1) Employee Engagement Surveys: 4 Planning and Execution Must-Haves by Sharlyn Lauby
I always love reading articles that go deeper than just the “problem”. It is also important to ensure that you always provide a solution for readers. This article shares 4 different strategies when it comes to employee engagement surveys.
Two important pieces of any organizational initiative are planning and execution. Planning helps set the foundation for any project, while execution involves continuous improvement. If organizations want to get really good at execution, they should try to find what works well and include some sort of regularity in their efforts.
If you want a survey to be successful, it needs to be planned and executed well. The article mentioned four strategies to consider when planning and executing a survey:
STRATEGY #1 – The survey needs to have a vision and an objective.
STRATEGY #2 – The survey content should be well-crafted.
STRATEGY #3 – The survey should align with the organization’s brand and culture.
STRATEGY #4 – The survey should create an inviting process.
Employee engagement surveys are important – to both the employee and the company. But they are only as good as the information you get from them. Proper planning and execution will yield good information. Check out the blog to gain a better understanding regarding the strategies.
2) 3 Steps to Make Recruiting Your Competitive Advantage by Sharlyn Lauby
Sharlyn shared her insights after attending a conference and I thought they made for a very interesting read!
If organizations want talent to be their competitive advantage, if they want a best-in-class candidate and employee experience, and if they want a kickass employment brand, then recruiting has to become a competitive advantage for the organization. So, how does that happen?
– Properly staff your talent acquisition team.
– Train the talent acquisition team.
– Give recruiters the tools.
If organizations want the best talent, they need to give the talent acquisition function the people, training, and resources required to effectively execute the recruiting strategy.
3) 4 Opportunities to Empower Employees on Payday by Robert Delponte
Ever look at your pay check and wonder what certain acronyms and abbreviations mean? This is just one of the many questions employees have when they receive their pay check. Although a paystub is loaded with important information, it can also be frustrating for an employee who doesn’t understand where their hard-earned money is going every payday.
According to a recent survey, many workers find their paystub confusing to read. However, a little help from their employer could yield huge dividends. 45 percent of American workers also reported that they would feel more engaged in their jobs if their employer helped them better understand the impact of taxes, deductions and withholdings on their overall earnings.
Here are four opportunities that organizations can quickly leverage to empower employees on payday:
1. New hire onboarding
2. Employee handbook
3. Company intranet
4. “W-2 season”
With a little bit of effort, organizations can eliminate pay check confusion to reap huge dividends by making sure employees fully understand how all the pieces of their pay check fit together to influence their take-home pay.
Read more here: https://www.entrepreneur.com/article/293273
4) Tech Tools Elevate Sourcing By Roy Maurer
“To maximize recruiting efforts, all companies must become tech companies.”
Faced with a tightening labour market, HR professionals are sharpening their recruitment strategies to focus on leveraging data, personalization and on-demand sourcing. Forward-thinking organizations are deploying solutions strategically to enhance employer branding, measure quality of hire, improve the candidate experience and shift to a more mobile search-friendly functionality.
This article by Roy touched on the following points which were very practical in this modern world.
– The Alchemy of Algorithms
– Courting and Closing
– Talent on Demand
Read the article to further understand the points, which are supported by statistics and examples.
5) The Future Of Work: How The Workplace Is Changing In 2017 by Shelly Kramer
Technology is rapidly transforming the workplace. Some changes will create dramatic shifts in the long-term future of work. For instance, reports estimate that between 45 percent and 47 percent of current jobs could eventually be lost to automation, with seven percent of that job loss coming by the year 2025. These technology-driven workplace changes will continue to spread and accelerate in 2017.
Here are five key 2017 workplace trend predictions:
Read more here: http://www.humanresourcestoday.com/?open-article-id=6652585&article-title=the-future-of-work–how-the-workplace-is-changing-in-2017&blog-domain=successfactors.com&blog-title=successfactorsI always learn more every time I read these articles and they can really help if you are in the HR industry. We post the top 5 HR articles of the month consistently, so if you often have no idea where to begin, just visit our site to get a head start!
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