Developing your interpersonal and interdisciplinary skills and earning new credentials 100% online from one of America's finest universities will help energize your career and make yourself more marketable.
Published By: PayScale
Published Date: Sep 12, 2012
Most HR professionals know that getting a Senior Professional in Human Resources (SPHR) or Professional in Human Resources (PHR) certification is worth the time and effort. But, do you realize just how much it can benefit a Human Resources career?
See the following information from PayScale about quicker promotions, higher pay, greater job availability and more for those who have a PHR or SPHR versus those who do not.
The possibilities for a career in Human Resources (HR) are vast. But, typically the path to the top HR management jobs is not a straight one. Moving up the HR ladder requires aligning your contributions to business objectives, developing ongoing mentor relationships and taking calculated risks.
Millennials (a.k.a. Generation Y), defined as people born anywhere from 1980 to 1999, have access to technology, communications, and publishing that simply wasn’t available decades ago. As a result, they have demands for career and lifestyle that are often different than older generations.
To find out what it takes to draw in this highly sought-after community, we asked recruiters and anyone hiring young talent what they believe are the “must-adopt” recruiting techniques for hiring Millennials.
Published By: BambooHR
Published Date: Jan 09, 2015
Most HR professionals chose a career in HR because they wanted to make a difference in people’s lives. In fact, “77 percent of HR professionals cited helping people as their
primary reason for choosing the profession.”
HR tools can free you up from monotonous tasks and give you the time to train, focus on culture and develop your employees. This document shares what tools are available and how to approach the right people to get the tools that will help your company.
Economic and social factors are transforming the way in which organizations define today’s workforce. The confluence of a growing millennial workforce that values flexibility, the rise of automation, and the increasing prevalence of telework challenges organizations to recognize that a workforce is comprised of more than full-time, 9-to-5, career-track employees.
This altered definition of work will ultimately force companies to adjust their recruitment strategies in favor of what candidates are looking for from employers and how such a wide and increasingly remote talent pool will be managed.
To understand the ways in which today’s workforce is evolving and the reasons why recruiters must find ways to adapt to this changing definition of talent, it’s valuable to look at an overview of today’s workforce…This report does just that.
As the market becomes more competitive for top talent, how you present your organization to candidates is critical. The best talent always does their research on organizations before they apply. Make sure you are highlighting your culture and branding to get more applicants that are the right fit for your organization. Follow these six tips to make the most out of your career site:
With 100% online convenience, students can prepare for industry-recognized certification, such as PMP® or CISSP®, and earn a prestigious three-course master certificate in a variety of high-demand professional disciplines, including Human Resources.
To get the best performers and strongest leaders, proper performance evaluation processes and training opportunities need to be available. Organizations who utilize performance reviews and eLearning are more likely to experience:
• Higher engagement and productivity
• Increased career mobility
• Increased ability to manage compliance training
• More millennial recruitment
Interested in learning how to attain such benefits? Download How to Maximize Workforce Growth with integrated Performance Management and eLearning.
Published By: BirdDog HR
Published Date: Feb 10, 2016
The way people work is changing. Talent management strategies of years gone by may or may not be keeping up with today’s workforce that desires feedback, a career path, development opportunities and transparent communication. With employees at the core of an organization, it is critical to provide them with the necessary tools to enhance employee engagement while they complete a job successfully. Keeping up with the trends will keep you ahead of the competition and in front of your organization’s talent needs.
How will your company develop a solid workforce and remain competitive in 2016?
Engaging Employees through a Unified Platform
Learn how simplifying processes with a unified HCM solution can help you better manage all employees and remove barriers to optimal engagement.
An engaged workforce is satisfied and productive. To make this a reality for your organization, you need a human capital strategy that can help you think strategically about managing, engaging, and retaining your entire workforce.
However, in many cases, the systems that manage human capital alienate rather than engage both employees and managers — making it challenging, for example, to easily access schedules or paystubs without having to call HR or do self-service assessments of career path options.
Implementing an effective HCM strategy supported by the right workforce technology can save your organization time and resources, improve the management of your people-related processes, and drive greater employee engagement.
