Being a manager is challenging, especially when you’re first starting out. Whatever previous responsibilities someone has held, management demands a unique set of skills that come from both training and experience. Without guidance, there’s a good chance a first-time manager will flounder, so it’s up to the company—particularly HR—to build a framework that supports their success.
Employee Net Promoter Score (eNPS) is a metric used by companies to gauge employee satisfaction with their employment experience. The metric is derived from Net Promoter Score, which companies use to calculate customer satisfaction with their product or service. In HR’s case, employees are considered the customers.
There’s definitely some truth to the saying, “birds of a feather flock together.” We tend to surround ourselves with similarly-minded and even similar-looking individuals. This phenomenon is known as “similar-to-me” bias, and its effects can be found in both our personal and professional lives.
Gender isn’t limited to just two checkboxes. With terms like non-binary, transgender, and genderqueer becoming more mainstream, gender identity today goes beyond just male or female. But even with this new understanding, some people still feel uncomfortable sharing their gender identity in the workplace.
Diversity and inclusion don’t stop at hiring. HR needs to be able to support the company’s talent through the full employee lifecycle.
With unemployment at historic lows, it’s never been harder to hire top talent. In response, recruiters and HR professionals alike have all reached for “game changing” perks to seal the deal, like unlimited vacation, free beer, or even nap pods. We’ve been told that employees value different things based on their age—baby boomers want stability and millennials need flexibility, or so the stereotypes go.
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When it comes to hiring top talent, we want to believe we give everyone a fair chance and choose the most qualified candidates. But what if our judgments aren’t as fair as we think they are?
The world is diverse, but is the workplace? Diversity and inclusion have long been HR buzzwords, and many HR leaders cite diversity as a key objective in their strategic planning. For many talent acquisition pros, hiring a diverse array of employees is top of mind. But once those employees enter your organization, it takes the entire community to create a genuinely diverse and inclusive workplace.
The definition of gender is evolving beyond just male and female. As of 2016, 1.4 million Americans self-identify as transgender, meaning their gender identity differs from their birth sex. Today, an increasing number of people are acknowledging genders outside of the traditional male and female binary. In fact, 50 percent of millennials believe gender is a spectrum. But how is the workplace supporting non-binary employees?
The field of human resources is changing. In our HR Redefined series, we give innovators a medium to share personal reflections, professional advice, and best practice guidance.