Best of HR

1. Rise of Gen Z: What HR Should Know

The Rise of Generation Z has come. This generation is earnest, hardworking and traditional but favors liberal views on race, gender, identity and more. Socially and technologically empowered, companies who ignore this run the risk of being ignored. Those who embrace it will gain the generation’s loyalty. To learn more, click here.

2. Boring office wellness alternatives that actually work

It’s an employee’s world and the employer just lives in it. Workers are quick to leave jobs “that don’t work” for them and are “more likely to career hop.” That’s according to the BBC. The article sites data from the U.S. Bureau of Labor Statistics that indicate men between the ages of 25 and 34 spend less time with each employer; some 2.9 years, as compared to 1983 when the average was just over three years. As a result, employers are trying every strategy possible to retain workers including what the article refers to as “boring” alternatives that work. Some of those include unlimited time off, perks at the office, and wellness programs. To read more, click here.

3. The Future of Remote Work is Happening Now. Here’s How to Make It Work for You

There is little doubt, at this point, you’ve come into contact with working remotely. In just a few years, the remote workforce has grown exponentially. And it’s not just the workers at the bottom who are working from home. Corporate executives are as well. Working remotely is one of those topics that fits firmly under the “future of work” umbrella. In his latest article for Inc., Scott Mautz takes a deep dive into the remote workforce and takes a real look at how companies can make remote work work for them. Suggestions include managing objectives and setting clear goals and expectations. Read more here.

4. How growth-minded CEOs operate their talent management systems

“Every organization’s performance is directly related to the way leaders at the top operate” talent management systems. That’s according to John Lankford. In his piece for the BizTimes, Lankford looks at nine specific talent management systems that will help the company culture transform into one that attracts the best talent to the organization. Some of those systems include recruiting, onboarding, accountability and compensation. To see which others made the list and to read an in-depth description on the ways in which these systems help growth, click here.

5. Why Choosing Real Coaching Really Matters

Coaching is a very confusing word. It’s used to mean a lot of different things and is practiced in many different ways. Regardless of the various expressions, approaches, intentions and styles, all coaching falls into one of two types. There is a vein of truth and transformative power that distinguishes real coaching from the fool’s gold that is faux coaching. In her latest piece for the HR Exchange Network, benefactor and HR Advisory Board Member Dianna Anderson explains the difference between the two and why it’s important to be able to distinguish one from the other.

6. In the Future of Work, Humans Will Still Be Wanted

There has been some concern over the last few years that machines will replace humans and workers will be put out of jobs. And there is some truth in that, but not in the way in which it was first conceived to be a threat. Technologies are certainly automating more and more functions, even within the HR space, but that also means humans are freer to do higher level work and to focus on areas where machines falter. That’s the case Adi Gaskell makes in his March 4^th Forbes piece. Gaskell looks at specific statistics that show while automation is increasing, so too is the human workforce. He also looks at how humans are working with machines and what this means in terms of skills needed. Read more here.

7. The Benefits of a Productive Relationship Between the CEO and CHRO

“While most CEOs express a desire to have a strategic CHRO on his or her team, few really understand what that truly means.”

Every HR professional understands that the relationship between the CEO and the chief human resources officer can be one of the most unique and most difficult in a company. Workforce.com author John Doyle examines this relationship by first comparing it to other relationships the CEO has such as that with the chief financial officer. From there, Doyle breaks down how to better the relationship between the CEO and CHRO. To ready Doyle’s article, click here.

8. 10 Tips for Excellent Company Culture

HR professionals have all been there. A potential new employee comes in for an interview. Company representatives question the prospect and then ask if the candidate has any questions. With surety, the first question uttered will be about the company’s culture. The response has to be real and backed-up with proof. Why? HR Exchange Network editor Mason Stevenson has the answer here.

9. Ghosting Prevention and Retention

28% of workers have backed out of a job after accepting an offer. That's according to a study from Robert Half. It's a practice often referred to as ghosting. If you’ve not heard of the term, it’s when a candidate or new hire will suddenly and without explanation end all communication with a prospective or new employer. This includes not showing up for scheduled interviews, accepting an offer but not arriving for the first day of employment, and disappearing from a current job without notification. So how do employers deal with this phenomenon? Find the answer and download a whitepaper on the topic here.

10. Strategic HR – Is That Realistic?

Strategic HR – what does that really mean? HR has been striving for this for some time and HR Curator and HR Exchange Network columnist Dave Millner is not sure the function is trying to strive for something that is really attainable – after all who in any organization is really strategic every day? In his piece, Millner argues why should be less strategic and more of a power station. Click here for the article.

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