As we begin a new year, the ever-evolving landscape of Human Resources continues to shape the way businesses attract, retain, and nurture talent. HR professionals and business leaders are at the forefront of this transformation, adapting to emerging trends that redefine the workplace. In this blog post, we’ll explore the top 10 HR trends for 2024, providing valuable insights to help you stay ahead in this dynamic environment.

Hybrid Work Models

The pandemic accelerated the adoption of remote work, and in 2024, the hybrid work model is here to stay. HR professionals must develop strategies to seamlessly integrate both in-office and remote work, ensuring employees stay engaged and connected.

Employee Well-being Takes Center Stage

In the pursuit of talent retention and productivity, HR leaders are prioritizing employee wellbeing. Mental health programs, flexible schedules, and wellness initiatives are becoming integral parts of company culture, fostering a healthier and more motivated workforce.

Data-Driven Decision-Making

The use of data analytics in HR is evolving rapidly. HR professionals must harness the power of data to make informed decisions about talent acquisition, performance management, and employee engagement, ultimately contributing to strategic business outcomes.

Upskilling and Reskilling

The rapid pace of technological advancements demands a workforce with evolving skills. HR leaders are focusing on upskilling and reskilling programs to ensure employees remain relevant in their roles and contribute to the organization’s long-term success.

Diversity, Equity, and Inclusion (DEI)

In 2024, DEI initiatives are not just a buzzword but a business imperative. HR professionals play a crucial role in fostering an inclusive workplace, promoting diversity at all levels, and ensuring equal opportunities for all employees.

AI in HR Processes

Artificial Intelligence is transforming HR processes, from recruitment and onboarding to performance management. HR professionals need to understand and embrace AI tools to streamline operations and enhance the overall employee experience.

Agile Performance Management

Traditional annual performance reviews are making way for more agile and continuous feedback systems. HR leaders are adopting real-time performance management tools to provide timely feedback, recognize achievements, and address challenges promptly.

Remote Employee Engagement

With remote work becoming a permanent fixture, HR professionals are focusing on innovative ways to engage remote employees. Virtual team-building activities, digital recognition programs, and online learning opportunities are essential components of remote employee engagement.

HR Tech Integration

The HR technology landscape is expanding, and integrating various HR tech solutions is crucial for efficiency. From applicant tracking systems to employee engagement platforms, HR professionals must ensure seamless interoperability for a cohesive employee experience.

Leadership Development

Investing in leadership development is essential for the long-term success of any organization. HR leaders are crafting programs that identify and nurture future leaders, ensuring a robust leadership pipeline to drive the company forward.

Stay Ahead of the Latest Trends with the HRchat Podcast

Conclusion

Staying abreast of these trends is not just advisable; it’s imperative. As HR professionals and business leaders, embracing these trends will not only enhance your organization’s competitiveness but also create a workplace that attracts, retains, and empowers top talent in 2024 and beyond.

The post Navigating HR Trends in 2024 appeared first on The HR Gazette and HRchat Podcast.

Performance evaluations have transcended the traditional one-sided feedback model. Contemporary organizations are embracing a two-way approach by integrating self-evaluation into the process, granting employees the agency to appraise their own performance. Self-assessment not only prompts individuals to engage in introspection but also supplies managers with invaluable information, shedding light on an employee’s self-awareness and capacity for personal growth. Genuine self-evaluation nurtures transparent and fruitful dialogues between employees and management. In this analysis, we embark on a comprehensive exploration of self-evaluation, its importance, and practical methodologies for organizations to facilitate and support their employees in this introspective journey. This dynamic approach not only empowers employees to take ownership of their development but also contributes to a more holistic and productive performance review process.

The Importance of Self-Awareness in Performance Management:  

Self-awareness, often heralded as the bedrock of personal and professional growth, plays a pivotal role in enabling individuals to navigate their careers and personal lives with clarity and purpose. Recognizing one’s intrinsic qualities and understanding their ramifications is crucial in charting a path forward.

To begin with, having a clear understanding of one’s strengths and weaknesses offers a dual advantage. When employees are acutely aware of their strengths, they’re better positioned to capitalize on them, optimizing their contributions to team projects or individual tasks. These strengths become tools that can be strategically deployed to maximize results. Conversely, acknowledging weaknesses isn’t a concession of defeat; instead, it offers a roadmap for targeted personal and professional development. By understanding areas of vulnerability, employees can pursue training, mentorship, or experiences specifically designed to bolster those areas, ensuring holistic growth. This aspect of self-awareness is essential in the context of a performance management system as it helps individuals identify areas for improvement.

Beyond the individual, self-awareness also aids in creating an environment conducive to open dialogue and collaboration. An employee grounded in self-awareness is often more amenable to feedback, whether positive or constructive. Such receptiveness paves the way for more transparent and constructive conversations between peers, subordinates, and superiors. Feedback, instead of being perceived as criticism, becomes an instrument of mutual growth, strengthening interpersonal relationships and fostering a positive work environment.

Lastly, self-awareness acts as a catalyst for cultivating a growth mindset. When individuals recognize their areas for improvement, they’re implicitly acknowledging that there’s a path to betterment. This realization can drive an insatiable hunger for learning and evolution, propelling them into a continuous cycle of growth and self-improvement. It’s not just about identifying gaps but about understanding that with effort, strategy, and persistence, these gaps can be bridged, leading to personal and professional evolution.

Guiding Employees in Crafting Genuine Self-Evaluations:  

Navigating the intricate process of self-evaluation can be daunting for many employees. While its merits are indisputable, ensuring that employees undertake this journey effectively requires proactive guidance and a supportive environment crafted by organizational leaders.

Central to this guidance is the provision of clear and structured frameworks. By offering a defined format or template, employees can be channeled to reflect on pivotal performance areas methodically. This not only ensures that no critical aspect is overlooked but also provides a level of consistency across the organization, making it easier for managers to gauge and respond to these self-assessments. Such frameworks, by delineating the path of introspection, can alleviate potential anxieties associated with the self-evaluation process, rendering it more accessible and actionable. An example of self evaluation in the form of a structured template can greatly assist employees in this process.

Lastly, to truly embed the practice of effective self-reflection, organizations must take the onus of equipping their employees with the requisite skills. Offering training sessions or workshops that elucidate the nuances of self-assessment can be invaluable. Through these sessions, employees can be acquainted with the art of introspective evaluation, understanding how to distinguish between constructive self-critique and undue self-deprecation. By cultivating these skills, organizations don’t just aid in the immediate self-evaluation process but sow the seeds for a culture of continuous personal development and growth.

Integrating Self-Evaluation Feedback into Broader Review Discussions:  

The dynamic of performance assessments in organizations is rapidly evolving, with self-evaluations playing an increasingly integral role. However, while these introspective evaluations offer unique insights, it’s vital to position them as complementary tools within the larger appraisal ecosystem, rather than as replacements for traditional reviews conducted by managers or peers.

Starting a performance dialogue by referencing an employee’s self-evaluation can set the tone for a more open and collaborative discussion. This initial focus on the employee’s perspective showcases respect for their introspective efforts and provides a foundational understanding of how they view their achievements, challenges, and growth areas. By leading with this, managers can ensure that the ensuing conversation is rooted in mutual respect and understanding.

Yet, the true potency of self-evaluations is realized when juxtaposed against traditional reviews. These comparisons can illuminate perception gaps—discrepancies between how employees view their performance and how it’s perceived by others. Such gaps, rather than being viewed as negatives, should be harnessed as potent discussion points. They provide an avenue to delve deep into areas of misalignment, offering both the employee and the manager a richer understanding of underlying issues or potential areas of growth.

In essence, while self-evaluations are an invaluable addition to the performance appraisal toolkit, their true strength lies in their ability to augment and enrich traditional reviews, paving the way for more comprehensive, nuanced, and collaborative performance discussions, even for low performing employees.

Case Studies: Companies that Leverage Self-Reflection for Growth:  

In the complex and ever-evolving landscape of employee performance management, several industry leaders are setting benchmarks with their avant-garde approaches. Two such stalwarts are Google, the tech behemoth known for consistently pushing the boundaries of conventional HR practices, and Deloitte, a luminary in the professional services domain.

Google, a titan in the tech industry, has always been at the forefront of pioneering human resources innovations. One of the integral components of their performance management edifice is the practice of self-evaluation. Google understands that an individual’s introspective insights into their own achievements can be as invaluable as external appraisals. By having employees juxtapose their achievements against predetermined objectives, Google ensures that the self-assessment serves as a foundation stone during review deliberations with supervisors. Such an approach not only instills a sense of ownership and responsibility among employees but also makes performance dialogues more balanced and mutually informed.

