Are You Ready for Unlimited Time-off?

Posted by: adpindia on 8 August 2016 in Human Capital Management

Share thisShare on LinkedInTweet about this on TwitterShare on Facebook

Unlimited time-off policies are having a moment, and it's really no surprise. The idea of giving employees as much time as they want is fascinating, yet, policies for unlimited time-off remain few and far between. In fact, less than one percent of employers, according to the Society of Human Resource Management (1) (SHRM), take this type of approach.Why Unlimited Time Off?Some organisations, like Netflix (2), choose to go the unlimited route because they believe the flexible vacation policy builds an ownership mentality. There, exempt employees take off as much time as they want and no one tracks it. They focus on what people accomplish, not how many hours or days they work, as explained in their "Freedom & Responsibility Culture" (3) slide show.Virgin (4) chose to go with unlimited time-off to both attract talent and increase productivity. Their thinking was that, if employees take…

HR Policies Between Multiple Offices: Tips for Fluid Communication

Posted by: adpindia on 5 August 2016 in Human Capital Management

Share thisShare on LinkedInTweet about this on TwitterShare on Facebook

It can be challenging to enforce HR policies between multiple offices when each branch has a unique environment. When a business expands into other regions, there must be a fluid line of communication between all offices that honours the values that the HR team can withhold and promote.Don Fox (1), CEO of Firehouse Subs, realises this and puts visiting his stores around the South-eastern United States on the top of his priority list each year. By doing this, he demonstrates to all his employees that the base values and policies of the organisation are the same for employees at every tier.Although this type of person-to-person connection is not always possible, advances in technology provide methods for a streamlined system of support, to educate and communicate HR policies between multiple branch offices.Here are several ways to develop strong channels for communicating HR…

HR's Value as a Business Partner on the Rise

Posted by: adpindia on 1 August 2016 in Human Capital Management

Share thisShare on LinkedInTweet about this on TwitterShare on Facebook

Out from under the avalanche of today's escalating data landslide comes a previously untapped source to drive organizational outcomes — HR. Yes, the Human Resources Department. Make no mistake. HR can be a powerful business partner. Who else has such an overarching perspective and, now, the tools to have a strategic impact on business decisions?Keeping up in a fast-evolving world hasn't been easy for a traditionally transaction-focused and complexity-ridden department like HR. As the transactional aspects have been streamlined, data volume has increased – in part because that effort captured even more information. More systems were engaged — each focused on specific transactions — but these best-of-breed, mostly independent systems weren't typically integrated. You could see the data here. You could see the data there. You just couldn't effectively do much with it together!But business is driven by outcomes, and…

5 Best Practices for Hiring the Best Talent in a Global Economy

Posted by: adpindia on 29 July 2016 in Multinational & Globalization

Share thisShare on LinkedInTweet about this on TwitterShare on Facebook

Technology and rapid globalization have had a dramatic impact on the workplace. Effective practices for hiring the best talent worldwide have changed, and modern Chief Human Resource Officers (CHROs) must shift their talent acquisition strategies accordingly. Sixty-seven percent of modern workers feel positively about a future where "companies will search globally for the best talent," according to ADP's report, The Evolution of Work: The Changing Nature of the Global Workplace (1). Forty-nine percent of employees feel that a future in which people will "work from anywhere in the world" is now.With the advantage of mobility and collaboration tools, HR leadership may not have to factor in proximity when searching for the best fit for open positions, allowing the freedom to focus on other important factors, such as skill sets and potential cultural fit in global teams. Let's review best practices for hiring…

Is Corporate Social Responsibility Part of Your Recruiting Emphasis?

Posted by: adpindia on 25 July 2016 in Human Capital Management

Share thisShare on LinkedInTweet about this on TwitterShare on Facebook

A must for younger workersConducting a job search is hard work. Countless variables can affect a candidate's decision to pursue or accept a job. Job requirements, location, salary, and benefits are typical items recruiters expect to address when speaking to potential candidates. But recently, amid a renewed passion for ethics and sustainability, corporate social responsibility (CSR) has become an enticing attribute that companies are using to attract potential employees.As companies have become more aware of creating and promoting their CSR initiatives, candidates have become more socially selective throughout their job hunt. Candidates place heavy emphasis on an organisation's reputation and commitment to the community and want to ensure their future employer engages in CSR practices that align with their own beliefs.Forward-thinking, sustainable, CSR-competent leaders are in high demand by the new wave of young workers. A study conducted by GreenBiz (1) found…