Tag: question

To hire or not to hire is probably the hardest question human resource managers have to ask themselves every day. While there are myriads of guidelines regarding hiring and recruiting HR managers can learn from, the dilemma seems inevitable – especially in today’s age where fresh graduates dominate the talent market with low experience and […]
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Date: 10th September 2019 at 15:03
Author: hrinasia – Renny


A few weeks ago, I asked the question, “What’s your favorite type of conference swag?” A huge thanks for sharing your thoughts! I must say that I’m a bit surprised at the results. Here they are:

Food and drink related items were at the top of the list. I wasn’t surprised at the requests for Yetis – they’re one of my all-time personal faves. But I was happily surprised at the mentions of stainless straws and chip clips. I’m hoping we see both of those in the expo this year.
Coming in second was clothing, another surprise to me. I would have put t-shirts a lot further down on the requested conference swag list. And it was interesting to hear about the number of people who are into conference socks! They’re a collectable item.
Tied for third place were office supplies and technology. Let’s address office supplies first. Personally, I love good office supplies – nice pens, good highlighters, fun sticky notes, and journals are great. Cheap office supplies are well, cheap. If you’re going to give away office supplies, they need to be top notch.
I was surprised that technology placed so low. The only thing I can figure is that people want the technology accessories that they want, so tech swag isn’t appealing. I can also see some tech swag not being compatible with all devices, which may be a drawback.
Finally, health and wellness was last. I don’t believe this is because people don’t want to take care of themselves. The conversation about wellbeing and self-care is at an all time high. Like technology, I figure that people have their own preferences, so it becomes difficult to make everyone happy.
I’m really hoping that there are a bunch of HR conferences and HR vendors that take this list seriously. First, there are some really original ideas for conference swag! Second, the last thing any event wants to do is buy a bunch of swag that no one wants. Marketing departments do not want to come home from a major event with boxes of leftover swag. What they want is to run out of swag. They want people to take pictures of their swag and post it on Instagram.
So, here’s to finding your favorite conference swag at the Society for Human Resource Management (SHRM) Annual Conference. Or frankly at any event you attend.
The post The Conference Swag HR Pros Want Most #SHRM19 appeared first on hr bartender.
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Author: hrbartender
Date/time: 30th May 2019, 18:03


A few weeks ago, we asked you the question “If you were to start looking for a new job today, what would be the number one reason?” The answer won’t be a surprise. 

I went back and checked your responses from 2018 and guess what, the turnover reasons rank exactly the same: 1) compensation and benefits, 2) opportunities for advancement, 3) supportive management, and 4) flexible work. The percentages did change.  

Compensation and benefits increased 11 points (from 24 percent last year)Opportunities for advancement increased a point (from 21 percent last year)Supportive management decreased a point (from 20 percent in 2018)Flexible work decreased 9 points (from 20 percent in 2018) Training and development was at the bottom and in the single digits both years. There could be a few reasons for this. I believe employees have really embraced the “own your career” mantra that became so popular during the Great Recession. As a result, training looks different. Training can take the form of MOOCs, books, blogs, webinars, etc. Many of these resources are free. 

From the survey results, I also noticed a few more things:

Flexible work is on the rise. I’m going to assume the year over year decrease in flexible work as a reason for turnover coincides with the increase in organizations offering it. I believe that companies are starting to realize with the increase in technology that they can offer this option, it doesn’t cost too much, and employees like it. It also keeps employees from choosing to freelance as a way to have a more flexible lifestyle. 

Speaking of freelancing, in this labor market, organizations do have to factor in the gig economy from two angles. First, employees looking for career advancement might choose freelancing as a way to have more control over their careers. And companies that don’t have much to offer in the way of career advancement might need to start looking at freelancers as a way to fill positions. While freelancing could cost more than an hourly employee, companies don’t have to pay benefits. Which leads us to the next point…

Compensation and benefits continue to be an the issue for workers. At some point, organizations will have to create competitive salary packages and benefits. If you want the best talent, it will be necessary. Not surprisingly, I’m starting to see an increasing number of organizations offering signing bonuses. 

Finally, management development still needs attention. While training was last on the list, that doesn’t mean organizations can stop doing it. One area that continues to be a cause of turnover is management. 

While this survey was only one question and there are many factors that go into turnover, there is one other interesting thing I’d like to point out. I didn’t ask the question “Why did you leave?” I asked the question “Why would you start looking?” They are two different questions. And for the past two years, employees have provided answers that they probably are very comfortable telling the company. 

In my experience, employees wouldn’t hesitate to tell me during an exit interview, “I’m making more money.” Or “I’m getting more responsibility.” On the other hand, employees were sometimes reluctant to say, “My boss is a jerk.” Because they didn’t want to burn a bridge.  See where I’m going with this? Employees are starting to look for new opportunities based on reasons that they are usually very open about – money and opportunities. Companies have the answer to turnover right in front of them. The question becomes are they going to do something about it?

P.S. Hey everyone! Just a quick note from behind the scenes. Mr. Bartender and I are celebrating our anniversary this month. We will be posting content, but do have a few things planned, so it may not be on our regular schedule. Thanks for reading and supporting HR Bartender! It means a lot to us.
The post Turnover 2019: Why Employees Leave [survey results] appeared first on hr bartender.
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Author: hrbartender
Date/time: 6th April 2019, 06:03

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