We hear all the time that HR needs to be more financially minded. It’s too soft. The problem is when Ben asks audiences how many get into HR because they like ROI, numbers, and data, two hands go up. The rest got into it because of the people. Continue reading
Aside from helping you go through school, part-time jobs also ensure you get work experience that comes in handy once you graduate. Developing commercial experience while you’re still in school gives you a competitive advantage when time comes for you to apply for a job.
Even with the perfect balance, there will be days when you don’t have enough time in your hands to complete an assignment. If you’re stuck with your academic assignment, see here for online writing help.
Every student with a part-time job should always have in mind why they’re in school in the first place. You should not allow your work life to take over your academic life. Surround yourself with hardworking friends who keep you accountable.
Here are tips that will help you combine your studies and part-time work. Continue reading
The effects that changing finances can have on a business may not be felt by every employee immediately, but for many companies, human resources departments are the first to notice changes.
For the many HR departments in charge of meeting payroll and hiring new staff, tightening budgets can create a variety of problems. From difficulty actually meeting payroll, to postponing new hires, HR professionals often find themselves in tough situations.
Despite this common problem, there are often a variety of solutions businesses can employ to free up extra resources and save money. Let’s examine a few unconventional methods for freeing up finances so that HR departments can meet or expand payroll. Continue reading
Thousands of students are graduating every day with a lack of understanding of the basics of how to interact professionally at work. Everything from etiquette to basic resume preparation is missing from the educational curriculum, so how can we solve this problem? Continue reading
When I’m speaking to audiences, I share the story about how I *accidentally* insulted my wife during childbirth to illustrate this concept.
It makes a great point that we can’t just be data driven or we lose sight of the people behind every metric and number. If you want to hear me tell the story live during the first ever episode of the podcast, you can check that out here.
The point is that as HR and talent leaders, we have two things that we need to keep in mind:
- People: we are the “people people” in the business. We need to know the people better than anyone else. Most of us got into HR because we like helping others and because that service brings us joy. However, we also have to know…
- Data: for far too long HR has said, “I want respect! I want to help the business, but they won’t invite me to the meeting. How do I get some credibility?” Data is the answer to that. Evidence matters.
Hence the phrase data driven, people oriented. We can’t go too far into either side or we create nightmare scenarios.
- All people, no data: we are soft and squishy and nobody cares what we have to say because all that matters are hugs and rainbows.
- All data, no people: we are hard-charging, ROI-driven monsters without a single concern for the people at the other end of our decisions.
Balancing both aspects helps you to not only have a voice in the business and with your leadership team but also helps to ensure that your voice is being used to advocate for the workforce. Bringing data and evidence to the conversation in the form of HR analytics creates a more credible, valuable conversation. And doing so on behalf of the employees is critical.
Even if you didn’t get into HR because you love data and numbers, you need to learn to speak the language of the business or risk being ignored, shut out, and forgotten when all of the important decisions are being made in your company.
Who’s with me?
Employers have increased their focus on measurement in recent years with a 4x growth in the number of companies with an HR analytics team. Why this relatively sudden change, and what can it tell us? Continue reading
The quest to hire developers, data scientists, and technology engineers is more competitive than ever before. It seems as though organizations in almost every industry need to grow their teams due to the ever-increasing need for a strong digital presence, apps, in-house I.T., tight cyber security, and other critical tech and A.I. based roles.
“With all of the tech startups and niche pharma companies popping up all over the country, it’s no wonder there’s much more demand for A.I and I.T specialists than supply. It poses a real challenge for hiring managers,” explains Sarah Groom, Director at Groom & Associates.
If you find attracting talent for these hot fields seems nearly impossible, your recruiting tactics might be in need of some updating. For a better shot at attracting A.I and I.T talent, consider these five rules. Continue reading