Transitioning from an HR Practitioner to an HR Consultant sounds like a fairly simple move from a career perspective, right?
Total Rewards | Employee Relations
As we wrap up January 2015, many organizations have closed out the 2014 end of year performance appraisal process. This year, more than ever, I’m hearing from clients that their evaluation process “just isn’t working”. Their feedback is that for the last several years we go through the same process and the results aren’t worth the effort.
Best Practices | Employee Relations | Talent Acquisition
If you’ve ever had a conversation with an HR professional, you’ve likely heard us go into detail about how important a positive onboarding experience is for your new hires. This is your organization’s chance to not only validate for the employee that they chose the right position/organization to join but to also energize them to help create an engaged and effective member of your team down the road.
Communication | Helios HR | Employee Relations
Studies show that a healthy work environment help lead to both the overall health and well-being of individuals and higher engagement of your employees in the workplace. A respectful workplace can be defined by a number of qualities within your organization; example qualities include:
Communication | Best Practices | Employee Relations
As an HR professional or a senior member of an organization that has conducted a reduction in force (RIF), you are well aware that it is a lengthy, meticulous, and difficult process. So much time and energy is focused on ensuring due diligence, determining what positions may be affected, preparing severance packages, planning for the separation meetings…you get my drift. It’s easy to get so caught up in focusing on the details that affect the employees who will be leaving the organization that appropriate attention isn’t always given to the employees who remain with the organization. Layoff survivors often feel a range of emotions that your organization needs to be prepared for including guilt, anxiety, sadness, stress and anger. The side effects of an organizational restructuring can be physical, emotional and psychological to your employees. So how do you best manage the staff that will remain with your organization after announcing that you’ve just laid off members of their team?
