HR Bartender

DECEMBER 29, 2015

A recent study from LinkedIn says that job seeker numbers are at a four-year high. It makes sense. I’m hearing a lot more about employees feeling confident about making career related changes. Add to that, organizations are reluctant to make operational changes – hence engagement is at an 8-year low. It spells a recipe for movement in 2016. But finding a new job – whether it’s an internal promotion/transfer or a change in companies – takes planning.

Salary 98

Salary Employee Wellness Management IT 98

Insperity

DECEMBER 28, 2015

Change is inevitable, but it can be costly for your business. Employee turnover is an element of change that directly affects your bottom line. As such, it is important to identify the motives of departing workers and devise an effective retention strategy. Here are four of the top reasons many good employees resign: 1. They’re motivated by higher pay.

Health 74

Health PTO Benefits Package Salary 74

PeopleStrategy

DECEMBER 31, 2015

Tomorrow marks the first day of 2016. It’s a time to reflect, refresh and restart. While you may not be one to make New Year’s resolutions in your personal life, chances are you will set professional goals and objectives, particularly if you manage others. If you are an HR professional, you also may be responsible for helping establish corporate goals from which individual contributors can develop their specific goals.

Human Resources 45

Human Resources Technology Management IT 45

SnackNation

DECEMBER 31, 2015

SnackNation grows over 1200% in 2015! The post Over 1200% Growth appeared first on SnackNation.

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Performance reviews are a proactive way to engage with your employees, provide clear communication about expectations, and acknowledge them for their hard work. But getting the right framework and creating consistency across your organization can be tricky. We put together this checklist to help you evaluate your current performance review process and equip managers with the right tools to perform individual assessments.

Management

HR Bartender

DECEMBER 27, 2015

I want to take a moment to thank you for being an HR Bartender reader. And for sharing posts on social media. I can’t tell you how much it means to me. Thank you to all of the people who send me questions and comments. I wish that I could answer them all! But I’m honored that you have confidence in my ability to respond and hope I don’t disappoint. I’d like to thank the companies that sponsor and advertise on HR Bartender.

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Media IT 65