You want a healthy workforce. Healthy employees miss less work, concentrate better when they are there, and cost you less in insurance fees. But, employees push back if you do things like CVS Pharmacies did--requiring employees to reveal personal health details or else pay extra towards their health insurance.
But, how to get people healthy? You have neither spare time nor spare money lying around. Here are some ideas that might help your business out.
Think Facebook's your biggest productivity killer in the office? Think again. Social network-obsessed employees just might be your highest performers.
A recent survey by the data analytics firm Evolv suggests that employees who use up to four social media networks are exceptionally productive--and they stay in their jobs longer, too.
Program sponsors seeking allies for a contingent workforce program can face an uphill battle. In particular, it’s difficult to convince hiring managers to adopt not only new processes, but a technology they’re not convinced will make their lives easier. Because consumer applications do a good job of tailoring the experience to each user, people expect the same experience in business applications such as aVMS.
Technical workers--analytical, engineering, mathematical, research and development, scientific, and technology employees--look for different things from their employers. Understanding these differences is essential for attracting and retaining these workers who are highly sought after, but in short supply.
Continuing the theme on how to be strategic in Human Resources, this second article is going to provide the top 3, nope 4 things you need to be successful in implementing a strategically focused HR in your organization.
The hybrid cloud — a catalog of cloud services created and provisioned both inside and outside the enterprise — is a model growing in popularity among large companies. But how solid is the business case? And can companies effectively integrate data from multiple cloud sources?
It’s that time of year for resolutions, predictions, and reflections back on all that has happened during this past year.
Of all of these, it is the New Year’s predictions that are both the most interesting AND the most difficult to get your hands around. After all, who has a crystal ball that works well enough to help us get a good fix on the future, anyway?
That’s why I enjoy it when others stick their neck out and predict what will be happening, and that’s how it is with these 2013 trends from the leadership team over at Futurestep, a Korn/Ferry company that specializes “in high impact talent solutions.”
They have put together what they believe will be the main trends shaping the global recruitment and talent management industry over the coming 12 months, and it is worth reading if only to help focus your own thoughts on where things might be going.
Many companies are once again investing in HR technology, in order to improve services and become more efficient, according to a report from the Society for Human Resource Management (SHRM). The major focus areas are software as a service and shared services, which are becoming the most prevalent models for delivering HR services, according to the report.
In a survey released in August by HR consulting firm Towers Watson, most employers reported that their HR technology budgets would either increase, or stay the same, in the coming year. The report, which surveyed 628 companies, found that 53 percent plan to spend the same amount, while 31 percent expect to increase their spending. Only 16 percent planned to reduce their investments.