HR Departments in today’s business world are no longer seen as only an administrative function which focuses mainly on mitigating compliance and employee relations. They are becoming strategic partners working closely with the management team to align with the company’s business goals.
HR Departments no longer function solely behind the scenes. Their in-depth knowledge of the workforce has made them important members of the management team. Their unique insight plays a huge role in strategic business planning that affect the bottom line. HR leaders have become key business partners because they have the insight into individual employees and the workforce as a whole. No one else has this unique insight and the ability to keep a current pulse on these areas. Because HR leaders interact with employees daily they understand employees’ strengths and shortcomings. Having this knowledge allows HR leaders to give valuable recommendations on programs addressing skills shortages, succession planning, employee performance and satisfaction ratings.
In order to help business managers strategize, HR leaders need to be able to effectively and efficiently assess employees. This requires them to be proficient in workforce analytics. HR leaders are utilizing tools such as employee engagement and satisfaction surveys, 360-degree review software and social media to make it easy to track, analyze and share people data. Collecting and understanding these analytics are important to solving complex “people issues” that could be obstructing the company from achieving a specific business goal.
Another trend that is becoming best practice is the use of HR software. HR technology provides automation that has allowed human resources to work more efficiently in the areas of recruiting, benefit administration, leave administrative, on-boarding and off-boarding employees. Many payroll providers have added these systems to their platforms making them more affordable and easier to integrate with existing systems. HR is realizing the benefits of technology and it has now moved from a “nice to have” to a “must have”. HR technology has allowed HR Leaders more time to spend on business strategy, finding and securing top talent and working with employees more than ever before.
Who is your HR strategic business partner? Whether you have an HR department or not, can you afford not to have a strategic HR partner advising and gathering information regarding potentially the greatest expense to your bottom line? Outsourcing strategic HR could be a solution for your company if you lack the internal resources to provide this expertise. Whether you manage this function internally or outsource it, don’t be left out of today’s competitive market by not keeping a pulse on your people and their contribution to your bottom line.
Scholley Bubenik is president of Premier HR Solutions in Austin Texas. She has over twenty years of human resource management experience and a master’s degree in Human Resource Leadership from the University of Texas.
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Premier HR Solutions provides a variety of valuable HR services to emerging companies. If your company is seeking HR solutions that are similar to any of these, then call us today for a free consultation:
Is your company struggling to keep up with your business growth?
Is your talent pool a roadblock for reaching your business goals?
Do you need assistance with recruiting or developing a recruiting strategy?
Are you unsure of how your company is complying with federal and state employment regulations?
How does your employee compensation compare to the current market? Are you paying your employees too much or not enough?
Are you starting a business and need HR advice, but not needing to hire a full-time resource?
Once we have your programs established, we will train your employees how to maintain them without the large overhead cost associated with senior HR management.
Premier HR Solutions For Any Size Business
Premier HR Solutions is a HR consulting firm serving small to medium size businesses. The company specializes in working with business owners to provide solutions to their human resource needs.
Why Choose Us?
We can provide senior HR leadership without the high cost of employing a full-time senior HR professional. We’ll become a member of your team offering discreet guidance and customized solutions. We’re not here to judge you or your problems, just to give you and your team a plan and resolutions. No project is too big or small for our experienced team of HR advisors.
Premier HR Solutions would love to hear from you. Contact Scholley Bubenik at 512-799-7418 or email her at email@example.com.
It is 2016 and workplaces and workforces are rapidly changing. With millennials quickly becoming the largest labor cohort, it is no wonder companies are being challenged to revamp their training and management approach. If organizations want to attract, develop and retain talent in this generation, they have to adapt to their audience. To quote The Kinks, “give the people want they want”.
The average attention span of a millennial is 90 seconds which means the old-school way of day-long workshops and seminars are proving to be less effective than delivering content to learners in small, very specific bursts. Employee engagement is an on-going concern with only 29% of millennial employees reporting they feel enthusiastic about and committed to their work and workplace. That makes it no surprise that their average tenure is two years. Additionally, 87% millennials agree that development is important in a job. They want more learning opportunities and feedback.
With extremely busy managers, how can companies possibly streamline employee training to please the new generation of employees? The answer is microlearning. ELearning Industry defines microlearning as a way of teaching and delivering content to learners in small, very specific bursts thus allowing the learners to control what and when they’re learning. It is effective because it provides employees with small, specific nuggets of information that are easy to understand and retain. Microlearning is quick and focused on relevant business challenges. This style allows learners choose their topics and get exactly what they need rather than being forced into a generic training program which keeps them engaged and involved.
Examples of microlearning include videos, 20-minute huddle sessions, infographics, quick tips, etc. When choosing a learning tool, it is best to keep the company culture and learner in mind. This will ensure the success of your training and performance management efforts.
The first step in attracting and hiring top talent is crafting a compelling job posting. Your job posting is the first impression prospective candidates have of your company. Therefore, you want your job posting to reflect a good impression of your company and create interest in the position. Secondly, your job posting needs to be successful attracting qualified candidates. Below are three simple steps to creating an effective job posting.
