Category Archive: Employee Management

  1. Engaging Employees in Today’s Workplace

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    As the working community recovers from the recent recession, it is important that companies look for new ways to invest in the satisfaction of their staff. When employees are not actively engaged in the workplace, profits suffer. According to a recent Gallup poll, worker disengagement costs the United States at least $450 billion per year in productivity losses. In order for companies to succeed, human resources managers must devise a few key strategies to eliminate some of the waste associated with a lack of fulfillment in the workplace.

    Connect Employees with Management

    Knowing what motivates employees is essential in determining ways to engage them. For human resources professionals, this means hiring managers that are supportive and eager to strategize about engagement practices. When managers honor the diverse influences of the workplace, they are taking great strides in creating an office culture that is unified, goal-oriented, and sensitive to staff needs.

    Discuss Engagement Goals

    This strategy goes far beyond the old-fashioned suggestion box. Using a comprehensive, two-pronged approach to discussing employee engagement will elicit genuine responses and foster an environment where critical assessment is encouraged. An HR-led team meeting can be a great way to address group concerns, while one-on-one discussions between supervisors and personnel can uncover unique, individualized modes of job fulfillment.

    Empower Employees

    When employees feel accountable for success, they more readily contribute to it, so employee engagement and employee empowerment often go hand in hand. Mentoring can lead to professional development, which can help keep employees focused on their personal accomplishments and attachments to the workplace. Giving workers leadership opportunities and offering professional development programs can drive employees to take a personal interest in their specific roles in the company’s success. Human resources managers can help administrators identify strengths in the workforce and promote accordingly.

    Use Social-Focused Technologies

    Social networking has become expected in the workplace, especially for younger employees who prefer mobile working. Having constant access to information keeps workers engaged outside of the office, as well as within. These collaborative technologies also give workers independence, and according to an ADP survey increases employee satisfaction.

    With more than half of the American workforce disengaged, this is the time to explore all the methods companies can use to locate, hire, and retain talented employees, supervisors, and other administrators. Online human resources management degree programs offer a convenient way to develop the skills needed to encourage employee engagement in today’s work environment. Saint Francis University’s online Master of Human Resource Management is intended for current HR professionals who are too busy for traditional education, but still want to expand their current expertise. The small class sizes give students the ability to share their work experiences in a classroom focused on real-world solutions and current trends.

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  2. Human Resources Trends: Leadership Challenges

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    While many companies have steadily overcome the economic impact of the recession, developing effective leadership in the workplace continues to challenge human resources professionals nationwide. According to a survey conducted by the Society of Human Resources Management, HR managers are concerned about the lack of skilled workers, a trend they predict will affect the labor force for years to come. Without properly qualified staff, the current employment environment experiences a “skills gap,” eventually leading to a shortage of potential managers, supervisors, and other executive leadership candidates.

    Of the HR professionals surveyed by Society of Human Resources Management, 98% believe that a shortage of skilled workers will have some impact on the labor force in the next five years. Professions in science, technology, engineering, and mathematics (so-called STEM jobs) are the most difficult to fill. Global competition has forced many American companies to go overseas or seek non-immigrant visas, which are offered specifically for technology-focused jobs. While foreign workers supply a small segment of experienced STEM professionals, HR departments are exploring in-house options to the talent shortage. Educational programs for current employees that might not have the skills, but show potential in attaining them, is a common solution for 36% of American employers , according to a 2012 Manpower Group survey. This way, human resources professionals are able to retain employees without spending the resources to recruit new talent.

    Replacing Leadership Positions

    Remaining competitive in the marketplace hinges on keeping the best people for the job. As the Baby Boomer generation retires and their leadership positions become vacant, human resources managers will face the challenge of locating suitable replacements. However, many employees of retirement age have delayed retirement due to economic uncertainty. This means that human resources professionals must seek ways to develop the leadership skills of young workers in an environment with few advancement opportunities. When the promotions do become available, companies with proactive HR departments will be prepared for the leadership turnover.