Meanwhile, Deloitte, a beacon of excellence in the professional services sector, has also recalibrated its performance assessment mechanisms to be more in sync with contemporary needs. A central facet of this overhaul is the inclusion of a self-assessment dimension. However, Deloitte’s approach has a dual focus: while it allows employees to ruminate on their past performance, it also encourages them to be forward-thinking, contemplating their future ambitions and the trajectory they envision for themselves. This twofold emphasis ensures that while past accomplishments and areas of improvement are acknowledged, the review process remains inherently progressive, anchored in future growth and aspirations.

In distillation, both Google and Deloitte underscore the indispensable nature of self-evaluations in modern performance management. By integrating self-assessments into their review paradigms, these industry leaders are championing a more holistic, participatory, and future-oriented approach to performance appraisals.

Conclusion:  

Integrating self-evaluation into performance reviews signifies a profound shift in how organizations approach employee development and evaluation. This approach acknowledges the significance of self-awareness and personal insight in an individual’s growth journey. It empowers employees to actively participate in their personal and professional development by encouraging self-reflection and self-assessment. In turn, this fosters ownership and accountability, driving intrinsic motivation and commitment to self-improvement.

Furthermore, it offers organizations valuable insights into individual perceptions, aspirations, and self-assessment abilities, enabling targeted coaching, mentoring, and training. This approach results in a win-win situation where employees benefit from increased self-awareness and organizations benefit from better-aligned, engaged, and motivated employees. It transforms performance reviews into a collaborative, growth-focused dialogue, serving the interests of both employees and their employers.

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The post Self-Evaluation Uncovered: Crafting Authentic Performance Reviews appeared first on The HR Gazette and HRchat Podcast.

This article is part of a two-part series written with Business Sherpa Group on compensation review. We’ve covered types of compensation strategies here, and you can read the second part on conducting a compensation review at your business on the Business Sherpa Group website.

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Does your organization have a compensation philosophy? A compensation philosophy outlines how an organization supports its employees while working towards business goals. Having a clearly stated compensation philosophy ensures employees know compensation is transparent, structured, and equitable. So what approaches do businesses take?

A compensation philosophy is the guiding principles and beliefs that determine how organizations design and administer their compensation program. A compensation philosophy includes base wages, but most extend beyond that, bringing in compensation programs, bonuses, and business objectives to explain what employees can expect when working in an organization.

Why have a compensation philosophy?

There are benefits to clearly stating the compensation philosophy of an organization. On the employee side, having a clearly defined compensation philosophy gives the perception that the organizational approach to rewards is transparent, rules-based, and fair in its execution. Organizations that have an approach to compensation that is reviewed periodically can tie employee performance to business objectives, which can help identify which rewards result in the desired performance from the team. This can help managers adjust compensation plans to improve performance, workplace culture, and overall talent retention.

Have you thought about the compensation philosophy in your workplace? There are several different approaches organizations can take.

What are Compensation Philosophies?

Here are a few examples of the approach employers may take:

1. Performance Based Pay

As the title suggests, this philosophy emphasizes linking compensation to performance, individually or team-based. This approach utilizes incentives such as bonuses, commissions, or profit sharing, as a reward to employees that achieve specific goals or objectives.

2. Market Competitive

Organizations with this philosophy aim to offer salaries that are comparable and competitive to what the market provides. This approach includes regularly conducting market research to ensure the organization remains competitive to the best job seekers.

3. Pay for Skills/Competencies

In organizations that adopt a Pay for Skills/Competencies philosophy, compensation is based on the specific skills, knowledge, and competencies that a person possesses. This approach fosters continuous learning as organizations offer resources to learn new skills.

4. Internal Equity

Internal Equity aims to maintain fairness and a sense of equity within the organization. It ensures employees receive compensation that takes lots of variables into account, including job responsibilities, skills, and performance. Be wary of pay disparity when adopting this philosophy.

5. Total Rewards

Total rewards takes a holistic approach, seeking to develop the whole person through financial and non-financial programs. These companies might offer bonuses, benefits, work-life balance initiatives, and career development opportunities to grow and develop their employees’ careers over time.

6. Performance Driven Differentiation

An undercurrent of most hyper-competitive workplaces, a performance driven differentiation philosophy allocates compensation based on performance, with better performing individuals receiving higher compensation than those who do not perform as well.

7. Employee Value Proposition

What sets this philosophy apart is the unique value proposition for employees. This value proposition is the promise of a strong culture, opportunities for growth and learning, work life balance, and meaningful work. Compensation is designed to support employee needs.

Pay Transparency

No matter the philosophy, pay transparency should remain important throughout each approach. Openness and transparency should be paramount when discussing the approach to compensation, aiming to build trust and engagement amongst your employees.

What is my compensation philosophy?

What compensation philosophy should you implement in your place of work? Before you aim to answer this question, think about the values that you hold dear in your organization. If you want to develop people’s careers and help them learn new skills, your approach to compensation is going to be a little bit different than an organization that wants people to be the very best at what they already do.

Take input from your employees on what they desire from their employer when discussing compensation. The answers might be beyond monetary rewards, you might find a desire for remote work, or chances to try different functions within the business. The compensation policies we’ve outlined are common, but that doesn’t mean they’re the only approach. You can even mix and match parts of each to form your own approach to compensation.

Compensation Philosophy and Business Objectives

So how does a compensation philosophy tie into business objectives? Well, that depends on the industry in which you operate, and what organizations within that industry do. In the second part of this article published by HR Gazette, we explore how compensation philosophies drive employees to achieve personal and business objectives.

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The post What is Your Compensation Philosophy? appeared first on The HR Gazette and HRchat Podcast.

One of the most effective ways to determine how to respond to any sensed unconscious bias or microaggression towards you is to use your internal GPS. I call this examining the Peeve or Leave question.

The Peeve or Leave question should always be your first step in navigating unconscious bias in the workplace — or any other bias for that matter. Recent high profile incidents of career-stifling bias and microagressions, such as the incident at Buckingham Palace when a black British charity leader, Ngozi Fulani, was interrogated by Lady Hussey, the late Queen Elizabeth II’s senior lady in waiting, about where she was really from, illustrate the importance of having a toolkit to navigate the inevitability of workplace bias. I offer these tips when confronted with career-stifling unconscious bias or microaggressions:

Before you respond to sensed unconscious bias based on race and ethnicity, gender, disability, age, sexual orientation, class, etc., SLOW DOWN and first ask yourself:

“Is this a Peeve or Leave situation?”

If you deem it’s a Leave situation, I’d suggest the following:

– Consciously make a mental decision that the sensed bias directed towards you is a minor unconscious infraction at worst.

– Consciously acknowledge to yourself that your concern or offence may or may not “have legs,” but then determine that it’s not worth ruining your lunch over.

– Then briefly, calmly but clearly use a light, friendly response, or humor to gently recondition the presumed perpetrator.

– And then move on and enjoy your lunch!

If you deem it as a Peeve situation, then I suggest you do the following:

– Have a calm extended conversation with the sensed perpetrator then and there.

– Draw their attention to your sensed bias through effective, non-judgmental, enquiry-driven dialogue.

– In drawing their attention to the sensed unconscious infraction aimed at you, you must allow for your misinterpretation of their comments or behavior.

– Avoid finger pointing (figuratively or literally) and/or drawing on negative personal past experiences or general negative narrative and hearsay about the category that the presumed perpetrator fits into, otherwise YOU become the perpetrator, not them. You also run the risk of almost certainly getting their back up.

– Then collaboratively agree how you’ll harmoniously move forward and get on with your life and career!

I’ll let you decide whether the Palace event was a Peeve or Leave situation.

Authored by Buki Mosaku

Buki is Founder and CEO of London-based DiverseCity Think Tank, a workplace-bias and diversity-and-inclusion consultancy. He is one of the world’s foremost bias-navigation experts. Mosaku has cracked the code for calling out unconscious workplace bias and stopping it in its tracks, which he details in his new book, I Don’t Understand: Navigating Unconscious Bias in the Workplace (Business Expert Press, Sept. 7, 2023). Learn more at www.bukimosaku.com.

The post When You Sense Unconscious Bias, Decide Between “Peeve” or “Leave” appeared first on The HR Gazette and HRchat Podcast.

Motivating Employees – Does Money Matter?

