Companies that have a culture that incorporates gratitude, appreciation, and recognition have more engaged, self-motivated employees. And every client I work with wants that!
Total Rewards | Risk Management
It’s been said that on the first date, there are two things you don’t discuss: politics and religion. For generations, the same could be said for one topic in the workplace: how much money you make. But now, the Department of Labor is proposing a new rule that would “bar pay secrecy and encourage pay transparency among federal contractors”.
Total Rewards | Business Management & Strategy
I get asked a lot by my clients to help them plan for the future. As an HR Business Partner at Helios HR, my job is to work with senior management teams to plan for the unexpected. To help them continuously move their human capital forward successfully. Sometimes, these organizations that want to plan for the future just want to mitigate their risk of an employee leaving the organization. So this got me thinking, what is the true difference between succession planning versus replacement planning?
Total Rewards | Business Management & Strategy | Best Practices
At Helios, we are often asked to recommend how to best structure an organization’s HR Department. You may have heard the rule of thumb is 1 HR professional for every 100 employees. Unfortunately, it is not that simple and there is no “one size fits all” solution. There are a lot of factors that go into determining the right solution for your organization.
Total Rewards | Risk Management
Last month at the McDonald’s annual meeting there were thousands of protesters who gathered at the company’s headquarters to fight for higher wages. They were calling for minimum wage to be raised to $15 per hour. The protesters argued that at their current rate of pay (they receive on average $8 or $ 9 per hour), they cannot pay their bills.
Total Rewards | Business Management & Strategy | Best Practices | Employee Relations | Career Tips
The job market is slowly but surely recovering from the 2007-2009 recession. As hiring increases across the United States, more and more people are leaving their jobs voluntarily. In fact, according to the Federal Bureau of Labor Statistics, since the recession, the number of voluntary separations has increased by 49 percent. So, how can you as an employer stop or reduce this significantly increasing voluntary turnover? One answer is by analyzing the reasons that employees are leaving. This can be done through an exit interview, ensuring that there is a conversation and not just an automated questionnaire. The difficult part once you have found out why employees are leaving, is to address the issues and come up with long-term solutions.