    Helping the younger generation of workers feel empowered during a lack of career progression and underemployment will provide an opportunity for HR professionals to create mentorship programs. By connecting the older generation to new employees, human resources managers can retain the skillset of retirees by allowing them to pass on their knowledge in a way that involves all levels of the company. While mentorship programs give access to proven methods of success, HR managers should be on the lookout for new developments that might benefit the office culture. As innovations in technology and social media change the way younger employees interact, human resources professionals must be flexible in the ways they engage this new generation of workers.

    This is a very exciting time to be a human resources professional. Saint Francis University offers an online Master of Human Resource Management degree that attends to the current issues facing HR departments today. Approved by the Society of Human Resources Management, this online degree program offers a course specifically focused on developing leadership in the workplace.

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  3. Trends in Human Resource Management: Work-Life Balance

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    According to a Pew research project, both mothers and fathers have seen an increase in stress levels due to the lack of a work-life balance. “Stress and work life balance issues are just as challenging for fathers as they are for mothers,” says Kim Parker, associate director with Pew’s Social and Demographic Trends Project. “We found that an equal share of fathers said they were having a hard time balancing work and family life as moms did.” The research project has prompted those specializing in human resource management to implement strategies that provide more of a work-life balance for both mothers and fathers.

    An Increase in Remote Work

    Because of the potent combination of a sluggish economy and federally mandated laws such as the Affordable Care Act, an increasing number of employers hire part-time workers. The growth of part-time contracts, especially in the fields of technology, manufacturing, and accounting, allows management to budget by project, not by salary requirements. This is made even more practical by the development of technology that allows employees to work from anywhere around the globe, paving the way for a globalized workforce that spends more flexible working hours online.

    With the advent of technology that makes personalized working hours and remote productivity more feasible, employees are expected to be more and more immediately available. Mobile devices and laptops make it reasonable for an employer to expect complete connectivity from their remote personnel. So, while an increase in remote work and flexible hours can promote a massive improvement in work-life balance, sometimes the stress of work can find its way into the home with an employer’s ongoing expectation of employee availability. HR managers are often challenged to find the perfect balance between necessary office time and the potential for remote work.

    The Surging Interest in Helping Employees Find Work-Life Balance

    The growing interest of human resource management to provide employees a proper work-life balance has become an essential part of the recruitment process. The work-life perks offered by employer can be essential in recruiting and retaining new talent. Some work-life balance perks include allowing employees to choose whether to work five eight-hour workdays or consolidate the workload into four ten-hour days. Some employers also offer childcare and dry cleaning services to reduce the responsibilities parents face during typical workdays. Flexible scheduling has become popular, which provides employees with more say in what hours they work. But, among all of these emerging trends, perhaps the greatest contributor to finding work-life balance depends on encouraging employees to pursue the right balance of remote and in-office work.

    Online Master of Human Resource Management

    Learn how you can help your company examine and optimize their employee benefits package with the Saint Francis University online Master of Human Resource Management program.

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  4. Human Resource Management Challenges: Retention

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    Recent research conducted by the Society for Human Resource Management (SHRM) reveals some intriguing findings in the HR field. SHRM asked a sample of human resource professionals what they believe to be the three biggest human resource management challenges facing them over the next 10 years. Over 50 percent of human resource executives polled stated that retaining and awarding employees, along with developing future leaders, present the two biggest challenges facing their HR departments. Other concerns include creating attractive corporate cultures to recruit employees, hiring employees who possess highly specialized job skills, and competing for talent in the labor market.

    Employee Retention

    It should come as no surprise that employee retention tops the list of the biggest challenges facing human resource managers. High employee turnover negatively affects the bottom line, as organizations must invest in the recruitment and development of new team members. Recruitment costs include running online and print advertisements, conducting interviews, and materials used to measure job candidate competencies. Development costs also play a large role in organizational budgets, as human resource departments must spend money on training pay, trainer pay, training materials, and developing lower productivity employees.