Whether money really motivates employees has been questioned for decades. HR people might say no, it is a hygienic factor, but employees say yes, it is essential. However, the answer is straightforward for me; yes, it does act as an important motivator, but under certain conditions and for certain periods.

When it comes to salary, the increase pleases everyone. Who doesn’t want some extra bucks? As Maslow stated in his very well-known theory, the first level of needs, like food and shelter, must be met before other stages emerge. However, any fulfilled need loses its motivational aspect. Our needs are limitless. Once we have an income to satisfy our fundamental needs, the extra income goes to less important temporary factors. Assume that your salary is doubled. Obviously, doubling your salary will increase your motivation, but it is temporary. Consider your credit card statement shows you spend 30% of your monthly expenses on groceries, 40% on rent and 20% on others.

These percentages will shift significantly with the increase, and you will spend the extra income on many postponed expenses. You will buy a long-required shoe, replace the kid’s raincoat, and take the family to a nicer dinner. However, these ratios will slowly return to their original values over time, usually in three months or so. As everything settles down, you will normalize the new income and accompanying lifestyle. Now you’ll be questioning when the next increase will come.

Employee satisfaction surveys worldwide reveal that employees prioritize job enrichment, equal treatment, personal development, participation and teamwork over money as the top five motivation factors.

People want to know that their pay is not less than others doing the same thing. It is possible to have a transparent grading system linked to a transparent salary strategy aligned with the market actualities. This will create a feeling of justice.

Recognize exceptional results with special treatments, such as parking someone’s car next to the CEO’s, expressing personal appreciation, or granting an extra day off as a reward for a unique solution. Praise serves as an effective external motivator.

Developing a Culture that Values Delegation and Job Enrichment

Creating a coaching culture can increase individuals’ inner motivation and growth potential. Utilizing Daniel Pink’s three inner motivational keys is a great way to help guide this process.

To foster success, promote a culture that values delegation and job enrichment instead of micromanagement. Train your managers to stop carrying all the monkeys on their backs and encourage them to delegate more.

However, especially the last three changes require a sound leadership approach meaning the decision-makers themselves should change. It may look simple, but accepting the need, learning better ways and adapting some long-held habits is a significant mental and physical effort. So, in many organizations, leadership comes
together and decides to increase the salaries a bit due to budget restrictions, preach about the hygienic nature of wages, increase or add gym membership to compensate, hang motivational posters all around, and expect the people to get motivated and retention rate increased.

Does this sound familiar?

Authored by Eren Ikiz, Founder of Improva Inc, a leadership development, talent management, and coaching company.

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Why HR Pros Should be Involved in Technology Decisions in the Modern Workplace

When the first waves of the pandemic began to subside, and “WFH” (work from home) gave way to “RTO” (return to office), many businesses settled into a hybrid work schedule. As collaboration began among in-person and virtual meeting attendees, many of those same businesses realized their technology was lacking. A single webcam stuck at the far end of a conference simply wasn’t cutting it — it gave remote employees a “view down a bowling alley” look at their colleagues. For the remote worker, this diminished expressions, gestures, and all the other non-verbal cues that make for proper collaboration. This is borne out from data from the Crestron report “Tackling the Modern Workplace by the Numbers:” “Over 60% of survey respondents say being unable to fully see and engage with in-room or remote participants negatively affects their meeting experience.”

The situation called for a new understanding of the concept of “meeting equity” — ensuring that every individual can see and be seen, giving each collaborator “equal pixel real estate.” There are various ways to accomplish this, from intelligent video solutions that track and frame collaborators when they speak to rethinking how conference rooms are aligned (simply placing videoconferencing displays on the longer wall of the space, for example).

But along with technological considerations came other concerns — the business of creating a hybrid work model meant that IT and HR departments had to work hand-in-hand. That was true even for firms that make the very solutions that make hybrid work possible — companies such as Crestron.

The First Step: A Comprehensive Audit

Crestron’s VP of HR Operations, Marcos Negron, sums it up: “We were really setting foot into the unknown.” Negron and the rest of the team charged with drafting hybrid work policies had three areas of focus: collaboration, culture, and community. Could a hybrid blend of staffers collaborate effectively? Could the company maintain its culture while some employees were fully remote? And could a sense of community be maintained digitally?

To ensure the transition was smooth (not to mention equitable), Negron and his colleagues hired a consultancy firm. Their first step: a wide-ranging, comprehensive audit that covered every topic one could conjure. A great many questions focused on tech: Who had access to what devices, how was the technology used to communicate, how much communication was happening via email, and so on. This was truly where the “rubber met the road” when it came to the cooperation of the HR and IT departments. The company leaned on both departments to answer two questions: How do we leverage technology to keep our remote workers engaged, and how do we “make the commute worth it” when in-office attendance is required?

Some answers went well beyond finding the right hardware/software packages. One example: Crestron hired a two-person team tasked with focusing on internal comms to keep virtual employees in the loop. More amenities were offered to those who had to come into the physical building several times a week. One day per week — Wednesday — was slated as an “all hands in office” day, where everyone within commuting distance was asked to come in for face-to-face collaboration. (Wednesdays are also “food-truck days” at the company’s main campus, which has proven to be a big hit.)

Connection Everywhere

From a tech standpoint, however, there’s a growing realization that every space needs connectivity in a hybrid world. From the smallest huddle niche to the largest conference room, the ability to communicate, collaborate — and yes, even socialize — with remote colleagues at a moment’s notice keeps staff engaged and reinforces a culture built for the uninterrupted exchange of ideas.

From an HR perspective, there are other benefits that come with a hybrid work model. Recruitment and retention are two of the biggest. While it’s true that some employees prefer a five-day-a-week face-to-face schedule, the majority prefer the flexibility of having some portion of the week spent in the home office. For those companies that are comfortable with a segment of their workforce fully remote, the potential pool for new hires is literally global.

Additionally, there’s a growing body of evidence that hybrid meetings are superior to every other mode of collaboration. Studies undertaken by Joseph R. Allen, Ph.D., at his Center for Meeting Effectiveness revealed that hybrid meetings generated more participation from attendees, limited counterproductive meeting behavior, and reduced “meeting recovery time,” to name just a few.

Ultimately, the right technology coupled with equitable hybrid work policies is the “secret sauce” that will help this scheduling model succeed. A truly successful hybrid company will ensure that its HR and IT departments are working closely together to achieve that goal.

Authored by Sam Kennedy, Senior Director of Product Marketing at Crestron

The post HR’s Role in Selecting Tech appeared first on The HR Gazette and HRchat Podcast.

Is Employee Turnover Really Something to Avoid?

For the last couple of years, employee turnover has become one of the organizations’ major concerns, and this topic has become a common subject of HR talks. The pandemic, remote work possibilities, and, as a result, changing expectations have taken the blame (not the leadership, by the way). For instance, a colleague informed me about a sales team in the insurance industry that has a turnover rate of 60%, which leI me baffled. Wasn’t turnover expensive due to the loss of knowledge, recruitment and training costs, as well as rising compensation? Interestingly, despite such high turnovers, companies still seem to be making record earnings.

We all know that having 0% employee turnover is detrimental as the organization and its people stagnate, making change an impossible dream. Furthermore, there are employees whom we may want to let go of at some point, such as low performers, energy vampires, and unethical individuals. Will losing them harm the business? Sure enough, the answer here is no; actually, we want them to go, preferably to the competion. Furthermore, sometimes when urgent change is inevitably needed, it is easier and faster to “change” the people instead of changing them.

So I’m proposing that perhaps the question should be not the turnover number but whether employee turnover is truly something to be avoided.

After 30 years in business, I have concluded that high turnovers are not a major issue for companies, but losing talent is. While turnover is not desirable, it is often inevitable. The number of job applications has increased significantly in recent years, indicating a surplus of the available workforce. It’s not a myth that having happy employees leads to happy customers, but achieving this level can be difficult and costly. Consider we divide our workforce into two groups, talents with experts and leaders as one category, and everyone else; we can focus on the former group. Experts are vital to running the organization smoothly, while true leaders are essential for a successful future. By identifying the talent group and focusing on their happiness and sustainability, they can guide, mentor, teach, motivate, and for sure find replacements for those who leave.

In this approach, companies can invest more in the well-being, development, and retention of the talent group, which is by far smaller and cost less. The turnover rate of this “talent” group is far more critical and should be measured separately. The others will come and go as beYer offers will always be on the table, encouraging them for a happy move.

