Learn how to leverage the strengths and embrace the differences of your multi-generational workforce to drive greater success for your agency.
Though we are hardly out of the woods yet with regards to COVID-19, employers and employees alike are naturally beginning to think about what work life will look like when non-essential personnel return to offices. In particular, public sector agencies may not have the luxury to remain at home indefinitely – or perhaps they never went home at all – because of the nature of the services they provide to local communities.
A recent report from Gartner found that 82% of HR leaders will be involved in the planning of the return to offices. With a plethora of items to consider to not only maintain productivity but also keep everyone safe, HR must put a plan in place to ensure the return to the office is done judiciously and effectively.
Bearing that in mind, we put together an overview for HR leaders to contemplate for a safe return to the office.
In some ways, being an HR professional is a lot like herding cats. You’re constantly following up with employees on simple tasks that ultimately benefit them but that you’re responsible for implementing.
Learn how government agencies can break down barriers to help their employees be more productive, efficient, and successful at work.
Learn how giving your organization’s performance review process a thorough overhaul can radically rejuvenate your employee engagement.
Your brand tells the public who you are, and as an extension of that, can help you attract the best and brightest to your workforce. Your brand can help you differentiate yourself in a meaningful way that potential employees will remember and that current employees can live out on a day-to-day basis. Here's how. Here's how to differentiate your brand.
Finding ideal candidates is an ongoing challenge for every HR department. Fortunately, HR has tools at their disposal. One of those tools is often under-utilized. What's that tool you might ask? —Talent personas... think of them like a wanted poster for your ideal hire. If you follow the suggestions below and take the time to really map out what you’re looking for in a candidate, job candidate personas are likely to become one of your go-to HR tools.
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.
Learn how empathy enhances the value of your employee performance reviews and fosters a more successful and supportive culture in your agency.