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Keyword: ‘HR’

People Power: The 5 Stages of the HR Lifecycle

September 14th, 2015 No comments

Like many other areas of life and business, human resources has a unique lifecycle; however, instead of focusing on the biological aspects of development, the HR lifecycle involves the stages employees go through and the role HR takes on during those stages.

The typical employee experiences five different stages during their employment: Recruitment, education, motivation, evaluation and celebration. Each stage has its own challenges, opportunities and benefits. For example, if your small business is experiencing excessive employee turnover, it is likely that the “motivation” stage of the HR lifecycle needs attention; or, if an employee’s skills are not improving, you will want to address the “evaluation” stage.

If there is a breakdown at any stage of the cycle, you need to take the necessary steps to correct the problem so both your employees and your business continue to grow. Here’s a look at each stage in more depth:


Stage 1: Recruitment

Growing your business starts with hiring the right people. Hiring decisions play a critical role in turnover, productivity and growth. In order to succeed in the recruitment phase of the HR lifecycle, your human resources department needs to:

  • Create a strategic staffing plan that includes understanding positions that need to be filled, what will be expected of an employee, a strategy for attracting the best of the best, and other hiring concerns;
  • Analyze compensation and benefits packages to see if they’re competitive enough to attract the top talent; and
  • Develop an interviewing protocol, which may include written tests and multiple interview requirements, as well as a focus on active listening.


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HR Concerns in China during the Restructuring Process 

September 4th, 2015 No comments

Except where the investor chooses to sell the company, a restructuring will mostly mean that employees will need to be laid off. The way employees are terminated, and the liabilities that the company has to incur, will differ depending on the situation. It goes without saying that companies would have to pay any outstanding salaries and social security contributions. Investors should be aware that under certain circumstances, not paying employees their salaries for more than three months constitutes a crime, and may lead to fines and even prison sentences for the executives involved. Instances where employees or local governments exert pressure by less formal means are not unheard of. The employer and employee can end the relationship by mutual agreement, which is the most advisable. In such a case both parties can work out a compensation arrangement for the employee’s temporary loss of livelihood. - 


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5 HR Solutions for Recognizing Employees That Won’t Break the Bank

September 2nd, 2015 No comments

All right, so you want to do some employee recognition and make sure people who work hard get properly rewarded — that’s a great idea. Most employees want to know that their efforts on your behalf are noticed, and few things are more depressing than the belief that the company doesn’t care about them. Even better, knowing recognition is possible can help other employees work harder — and the end result will be a major gain for the company.

Still, what kind of employee recognition can a small employer offer without fracturing your budget? After all, money isn’t always a good motivator – the most expensive rewards may not be the best ones. Let’s take a look at some of the more affordable HR solutions you could use to recognize your employees.

  1. Newsletter Recognition
    If you have a company newsletter, a section highlighting special efforts people have made can be an outstanding way of making sure everyone knows how well they’ve been contributing to the team. Try to avoid things like “Employee of the Month” or “Best of…” segments, though — this kind of recognition can feel temporary at best. Instead, honestly talk about their actions and what the results were — especially if they work remotely, since employees who aren’t in the office all the time often need to be managed in different ways.


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Why HR Departments Should Be Embracing Big Data

August 13th, 2015 No comments

When you hear the term Big Data you might associate it with certain functions of an organization, like marketing, product development or customer relationship management. You may not think about HR as part of this equation.

By definition, human resources is intrinsically tied to the personnel within an organization. From hiring, to training and administration, people are at the core of HR. So in a sector that requires a high degree of human interaction, businesses might ask, what does that have to do with Big Data?

It’s hard to deny that technology has transformed the way companies approach staffing, with more tools to help find the strongest candidate for a position, at the right time and in the most strategic way.

Here’s an example: millions of job-seekers turn to Monster to upload their resume and be considered for open positions. As you might imagine, this creates a massive volume of data. Employers come to us with a particular need for talent and using data analysis, we can tap into our database to pull out a tiered list of the strongest candidates. But organizations are also optimizing their internal processes to determine their needs on the long-term.

The Role of Analytics

So what role can big data play?

As Harvard University professor Gary King stated, “Big data is not about the data.” Ultimately, it’s about what is done with the data. This is where predictive analytics comes in.

In the past, companies might have used analytics for the staffing basics of who, when and why. We see the potential that mining big data can bring when it comes to how predictive analytics is changing the way businesses find and retain top talent. Businesses can use big data to be competitive in a wide range of ways:

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Big Data and Mobile Apps Will Fundamentally Change How HR Does Its Job

August 10th, 2015 No comments

ESTPORT, CT, Jul 21, 2015 (Marketwired via COMTEX) — Brian Sommer, a leading Human Capital Management and HR technology expert for 32 years, says that Big Data analytics, mobile applications and other fast-emerging technologies will fundamentally change how HR does its job.

Sommer’s predictions highlight the sixth edition of “Firing Line with Bill Kutik(R)”, the new web video series for the HR community, which debuts today on You Tube at

“I think what’s really interesting at this time is that besides just the Cloud, things like Big Data analytics, in-memory database technology, all new kinds of mobile technology — all this is coming and it’s coming at the same time,” Sommer tells Kutik.

“And that creates kind of a competency of technology change hitting all at once…an opportunity for HR technology vendors as well as HR executives to take advantage of some very profound things that will change their processes. It’s going to change their technology. It’s probably going to change their perspective about what HR really should be doing going forward.”

Sommer also issues a call to action and a warning for HR execs who don’t stay abreast of these fast-developing innovations. “Those best HR executives I run into are the ones who play in traffic frequently, who invite a lot of vendors and stuff into their office and see a lot of demos,” Sommer said.

“They get to all the right shows, and they’re taking chances and experimenting with this stuff because they’re looking to see things that are transformed. So, if you don’t get out there and become cosmopolitan, you’re going to be road kill.”

To date, the monthly “Firing Line” series, which began in March, has received 10,000 views on YouTube.


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