEST (G+) Verify G+ measures general mental ability, or G, and effectively measures candidates’ problem-solving and critical reasoning capabilities. Verify G+ uses a cutting-edge approach to measuring multiple abilities in a minimal amount of time. Based on advances in psychometrics, Verify G+ leverages the strong relationship between abilities to measure three types of abilities—deductive reasoning 6 EASY TIPS TO RE-RECRUIT & RETAIN YOUR BEST EMPLOYEES 2. Keep your workplace attractive. Organizations often spend a great deal of time and energy making their workplace attractive to candidates. "Selling" your company should never truly end if you want to keep great employees. You always need an attractive message and an enticing work environment and total rewards package. 8 WAYS TO GET THE EMPLOYEE BEHAVIOR YOU WANT Employee behavior in the workplace is complex and difficult to change sometimes. If we want employees to behave in a certain manner, then we need to make sure that we are managing them and the workplace in a way that supports, encourages, and holds them accountable for thosebehaviors.
20 TIPS FOR MANAGING YOUNG EMPLOYEES Here are 20 tips for managing young workers. 1. Help them transition from college to work. Transitioning from student to employee can be a time of confusion, anxiety, exploration, and excitement. Recognize that each employee handles this transition differently and 8 STEPS IN A COMPENSATION PROJECT Compensation initiatives are often on many employers’ agendas, so we’ve summarized eight (8) steps in a basic compensation project.. 1. Participate in or purchase salary and wage surveys. It all starts with having pay data, which is the basis for all compensation systemsand projects.
3 WAYS TO CALCULATE YOUR TRAINING & DEVELOPMENT BUDGET According the 2017 State of the Industry report from the Association for Talent Development, organizations spend an average of $1,273 per employee for direct learning expenditures. Organizations smaller in size spend more per employee and larger organizations spend less per employee but smaller organizations have a much smaller training budget than those larger organizations. 10 QUALITIES OF REMARKABLE HR LEADERS Remarkable HR leaders can emerge at any level. Whether they are an entry-level recruiter with a strong ability to hire unique talent, a tenured training manager who has a knack for building employees' skill sets, or a mid-level employee relations specialist with a unique skill for enhancing employee engagement, remarkable HR leaders impact their workplaces in positive ways. WORKPLACE CULTURE: WHAT IT IS, WHY IT MATTERS, AND HOW TO Culture is as important as your business strategy because it either strengthens or undermines your objectives. Positive culture is significant, especially because: It attracts talent. Job candidates evaluate your organization and its climate. A strong, positive, clearly defined and well-communicated culture attracts talent thatfits.
SPAN OF CONTROL: HOW MANY EMPLOYEES SHOULD YOUR Ideally in an organization, according to modern organizational experts is approximately 15 to 20 subordinates per supervisor or manager. However, some experts with a more traditional focus believe that 5-6 subordinates per supervisor or manager is ideal. In general, however, optimum span of control depends on various factors including 20 SUBTLE SIGNS OF BULLYING AT WORK Diversion. Dodging issues, acting oblivious or playing dumb, changing the subject to distract away from the issue, canceling meetings, and avoiding people. Shame and guilt. Making an employee constantly feel that they are the problem, shaming them for no real wrongdoing, or making them feel inadequate and unworthy. AN OVERVIEW OF WORKERS' COMPENSATION 8 CRUCIAL SKILLS SUPERVISORS NEED TO HAVE Here are 8 crucial soft skills supervisors need to have: 1. Communication. ”86% of employees and executives cite lack of collaboration or ineffective communication for workplace failures,” according to ClearCompany. Supervisors with developed communication skills are able to use listening techniques and nonverbal strategiesto improve
6 EASY TIPS TO RE-RECRUIT & RETAIN YOUR BEST EMPLOYEES 2. Keep your workplace attractive. Organizations often spend a great deal of time and energy making their workplace attractive to candidates. "Selling" your company should never truly end if you want to keep great employees. You always need an attractive message and an enticing work environment and total rewards package. THE POWER OF LEAN FOR HR The Power of Lean for HR. Lean concepts have been around for quite some time—starting in the auto manufacturing industry. Even so, many companies today are just beginning to investigate what a Lean implementation could do for their business. No matter the company's industry—manufacturing, service, or otherwise—Lean processes offer 5 SKILLS MIDDLE MANAGERS NEED TO BECOME BETTER LEADERS Here are five skills your mid-level leaders need for success: 1. Strategic Leadership. Leadership is much different from management. Middle management is the cornerstone of an organization’s strategic initiatives and the execution of those initiatives. Making the transition from manager to strategic leader requires much morecritical thinking.
