AI, video interviewing, ramping up security top list of HR’s high-tech issues. One of the best ways to learn is from others’ mistakes and successes. That is why a crowd gathered at the 2019 Society for Human Resources Management Talent Conference for a session on recruiting trends and technology. Among other things, they learned that while companies are increasingly counting on artificial intelligence (AI), they have come to realize that technology alone is not the answer. … [Read more...] about HR Leaders Talk Technology Successes, Failures, Challenges
(4/11) Onboarding: First Week Tactics That Pave the Way to Success
Encouraging and enabling new employees to take on real responsibility and deliver results in the first week can get them up and running quickly. Start by setting up a mentor relationship, such as with a friendly, knowledgeable peer, to get newcomers started and help them feel comfortable. Give them a simple task right away, but also consider giving them something a bit more challenging to do as well. Depending on the worker, a group project might be more productive than an individual assignment. This group effort helps new employees to get to know their co-workers, engage in teamwork, and jump on a big project right away. Get new employees involved in the company culture by helping them see how their job relates to organizational mission and goals. Let them know about opportunities to engage with co-workers socially, such as a company softball team or lunchtime walking group. … [Read more...] about (4/11) Onboarding: First Week Tactics That Pave the Way to Success
How HR Can Take Charge in Fighting Workplace Sexual Harassment
When zero tolerance and full compliance go hand-in-hand, everyone can thrive on the job. How you address workplace sexual harassment can play a powerful role in how staff feel, work, and interact; but too many companies spend money and time on training that isn’t effective and develop programs that don’t have a lasting impact. Experts suggest a variety of ways to ensure the organization’s words, actions, and policies engage and resonate with employees for the long term. … [Read more...] about How HR Can Take Charge in Fighting Workplace Sexual Harassment
(4/10) Employers Slow to Pick Up Trend of Continuous Screening
In a recent survey, 4% of 6,500 HR professionals said their organization practices continuous screening and rolling background checks. The vast majority (92%) of survey respondents said they conduct background checks, mostly pre-employment. These searches generally included issues such as criminal records. Only 15% of respondents said they rescreen workers annually, 13% conduct checks after a triggering event, such as after a wage garnishment or other legal issue. One reason that more employers haven’t embraced rescreening is the cost. It is an expensive undertaking, and it still leaves employers open to risk. One option is the use of continuous monitoring technology that will alert an employer within an hour of someone being booked into jail. Users of this technology suggest it can protect companies from fraud, theft, and reputational damage. [Read more...] about (4/10) Employers Slow to Pick Up Trend of Continuous Screening
What HR Needs to Know about PDPM
A new person-centered reimbursement model is coming to SNFs, and you need to be on the ground floor for change. The Patient Driven Payment Model (PDPM) is the new Medicare payment rule for skilled nursing facilities, replacing the current reimbursement system (called RUG-IV). PDPM represents a significant change and goes into effect on October 1st. While patients’ therapy minutes currently drive payment for SNFs, PDPM provides reimbursement based on the complexity of individual patients’ care needs as detailed in the primary and secondary diagnoses. Under this new system, HR takes on a heightened role in helping to ensure the organization’s success. … [Read more...] about What HR Needs to Know about PDPM
(4/9) Office Space: Why HR Should Dabble in Color Theory
Experts suggest that color can make a difference in the workplace, increasing productivity and energy, reducing stress, and boosting mood. Consider a few easy ideas: Use brighter colors in lobbies to create a lasting impression; use neutral colors to create a relaxed, calming atmosphere; primary colors can generate energy; and yellow is connected with positivity and happiness. You can use color to create a more casual or homelike atmosphere or to support branding. You don’t have to paint entire rooms or hallways. A red accent wall here, a yellow sofa there, and tan seating in the employee lounge can all make a difference and create a positive ambiance for all employees without significant expenditure. Read the full article. … [Read more...] about (4/9) Office Space: Why HR Should Dabble in Color Theory
From Harassment to Health Care: States Confront Hot Issues
Stay on top of pressing state, local concerns impacting HR. A new study identifies the leading concerns for U.S. companies and how state and local lawmakers are addressing them. Not surprisingly, number one is sexual harassment prevention. State legislators everywhere are grappling with this issue in the workplace. In fact, there are a record number of state proposals on harassment, proposing solutions such as detailed arbitration agreements, expanded protections for non-employees, and stronger prevention efforts such as mandatory policies and interactive training. … [Read more...] about From Harassment to Health Care: States Confront Hot Issues
(4/8) EEOC Proposes Sept. 30 Due Date for Pay Data Reports
The clock’s ticking. The Equal Opportunity Commission (EEOC) recently told a federal judge that the agency plans to require employers to turn over pay data by September 30. This data is expected to include information broken down by race, gender, and ethnicity. While this isn’t a done deal—the judge still has to issue a final ruling—it suggests the urgency for employees to collect and track this information carefully. EEOC stressed that the deadline for employers to submit their 2018 information for Component 1 of the EEO-1 form is still May 1. This form asks for information about employees by job category, race, sex, and ethnicity. The legal dispute involves Component 2 pay data; and EEOC has indicated that the agency needs more time to address the challenges of collecting the pay data and cautioned that an expedited data-collection process could result in poor quality or inaccurate information. [Read more...] about (4/8) EEOC Proposes Sept. 30 Due Date for Pay Data Reports
Employee Benefits Can Be Branding Boon or Hiring Bust
Benefits and perks speak volumes about how you view, value employees. What message are you sending? Competition is stiff for the best and brightest workers, and businesses increasingly are looking for creative benefits that will attract and keep good employees. Benefits such as health insurance, paid leave, and retirement plans are clearly important; but organizations need to know their employees, think outside the box, and identify benefits that boost the company’s brand. Why is this so important? According to one survey, nearly two-third of job candidates say that benefits and perks are among their top considerations before accepting a job; and nearly 80% of workers say they would prefer new or added benefits to a pay increase. … [Read more...] about Employee Benefits Can Be Branding Boon or Hiring Bust
(4/5) Be Precise about Essential Job Functions
Don’t underestimate the value of detailed, written job descriptions. They can prevent misunderstandings, turnover, and even legal issues. Having clear evidence of what are essential job functions will help ensure that employees know what is expected of them and that there are no surprises down the road. Don’t leave something out because it seems like an obvious role or responsibility. If an “essential function” isn’t clearly specified in the job description, it can call into question whether the activities is actually “essential.” As a result, you may have to exempt an employee from performing that role due to some disability or other issue; or you could be at legal risk if you dismiss or penalize that worker for refusing to perform that action. Seek guidance from legal counsel if you have any questions. Read the … [Read more...] about (4/5) Be Precise about Essential Job Functions