Authored by Eren Ikiz, Founder ar Improva Inc. Tailor-made Improvement

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New Podcast Focused on Emotional Intelligence

In today’s fast-paced and competitive business landscape, effective leadership is not solely about technical expertise and strategic thinking. It also requires a high degree of emotional intelligence. Emotional intelligence, particularly when honed through training, empowers leaders to navigate complex interpersonal dynamics, foster meaningful connections, and inspire their teams.

In episode one of the EI Sunday Supplement by HR Gazette, we explore why self-awareness is essential to effective leadership and how it can positively influence performance, engagement, and overall success. Listen as we explore the profound benefits of emotional intelligence training for business leaders and how it can enhance their effectiveness, drive employee engagement, and lead to organizational success.

More About Self-Awareness

A key component of emotional intelligence is self-awareness – the art of being aware of the behavior we demonstrate, our strengths and limitations, and the impact we have on others.

Leaders with high emotional self-awareness are characterized as present, rather than disconnected, both from themselves and from others.

Learn more by listening to this episode with Debbie Muno and Bill Banham.

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“Nurses carry the serious duty of dispensing compassion, comfort, and care without even a prescription.”

Perhaps this is why job growth in the nursing sector is expected to skyrocket in the coming years. According to the US Bureau of Labor Statistics, the job outlook for registered nurses is expected to rise at the rate of 6% till 2031. That’s twice as fast as the average of other professions!

The job scope is promising for nurses at all education levels. Let’s take a look at the most popular opportunities.

Nursing Job Profiles at the Entry Level

The below-mentioned nursing job profiles are most suitable for entry-level aspirants. These roles are meant to help them understand their career objectives.

1.      Home Care Nurse

Home care nurses offer multi-dimensional nursing care to patients of all age groups. The only difference is that home care nurses extend patient care at home for a specific time period or a lifetime.

Some important duties of a home care nurse include medication administration, educating caregivers on patient health, offering emotional support, and promoting health and hygiene.

2.      Junior Psychiatric Nurse

A junior psychiatric nurse essentially assists the senior nurse in a medical facility for patients with mental illnesses. These nurses may also extend patient care to disabled patients at home.

Some of the top responsibilities of a junior psychiatric nurse include providing everyday patient assistance, monitoring patient health, developing a detailed treatment plan, and maintaining medical records, among others.

3.      Nursing Administrator

The primary role of a nursing administrator is to supervise other nurses. This role requires some prior work experience. Ideally, a year or two of experience as a staff, home care, or psychiatric nurse is adequate.

Some common responsibilities of a nursing administrator include recruiting and training entrants, developing work schedules, overseeing the smooth functioning of operations, and conducting performance reviews.

Nursing Job Profiles in the Government Sector

The Federal and respective state governments also offer a wide range of nursing job profiles to choose from.

1.      Military Nurse

Also known as the army nursing corps, military nurses are highly specialized healthcare professionals serving the military. Similar to their civilian counterparts, military nurses also spend most of their time delivering patient care.

In the military, their responsibilities include maintaining patient records, collaborating with healthcare practitioners, administering medications, and establishing a military triage in war zones.

2.      Industrial Nurse

Just like military nurses are involved in the army corps, industrial nurses deal with workplace health and safety. They take care of workers suffering from injuries, burns, and other health-related issues.

For instance – an industrial nurse will need to provide CPR in case of emergencies. They would promote health and wellness programs, document employment-related injuries, and work towards improving the general health of workers.

3.      Nursing Tutor

The role of a nursing tutor is a highly advanced one. While the previous job profiles are suitable for nursing students with a Bachelor’s or Master’s degree, this role calls for a Doctorate degree.

For instance, Rockhurst University offers nursing students further work as nursing innovators with an Ed.D in nursing education online. The two-year course comes with one capstone project. At least 89% of the University’s faculty members are the highest degree holders in their field.

Aspirants can pursue the role of a nursing tutor to guide students in challenging areas through regular classes, assignments, and periodicals.

Nursing Profiles at the Private Level

Even at the private level, nursing students have plenty of career scope. Private opportunities are mainly offered by medical institutions, nursing homes, and clinics.

1.      Nursing Manager

Nursing managers are professionals responsible for ensuring a healthy work culture in a medical facility. Their responsibilities include staff and patient satisfaction, ensuring proper standards of patient care are maintained, and solving administration-related issues.

Since this is also a highly specialized field, aspirants need to have a Master’s degree in Nursing at least.

2.      Paramedic Nurse

A paramedic nurse would primarily be involved in the emergency department of a hospital. This means these nursing professionals cater to a patient’s urgent medical needs.

This may include stabilizing the patient till further help is available, administering drugs and intravenous fluids, cleaning wounds, reading X-rays, and more.

3.      Nursing Educator

Even at the private level, you can pursue the role of a nursing educator. However, you would still need an Ed.D in nursing education online or in class.

This role equips a nursing professional to teach entrants crucial clinical skills, research and gather quality teaching materials, and carry out clinical research for hospitals.

Closing In

Nursing is among the most responsible professions, and rightfully so! Both at the government and the private levels, job opportunities are plenty. In fact, the 2023 State of the Nursing report found that 79% of nurses said that their units were understaffed.

Thankfully, with remote education, acquiring a nursing degree has become easier than ever! So, what are you waiting for?

The post Career Opportunities in the Field of Nursing appeared first on The HR Gazette and HRchat Podcast.

In recent years, web development has become an in-demand career choice due to its ability to create websites and applications that have become a regular part of our daily lives.

Those who are interested in a dynamic career as a web developer will find this article quite useful. We’ll explain the steps to becoming one and all the perks that come with it.

What is Web Development?

Web development is essentially the process of creating websites and internet-based applications using programming languages and other tools. Web development mostly focuses on functionality, but it’s important to keep in mind how extensive the topic of web development is.

How Many Types of Web Development Are There?

Before committing yourself to web development, you need to choose which one of these three paths suits you best:

·       Front-end Developer

To ensure your website is organized, visually pleasing, and functional, the front-end developer creates the way text, images, and colors appear on a phone, tablet, or computer.

Developers who work on front-end projects often work with HTML, JavaScript, CSS, and other programming languages.

·       Back-end Developer

Back-end developer ensures data flows from the front-end to the back-end of a website, by writing server-side code.

Everything a back-end developer creates in a database is displayed on the website to the user. Among the programming languages you need to know for this type of development are Java, PHP, MySQL, and others.

·       Full-stack Developer

This type of developer is unique since they work on both the front-end and back-end of a website.

With their prowess in coding in multiple programming languages and wide knowledge and experience, they can build an entire functioning, dynamic website themselves.

What is a Web Developer’s Job?

Depending on the skill level of the designer, several different technical aspects go into developing a website. They ensure that websites are aesthetically pleasing, operate smoothly, and provide fast entry points without any loading difficulties or error messages.

Along with the design, they also perform site maintenance, increase site performance, and translate programming logic and design ideas into web-compatible code in close collaboration with a graphic designer or product manager.

How to Become a Web Developer

Becoming a developer takes a lot of steps, and paths can be quite different, but it all comes to this:

1.     Education

For aspiring web developers, studying computer science degree programs is the first step to developing basic programming skills. These programs provide a variety of courses in systems design, data management, and programming languages typically used by industry professionals.

2.     Internship

During internships, developers can not only transfer their knowledge but also expand their networks and gain an understanding of other areas of the business. Besides additional skills, you can also improve your interviews and many other social skills.

3.     Portfolio

Finding a good developer job is the last step you need to take, and to make it possible, it is crucial to create a strong portfolio. It should be constructed of all the previous steps we mentioned, and the richer the foundation, the better the odds.

Conclusion

Becoming a web developer doesn’t have to be epic, even though the road map might look daunting.

The field of web development has a bright future, regardless of whether you are changing careers or just trying to find your way in life.

If you put in a little effort, you may find it to be just what you are looking for!

Authored by Natalia Oger, Movavi Software Inc.

The post What Does a Web Developer Do and How Do I Become One? appeared first on The HR Gazette and HRchat Podcast.

Video marketing is the leading tool in creating a successful marketing strategy. While you as a CRO expert think about how to increase conversions, the study shows that more than 91% of customers are eager to see more videos while purchasing something. So why would you neglect your future clients’ needs? And that perfect opportunity lies under your nose – a screen recorder. 

Basically, screen recording is a process of capturing all the actions that happen on the screen. While this seems to be quite simple to even pay attention to, experienced CRO marketers use this instrument to provide a personalized look at the product. So in this article, we will discover the advantages of using screen recording software for increasing the conversion rate. 

In What Ways Can Screen Recording Be Helpful? 

