It seems that the world of recruiting is growing increasingly competitive. Because of this more competitive environment, employers are finding themselves in a constant race to up the ante to attract and retain employees. Preliminary results of the 2017-2018 Agribusiness HR Review found that attracting and retaining talent is the current top concern of human resource professionals. The top two methods for combating the ever-increasingly competitive recruiting world is by offering better benefits and higher compensation. Competition for talent means more than offering a bigger paycheck and ice cream on Fridays. In the compensation and benefits arena, employees are interested in a total package of salary and benefits that reward them for the job done, incentivize them to do more, and are offered a solid benefits package.
Other insights provided from the HR Review noted that the most common months for reviewing salaries are January and December and increases are commonly implemented in January. As it is already October, now makes the perfect time to start planning how your company plans to compete for today’s talent. Of course, before determining what you will offer, it is important to take closer look at your compensation strategy, or develop one if you haven’t already. Determining what and why you will offer a certain compensation and benefits plan is essential to successful execution. In addition, knowing which benefits and compensation tactics excite your employees can make the difference between a successful compensation and benefits program and an unsuccessful one.
Do a simple internet search of “marijuana and the workplace” and you’ll likely find differing advice for each given year and state. Staying up to date on the latest news regarding marijuana in the workplace is a daunting task for any employer. As if the amount of information isn’t overwhelming enough, many sites offer conflicting information, making the task even more discouraging. What’s an employer to do when a once very black and white issue now seems so gray?
1. Check with your legal counsel. To ensure correct application of laws surrounding marijuana in the workplace, always consult with your legal counsel. As each state is different, your legal counsel will be able to give you the most relevant and up to date information.
We’ve all been there, right? Every other week, there is a card passed around, everyone mumbles the “happy birthday” song, and there is a room of people asking only for a “small” slice of cake. Once the small slice is eaten, everyone jets back to their office. While celebrating office birthdays is a great time to relax with coworkers, they can also become incredibly mundane. Though not every office decides to celebrate birthdays, it is a great way to step away for a few minutes and celebrate. If your office does decide to celebrate birthdays, there are a few things to remember that can make everyone more comfortable and bring the celebration back to birthdays.
Talent acquisition is generally one of the first areas of an organization that a perspective employee will meet, and an area that will have an ever-lasting impact on the organization. After all, a company is only as good as its employees, right? Assessing the talent acquisition function is a process that may take time, but the outcome is sure to provide a clear picture of the state of affairs and determine the likelihood that the function and organization will succeed.
A highly effective talent acquisition function starts with a well-planned talent acquisition strategy that is aligned with the overall strategic mission and vision of the organization. In addition, a sound talent acquisition strategy will thoughtfully lay out how the function will help the company achieve its overall mission. While for some companies the exercise of creating a talent acquisition strategy can seem arduous, especially during the day-to-day operations of most HR functions, it is sure to pay off in the end.
Flared jeans aren’t the only thing out of style, time off plans and vacation policy are trending in a different direction as well. There is no denying that the manner in which we work has changed over the years, and it would only make sense that time off plans would evolve as well. It seems that more companies are transitioning from traditional leave plan that segment sick and vacation leave, to a paid time off plan that is designed to have one “bucket” of time off. Along with a new plan, employers are upping the ante with additional time off. In a time when most employees find it difficult to maintain a work-life balance, being able to offer employees a generous amount of time off is a perk that gets most employees’ attention.