5 POPULAR RECRUITMENT SOURCES USED BY EMPLOYERS The top five most popular recruitment sources used by employers include ( indicated by percentage of employers ): Of those that use social media, the top three most utilized tools are LinkedIn (68%), Facebook (32%) and Twitter (15%), platforms that maintain their respective ranks since the survey was last conducted in 2013. THE 5 MOST COMMON PITFALLS OF PERFORMANCE REVIEWSSEE MORE ONYOURERC.COM
WORKPLACE CULTURE: WHAT IT IS, WHY IT MATTERS, AND HOW TO Culture is as important as your business strategy because it either strengthens or undermines your objectives. Positive culture is significant, especially because: It attracts talent. Job candidates evaluate your organization and its climate. A strong, positive, clearly defined and well-communicated culture attracts talent thatfits.
SPAN OF CONTROL: HOW MANY EMPLOYEES SHOULD YOUR Ideally in an organization, according to modern organizational experts is approximately 15 to 20 subordinates per supervisor or manager. However, some experts with a more traditional focus believe that 5-6 subordinates per supervisor or manager is ideal. In general, however, optimum span of control depends on various factors including 20 SUBTLE SIGNS OF BULLYING AT WORK Diversion. Dodging issues, acting oblivious or playing dumb, changing the subject to distract away from the issue, canceling meetings, and avoiding people. Shame and guilt. Making an employee constantly feel that they are the problem, shaming them for no real wrongdoing, or making them feel inadequate and unworthy. AN OVERVIEW OF WORKERS' COMPENSATION 8 CRUCIAL SKILLS SUPERVISORS NEED TO HAVE Here are 8 crucial soft skills supervisors need to have: 1. Communication. ”86% of employees and executives cite lack of collaboration or ineffective communication for workplace failures,” according to ClearCompany. Supervisors with developed communication skills are able to use listening techniques and nonverbal strategiesto improve
6 EASY TIPS TO RE-RECRUIT & RETAIN YOUR BEST EMPLOYEES 2. Keep your workplace attractive. Organizations often spend a great deal of time and energy making their workplace attractive to candidates. "Selling" your company should never truly end if you want to keep great employees. You always need an attractive message and an enticing work environment and total rewards package. THE POWER OF LEAN FOR HR The Power of Lean for HR. Lean concepts have been around for quite some time—starting in the auto manufacturing industry. Even so, many companies today are just beginning to investigate what a Lean implementation could do for their business. No matter the company's industry—manufacturing, service, or otherwise—Lean processes offer 5 SKILLS MIDDLE MANAGERS NEED TO BECOME BETTER LEADERS Here are five skills your mid-level leaders need for success: 1. Strategic Leadership. Leadership is much different from management. Middle management is the cornerstone of an organization’s strategic initiatives and the execution of those initiatives. Making the transition from manager to strategic leader requires much morecritical thinking.
5 POPULAR RECRUITMENT SOURCES USED BY EMPLOYERS The top five most popular recruitment sources used by employers include ( indicated by percentage of employers ): Of those that use social media, the top three most utilized tools are LinkedIn (68%), Facebook (32%) and Twitter (15%), platforms that maintain their respective ranks since the survey was last conducted in 2013. THE 5 MOST COMMON PITFALLS OF PERFORMANCE REVIEWSSEE MORE ONYOURERC.COM
3 WAYS TO CALCULATE YOUR TRAINING & DEVELOPMENT BUDGET Total yearly salary budget X 1-3% = Total Training Budget. This calculation takes the total salary budget for the entire year and multiplies it by 1% to 3%. The 1% to 3% is what you can use to represent the size, industry, or other organization specifics. This method ensures that the organization is strategically committed to thelearning
HOW TO INSPIRE & ENGAGE EMPLOYEES IN 6 EASY WAYS Fourth, employees need to feel valued and appreciated for their contributions and work. Managers can help employees feel valued and appreciated by simply praising, thanking, recognizing, and showing appreciation for their contributions and hard work. It's that simple and easy. You must also make them feel valued as an individual. HOW TO BUILD A TUITION ASSISTANCE PROGRAM Best practice: When implementing a program, be sure to put it in writing and spell out as many details as possible so employees know what they are getting into. Here is a quick checklist of the items to include: Eligibility. Request for authorization. Requirements—what course will and will not be reimbursed. 8 WAYS TO GET THE EMPLOYEE BEHAVIOR YOU WANT Employee behavior in the workplace is complex and difficult to change sometimes. If we want employees to behave in a certain manner, then we need to make sure that we are managing them and the workplace in a way that supports, encourages, and holds them accountable for thosebehaviors.