Every CRO marketer is aware of how to make a screen recording. And technically, there is nothing special about this tool: it just records everything you do on your computer or phone. So why would you even spend time researching some good screen recording software? The answer is that by incorporating video marketing into your strategy, you can get all those benefits listed below. 

You Will Get Close to Your Customer

Indeed, by watching videos, people are experiencing reality as they are sitting along with you and trying your product. Every person will individually understand that picture you are showing them but the fact that you will build a special connection between you and your future client is 100% granted. 

You Will Show Your Product from the Inside

Sometimes, what your company might really lack is simply showing your product from different angles. You may write poems and dissertations on how it works and what value it provides, but words will never replace videos. So, using a screen recorder is also a great way to fully describe the product you advertise. 

You Will Call Customers to Action

No doubt that watching screen recording videos is more motivating than watching regular videos that take action somewhere far away. If something is happening so close that you can touch it and feel it, it creates a greater level of engagement.

A screen recorder is a simple and quick tool that can boost your conversion rate. And here are some ideas on how you can make use of it.

How to Use a Screen Recorder?

There are multiple chances of how you can apply screen recording software when being a CRO marketer. From reviewing your product to recording presentations, you can get maximum benefits in diverse ways.

Show a Customer’s Journey

When entering your website, not all viewers get a point on how it works and how to navigate it. So why don’t you create a roadmap for them and lead them directly to a purchasing phase? Share your customer’s journey by recording all the steps and actions that should be done to achieve a positive result. 

Record Presentations

Let’s assume, you are presenting an outstanding feature of your new product. But not every potential customer will be present at this presentation. That is why you should always make screen recordings of any important events and meetings that promote your product. This is a great way to show up-to-date information in a non-obtrusive way.

Create Tutorials

Show your own example of how to use the product you are promoting, and give some ideas and life hacks to your customers. No one knows better than you how to effectively make use of what you are selling. So that is why showing your product in actual use can make a different scenario whether the viewers will become your customers or switch to another website. 

What Are the Criteria for A Great Screen Recorder? 

With an advanced screen recording tool, you can make professional videos on your own. So here are the functions your screen recorder should have:

• The possibility to record a screen of your device;
• The ability to record just a certain tab or page;
• The function of recording audio;
• Editing videos;
• Adding subtitles;
• Simple sharing of your recordings.

With that being said, if you find a good screen recorder, you will be able to create first-class videos by yourself. At first, you might spend some time discovering all the functions of a screen recorder, but this is as simple as video editing. So no special knowledge is needed.

Wrapping Up

Sometimes it is not necessary to build mountains to make more leads. What you really need as a CRO marketer is to create that special bond between a customer and the product they are promoting. And that can be done by using a screen recorder. This simple can help you create engaging videos for different purposes. Whether you want to show your product from the inside, or share a tutorial – a screen recorder will come in handy for such tasks! 

Authored by Natalia Oger, Movavi Software Inc.

The post How Screen Recording Software Can Make the Life of a CRO Marketer Easy appeared first on The HR Gazette and HRchat Podcast.

Workers’ compensation provides financial benefits to individuals who have been injured or become ill as a result of their work. It is designed to help with medical bills, lost wages, and other expenses that may arise from workplace incidents. 

If you have been injured at work and you want to be compensated, it’s worthwhile to understand the four types of workers’ compensation benefits and how they can help those who have been affected by workplace incidents.

1. Overview Of Workers’ Compensation Benefits

Workers’ compensation benefits are a form of insurance coverage provided by employers to employees who have been injured or become ill while in the workplace. This type of coverage is designed to provide wage replacement and medical expenses for employees who are unable to work due to their injury or illness. In general, four types of workers’ compensation benefits can be claimed: temporary disability, permanent disability, supplemental job displacement and death benefits. 

Temporary disability is designed to replace lost wages while an employee is unable to work due to their injury or illness. The amount of this benefit will depend on the employee’s pre-injury wages and the duration of time that they are unable to work due to their injury or illness. Permanent disability provides ongoing financial support for those who have suffered a long-term impairment due to a workplace injury or illness. 

Supplemental job displacement benefits provide funds for retraining programs if an employee is no longer able to perform their job duties due to their injury or illness. Finally, death benefits provide financial relief for surviving family members when an employee dies as a result of a workplace accident or illness.

These workers’ compensation benefits can help ensure that employees receive the financial support they need while they are unable to work due to a workplace-related incident. It is important for employers and employees alike to understand how these benefits can be accessed in order to protect both parties in the event of an injury or illness occurring in the workplace. You can read more about workers’ compensation benefits in this article.

2. Medical Benefits

Workers’ compensation benefits, as provided by law in many countries, cover various types of benefits for employees who experience workplace injuries or illnesses. Medical benefits are one of the four major types of workers’ compensation benefits. These medical benefits generally provide reimbursement for necessary medical expenses and treatments related to the work-related injury or illness. The exact coverage available to an employee may vary depending on the laws of their specific jurisdiction.Medical benefits may include coverage for a variety of treatments, including doctor visits, hospital stays, physical therapy, medications, and other treatments deemed necessary by a doctor to treat the injury or illness. Additionally, medical benefits often cover the cost of any required medical equipment such as crutches or orthotics. Employers typically cover all or part of these costs, but in some cases may require that employees pay part of it themselves through copayments or deductibles.

Finally, some jurisdictions provide additional financial assistance to workers who suffer from permanent impairments due to their work-related injury or illness. This assistance may come in the form of lump sum payments which can help with ongoing expenses related to the impairment and provide support for employees who are unable to return to work due to their injury or illness.

Lost Wages Benefits

Lost wages benefits are one of the four types of workers’ compensation benefits available. These benefits are intended to cover a portion of an injured worker’s lost wages due to their inability to work as a result of the injury sustained. Lost wages benefits can be temporary or permanent, depending on the severity of the injury and its effects on the employee’s ability to continue working in their current position.

The amount of lost wages benefits available depends on the state laws and regulations. Generally, most states limit these payments to two-thirds of the employee’s average weekly wages prior to becoming injured. In addition, there may be caps placed on total weekly or annual benefits payments based on state requirements. Moreover, some states also have time limits for when these payments must begin after an employee files for workers’ compensation; this is typically within 21 days or less from the filing date.

To be eligible for lost wages benefits through workers’ compensation, employees must typically provide evidence that proves they were unable to work due to their injury and that they have suffered a financial loss as a result. This usually involves providing documentation such as medical records and pay stubs that support their claim. Additionally, in some cases, claimants may also need to demonstrate they have actively sought other employment opportunities but are unable to accept any due to their injury-related restrictions. Once approved, these benefits will usually continue until the claimant is able to return to work in their pre-injury capacity or until the maximum benefit has been reached according to state law.

4. Rehabilitation Benefits

Rehabilitation benefits are one of the four types of workers’ compensation benefits. This type of benefit is designed to help an injured worker recover from their injury or illness and return to work. It can include medical care, physical therapy, vocational training, job coaching and other services that help the individual regain their pre-injury level of functioning. Rehabilitation benefits may also include assistance with job placement or retraining for a new career.

The goal of rehabilitation benefits is to help restore an injured worker’s pre-injury earning capacity as much as possible. The process typically begins with a physical assessment and evaluation by a healthcare provider who will develop an individualized treatment plan tailored to meet the needs of the injured worker. This plan may involve a combination of medical care, physical therapy, occupational therapy, vocational counseling and other rehabilitative services that can be provided in either an inpatient or outpatient setting.

Rehabilitation benefits are intended to not only help people return to their previous jobs but also provide them with the skills needed to enter into alternative employment should they not be able to return to their prior roles. They provide individuals with the opportunity to gain greater economic security by enabling them to acquire new skills and qualifications that can open up better job prospects for them in the future.

5. Death Benefits

Death benefits are a form of workers’ compensation benefits provided to the family of a worker who has died due to an injury or illness sustained in the workplace. This type of benefit is usually paid out as a lump sum, with the amount varying depending on the circumstances surrounding the death and any relevant state laws. Generally, it is intended to provide for funeral costs and other financial needs that may arise from the death.

In addition to providing financial assistance, some states also offer additional benefits such as counseling services for surviving family members. These services can help families deal with their grief in healthy ways and ensure they receive emotional support in this difficult time. In some cases, survivor benefits may also be available, allowing eligible family members to continue receiving wages that would have been earned by the deceased had they lived.

