When you’re thinking about making a significant policy or employee program change, one-size doesn’t fit all in communication. It helps to consider employees as representing different degrees of agreement with the company itself. Read more to learn how to develop more effective programs and communication strategies.
I often make observations in the workplace that a typical HR professional might not see. This article discusses employee emotional health. Some employees are just natuarally more healthy than others. Read on to find out how they approach their work.
Not all institutions and corporations are evil. Many do an excellent job of balancing ambitious secular goals with a socially responsible approach. These examples are less likely to be sensationalized in the popular press, however. I found some examples on the website Socialbrite.org. They singled out Molson Coors, Tyson Foods, …
Pre-service (attachment) Vacancy: New job is added; employee resigns or employee is dismissed Job Analysis: job design/review, establishing qualifications, selecting source Recruitment: Sourcing and advertising Selection: Application, screening, interview, offer, acceptance On-boarding: Policies, HR paperwork, receive corporate culture materials Employee orientation: culture orientation, job shadowing, practice Early service (engagement) …
Workplace culture correlates with business success Companies succeed in the short run just by having good products, even with unethical practices and abusive employee behavior. The problem is, things change. A competitor comes into the market offering your products but has better workplace conditions. Now your employees want to work there. Or, one …
Cooperative gain is a phrase I heard once used in a scientific context and adapted to Human Resource management here . Cooperative gain This is what happens when company goals and values are shared by employees, supervisors and owners. Job design and employee activities are aligned for working productively and respectfully toward …