AN OVERVIEW OF WORKERS' COMPENSATION Workers' Compensation Defined. Workers' compensation is insurance that replaces an employees' compensation and medical benefits when they become injured on the job. Employers contribute to a common state insurance fund which compensates workers on the job. In turn, they are relinquished of the right to sue their employer for negligence, andare
6 EASY TIPS TO RE-RECRUIT & RETAIN YOUR BEST EMPLOYEES 2. Keep your workplace attractive. Organizations often spend a great deal of time and energy making their workplace attractive to candidates. "Selling" your company should never truly end if you want to keep great employees. You always need an attractive message and an enticing work environment and total rewards package. 8 STEPS IN A COMPENSATION PROJECT Compensation initiatives are often on many employers’ agendas, so we’ve summarized eight (8) steps in a basic compensation project.. 1. Participate in or purchase salary and wage surveys. It all starts with having pay data, which is the basis for all compensation systemsand projects.
20 COMMON HR METRICS AND THEIR FORMULAS We’ve provided some basic and standard metrics that we find many organizations using to help you get started measuring HR: Metric. Formula. Absence rate. # days absent in month ÷ (average # of employees during a month x # of workdays) Benefit or program costs per employee. total cost of employee benefit/program ÷ total # ofemployees.
THE 5 MOST COMMON PITFALLS OF PERFORMANCE REVIEWS 4. Managers surprise their employees. Some managers never bother to let their employees know when their performance is slipping, and during the performance review, the employee is surprised with negative feedback, a low performance score, a missed promotion opportunity, and WHAT HR NEEDS TO KEEP CONFIDENTIAL HR is not only entrusted with maintaining sensitive information about employee and management issues, but also must protect this information under laws governing confidentiality.. To protect employees’ privacy and avoid unnecessary litigation or fines, it is critical for HR to identify which processes or documents are supposed to be kept confidential, safeguard this information, keep it in WORKPLACE CULTURE: WHAT IT IS, WHY IT MATTERS, AND HOW TO Culture is as important as your business strategy because it either strengthens or undermines your objectives. Positive culture is significant, especially because: It attracts talent. Job candidates evaluate your organization and its climate. A strong, positive, clearly defined and well-communicated culture attracts talent thatfits.
SPAN OF CONTROL: HOW MANY EMPLOYEES SHOULD YOUR Ideally in an organization, according to modern organizational experts is approximately 15 to 20 subordinates per supervisor or manager. However, some experts with a more traditional focus believe that 5-6 subordinates per supervisor or manager is ideal. In general, however, optimum span of control depends on various factors including 20 SUBTLE SIGNS OF BULLYING AT WORK Diversion. Dodging issues, acting oblivious or playing dumb, changing the subject to distract away from the issue, canceling meetings, and avoiding people. Shame and guilt. Making an employee constantly feel that they are the problem, shaming them for no real wrongdoing, or making them feel inadequate and unworthy. AN OVERVIEW OF WORKERS' COMPENSATION 8 CRUCIAL SKILLS SUPERVISORS NEED TO HAVE Here are 8 crucial soft skills supervisors need to have: 1. Communication. ”86% of employees and executives cite lack of collaboration or ineffective communication for workplace failures,” according to ClearCompany. Supervisors with developed communication skills are able to use listening techniques and nonverbal strategiesto improve
6 EASY TIPS TO RE-RECRUIT & RETAIN YOUR BEST EMPLOYEES 2. Keep your workplace attractive. Organizations often spend a great deal of time and energy making their workplace attractive to candidates. "Selling" your company should never truly end if you want to keep great employees. You always need an attractive message and an enticing work environment and total rewards package. THE POWER OF LEAN FOR HR The Power of Lean for HR. Lean concepts have been around for quite some time—starting in the auto manufacturing industry. Even so, many companies today are just beginning to investigate what a Lean implementation could do for their business. No matter the company's industry—manufacturing, service, or otherwise—Lean processes offer 5 SKILLS MIDDLE MANAGERS NEED TO BECOME BETTER LEADERS Here are five skills your mid-level leaders need for success: 1. Strategic Leadership. Leadership is much different from management. Middle management is the cornerstone of an organization’s strategic initiatives and the execution of those initiatives. Making the transition from manager to strategic leader requires much morecritical thinking.