It is generally accepted that nearly all new hires decide, within the first six months, whether or not they will stay with their new employer. And, it is expected that new employees coming into the workforce–including Generation X (born between 1965 and 1908) and Generation Y (born after 1980)–will have an average of 20 jobs over the course of their careers.
Given all of these numbers, the goal becomes clear: to attract and retain a multigenerational workforce, employers today must provide a better new-hire experience, with fewer steps, and lower costs.
Published By: Silkroad
Published Date: Jun 03, 2016
Retention, engagement, and employment branding are the bread and butter of talent management. Avoiding unnecessary and costly hires meanings keeping your talent on-board. Keeping employees on board means making sure they are invested in their organization, and engaged in their work.
To find out who’s doing what and what’s working in the real world, BLR conducted a Retention, Engagement, and Branding Survey in March 2016.
Check out the results of the survey by downloading this free summary today!
You'll get answers to the following questions:
•Do you have a system for tracking employee engagement?
•What do you do to retain employees?
•Have those methods been effective?
•Do you have a formal career planning program?
•Who is responsible for your employment branding program?
Published By: Silkroad
Published Date: Jun 07, 2017
Keeping them onboard
Most organizations today are focusing more attention and resources on employees—particularly on retention, engagement, and branding. Retention, especially of key players and strong contributors, is substantially based on the level of engagement employees have, and that, in turn, is reflected in the employment brand.
We conducted a survey on retention, engagement, and branding in March, 2017. In this free summary, we will cover the results of the survey. Attendees will get answers to the following questions:
•Do you track employee retention/turnover?
•How do you define engagement?
•Do you measure engagement?
•What challenges do you encounter trying to improve engagement?
•Do you have a formal career-planning program?
Published By: Degreed
Published Date: Oct 12, 2016
For humans, growth has always been a competitive necessity. Now, it’s not only vital for our personal development, but for the businesses we lead. As professionals, we need to develop new skills, acquire knowledge, and gain expertise. Learning is more important to our careers than ever before.
For organizations, prioritizing growth, development, and learning will create a culture that positions both the company and its employees for success. There are many ways to emphasize learning as a central strategy.
Here are four methods that any company can utilize to make learning a strategic advantage.
This year higher education IT teams have focused on improving student outcomes by supporting success initiatives through technology. In this white paper, learn how 1-to-1 iPad programs can drive improved student outcomes through student wellness, engagement and career readiness. Also, gain helpful insight on how to start, manage and thrive with your own 1-to-1 iPad program.
Published By: BetterUp
Published Date: Dec 05, 2018
"Company cultures that value and celebrate diverse perspectives not only support, engage and advance underrepresented groups, but also benefit by making better decisions and achieving broader innovation. We believe inclusion is a hallmark of strong leadership and should be a core skill for all leaders.
Download our paper to learn:
- Why most diversity and inclusion programs fall short on their promises
- How to develop skills for inclusive workplace with BetterUp coaching
- How BetterUp unlocks the potential of emerging leaders with career coaching to build leadership behaviors at scale"
Whether you've had an employee referral program for years, are only in the initial stages of building one, or have never had one at all, this e-book is full of tips and advice on making your program the best it can be.
Download this report to learn more about nine key changes identified in this research that have started to transform the finance function of today, and five actions finance professionals at all levels can take to prepare themselves for tomorrow’s career.
Millennials are different than any other generation before them. They are making major decisions later in life—from choosing a career, getting married, buying a home and yes, investing in life insurance. And while they are more tech savvy than their predecessors and want to make purchasing from any device of their choosing, they still value face-to-face interaction, contrary to popular belief. Insurance and financial companies need to understand the unique dynamics of the millennial generation in order to better service and exceed expectations of this growing consumer base. They need to meet their tech-savvy expectations, while also understanding Millennials still value one-to-one attention. In fact, 48% of Millennials said they would be more likely to make a speedy financial or insurance-related decision if a person who they trusted took the time to explain the benefits and risks. Download this whitepaper and learn how to better tap into the growing millennial market.