Death benefits are an important component of workers’ compensation programs, providing much-needed financial assistance to families struggling with unexpected tragedy. By helping families cover costs associated with funerals and other expenses, these benefits can be instrumental in ensuring that those affected by workplace fatalities are able to focus on recovering from their loss without worrying about how they will pay for necessary expenses.

6. Exclusions And Limitations Of Benefits

Workers’ compensation benefits typically include four types of benefits: medical care, disability payments, death benefits, and vocational rehabilitation services. However, it is important to note that there are also exclusions and limitations of these benefits. Exclusions are situations in which a worker does not qualify for workers’ compensation benefits due to the circumstances of their injury or illness. Limitations refer to restrictions placed on the amount or duration of benefits available to an injured or ill worker.

Exclusions can vary by state but generally include self-inflicted injuries, injuries sustained while under the influence of drugs or alcohol, and injuries caused by a pre-existing medical condition. Additionally, employees who fail to provide proper notice of an injury may be ineligible for workers’ compensation benefits. In some states, certain professions such as independent contractors may not be eligible for workers’ compensation at all.

It is also important to understand the limitations placed on workers’ compensation benefits in terms of the amount and duration available for each type of benefit. For example, the maximum amount payable for disability benefits may be limited by state law or by a separate agreement between the employer and employee. Similarly, death benefits may be subject to time limits and may only be available to certain family members depending on state law.

Understanding these exclusions and limitations is essential when considering any claim for workers’ compensation benefits; knowing what is available will help ensure that injured or ill workers receive the full extent of their rights under applicable laws.

7. How To File A Workers’ Compensation Claim

The process of filing a workers’ compensation claim can be complex and time-consuming. It is important for individuals to understand the legal procedures and requirements prior to initiating a claim. The first step in preparing for a claim is obtaining information about the relevant laws and regulations governing workers’ compensation benefits in one’s state. Once this research is complete, it is important to document any injuries or illnesses that may be related to one’s job duties. This documentation should include medical records, pay stubs, and any other paperwork that supports the claim.

When filing a claim, individuals should also include an explanation of their job duties and how they led to their injury or illness. In addition, they should provide details on how the injury or illness has impacted their ability to work and support themselves financially. The employer must then be notified of the intention to file a claim before submitting all relevant documents to the appropriate state agency.

Once all necessary steps have been taken, the state agency will review the evidence and determine if there is sufficient cause for a workers’ compensation benefit award. If approved, individuals will receive payment based on their level of disability as well as additional benefits such as medical care or vocational training. It is important for individuals seeking workers’ compensation benefits to thoroughly understand each step of the process in order to ensure successful claims outcomes.

Conclusion

The primary purpose of workers’ compensation is to provide benefits to those who have suffered a work-related injury or illness. Workers’ compensation benefits are available in four categories: medical, lost wages, rehabilitation and death benefits. Each benefit provides financial relief for different circumstances.

Medical benefits cover the costs associated with medical care, including treatment and hospitalization. Lost wages benefits compensate for income loss due to an inability to work after a workplace incident. Rehabilitation benefits pay for retraining or vocational assistance if an employee cannot return to the same job or has been permanently disabled. Finally, death benefits provide financial assistance and other resources for surviving family members when an employee has died due to a work-related event.

In order to be eligible for any of these workers’ compensation benefits, it is important that an injured employee file a claim as soon as possible after their incident occurs. Understanding the types of available workers’ compensation benefits can help employees secure the financial assistance they need following a workplace injury or illness.

Authored by Ana Cervantez, ANT Digital

The post What are the Four Types of Workers’ Compensation Benefits? appeared first on The HR Gazette and HRchat Podcast.

How HR Leaders Can Foster a Professional Ethics Environment

The pace with which the contemporary workplace has been changing has been magnificent. The days are long gone when employees were just working machines and worked without any benefits or even some were victims of unethical situations in the workplace. Today employees have their own demands and expect benefits and ethical behaviour from their employers.

This is where the role of HR comes into the picture. HR leaders have a crucial role in creating a culture of professional ethics in the workplace. In a contemporary workplace environment, it is essential for organisations to operate with transparency, integrity, and social responsibility. By promoting ethical behaviour among employees and ensuring that the company’s values align with ethical standards, HR leaders can help create a workplace that is productive and promotes ethical decision-making.

That being the case this blog contains 5 effective ways in which HR leaders of a workplace can work on maintaining a professional ethics environment. So, let’s dive deeper into the blog without further ago.

Ways HR can Work on Fostering an Ethical Environment

Lead by an example of Ethical Leadership

HR leaders should set an example of ethical leadership by modeling appropriate behaviors and values. Leaders who demonstrate honesty, fairness, and respect will inspire their employees to follow their lead. It is important for HR leaders to be transparent and honest in their communication with employees and to hold themselves and others accountable for their actions.

When HR will lead a perfect example of being ethical and responsible for their actions, it would also have a positive impact on the employees and they would also follow the same footprints. This will ultimately lead to creating an ethical environment which will also create a positive environment for the employees of the company.

Create and Communicate Clear Standards

There is no denying the fact that effective communication in the workplace is the major demand of employees in the contemporary workplace. When communication is clear and concise in the workplace, it would give confirmation to the employees as well about the updates. This will contribute to making the workplace more transparent.

Hence, HR leaders should create and communicate clear standards of conduct that align with the company’s values and ethical standards. These standards should be communicated to all employees and reinforced in employees from different cultural dimensions through regular training and development programs. HR leaders should ensure that employees understand the expectations for their behavior and are provided with the tools they need to make ethical decisions.

Foster a Speak-Up Culture

HR leaders should encourage employees to speak up if they have concerns or witness unethical behavior in the workplace. This can be accomplished by establishing an open-door policy, providing anonymous reporting mechanisms, and protecting employees who report concerns from retaliation. It is important for HR leaders to take all reports seriously and investigate them thoroughly.

Reward Ethical Behavior

HR leaders should recognize and reward employees who demonstrate ethical behavior or report any occurrence of ethical issues in the workplace. This can be accomplished through public recognition, bonuses, promotions, or other incentives. By rewarding ethical behavior, HR leaders can reinforce the importance of ethical conduct and motivate employees to continue to act ethically.

Ensure Consistent Enforcement of Ethical Standards

HR leaders should ensure that ethical standards are consistently enforced throughout the organization. This requires a commitment to investigating and addressing ethical violations promptly and fairly. HR leaders should work with managers and supervisors to ensure that they are holding their employees accountable for ethical behavior and taking appropriate action when violations occur.

In conclusion, HR leaders play a vital role in fostering professional ethics in the workplace. By setting a tone of ethical leadership, communicating clear standards, fostering a speak-up culture, rewarding ethical behaviour, and ensuring consistent enforcement of ethical standards, HR leaders can create a workplace that values integrity and promotes ethical decision-making.

Authored by Jessica Robinson, Content Specialist at CrowJack

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Proprietary information is one of the most valuable assets your business can have. It is also one of the most vulnerable. A data breach can be devastating to your business, and it’s important to have a plan in place for how to handle one should it occur. Let’s take a look at what steps you need to take when dealing with a proprietary information breach.

Assess the Damage

The first thing you need to do when handling a proprietary information breach is to assess the damage. Find out where the breach occurred, how much information was compromised, and who was affected by it. This will give you an idea of how long it will take to recover from the breach and what resources you will need in order to do so. It’s also important that you document everything about the breach for future reference.

Identify the Breach

The first step in handling a proprietary information breach is to identify that there has been a breach. The most common signs of a breach are unusual activity on accounts or strange communications from users. If any of these are present, it’s time to dig deeper and determine if a breach has occurred.

Contain the Breach

Once you’ve identified that there has been a breach, it’s important to take steps to contain it as quickly as possible. This means disabling any accounts or systems that may have been compromised by the attacker and resetting passwords for all affected accounts. Additionally, you should disconnect affected systems from other networks or devices so that the attacker cannot spread further into your system.

Investigate the Breach

Now that your system is secure and contained, it’s time to investigate exactly what happened during the breach and assess any potential damages caused by the attack. This includes taking an inventory of what was accessed or stolen during the attack, determining who was responsible for it and if it was caused by either insubordination or carelessness, and identifying any vulnerabilities in your system or team that allowed for the attack in the first place. By doing this investigation thoroughly now, you can prevent similar attacks in the future.

Communicate with Stakeholders

Once you have assessed the damage, it’s important that you communicate with stakeholders such as customers, partners, investors, and employees about what happened and what steps are being taken to prevent similar breaches from occurring in the future. Transparency is key here; make sure that everyone has all of the facts they need in order to make informed decisions going forward.

