HR professionals can embrace the habits of a self-regulated learner and pave the way for others at work to do the same. Here’s how.
If you’re a professional with Deloitte, there’s a good chance you’ve visited Westlake, Texas. The small Fort Worth suburb is home to Deloitte University (DU), Deloitte’s 700,000-square-foot learning and development center for its personnel.
It seems counterintuitive to discuss artificial intelligence and human resources in the same conversation. After all, how could any organization have an HR staff without . . . humans?
Self-paced, on-demand e-learning is now available from HR Certification Institute® (HRCI®). Today, the organization announced HRCI upSkill, a revolutionary new way for HR and non-HR professionals to learn about essential people management practices. Each HRCI upSkill will include an assessment component, giving professionals a way to be recognized for mastery of a specific people management topic.
Demand for HR Certification Institute® (HRCI®) credentials is on the rise, including a significant year-over-year increase in applications for HR-professional (i.e., PHR® and SPHR®) and non-HR certifications (i.e., aPHR™) from HRCI.
Admit it. You’ve responded to texts from your boss while at the dinner table. You’ve fired off email responses while watching your son’s baseball practice. The hard separation between work and home life is no longer a thing at many organizations.
Generic job titles and standard lists of qualifications, responsibilities and duties are not just boring. They're ineffective.
Agile methodology, a project management innovation of software companies to more quickly update and move tech products and services to market, is making its way into the business mainstream, including the adoption of agile practices by HR departments.
Social networking sites can be invaluable research aides for sourcing new talent, but use them wisely and fairly.
To attract top job candidates, it’s essential that your organization put as much emphasis on talent brand as consumer brand. That means recruiters, HR and hiring managers need to think more like marketers.
The NCAA Men’s Basketball Tournament is upon us and employers are again faced with the question of whether to allow workers to take part in bracket pools.
There’s no question that employers want to keep their workers safe, but what does that mean when it comes to allowing guns at the office?
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When companies place a premium on matching their open role’s comprehensive needs with the right talent, they tend to hire a great candidate – the one who will not only flourish in their new role, but be a great team addition as well.
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Most companies forget that recruiting a new hire doesn’t stop at his or her start date. New hires are constantly thinking, “Did I make the right choice?”
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Finding the perfect addition to your company starts with a detailed, accurately-written job description. This sets the tone for what employees will be looking for, and what types of candidates will apply.
To attract top job candidates to your organization, it’s essential to put as much emphasis on your talent brand as you do your consumer brand. That means recruiters, HR and hiring managers need to think more like marketers.
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A lot of people use a company’s website to get the quickest, most accurate snapshot of what the company does. That’s why it’s key to make sure the digital face of the company touches on the information people actually want to know and what they want to see. Use real photos of the employees instead of stock imagery.
Leaders in a company should never be too busy to invest in their talent — after all, the time spent growing an employee's skillset can ultimately open time on the leader's calendar as their employee takes on more responsibility.
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Finding the right talent for a company is a huge factor and a bottom line difference maker. That’s why it’s important to do your homework before ever approaching a candidate. It’s critical to keep job requirements in mind to hire the most qualified candidate possible.
“Let it snow! Let it snow! Let it snow!” While a classic refrain of a wintertime classic about how cold weather can warm our hearts, snow and icy weather, for human resource managers, can also mean lost business productivity and employee confusion about expectations to show up for work.