Knowing your employees learning styles will increase productivity!
Knowing your employees learning styles will increase productivity!Each employee learns differently, and therefore, organizations need to understand their employees learning styles to increase productivity. So what are the learning styles:Initiating: experimenting with...
What is Cultural Intelligence?
Cultural intelligence: an outsider’s seemingly natural ability to interpret someone’s unfamiliar and ambiguous gestures the way that person’s compatriots would (Earley & Mosakowski, 2004).
Companies also have cultures that are often distinctive. Employees learn how to decipher the cultural code of their company over time through historical stories, environmental clues, geographic regions, meetings, etc. Organizational departments can also have their unique culture as well.
“Cultural intelligence is related to emotional intelligence, but it picks up where emotional intelligence leaves off. A person with high emotional intelligence grasps what makes us human and at the same time what makes each of us different from one another. A person with high cultural intelligence can somehow comprehend a person’s or group’s behavior those features that would be true of all people and all groups, those peculiar to this person or this group, and those that are neither universal nor idiosyncratic (Earley & Masakowski, 2004)”. One critical element that cultural intelligence and emotional intelligence do share is, in psychologist Daniel Goleman’s words, “a propensity to suspend judgment—to think before acting.” People who are somewhat detached from their culture can more easily adopt the mores and even the body language of an unfamiliar host.
Video Recruiting – What is it and why aren’t you doing it?
Video recruiting is the 21st-century method during the hiring process at organizations. Video interviewing take two forms—live conversations between the recruiter or hiring manager and the candidate. Live interviews give hiring managers an opportunity to see and...
Do you ask the right questions during a reference check?
Reference checking is an important step in the hiring process. Organizations that conduct reference checks should tailor questions to the job being filled for and ask open-ended questions. Supervisors of the applicant are the best sources for information on the candidate because of their past daily interaction. Human Resources will only give you information on the date of hire, date of termination and if the applicant is rehireable.
Common questions asked of references include:
- What were the individual’s job responsibilities and salary?
- Was the individual successful in his or her role at your organization? Why or why not?
- What was it like to supervise the person?
- Was the person a valuable member of the team? Why or why not?
- What unique skills did the individual bring to your organization?
- What were his or her strengths?
- What were his or her weaknesses or areas that needed improvement?
- Was the person ever disciplined, and what were the circumstances?
- Do you think the individual is suitable for the job being applied for?
- Why did the person leave your organization?
- Would you rehire the person? Why or why not?
Webinar: Top 10 Employment Laws that Employers Should Know!
Employment law governs the rights and duties between employers and workers. Also referred to as labor law, these rules are primarily designed to keep workers safe and make sure they are treated fairly, although laws are in place to protect employers’ interests as well. Employment laws are based on federal and state constitutions, legislation, administrative rules, and court opinions.
Discrimination in the workplace is another basis for many employment law cases. The Civil Rights Act of 1964 and subsequent legislation makes it illegal to treat workers differently based on ethnicity, religious beliefs, gender, age, or disability.
Employers are required to understand the employment laws that govern their organizations. Several government agencies are involved in compliance of these employment laws.
Date: April 6, 2016
Time: 1:00 pm EST
Duration: 60 minutes
Speaker: Di Ann Sanches, PhD, SPHR, SHRM-SCP
Registration: https://compliance.world/webinars
Register today! Discounts available for multiple attendees!
21st Century Future Work Predictions!
Experts in Business (Future of Work Symposium) have several predictions for the next few years that may change the face of the workplace. Here they are:
- Technology – will be positive for business because it facilitates communication and collaboration on a daily basis. This can result in a more engaged and productive workplace.
- Freelancers – the rise of the contingent workforce will change the old employer-employee relationships. Freelancers will work the “gig economy” to build skills and experience while determining whether they are interested in a company employment situation. People are looking to supplement their incomes, consider themselves entrepreneurs and are searching for flexible work arrangements. In fact, according to a study by Elance-oDesk, Freelancing in America: A National Survey of the New Workforce, 53 million Americans are now freelancing. And 69 percent say technology is aiding their ability to do so.
- Business intelligence – currently 39% of organizations are doing some form of business intelligence analytics. Data-driven insights are imperative for organizations to remain competitive.
- Emerging economies – Asian and Middle Eastern markets continue to increase, and global talent will be a shortage due to the aging workforce. Companies will be looking to upskill workers to maintain competitive advantage, and those skilled employees can expect to see wages rise as talent shortages in certain regions drives salaries up.
- Millennials – the Gen Y factor is a live and well. It is anticipated by 2020, 50% of the Global Workforce will be Millennials. This will change the face of the workforce and well as the markets. The Gen Y’ers are already changing the workplace but will do so by the sheer momentum of their numbers.
- Leadership – leaders have traditionally been selected based on experience, company knowledge, and loyalty. This will not be the 21st criteria for organizations. Organizations are looking for more inspirational and collaborative leaders. Leaders will be expected to communicate (both in person and through technology) more with employees and have less hierarchal management style.
Love in the Workplace
The Results Are In For 2016! Just in Time for Valentine’s Day. Vault conducts an office romance survey every year, and the results are always surprising. Only 6% of respondents believed that NO office romances were appropriate. Furthermore, co-workers have opinions...
Survey Says…Pay Raises Are Flat but Promotional Raises are Up for 2016
According to Mercer’s 2015/2016 U.S. Compensation Planning Survey, the average salary increase budget is expected to be 2.9 percent in 2016, up slightly from the average increase budget of 2.8 percent in 2015.
The survey includes responses from 1,504 midsize and large employers across the U.S. and reflects pay practices for more than 17 million employees.