5 POPULAR RECRUITMENT SOURCES USED BY EMPLOYERS The top five most popular recruitment sources used by employers include ( indicated by percentage of employers ): Of those that use social media, the top three most utilized tools are LinkedIn (68%), Facebook (32%) and Twitter (15%), platforms that maintain their respective ranks since the survey was last conducted in 2013. THE 5 MOST COMMON PITFALLS OF PERFORMANCE REVIEWSSEE MORE ONYOURERC.COM
WORKPLACE CULTURE: WHAT IT IS, WHY IT MATTERS, AND HOW TO Culture is as important as your business strategy because it either strengthens or undermines your objectives. Positive culture is significant, especially because: It attracts talent. Job candidates evaluate your organization and its climate. A strong, positive, clearly defined and well-communicated culture attracts talent thatfits.
SPAN OF CONTROL: HOW MANY EMPLOYEES SHOULD YOUR Ideally in an organization, according to modern organizational experts is approximately 15 to 20 subordinates per supervisor or manager. However, some experts with a more traditional focus believe that 5-6 subordinates per supervisor or manager is ideal. In general, however, optimum span of control depends on various factors including 20 SUBTLE SIGNS OF BULLYING AT WORK Diversion. Dodging issues, acting oblivious or playing dumb, changing the subject to distract away from the issue, canceling meetings, and avoiding people. Shame and guilt. Making an employee constantly feel that they are the problem, shaming them for no real wrongdoing, or making them feel inadequate and unworthy. AN OVERVIEW OF WORKERS' COMPENSATION 8 CRUCIAL SKILLS SUPERVISORS NEED TO HAVE Here are 8 crucial soft skills supervisors need to have: 1. Communication. ”86% of employees and executives cite lack of collaboration or ineffective communication for workplace failures,” according to ClearCompany. Supervisors with developed communication skills are able to use listening techniques and nonverbal strategiesto improve
6 EASY TIPS TO RE-RECRUIT & RETAIN YOUR BEST EMPLOYEES 2. Keep your workplace attractive. Organizations often spend a great deal of time and energy making their workplace attractive to candidates. "Selling" your company should never truly end if you want to keep great employees. You always need an attractive message and an enticing work environment and total rewards package. THE POWER OF LEAN FOR HR The Power of Lean for HR. Lean concepts have been around for quite some time—starting in the auto manufacturing industry. Even so, many companies today are just beginning to investigate what a Lean implementation could do for their business. No matter the company's industry—manufacturing, service, or otherwise—Lean processes offer 5 SKILLS MIDDLE MANAGERS NEED TO BECOME BETTER LEADERS Here are five skills your mid-level leaders need for success: 1. Strategic Leadership. Leadership is much different from management. Middle management is the cornerstone of an organization’s strategic initiatives and the execution of those initiatives. Making the transition from manager to strategic leader requires much morecritical thinking.
