There are career centers and networking groups all over advising us to perfect our elevator speech. Armed with this advice, many get busy writing and practicing (well, maybe practicing) their 30 or 45 or 60 second commercial. Once the speech is perfected off you go to your networking event, conference or career fair ready to make connections.
n organizations, there are people who love to participate in training events and there are at least an equal (most likely more) amount of people who hate training events. Those haters of the training events are most likely not opposed to learning. In fact, when they need know something, most of them will find a way to learn it.
I have written multiple times about he ever hated performance review. This dreaded ritual in many companies is also often tied to the annual salary increase. An increase that often times is given within a tight budget constraint somewhere between 2-4%. It also often called a merit increase or a pay for performance compensation system. Those who are top performers may get a 4% increase while the poor performer may get the 2-3% increase. The result of this system actual keeps employees at very close salaries. And my guess is that if the top performer in a particular position or team has a little less tenure than the bottom performer, the bottom performer could still make more money.
Turnover is a huge concern for many HR professionals. One of the key steps an organization can take to reduce this during one’s first year is to develop an effective on-boarding program. Below are a few tips to get your started.
When your business grows to the point where you need to start hiring people to work for you, you know you’re doing well. It means you’re growing, and it’s a big step forward in terms of just how successful your business can be.
It also means you need to spend some time figuring out exactly what those employees are going to do, and how they’re going to do it. Do you need part-time employees? Full-time? Do you need occasional help? How you answer those questions will help determine how those employees are classified.
Sheri Mazurek is a training and human resource professional with over 15 years of management experience, and is skilled in all areas of employee management and human resource functions, with a specialty in learning and development. [Read more ...]
