HRGuru

Abstract   Personality Tests are used in almost every industry nowadays. The article provides a practical implication of the BIG FIVE TRAITS in a form of Personality test for selection procedure in Academic Industry.   IMPLICATIONS OF BIG FIVE PERSONALITY TEST IN HIRING ACADEMICIANS Hiring a right person, mapping there competencies with organizational goals and retaining the employees are the biggest challenge ...

Everything old is new again… or will be, according to labor force projections and enumerated in recent studies by the Center for Retirement Research (CRR) at Boston College. As more and more boomers find it necessary, or desirable, to stay in the paid workforce beyond the traditional retirement age, companies are beginning to wake up to the fact that the days ...

Most HR managers intuitively know the self-reinforcing relationship between employees and customers: if your employees don’t feel valued, neither will your customers. But let’s take this one step further: Do happy employees ensure organizational success? The answer is: it depends. It depends on a lot of factors, such as the utility and value of a company’s offering, market demand, and competition, ...

Did you know that every three to four years, companies lose an average of 50 percent of their staff? While that is a staggering statistic, the cost to replace an employee who leaves is 50 percent of that person's salary. If you're losing employees you'd like to keep, exit interviews and feedback from current employees about their concerns will help you ...

In an earlier article, we talked about retaining the new employee. We all start out as new even if we have been in the industry for years. Whether they have experience or not, everyone goes through the growing pains of learning the new company for which they work. As employees develop competency in their roles they will move forward to the ...

In earlier articles, we talked about retaining new employees and those who has been with you for one year. This article focuses on the retention of the seasoned employee. These employees have been with the company for an extended period and perform efficient, high quality work. They are experts in their role, a manager’s dream - an employee who know what ...

Management Feedback Day – An employee's perspective Management feedback day is a concept that finds a lot of favor with many HR professionals. At times when companies actively try to welcome the views and opinions of their employees and seek an open dialogue, these kinds of feedback sessions do give employees the opportunity to enlighten the management about their concerns. ...

Relationship with Manager Key in Minimizing Turnover Why do employees quit? Employees leave for many reasons. Some of those reasons are outside of our control: health, family members, moving, etc., but one of the main reasons for leaving is because of their relationship with their supervisor or manager. Since you manage employees, this is important information for you to consider regarding ...

In my organization, a regional financial services company, we are seriously considering doing away with performance appraisals and transitioning to a performance development culture that will require both manager and employee to engage regularly. I have already done much research on this, but a recently smart thing I did was order a copy of the book, “Abolish Performance Appraisals: Why They ...

Following is an interview with David Zinger, founder and host of the Employee Engagement Network. [Note: this interview is excerpted from Sybil F. Stershic’s Quality Service Marketing Blog on Internal Marketing & Internal Communications.] 1. In talking about employee engagement as something that “enriches everyone in the workplace,” you emphasize that “It is not sucking out more discretionary effort from ...

Leigh Branham explores the real reasons employees leave in his book, The 7 Hidden Reasons Employees Leave. He provides insight across the continuum of what prompts employees to start thinking about leaving to their disengagement and ultimate departure. Based on the results of extensive employee exit interviews, Branham found these reasons why employees leave: • The job or workplace was ...

What does it take to make employees happy? Based on research conducted in the United Kingdom by Chiumento for its “Happiness at Work Index,” here are the top ten factors ranked in order. Note: while these findings are similar to previous research in the U.S., they may not be applicable in other countries. What Makes Us Happy at Work • Friendly, ...

Concern for employees’ satisfaction is more than just a “feel good” aspect of management. Wharton professor Alex Edmans’ recent study confirms that happy workers positively impact financial success. His study examined the stock returns of companies from Fortune's “100 Best Companies to Work for in America” between 1998 and 2005 and found they had higher financial returns – more than double ...

To attract and retain talent in the 20 to 40 age cohort, consider “Straight-A Management” – a formula found in Rebecca Ryan’s book: Live First, Work Second. (Note: Ryan’s firm, Next Generation Consulting, is a market research firm focused on engaging young professionals.) Straight-A Management comes from David Richo’s book, How to Be an Adult in Relationships, and involves: • Acceptance ...

Towers Perrin's latest Global Workforce Study reported dismal findings on employee engagement levels. They define engagement as employees “willing to go the extra mile to help their companies succeed.” The study found only 21% of employees surveyed are engaged in their work. (Here’s a scary thought: if only one out of five employees are fully engaged, what are the others up ...

Walker Information’s 2007 Loyalty in the Workplace study found employee disloyalty is on the rise. The percentage of “high risk” employees (36%) – those who plan to leave their employer within the next two years – now outnumbers the percentage of loyal employees (34%). This trend is frightening when you consider the costs of lost productivity and high turnover. Walker also ...

Most businesses understand the impact that employees have on customers. The challenge is how to ensure that impact is a positive one. To effectively serve customers, how do you get employees to work with you rather than against you? An essential strategy to engage employees in customer care involves internal marketing – the application of marketing inside an organization to instill ...

It should be no surprise that the way people treat each other within an organization impacts how they ultimately treat external customers. In other words, good internal service drives good external customer service. How employees are treated is a reflection of an organization’s internal service culture. To assess your firm’s service culture, ask your employees: Would you refer a friend to ...

Most organizations have mission statements that articulate their purpose and reason for being. But how meaningful are they? Try this interesting two-part experiment: • If you were to randomly approach employees and ask them to repeat the company’s mission, how many would be able to repeat it? • Of the employees who can actually recite your company’s mission statement, how many ...

Communication Skills – Communication Fundamentals Communication is a complex two-way process, involving the encoding, translation and decoding of messages. Effective communication requires the communicator to translate their messages in a way that is specifically designed for their intended audience. Creating and delivering an effective presentation requires a basic understanding of the communication process. Most business presentations require the clear and unambiguous ...