5 POPULAR RECRUITMENT SOURCES USED BY EMPLOYERS The top five most popular recruitment sources used by employers include ( indicated by percentage of employers ): Of those that use social media, the top three most utilized tools are LinkedIn (68%), Facebook (32%) and Twitter (15%), platforms that maintain their respective ranks since the survey was last conducted in 2013. THE 5 MOST COMMON PITFALLS OF PERFORMANCE REVIEWSSEE MORE ONYOURERC.COM
3 WAYS TO CALCULATE YOUR TRAINING & DEVELOPMENT BUDGET Total yearly salary budget X 1-3% = Total Training Budget. This calculation takes the total salary budget for the entire year and multiplies it by 1% to 3%. The 1% to 3% is what you can use to represent the size, industry, or other organization specifics. This method ensures that the organization is strategically committed to thelearning
HOW TO INSPIRE & ENGAGE EMPLOYEES IN 6 EASY WAYS Fourth, employees need to feel valued and appreciated for their contributions and work. Managers can help employees feel valued and appreciated by simply praising, thanking, recognizing, and showing appreciation for their contributions and hard work. It's that simple and easy. You must also make them feel valued as an individual. HOW TO BUILD A TUITION ASSISTANCE PROGRAM Best practice: When implementing a program, be sure to put it in writing and spell out as many details as possible so employees know what they are getting into. Here is a quick checklist of the items to include: Eligibility. Request for authorization. Requirements—what course will and will not be reimbursed. 8 WAYS TO GET THE EMPLOYEE BEHAVIOR YOU WANT Employee behavior in the workplace is complex and difficult to change sometimes. If we want employees to behave in a certain manner, then we need to make sure that we are managing them and the workplace in a way that supports, encourages, and holds them accountable for thosebehaviors.
AN OVERVIEW OF WORKERS' COMPENSATION Workers' Compensation Defined. Workers' compensation is insurance that replaces an employees' compensation and medical benefits when they become injured on the job. Employers contribute to a common state insurance fund which compensates workers on the job. In turn, they are relinquished of the right to sue their employer for negligence, andare
6 EASY TIPS TO RE-RECRUIT & RETAIN YOUR BEST EMPLOYEES 2. Keep your workplace attractive. Organizations often spend a great deal of time and energy making their workplace attractive to candidates. "Selling" your company should never truly end if you want to keep great employees. You always need an attractive message and an enticing work environment and total rewards package. 8 STEPS IN A COMPENSATION PROJECT Compensation initiatives are often on many employers’ agendas, so we’ve summarized eight (8) steps in a basic compensation project.. 1. Participate in or purchase salary and wage surveys. It all starts with having pay data, which is the basis for all compensation systemsand projects.
20 COMMON HR METRICS AND THEIR FORMULAS We’ve provided some basic and standard metrics that we find many organizations using to help you get started measuring HR: Metric. Formula. Absence rate. # days absent in month ÷ (average # of employees during a month x # of workdays) Benefit or program costs per employee. total cost of employee benefit/program ÷ total # ofemployees.
WHAT HR NEEDS TO KEEP CONFIDENTIAL HR is not only entrusted with maintaining sensitive information about employee and management issues, but also must protect this information under laws governing confidentiality.. To protect employees’ privacy and avoid unnecessary litigation or fines, it is critical for HR to identify which processes or documents are supposed to be kept confidential, safeguard this information, keep it in THE 5 MOST COMMON PITFALLS OF PERFORMANCE REVIEWS 4. Managers surprise their employees. Some managers never bother to let their employees know when their performance is slipping, and during the performance review, the employee is surprised with negative feedback, a low performance score, a missed promotion opportunity, and* More Information
* About ERC
* Key Contacts
* Location/Directions* Contact Us
* Content
* Blog
* Subscribe to Emails* Our Sites
* NorthCoast 99
* ERC Health
Submit Close
Events Search Menu
* Membership
* Survey Data
* Partner Network
* Pricing
* Join ERC Today
* Member Login for myERC* Training
* Top Virtual Training Courses * All Training Courses* Keynote Speakers
* Meet the Team
* Open Enrollment
* HR Consulting
* Consulting Services* Contact Us
* Coaching & Assessments* Research Services
* About ERC
* Key Contacts
* Location/Directions* Login to myERC
FOR 100 YEARS, ERC HAS PROVIDED PEOPLE DATA AND SERVICES TO HELP LEADERS MAKE BETTER DECISIONS. WE CONTINUE TO BUILD OUR COMMUNITY OF GREAT WORKPLACES FOR TOPPERFORMERS.
