(Via Entrepreneur magazine)
From a thoughtful hiring process to a thorough training program, you’ve done everything you can to find and prepare the best employees for your company. But no system is foolproof and sometimes a few bad apples can slip through the cracks.
Of course, some people just need a simple redirect to fall in line, so trying to correct the behavior should be your first step. But other times, employees can be so toxic, they can poison your workplace, says human resources consultant Suzanne Benoit, founder of Portland, Maine-based Benoit Consulting Services.
“You can have someone who is a very good technical performer, but that makes other people in the office go home crying,” Benoit says. “If you have people who are interfering with the performance of others, you need to consider letting them go.”
It’s a good idea to consult legal counsel before you terminate someone for their behavior to ensure you’ve protected yourself. But, in her experience, Benoit says these three types of employees usually just have to go.
1. The Untouchable
Continue reading “3 Toxic Employees You Need to Fire Now”
Nearly 60 percent of U.S. workers are hourly employees, does your organization know what makes them tick?
The majority of staff in the United States are hourly employees who have little to no control over their work schedules. The retail industry has an annual turnover of 80–100%. The cost of replacing hourly workers is up to 1/3 of their annual salary.
That’s why when the employee engagement is low, it’s vital for businesses to get staff enthusiastic about the organization and the role they play within in.
In 2013, Gen Y (those born after 1990) made up 25 percent of the American workforce. By 2025, this number will increase to 75 percent. To keep this growing group of employees happy, they say they want to schedule flexibility, shared values, immediate feedback, and a positive work environment.
Check out the infographic below, courtesy of When I Work, for more stats on hourly employee trends:
Continue reading “What Do Hourly Employees Value?”
5 Employees Who Will Be Getting A Raise
(via A Hire Calling
The following is a guest post by Kelly Gregorio. Too often, those who want a pay raise look to outside influences when what they should be doing is looking at themselves. If you want to get a raise, then you have to give your employer a reason to say…
Continue reading “5 Employees Who Will Be Getting A Raise”
Everybody talks about “talent acquisition,” recruitment and onboarding new employees.
What about offboarding?
The other end of the employee lifecycle—offboarding—provides another opportunity for a company to protect its assets and reputation.
No one disagrees onboarding is necessary for the long-term health of a company. Few human resources pros have an organized plan for when employees leave.
Offboarding refers to removing the identity and access of an employee who has left the organization. It can also be the restriction of certain rights to use when employees change roles within an organization.
In a recent study by talent management company SilkRoad, half of employers do not have an employee transition process for when they leave a company (or are promoted within the company).
When an employee reaches the end of the job cycle—for a number of reasons—not having a process can leave an organization unprotected to liability, security gaps and unforeseen costs.
One case is the University of Wisconsin. In an audit of health insurance premiums paid from 2011 to 2012, the school found paid for half of their employees who are no longer employed there.
These overpayments amounted to $15.4 million.
Keeping track of former employees while they leave the company can prevent potential security concerns. Offboarding can secure password access codes and other proprietary information.
Four fundamentals in an effective offboarding procedure:
Continue reading “Security and Savings by Offboarding Employees”
Big Data has become one of the hottest buzzwords in business. With it comes both pros and cons.
Big Data has become one of the world’s biggest business buzzwords, with good reason. It does have the power to transform human resources and talent management.
However, like any new jargon, Big Data does come with some baggage.
One of the “cons” is Edward Snowden, the “whistleblower” who exposed the NSA’s program of collecting vast quantities of American phone call records. He claims governments use Big Data to “spy” on its citizens.
It’s certainly odd that those who are advocating privacy have placed all the blame on the government. They miss one thing about those phone records.
Why should government get the bad rap, when major corporations (like Verizon) already collected the Big Data in question. It was already in their possession! Verizon simply turned over existing records to various government agencies.
Apparently, our “privacy” was no more comprised before the government got their hands on those records; before that, there was just a different set eyes looking at us.
Snowden is currently the subject of an international manhunt, to respond to allegations of treason, spying or (whatever the hell they say he did).
Why Big Data is a Big Deal for Human Resources
Continue reading “Why Big Data can be a Big Deal in Human Resources”