Implement Security Protocols

The next step is to implement security protocols that will help you protect against future breaches. This might include updating authentication methods, encrypting sensitive data, or adding extra layers of protection like firewalls or antivirus software. Look into your accounting and finance software, and also keep an eye on emerging threats and invest in additional security measures if needed. It’s important that these protocols are regularly monitored and updated as new threats emerge or old ones resurface.

A proprietary information breach can be devastating for any business; however, by taking quick action and implementing appropriate security protocols, you can mitigate some of this damage and better protect your company going forward. Assessing the damage caused by a breach is essential in understanding its scope so that effective measures can be taken quickly; communicating clearly with stakeholders helps foster trust; and implementing security protocols helps protect against future breaches from occurring or worse yet, recurring again down the line. By following these steps, your business can handle a proprietary information breach swiftly and effectively.

Author Bio: Danika Kimball is a veteran writer from the Pacific Northwest who focuses her work on business best practices and decoding the last tech trends.

The post What to do in the Event of a Proprietary Information Breach appeared first on The HR Gazette and HRchat Podcast.

Two Leading Training Organisations Join Forces to Drive Brain Science-Based Leadership Development for Clients

Cambridge-based First Ascent Group, a leading provider of leadership development and management training programs, has acquired The Oakridge Centre, a Manchester based company providing training, facilitation, and coaching services.

“Following the expansion of our online and hybrid capability during the pandemic we were keen to focus on further growth in 2023,” says David Sales, Director of First Ascent Group. “The opportunity to acquire The Oakridge Centre, which is a well-respected training company with an impressive reputation and client list, was perfectly timed for our growth agenda.” First Ascent clients include UK Sport, Reading Borough Council, Sika Group, and the National Nuclear Laboratory.

“Our company values are completely aligned to those of the First Ascent Group,” says Simone Robinson, Managing Director of The Oakridge Centre. “This is a great merger of skills and resources, broadening our service offering and strengthening our relationships with clients, as well as continuing to provide first-class customer service.” The Oakridge Centre counts AstraZeneca, Tata Chemicals, NHS Blackpool Teaching Hospitals, and Leeds University as key clients.

First Ascent Group, founded in 1998, is the sole UK licensee for contemporary psychometric tool Emergenetics®. It is an approved centre for the Institute of Leadership and Management (ILM) and the Chartered Management Institute (CMI). The Oakridge Centre, established in 1996, is the founder of the STRIDE Programme for aspiring female leaders and the Embracing Difference Programme which supports organizations to embrace diversity and inclusion.

“We are looking forward to sharing best practices across the two companies and using the latest brain science, psychology, social analytics and learning practices to provide engaging and highly effective programs to all of our clients,” says David Sales.

Further information

The First Ascent Group: https://www.firstascentgroup.com/ 

The Oakridge Centre: https://www.oakridgecentre.co.uk/ 

Emergenetics: https://en-gb.emergenetics.com/emea/ 

Please contact Liz Wojciechowski on Email: liz.wojciechowski@firstascentgroup.com  Tel: 01223 223807 for any photograph requests or if you would like to speak to David Sales or Simone Robinson.

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Job hunting isn’t always the easiest thing in the world. From finding something you see yourself committing to or waiting for a callback, getting a job can be difficult at times. If you’re looking for a reputable field to work in, look no further than HR, or human resources. Many people strive to succeed in this field for various reasons. Some want to acquire an authoritative role quickly, while others strive to promote a safe and healthy work environment for employees. In this article, we’ll be providing you with a quick guide on how to get a job in HR.

Obtain Your Bachelor’s Degree

As for most careers, you won’t be eligible for any position without the proper credentials. The first thing you need is at least a BA in human resources. BAs are the norm for most job applications these days because it’s what supplies students with a majority of what they need to know. It won’t do to have you go into a field you’re not familiar with, so here’s what you can expect to learn in this program:

• Organizational theory
• Managing performance
• Employee development
• Going over potential legal issues and how to comply with them
• Recruiting and managing new employees

There’s a lot you can learn from this degree, so be sure to research further. Before we move on, there’s one other thing we should tackle: the cost. A bachelor’s degree in HR cost about $40,000 on average, but it may also cost around $80,000. It depends on the college, however, financing this on your own may be difficult. A quick and easy way to pay for it is looking into private student loans. These types of loans are used to finance your education and everything relating to it. This means you’ll be able to afford your textbooks, supplies, and any equipment you need for your program. If you’re planning to study on-campus, this loan can also cover room and board.

Start Gaining Experience

Whether you’re still in your program or planning to graduate, it’ll do you a world of good to get some hands-on experience in HR. Not only does it look good on a resume, but it’s also actually a prerequisite for most job listings. So, you might be wondering how do you get the necessary experience? The answer is simple in that you can look into internships, which are positions meant to help aspiring HR professionals gain the experience they need. In some cases, these positions might be paid, but that depends on who’s hosting the internship. Even if it’s not a paid position, you’re not walking away empty-handed. The insight you’ll get can help you traverse the HR world with ease, like getting your certification. Not to mention, this is a great way to start building your own personal network.

Types of Jobs You Can Get in Human Resources

Now that you have a better understanding of how you can find your footing in the field, let’s go over the potential jobs you can get. Human resources is a division within a company that is more than simply finding ideal candidates, these roles basically oversee everything relating to employees and their environment. Here’s a brief list of jobs you can get in this field:

• Employment specialist
• Human resources coordinator
• Recruiter
• Recruitment manager
• Human resources manager
• Labor relations specialist
• Employee relations manager
• Director of human resources

The last one is one of those endgame careers. Becoming a director will take a lot more than a BA and a handful of experience. You need to be at the top of your game and show your superiors you have what it takes to lead your employees. No matter what job you strive for, each one has their own unique requirements. Make sure to research your preferred job further before working towards it.

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In recent years, there has been a surge of movements urging businesses to do more to help the environment. Many businesses are taking a variety of actions to reduce their carbon footprints and transition to using more renewable energy. 

The automobile industry is joining the recent push to develop electric vehicles. However, finding people with the right expertise to support their expansion is now the biggest issue automakers who want to go green are facing.

Employers in the auto industry must come up with innovative ways to attract the right workforce, which will effectively help fulfill the company’s objectives.

Here are five factors to take into consideration when recruiting top tech talent:

Develop a culture that is appealing

In today’s market, engineers may be more inclined to join already-established car companies, but the world of electric cars requires a different set of skills that revolve around software. Companies need to work on answering the question of how they will attract a software engineer to join them rather than a traditional IT company. 

The key lies in developing a new culture with deeply engrained values that is able to convey the right message and persuade talent that they are just as innovative as high-tech companies in the Bay Area, which have emerged as their rivals in the race for expertise. 

Newer electrical vehicle companies have an advantage in the sense that they are less restricted by the ingrained philosophy that is present in a legacy company and thus are able to easily build an attractive work environment.

Recognize that you’re a tech company

Experts claim that in order to penetrate the competitive job market, leaders of EV companies need to shift their point of view and realize that they’re in charge of a tech firm that produces cars rather than a traditional car company. 

This type of mindset allows them to create an organizational structure that is tech-friendly and also allows them to respond quickly to changing market forces. Lack of proper structure in the company has increased fluctuations among the staff as a consequence. In order to keep the engineers from leaving, there needs to be a structure that offers employees the opportunity to grow and develop their software skills further. When hiring talent, you can always consult with specialists in the field, like this company that offers exceptional battery recruitment.

Provide opportunities for long-term career development 

The EV market is still growing each year. Mainly fueled by the new initiatives taken by governments around the world, it’s expected that by 2030, almost half of the cars sold in the US will be electric. 

This pressure for companies to comply with new government regulations is a great opportunity for EV firm recruiters to bring in talent. These companies can now offer a great deal in a long-term environment, giving the employees a chance to develop professionally in a field that’s expected to be on the rise in the coming years. 

Offer different types of compensation 

In the post-pandemic world, people are starting to realize the importance of a better work-life balance, and as a consequence, simply offering a big pay check is no longer sufficient when it comes to hiring employees.

One of the problems that EV companies are struggling with is how to effectively balance the pay scale between senior engineers and recently hired software engineers, whose paychecks typically run higher. 

There are numerous ways to tackle this issue—offering flexible hours or four-day workweeks can be a big incentive for professionals looking to avoid burnout and develop at the same time. Another option is offering equity-based compensation, especially for newer firms trying to get into the market.