Data for Decision-Making Training on Your Schedule HR Support for MembersEMPLOYEE TRAINING
Organizations across the globe rely on ERC for virtual and on-site training delivered by subject matter experts with practical experience on 100+ workplace topics.LEARN MORE ❯
HR CONSULTING & SUPPORT Companies nationwide seek ERC for talent life cycle solutions, from employee selection to total rewards, performance, engagement, andmore.
LEARN MORE ❯
COACHING & ASSESSMENTS ERC helps create positive change that develops top performers and drives organizational success -- anywhere. The best are coached andassessed.
LEARN MORE ❯
RESEARCH SERVICES
Members in Ohio benefit from our survey data, as well as our HR Help Desk advisors, compliance guidance, online HR tools and resources, anddata library.
LEARN MORE ❯
GET TO KNOW US
WHO ARE WE AND WHERE ARE WE? From the Cleveland, Ohio-area, we serve clients, members, and subscribers around the corner and across the world. Our diverse partners represent a variety of industries and company sizes.MEET OUR TEAM
VIRTUAL, INSTRUCTOR-LED TRAINING FOR YOUR ORGANIZATION IN THIS SUDDEN, WORLDWIDE PERIOD OF REMOTE WORK, COMPANIES ARE SEEKING VIRTUAL ALTERNATIVES FOR PROFESSIONAL DEVELOPMENT AND COACHING. ERC CAN DELIVER THESE SERVICES VIA WEBINAR TO EMPLOYEES OF LOCAL, NATIONAL, AND GLOBAL ORGANIZATIONS. MANAGING REMOTE EMPLOYEES Leading a remote team is very different than working in a traditional office setting. It requires the development and adoption of a complete remote work system. This webinar training is for leaders and managers who are working remotely and who are managing remote employees.LEARN MORE ❯
STRESS MANAGEMENT FOR TURBULENT TIMES During unexpected change or crisis, employees are more likely to be productive and stay with your organization if they can effectively manage stress. This training provides stress management tips that will help your employees cope better to critical situations.LEARN MORE ❯
WORKING FROM HOME, BUT NOT ALONE While working from home offers convenience and flexibility, it also requires discipline, healthy boundaries, and a productive workspace. This virtual training prepares all managers and employees to work remotely in an efficient way.LEARN MORE ❯
MICROSOFT® TEAMS TRAINING Being able to communicate with your associates in real-time on a single platform is a huge benefit of Microsoft Teams -- especially when working remotely. It integrates the people, content, and tools your team needs to be more engaged and effective.LEARN MORE ❯
COACHING & ASSESSMENTS Smart organizations recognize that if their people are thriving, so are they. That’s why they support individual and group coaching -- both in person and virtual -- at all levels of the business. They also encourage assessments to produce breakthrough change.LEARN MORE ❯
SUPERVISORY DEVELOPMENT When undertaking projects, organizations look to managers as change agents. They're expected to execute new processes and help employees adjust to new ways of doing things. In this in-person or virtual series, attendees will gain fresh insights into their role.LEARN MORE ❯
View More Virtual Training Courses SUBSCRIBE TO ERC'S WEEKLY QUICK HITS NEWSLETTER Join the thousands in your industry who receive ERC's weekly newsletter to stay current on topics including HR news, training your employees, building a great workplace, and more. Subscribe to ERC's NewsletterERC
387 Golf View Ln., Suite 100 Highland Heights, OH 44143Directions
Call: 440-684-9700
Email: hrhelp@yourERC.comKey Contacts
* Membership
* Join ERC
* Research & Survey Data* HR Help Desk
* The ERC HR Data Library * Online HR Resources * Peer-to-Peer Networking* Partner Network
* Pricing
* Training
* Supervisory Training* Training Courses
* ERC Trainers
* Training Needs Assessment* Methodology
* Keynote Speakers
* HR Consulting
* Total Rewards Strategy * Compensation & Benefits * Employee Selection * Talent & Performance Management * Engagement Surveys * HR Project Support * Coaching & Assessments * Coaching & Assessments Overview * Selection Assessments * DiSC Assessments for Team Building* About Us
* Privacy Policy
* Sitemap
Details
Copyright © 2024 ArchiveBay.com. All rights reserved. Terms of Use | Privacy Policy | DMCA | 2021 | Feedback | Advertising | RSS 2.0