Insights: Human Resources

The annual performance review is an excruciating ritual that has been around for a really long time, but, in 2017, it’s just not cool anymore.
It is a 20th century model that just doesn’t work for the 21st century.  Managers see them as time consuming and not always reflecting employees’ real contributions. Employees, especially millennials, can find them demeaning and unfair.
But how can we provide the feedback that is essential to an employee’s growth without a review?   And how can management gather and organize information on employee performance to use in human resources decisions?  

It has become the norm for businesses to incorporate a virtual workforce into their operations.  
Whether a company has geographically dispersed offices, hires employees or freelancers in different cities or countries, or just offers local employees the flexibility to work from home, more and more of us are having to manage remote teams.  
Results of a Gallup survey published earlier this year showed that 43 percent of employed Americans spent at least some time working remotely in 2016.

The worldwide cyberattacks in the news lately have worried businesses and individuals alike.  
The ransomware attacks Petya and WannaCry have affected commercial businesses, governmental entities, and individuals by the thousands. But while the media focuses on these external attacks, internal network security threats remain one of the most common problems in  security management. 

The latest data out from the Bureau of Labor Statistics shows that the unemployment rate is at it’s lowest point since the recession and that the labor market is verging on full capacity.
While this is good news for the US economy, it means that you, as an employer, cannot afford to lose even one valuable employee.  Turnover is expensive.  

We are almost halfway through 2017, and, as expected, it is proving to be another challenging year for the HR professional.  
Unemployment continues to fall, shrinking the pool of talent. Social changes have had a profound effect on the new generation of workers and what they expect from their employer. And the recent political turnover is creating a whirlwind of changes in government regulation.
HR compliance is no longer a simple, straightforward process.