Human resources is a great job to get into since it spans the gamut of several organizations and business sectors. You can work for any company in any vertical! The skills required for this job include strong written and verbal communication skills, the ability to mediate conflict, extreme levels of patience, and the willingness to work with a variety of people every day! If this job sounds like a great
When applying for a job in human resources, it is important that you customize your resume to not only suit the job description, but also to stand out from all the other candidates. Chances are, there may be individuals who have just as much experience or comparable skill sets, but you can really stand out from the crowd if you have some valuable certifications on your side. With so many
Human Resource is a field that is constantly evolving. From new hiring regulations to employee retention techniques, it’s crucial for HR professionals to continue learning and acquiring new skills. One way to do this is to read. What are some HR books that are worth reading? We’ve asked 7 professionals to share their favorite human resource books to read for professional development. Take a look to find some weekend reads
Finding the right candidate for a position takes time and skill. Keeping the right candidate also takes time and skill. What are some HR best practices for employee retention? We asked ten professionals to share their insights on the topic. Make Coworker Relationships Positive Employees love where they work when they love who they work with, and so creating fun ways for people to connect with their teammates is
An experienced recruiting professional is a valuable asset for those looking to land a new role. However, it can be difficult to know where to start when searching for an independent recruiter. Fortunately, there are multiple avenues you can pursue to find a recruiter who can aid you in your job search. Below, 10 business leaders (including a number of head recruiting managers) share their best tips on connecting with
Well trained employees are valuable assets to a company as they contribute to a high performing team. Training should not end after orientation day. To ensure employees are fully equipped to perform well, they need continuing professional development. Below, 9 business executives discuss their best employee training and development practices. Keep reading for insights on developing and maintaining effective training programs. Keep It Simple Training new employees means keeping things
Dealing with HR can be a costly and draining process, but it does not have to be. To avoid this, try developing a set of best practices for recruiting new candidates. We asked 12 thought leaders for their best HR practices as it pertains to recruitment. Below, they reveal the steps they take to ensure a smooth and beneficial recruitment process. Let Employees Be Your Company’s Brand Ambassadors Leverage current
There are many best practices in HR. From office safety to employee recognition, HR ensures that your team is functioning well on all levels. One of the most effective and efficient tools you can use to check in on your employees’ performance, wellbeing, and overall satisfaction, is employee surveys. 8 thought leaders share their best HR practice as it pertains to employee surveys. Survey Management as Well Google’s Performance Management
There are quite a few best practices in HR. Your human resources department dabbles in everything from hiring, to safety, to bonuses. They’re the unseen machine that keeps your company running. Below, 5 thought leaders share their best HR practice as it pertains to payroll. Hire a Temp Agency Hiring a temporary HR staffing agency enables an employer to shift the burden of managing payroll, paperwork, and everything in between.
This interview is with Dr. Elizabeth Speck, Founder and Principal of MindOpen Learning Strategies, a training, coaching, and consulting company that helps organizations achieve social justice goals through transformative workplace learning experiences. Congratulations on speaking at the SHRM Annual Conference. For those who were not able to attend, what was the premise of your talk? What are the 1-3 takeaways you want every SHRM member to know from your talk?