Today’s businesses need to be agile to capture opportunities, build products and services, and provide an exceptional customer experience. For start-ups to medium-and-large size enterprises, the people you hire to make your company great directly contribute to your success. While human resources should take precedence in your overall management strategy, too often it’s an afterthought. With 97% of HR leaders planning to increase their investment in recruiting technology by the year 2020 (Workplace Trends), it’s more important than ever to get traction now to future-proof your business and gain a competitive advantage.
A new year and decade are here and in a way your business has a blank slate to work with over the next 12 months. January is a great time to plan, organize, augment, and implement systems to make your business run with greater efficiency and to hit those target goals you’ve set for 2020. As with any industry, there are new trends on the horizon for human resources—we gather the most relevant ones here so you can take a prescient approach to your HR services.
When your team goes into overtime (or extra innings…let’s go Yankees) it can be a double-edged sword. While it has the promise of a glorious last-minute win, it can also deliver a crushing defeat. The same thinking can be applied to overtime in your business. Your employees may jump at the opportunity to gain extra hours and wages, but it can also be problematic from an organizational standpoint. Here we dig into the issues associated with extra hours and how they can be overcome by leveraging the power of technology.
Establish a consistent employee feedback and development program to improve performance and retain your top contributors.
With today’s challenges in finding and hiring new employees, retaining your top contributors has never been important. CHR’s Performance Management allows you to track manager and employee reviews, quickly set team and employee goals, and solicit employee feedback. With a modern performance management program, you get the data you need to see who your high performers are, and which employees need help to improve.
As we quickly approach the end of 2020, it’s clear that the challenges we’ve endured this year will have ripple effects for quite some time. From a business perspective, companies have experienced unexpected and unprecedented change—from revenue loss and layoffs, and closures in some cases, to the complete dissemination of offices, as employees transitioned to WFH. As we progress toward a new year, it’s clear that some pandemic practices need to stay, while plans also need to shift to accommodate what’s ahead. So, what are the trends you should be aware of to inform your business through and beyond the pandemic? Let’s take a look.
As COVID-19 continues to shape the way we live and work – and, four months following nation-wide #StayHome restrictions – it’s a good time to assess your remote business operations, especially from a cybersecurity perspective. COVID-19 has exposed vulnerabilities to enterprises of all sizes as employees work from home on shared networks and IT/security departments grapple with the rapid shift of the workforce to these remote locations.
A minimum wage law sets the lowest hourly rate an employer can pay employees who are covered by the law. The current federal minimum wage is $7.25 per hour. It was enacted July 24, 2009. 29 states and the District of Columbia have a minimum wage above the federal level.
Whether you’re in the start-up stage, poised for growth, or a seasoned player on the block, building a successful business depends on systemization and efficient operations so your teams can focus on what matters most—growth. To paraphrase an oft-quoted universal truth, your business is only as good as the team you create and human resources can be a make-or-break factor in your ability to recruit and retain the top talent your business requires. So, how can you successfully leverage HR to position your business in a competitive market?
Fall is returning to the Garden State and that means most Sundays, Mondays, and Thursdays, our eyes are glued to the gridiron to witness the fate of our favorite teams. While it’s not mandatory of course, a passion for football along with an active fantasy football team is almost requisite at Consolidated Human Resources—for the most part, and for better or worse, bleed Gotham green or Giant blue (aka the New York Jets/New York Giants, for the uninitiated). As such, we have a tendency to regularly draw comparisons between the game of football and human resources. Both require strategic thinking, an ability to look and plan ahead, and the agility to move nimbly to gain an advantage.