With retention being such a crucial issue as the economy recovers and job hopping becomes easier, we wanted to be sure to cover this on the Lighthouse leadership blog. Save some of these links for deep diving later and leave this week smarter than you started! Building or managing a successful company means crafting and keeping a great team. They also save you money on costs of hiring and new staff training, and your company and culture become more stable with less turnover. One fundamental thing to realize about employee retention is that the effort starts on day 1. Recruiting , Hiring , and Onboarding all factor into Employee Retention efforts. Working for a company is a mutual agreement that benefits both sides. Semantics here are important, and they will define the mindset and the way challenges are approached.
Anti-Harassment, Discrimination and Title IX Training
Compensation and deduction information h. Acknowledgment of handbooks j. Attendance records, including vacation and personal leaves k. Changes in name, address or telephone numbers l.
Know whether you’re required to report a dating relationship to HR. Don’t blindside your HR staff. They can help you with gossip control and with understanding what is expected and appropriate in .
Here are 20 tips for managing young workers. Help them transition from college to work. Transitioning from student to employee can be a time of confusion, anxiety, exploration, and excitement. Recognize that each employee handles this transition differently and requires a different level of support from your organization.
Assign them to the right manager. A young employee needs the right type of manager — one that enjoys teaching, mentoring, developing, and spending time interacting with their employees, since this is the focus of their interests. Your traditional or untrained managers may not be the right fit for a young employee. Create a good on-boarding program. While it may be tempting to drop your young employee into an assignment right away with limited training, young employees usually need a more detailed and lengthy on-boarding experience to get started on the right foot.
Marketing, HR, IT : the new couples in digital transformation
The Boss Is Dating an Employee. My business partner is dating one of his direct reports. To avoid the appearance of a conflict of interest, he wants her to report to me instead. What do you think? There are numerous ethical issues involved in an owner or CEO or, really, any manager dating an employee. You and your partner need to see your attorney as well as an HR expert, but first you need to have an owner-to-owner talk about leadership ethics.
Claim Your Free Copy of Critical HR Reporting Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
Every company needs to consider a policy on workplace dating. Without a clear policy, an office relationship can lead to charges of sexual harassment and legal consequences for the employer. Although some companies chose to have no policy on dating, that leaves them open to potential liability if a supervisor is shown to have sexually harassed a subordinate, for example, by giving a poor performance review to a former partner.
To avoid this, companies institute various types of dating policy. No-Dating Policies No-dating policies generally ban dating between a supervisor and their subordinate. Employment attorney Anna Cohen, writing in HR Hero Online, suggests that no-dating policies can be problematic, as it is difficult to define exactly the type of behavior that will be restricted.
Superstore: America Ferrera Tackles Big-Box Retail
They ensure all human resources activities are in compliance with local, state and federal laws, as well as implement and oversee programs related to employee benefits and initiatives. Insurance programs, flexible work arrangement programs, maternity leave, open enrollment programs, and vacation and sick leave benefits are overseen by the human resources manager as well.
These managers make recommendations on potential policy changes to ensure their company offers a competitive package of salary and benefits to employees; they also help implement any approved changes.
Human Resources The employees of Stephen F. Austin State University help define us as one of the best institutions in Texas. All faculty and staff are dedicated to making SFA the best university that it can be for the present and future generations.
Favoritism is exactly what it sounds like: For instance, a manager consistently offers an employee the best and most highly-regarded projects, even though that employee does not perform well enough to deserve them. Or perhaps an employee is offered a promotion over someone else who has been at the company longer and has more experience. Oftentimes, favoritism occurs when a manager and an employee have developed a friendship beyond the workplace.
Perhaps they worked together previously and have a shared history, or maybe they have bonded over common outside interests, like sports or music. Another form of favoritism is nepotism. When either favoritism or nepotism takes place in the workplace, the effect is usually the same. It leads to a number of negative results, such as:
A manager’s guide to managing office romance
And it can happen at work too. And sometimes, you may find yourself falling for your boss or dating them even before you realize it. Of course, you get to spend all day working in the same office. And both of you have similar fields of work which makes communication and compatibility so much easier to handle because both your interests and passions in life align along the same direction.