    High turnover can irrevocably damage employee morale, which represents the primary driver of worker productivity. Employees enjoy their jobs for a number of reasons, but forging bonds with other workers sits near the top of the list. Retaining employees also provides operational continuity on projects and customer service initiatives. The best employees often mentor other employees in roles that are vital to the long-term success of private and public enterprises. Moreover, diverting resources and attention away from a business’ primary goals makes it difficult to find employees to lead growth-oriented strategies.

    Leadership Vacuum

    High employee turnover rates prevent organizations from developing high achievers to assume mentoring roles. When the best employees leave organizations, they not only take their professional acumen with them, but they also take their mentoring skills. The leadership vacuum makes it virtually impossible for companies and government agencies to produce future leaders who enhance organization growth and financial efficiency. Mentoring provides human resource executives with an informal way to train future leaders. Instead of rigid on-the-job training, mentoring changes the employee training dynamic to one of a much more personable nature. Mentored employees who want to become future organization leaders gain valuable on-the-job training, as well as learning the personality traits of strong leaders.

    Online Master of Human Resource Management

    If you’re looking to conquer the challenges of this dynamic field, explore Saint Francis University’s online master’s in human resources management program. Students examine the techniques and skills necessary to becomes leaders in human resources, helping their organizations support their high-performing employees.

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  5. Issues in Human Resource Management: Performance

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    Deloitte, a major consulting firm, recently unveiled seven leadership trends for future business success. Highlighting the seven human resource industry trends is what Deloitte calls the “Performance Management Puzzle.”

    According to the Deloitte website, 58 percent of human resource leaders surveyed gave their organization’s performance management process a “C” grade or lower. This means the majority of the people in charge of managing human resources for organizations believe their organizations have in place a performance management system that is average at best.

    What Employees Want

    The primary objective of human resources management is to implement policies and standards that maximize productivity. Managing human resources does not mean sitting behind a desk and manipulating numbers on a spreadsheet. However, a majority of human resources managers appear to rely on cold numbers, instead of finding better ways to measure job performance.

    Deloitte contends that since work processes have dramatically evolved over the years, the time has come to play catch up with performance measurement standards. Employees now expect immediate feedback of their job performances, instead of waiting months to hear about their performances in a 30-minute, formal employee review. Employees want to know how they can improve their job skills today, not five months down the road when most likely, the original enthusiasm they had for their jobs has waned.

    What This Means for Human Resource Management

    It seems that human resource industry trends come and go, without much attention paid to the vast majority of fleeting trends. Performance management efforts, however, will always be an essential part of any well-run company. Good employees want their organizations to reward them for hard work and productivity. They want a clear path cleared for them to progress in their careers and the only way they can achieve that is if human resource management provides continuous feedback and instruction that helps employees grow professionally on the job. If you work in human resources, you understand that employees have rising expectations that directly impact their job performances.

    Saint Francis University Online Master of Human Resource Management

    The professionals who work in human resource management understand that continuing education forms the foundation for their career progression. Yet they shy away from enrolling in a human resources management program because they do not have the time to attend classes on campus. Earning an online human resources degree at Saint Francis University eliminates the logistical problem of trying to work full-time and attend school.

    Saint Francis University offers a “high-touch, high-tech” online human resource management program that attracts students seeking executive-level academic knowledge, expertise, and responsibility within their current organizations or in future endeavors. Students enroll in an 11-course online program that presents human resource topics in courses that have small class sizes. When you graduate with an online human resources management degree from Saint Francis University, you can network with over 1,700 Saint Francis University graduates who work for prominent organizations such as IBB, Lockheed Martin, and the United States Department of Defense.

    Most importantly, you and other human resources managers will share work experiences and explore new ways to solve the performance management puzzle.