Overview: Part of an employer's HR strategy might be keeping current employees engaged in their work so as to avoid high job turnover. Employee engagement proves indispensable to any organization that values creativity, productivity and growth. Companies with engaged employees tend to show more strength and increased profits than those with disengaged employees.
Employee engagement drives employee development, which in turn drives organizational growth. Many leading corporations have engaged their employees in a much more open dialogue regarding business goals and objectives. Such open discussions lead employees to become more invested in the workplace culture, and to appreciate how their responsibilities and duties foster the organization's growth and development.
Trends: While some managers persist in implementing stratified, controlled organizational philosophies, many supervisors have embraced open door policies. In addition, some corporations have ceded supervisory control over the assignment of a portion of their employees' tasks. For example, in some organizations, employees may have up to 20 percent of their working time to devote to any projects in which they have an interest, as long as 80 percent of their working time remains devoted to corporate assignments.
Author: Marta Moakley, JD, Legal Editor
This podcast features a conversation with a leading employee performance thought leader, David Lee, about the need for managers to do a better job of understanding what motivates people. Too often, Lee says that employees are taught not to care.
This section of the XpertHR Best Practice Manual explains the benefits of implementing an employee recognition program and guides employers on how to design a day-to-day, informal or formal program and process.
New resources address the process of implementing an employee recognition program in an organization.
Employers seeking to advise employees that they will match donations provided to charitable organizations and activities should consider including this model policy statement in their handbook.
Conference participants at the recently concluded SHRM - Long Island Chapter's 23rd Annual Conference and Exhibitor's Showcase had the opportunity to attend a workshop titled "Rolling With the Seas of Change: Developing HR Leadership Qualities During Times of Crisis and Turmoil" presented by Christopher M. Valentino, Esq., managing shareholder of Jackson Lewis' Long Island office, and Aoifa O'Donnell, CEO of National EAP, Inc.
Tri-State Human Resources Management Association (HRMA) held its 28th Annual Conference on May 1, 2014, in Mount Laurel, New Jersey, emphasizing employee engagement and compliance issues. Featuring two keynote addresses and various speakers, the hundreds in attendance focused on the conference theme "The HR Playbook - What Needs to Be in Yours?"
A survey of employers in the pharmaceutical industry, specifically clinical research organizations (CROs), reveals persistent high turnover of employees in the US and overseas. Employers are increasingly using recruitment and retention bonuses to combat this trend and to compete for talent in a competitive market, but there are other tools at their disposal.
XpertHR's Financial Services Resource Center for HR helps financial services employers handle their most challenging employment issues by bringing relevant resources together in one place for easy access.
XpertHR's High-Tech Resource Center for HR: Talent Management and Employee Retention helps high-tech employers handle their most challenging employment issues by bringing relevant resources together in one place for easy access.