Life for growing families is complicated. Do your organization’s policies make it easier for people to transition back to work? If your organization wants to attract and retain new parents, paying attention to their needs is crucial.
An employee’s last day is no less important than their first day. To get useful information from employees before they leave for good, your agency needs a positive offboarding process that culminates with a respectful, diplomatic exit interview.
Most advice you’ll find about working smarter, not harder focuses on what an employee should do. But, optimizing their time and effort is not solely an employee’s responsibility, nor is it entirely within their control. Your agency plays an essential role.
It’s frustrating when your organization’s job openings don’t attract enough applicants, or worse, when no one qualified applies at all. Or perhaps you’ve been told to hire someone new immediately, meaning your usual thoughtful recruitment process is out the window.
You may already have an easily accessible pool of qualified candidates. The secret is to take a look at people who previously applied for positions at your organization.
Public sector budgets are often stretched to their limits and inflexible. HR efficiencies can give your organization new ways to do more with less.
An applicant tracking system is more than a human resources tool. The software can reduce frustrations for recruiters, hiring managers, job applicants, and everyone on your staff who pitches in to hire talent.
Executives and human resources leaders are recognizing how applicant tracking software for government agencies can improve the entire employee hiring process. Here are five ways technology can make hiring less frustrating at your organization.
Planning ahead is the lifeblood of any human resources professional. Tapping into trends helps you proactively develop responses to the evolving demands of the public sector workplace.
Processes change and new ideas emerge. What worked well enough in previous years has become obsolete, and solutions previously unimagined have become today’s most effective best practices. Knowing what trends may pop up as hot topics at your agency gives you an advantage in the coming year.
Here are four important trends human resources professionals in the public sector can anticipate in 2018 and beyond.
Performance reviews are often unloved. The feeling is justified when the process is outdated and disconnected from your employees’ day to day work. If this is the case, giving your organization’s performance review process a thorough overhaul can radically rejuvenate your employee engagement.
The dreaded PIP. Though the acronym stands for Performance Improvement Plan, to many employees it might just as well mean “Panic-Inducing Punishment.”
The best employers know a PIP can place underperforming staff on a path to transform themselves into better employees. But, in practice, a PIP is too often a half-hearted attempt at giving somebody one last improbable chance to save their job. Sometimes, managers treat the PIP as little more than a mandatory step in the process of firing an employee.
Performance Improvement Plans have so much potential. How can a PIP revive a struggling employee’s job performance?
Every organization will have a unique employee onboarding process. Of course, the details will be partly dictated by administrative, IT, legal, and human resource needs. But, for your onboarding to be effective, it should also be guided by continuous employee feedback.