But as perfect as the scenario may seem, is it all pretty and rosy?
In other words, when an employee’s job is to communicate employee complaints to management; e.g., HR, that employee cannot later claim retaliation based on that communication. Generally applied in Fair Labor Standards Act cases, this is the “manager” rule.
Dealing With Personal Relationships at Work: Dating at Work” In the ever-busy world of entrepreneurial business, we are always at work or thinking about work. Where else are we going to meet people who share our interests? Should we date our co-workers or allow our employees to date each other? How do we keep it from interfering with work? Employees are working longer hours and have less time to socialize outside of work. The exchange of ideas, shared creativity and the teamwork approach fostered in entrepreneur-based enterprises also promote closer connections and lasting relationships — sometimes romantic ones.
More than one-third of all employees meet their future partners while on the job, and for many, dating officemates is part of a balanced work life. Office romances aren’t a business liability as long as there are policies and procedures in place to ensure that employees’ personal lives remain personal and their work professional. The company should also have a policy regarding sexual harassment. In this Quick-Read you will learn: The pros and cons associated with workplace romances.
Strategies for managing in-office relationships. Factors that identify sexual harassment.
Employee Retention: The Keys to Long, Happy Working Relationships
Workplace relationships are can be extremely tricky, just as personal or family relationships can be. Managers are not robots — they have feelings and emotions. So how can they be expected to just turn those emotions off when they enter company property? In fact, I would even use stronger words to describe my relationship with some past employees — words like close, supportive, caring, trusting, warm, fun, and respectful.
employee payment requirements and assess employee engagement and staffing levels at the Dickinson, ND, Post Office. MANAGER, HUMAN RESOURCES SHARED SERVICES CENTER FROM: Charles Turley Employees not being reimbursed for per diem expenses dating back to December
Businesses are comprised of people, the management, recruitment, dismissal, payment, and dispute management of which falls on the shoulders of the HR professionals. There are many resources for those professionals, including associations that advocate for them and offer professional development opportunities and resources, publications that feature innovative research articles, blogs from experienced human resources professionals, and conferences perfect for everything from networking to sharing and learning new strategies and ideas.
This resource guide lists prominent resources of this kind available to HR professionals around the globe. The North American Human Resource Management Association represents over , HR managers and the interests of the profession as a whole while also providing support and resources such as professional development programs. National Human Resources Association: The National Human Resources Association was originally founded to support its members and advance the field of human resources and HR professionals by providing members with professional networking and career development opportunities.
Society for Human Resource Management: The Society for Human Resource Management is one of the largest HR management associations in the world with more than , members in countries.
10 Things the HR Department Won’t Tell You
It helps provide your people with clarity around usage and status of their benefits, visibility into the organization and where they and their peers live within their organizations hierarchy, and access to information that matters to them. Key Capabilities Access paystubs and view compensation data Request time off for vacation, flex days, personal days, etc.
View current balances for vacation, flex days, sick days, etc. Provide recognition and kudos to fellow employees Access employee directories and organizational charts HR Analytics HR Analytics provides organizations with an overview of their head count trends.
Current Employee – Social Media Manager, IT Executive in Ikeja, Lagos (Nigeria) Recommends. Glassdoor has 1 Dating with Dignity reviews submitted anonymously by Dating with Dignity employees. Read employee reviews and ratings on Glassdoor to decide if Dating 4/5(1).
July 1, POLICY Vanderbilt University strives to be a family-friendly workplace and is committed to maintaining an environment in which members of the University community can work together to further education, research, patient care and community service. However, children may not visit the workplace if their presence conflicts with department policy, federal or state law. Employees may bring children to appropriate University-sponsored programs and activities.
However, employment of family members in situations where one family member has direct influence over the other’s conditions of employment i. For the purpose of this policy, family members are defined as spouse, domestic partner, daughter, son, parent, grandparent, grandchild, sister, brother, mother-in-law or father-in-law.
In any case, when employees are unsure about a potential conflict, they should fully disclose the circumstances in writing to their supervisor. If one family member has influence over another family member’s conditions of employment, the following should occur: In collaboration with the supervisor, the involved employees will be provided thirty days to make a decision regarding a change.
Options include, but are not limited to: