As an employer, one of the most valuable assets in your business is your employees. However, to get the best from your employees ideally they need to be in optimal health mentally, physically and emotionally.
HR Unclassified – Revealing the Secrets of HR is a new column from the HR Exchange Network. Senior Vice President and Chief Human Resources officer for Igloo Products Corp. Dr. Jeanette Winters believes HR shouldn’t be a black hole of information guarded like Fort Knox, but rather a well spring of knowledge available to all.
With the passing of the Affordable Care Act and recent health reform updates, many businesses are looking for alternatives to traditional group health insurance. One of the more common options is the private health insurance exchange. However, what are the benefits of a private health insurance exchange and how can you determine if it would be the right approach for your business? Here are the top four questions HR managers need to ask when evaluating whether a private exchange is a good fit for their company.
A strong culture is vital for organizational success – as evidenced by the relationship between culture and leadership, employee commitment, customer satisfaction, and innovation. But “strong” doesn’t mean fixed. As the organizational goals and strategy change over time, so too should culture intentionally be changed. The best leaders ask, “Who do we need to be (culture) in order to achieve what we’re trying to do (strategic goals)?” But there’s one barrier that holds many organizations back from genuine and successful culture change: ownership. The first question to ask when culture change is on the horizon should not be, “How do we go about this?” but rather, “Who owns this?”
Would your company send a customer service representative to close a deal with an important new client? Of course not. You'd send your top salesperson, perhaps along with a company executive and maybe even an engineer from the team that builds the product you want the prospect to buy.
Investment in human capital is proven to increase a company’s ability to produce and profit. With so many challenges facing today’s Human Resources executives in a constantly changing environment, Talent Management (TM) is sometimes pushed to the peripheral. It should, however, be a cornerstone for companies that value their talent.
At this point, there usually is one or two candidates who clearly stand out as the most qualified for the job. However, it is surprising how much interviewers’ impressions can change once they all have an opportunity to carefully discuss and consider all of the candidates. Be sure your approach to selecting the best candidate is a comprehensive and consistent approach.