1.) Create a Job Title that is search engine friendly.
The best rule of thumb is to keep it simple and straight-forward. The first two words of the job title need to match what job seekers are searching. For example, your company may refer to the receptionist as “The Director of First Impression” but job seekers will be searching for the job title, receptionist instead. If you are unsure what to title the position, log onto the website of the job board you will be posting and search as if you were a candidate. This will give you great insight into what your target audience is looking for.
2.) Write the posting as if it were an advertisement.
Just like advertisements are intended to sell something, you are trying to influence your job candidate to come work for your company. You should identify your
target audience, address them in the language they understand and highlight items they will find attractive. Think about why this is a good job and showcase your company and the benefits for coming to work for you. Include the job’s main requirements and finish with a strong call to action like “Apply today to join our great team!” This may seem like a lot of effort, but a better job posting can help you recruit better candidates.
3.) Be clear, but concise.
When it comes to the job description, you need to include the most important job duties and requirements, but not necessarily list everything. Good job descriptions usually consist of 300- 800 words. Start with a one or two line overview of the position, followed by benefits of working for your company or what makes this role preferable to other similar job openings and finish with the preferred qualifications or must haves for the job. As you write the job description, remember to use compelling key words. Nolan Gray, author of ‘5 Tips for Crafting More Effective Job Postings’, says it best, “Tired language like ‘A qualified candidate will demonstrate…’ will make most candidates yawn. Instead, consider more compelling phrases like ‘fearless critical thinker’ or ‘passionate believer in…’”.
Premier HR Solutions would love to hear from you. Send you recruiting questions to firstname.lastname@example.org or contact Scholley Bubenik at 512-799-7418.
Increases to the salary threshold for salary workers increases from $455 to $913 per week. ($47,476 per year).
Increases to annual compensation level for “highly compensated” from $100,000 per year to $134,004.
Automatically updates to salary and compensation level every three years.
These changes, especially the salary threshold increase are estimated to affect over four million workers within the first year of implementation. What does that mean for your company?
Challenges Employers Are Facing
How will you communicate the message to employees affected and how will you address their concerns?
What timekeeping, reporting systems and processes will you implement to ensure accuracy?
How will you address budgetary changes such as additional overtime cost and adjustments to hourly wages?
How will you control overtime cost and what strategies, policies, and employee education do you need to implement?
How will you pay employees for telecommuting and travel hours?
How will you manage and track employees working after hours on their cell phones answering calls and responding to emails?
What policies do you need to change or create to address the areas described above?
Understanding your options and developing a strategy for addressing these challenges are essential. Premier HR Solutions provides consulting services to help you navigate through these changes and select the best practice that suits your company’s culture. Contact Scholley Bubenik at email@example.com for additional information. www.premierhrsolutions.net
High tech jobs continue to rise in the Austin Metro area as reported by Austin Chamber of Commerce Beverly Kerr, Vice President of Research. The number of jobs in the high tech industry increased 6% in 2015- a greater gain than the 4.2% increase for employment across all industries. Here are the highlights from the Chamber’s Central Texas Economy in Perspective:
There are 5,485 high tech employers in the Austin metro.
Employed and self-employed workers in tech industries total nearly 132,300 (13.3% of all jobs).
In 2015, Austin’s high tech industries added 7,537 net new jobs (+6.0%).
High tech manufacturers contracted by 796 jobs (-2.3%) from 2014 while nonmanufacturing tech companies added 8,333 jobs (+9.2%)
For all industries, the average annual salary in Austin is $54,678, an increase of 2.8% from 2014. Although average salaries for high tech jobs have weakened in the last three years, these salaries continue to higher than the national average.
Premier HR Solutions is a consulting firm that specializes in working with emerging companies. Our services include full service recruiting, leadership coaching and human resource consulting services.
Contact us to learn more about our recruiting services.
How do I ensure I make the right hire? How do I differentiate one great candidate from the others? How do I determine whether they will fit in with my team?
Does this sound familiar? For those of us, we are constantly looking for ways to improve our selection and hiring results. And in my pursuit of “finding the best hire”, I was introduced to behavioral interviewing.
Behavioral interviewing is a method of questioning that requires the respondent to answer with a story of how they handled a specific circumstance. It’s designed to get the candidate to reveal how they responded to a real life work situation so we can understand how they might respond to a similar situation if they were hired.
As a result, predicting what someone will do on job becomes more accurate and determines their potential for success. Behavioral interviewing is a skill that you develop over time, by utilizing profound levels of listening, intuition and interpretation.
I recently presented at WILCO HR on this topic to a group of Human Resource Managers and Directors enticing them with my behavioral based interviews and rapid fire method. I was amazed at the number of people in the audience. What I learned was that the crucial question, “How do I make the right hire?” is very prevalent among HR and recruiting professionals. So I can only image how it must feel from a hiring manger’s perspective.
If you want better results with your recruiting, contact me at firstname.lastname@example.org. I would welcome an opportunity to share my insight on how you can incorporate this strategy with successful results in selecting the “Right Hire” for your company.