Once upon a time people worked in offices like this. Desks lined up in neat and orderly rows. Handbags tucked securely inside drawers. Open concept…well, for some of the employees.
As this picture dates from the 1960’s, my guess is this was where the gals in the secretarial pool sat. The fellas, no doubt, had plush and luxurious
Working in human resources means that one spends an inordinate amount of time writing and sending out “official” missives and documents to employees. Very important things like policies, handbooks, sternly worded admonishments, and memos about cleaning out the refrigerator. And while an e-mail informing employees they are not to feed donuts to the alligator (yes;
(this post originally ran at the Oracle HCM blog)
Artificial intelligence (AI) is quickly becoming a workplace mainstay. A growing number of organizations are embracing these new technologies and it is predicted that one in five workers will have AI as an integrated assistant at work by 2022. One aspect of this is the implementation
I’ve lived, worked and managed HR in industries where turnover for certain positions and/or departments exceeded 100%. It’s not fun.
I recently read this article (“Panera losing nearly all workers in fast-food turnover crisis”) about the increasing challenges in the restaurant industry related to turnover and, I must admit, it induced numerous stress-inducing flashbacks.
While the article
Ask most any HR Leader “what’s your biggest pain point?” and I guarantee that retention/turnover will be up there amongst the top 3 answers. Quite often this answer is partnered up with its companion “recruiting/hiring” since, of course, they share space for all eternity on the organizational mobius strip.
Depending upon one’s company, the responsibility