Create a clear mission and convey it properly

We’re seeing a rise in young people driven by their commitment to social issues. With the recent surge of environmental movements, companies that are devoted to transitioning to green energy offer a greater incentive for young people to join their workforce. 

Companies whose values focus on social responsibility align with those of young people who want to leave a positive impact on the world. Employers should focus on creating a clear and concise message that shows their commitment to greener practices, integrity, and sustainability, and such an environment will drive young people toward their company.

Authored by Nemanja Marinkov, PR White Tulip

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Office Space Planning from the Perspective of Human Resources

Having the right office space plan can mean the difference in office dynamics, budget-savviness, employee retention, and efficiency. Note that this goes beyond office aesthetics. Unfortunately, business owners and human resource managers don’t give office space planning the attention it deserves. Most innovative companies are five times more likely to have smart office plans that enhance communication and collaboration.

HR managers should consider several things when searching for a new office space. Business offices reflect the company’s brand and personality. Having an invigorating and inviting space communicates business culture and helps attract top talent. While business owners can find office spaces by themselves, working with professional commercial rental brokers from Jeff Tabor Group is prudent. Small businesses should consider the following to choose an office space that attracts and retain top talent:

1.   Floor plan

Small business owners and HR managers should pick a floor plan that fosters efficiency and collaboration. The office space can be divided into various functional areas to suit business needs. For instance, if clients and employees are required to present or pitch regularly, there should be designated meetings or conference rooms. Office layouts affect customer and employee interactions and can significantly change the brand’s image.

2.   Privacy

Businesses are entirely unique. While some have an endless stream of clients visiting their offices, others rely on phone calls to meet their goals. These businesses use physical offices as a place for employees to collaborate and strategize. Depending on the business’s unique needs, HR managers should find space that provides appropriate privacy for employees and business clients. This might include reserving meeting rooms, cubicles, or an open layout, depending on the business’s privacy policy.

3.   Culture

Employees like working in environments they feel valued. The nature of your office space affects the business’s ability to cultivate unique business culture. Whether HR managers prioritize flexible schedules, career advancement opportunities, or work/life balance, their preferences should be reflected in the office plan. Physical offices should promote employee bonding and individual growth. Office designs and branding conveys how the business interacts with customers and employees.

4.   Input from employees

Businesses, regardless of their size, should consider employee input when relocating to new offices. Employees of most startups may fail to understand the reasons behind HR managers’ choice of the new location. However, if you are relocating with your entire team, it is beneficial for team members to voice their opinions on various issues, such as what was lacking in previous offices.

5.   Furniture and interior décor

How the office space is arranged and furnished should align with the brand voice. For instance, a creative media company shouldn’t operate in an office with a similar design to a boutique law firm. Office design should primarily correlate with the nature of the business. HR managers should consider specific innate elements of the office space, such as choice of furniture, natural light, color scheme, artwork, and more.

Summary

Beyond the location and budget, business owners and HR managers should consider several aspects when searching for office space. Finding and retaining top talents is currently a major challenge, especially for small businesses. HR managers should start by choosing the right office space that sustains business growth, fosters productivity, and keeps employees motivated.

Authored by Martin William, Kamil Web Solutions

The post Office Space Planning appeared first on The HR Gazette and HRchat Podcast.

Being a human resources (HR) professional takes a unique skill set because the HR department acts as a mediator between upper management and staff, bridging the gap between each. Despite this challenging role, making mistakes can quickly ruin your career in HR if you’re not paying attention to the consequences. This article will highlight some of the most common mistakes every HR should avoid.

Not Performing an Employee Background Check

One of the most important parts of hiring an employee is ensuring they have no criminal past or other undesirable histories. Failing to do this can be a significant risk for your business, even more so if you operate in a highly regulated industry. It’s essential that you thoroughly screen all applicants before bringing them on board.

Hiring a company like Triton Canada to perform background checks on prospective employees is a great way to reduce risk and save time. With years of experience and access to thousands of records, they can provide reliable and comprehensive background checks.

Poor Hiring

Hiring can be challenging if you’re doing it alone. You may find yourself going through the interview process countless times before getting the ideal candidate for the job. However, it’s important to remember that hiring the wrong person can significantly impact your HR career. You must be careful when evaluating candidates and selecting the best fit for the position. This means considering all aspects, such as education, experience, skills, and personality.

To avoid the hassle and mistakes when hiring, create a plan like an HR hiring checklist detailing what you’re looking for. Then dig deep to find the candidate who’ll demonstrate these qualities in the best way possible

Outdated Employee Handbook

An outdated employee handbook risks your business, as this is where most HR mistakes occur. Therefore, you must build your employee handbook and update it every year. You can also have all your employees sign a statement that they received the handbook copy and will abide by the policies listed. Managers should also know their legal limits regarding day-to-day management, hiring, and terminations.

Poor Communication

Effective communication is crucial to any company’s success. This can be difficult to achieve as most HRs easily get lost in their work, forgetting that they’re leading people who need to hear from them. Poor communication may lead to bad performance, low workers engagement, errors, poor morale, and turnover. Try scheduling at least weekly meetings with your employees where you discuss priorities, expectations, successes, and challenges to ensure everyone is on the right track.

Failure to Quickly Act On Employee Problems

Dismissing employee issues is easy, especially if they don’t appear serious. However, doing so can easily affect your employees’ engagement leading to absenteeism, more tension, and underperformance. Address any problem in your team or team members immediately after it occurs. In addition, provide them with whatever they need to resolve the issue. If the problem persists, do a performance improvement process or progressive discipline.

Failure to Offer Manager Training

Training managers can be challenging, especially if they’re older than you. However, doing so can help them become thoughtful and more productive, positively affecting your employees’ productivity. While you’re responsible for your employee’s performance, you’re also responsible for that of their leaders. Ensure your managers understand your company’s ethics, core values, HR rules, and hiring process.

As an HR professional, you have a lot of responsibilities and need to be aware of the risks associated with each step. It would be best if you strived to stay up-to-date on all policies and regulations, extend support to managers when needed, and always have a practical employee handbook. Doing these will help prevent any costly HR mistakes from happening.

Authored by Martin William, Kamil Web Solutions

The post Mistakes That Can Ruin Your HR Career appeared first on The HR Gazette and HRchat Podcast.

Inventory Management For Startups

Continually evaluating your start-up or small business is essential for it to run properly and efficiently. One of the main areas of concern is inventory management. Does your business have the proper inventory management and the correct amount of products on hand? 

Keeping track of your inventory is an essential part of running a start-up company or small business. Proper inventory management systems will prevent loss of sales due to out-of-stock products. It will also prevent having too much inventory on hand.

Below we will look at good inventory management techniques and practices. 

Why is Inventory Management Important? 

Inventory management will keep the products you need in your inventory and maximize your sales without having an excess of products. This will avoid the loss of sales from products being out-of-stock and business capital tied up in the excess product. It will help you only keep the products you need and reduce the number of products you don’t need. 

The proper inventory management techniques will reduce your operating costs, improve the cash flow of your business, and your company’s bottom line. It will assist you to prepare for future demand for products to prevent shortages without having products that aren’t needed. It will also enable you to organize products in storage and reduce the employee hours need to concentrate on the back stock in your storage area.  

Inventory Management Practices 

Below is a list of inventory management practices start-ups and small businesses should follow. 

• Forecasting Demand

You need to be able to accurately predict what items will be needed to ensure maxim sales in the future.  

• First In First Out

Rotating stock in your inventory is essential to sales, especially when dealing with perishable items. FIFO will ensure the product is sold in the order it was purchased and not allowed to remain in the back room. 

• Auditing and Stock Evaluation 

You should count all the inventory of your stock regularly to ensure that the inventory management techniques you are using are accurate. You should also remove slow-moving or non-selling items from your inventory. 

• Using Inventory Management Software

Inventory management software will help you view and track your inventory in real-time. It will automatically adjust the inventory levels every time there is a sale made or products are used. 

• Consider a Full-Time Inventory Controller

If you have an excessive inventory you may need a dedicated person who is responsible for purchasing, receiving, and ensuring the inventory levels are correct. 

Conclusion

Proper inventory management techniques are essential for reducing costs for your start-up or small business. Being able to properly forecast sales will keep the products you will need in your inventory and reduce products that you do not need. 

Rotating your stock and periodic evaluations will ensure that the quantity you have on hand matches your reported inventory levels and that product is not sitting in storage for an excessive amount of time. It will also help you remove any products or inventory that is slow-moving or not selling at all. 

Authored by Kyla Stewart, Chief Editor at The Blog Frog

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