It has been proven that, if done right, gamification may increase engagement. What about taking these gaming concepts into the workplace to make accountability and the tracking of employee performance more fun?
Insights: Human Resources
Everybody talks about how HR should be a strategic function in any business. The thinking goes that once HR masters its day-to-day processing activities (e.g., hiring, training), it should be able to move on to more strategic endeavors like succession planning and/or talent acquisition.
The concept of tying compensation to accountability seems simple enough on the surface. However, making it real is way harder than it looks. And the biggest challenge is deciding what to measure performance against.
It seems like everyday we hear about yet another story about sexual harassment in the workplace. Have you wondered what is the best way to minimize the risk of this happening in your company?
We all know that the risks associated with the employee terminations in any business should be carefully managed and mitigated. Being aware of the most common risks should help GE develop effective mitigation strategies during this massive layoff.
Healthcare providers face the constant fear of falling behind on HIPAA compliance and facing punishments and fines from the federal government. So, what is the best and most cost effective way to make sure things get done when it comes to HIPAA compliance?
More companies these days are choosing to outsource their human resources function. With so many available options and variants (ASO, PEO, HRO), finding out which option is best can be daunting.
Why do most employees see training as a chore of little value? Why is it that training is so hard to make interesting and engaging? Why is knowledge retention so hard to achieve?
Every Human Resources professional has faced the issue of developing and sticking to a hiring methodology. It seems like you have to sift through more and more resumes and potential candidates than ever to make sure that all components of your HR recruiting process are running on schedule.
The gig economy is here to stay. Intuit estimates that by 2020, as many as 40 percent of Americans will be contingent, or “gig” workers. Gig workers can be freelancers, independent contractors, or any other outsourced employees who are hired on a per-project basis.
Some of these contingent workers choose to work outside of a payroll system either as full-time freelancers or as part-time workers who supplement their income by picking up gigs. Others take contingent jobs out of necessity even though they would prefer full-time employee status.
