Hiring is Only Half the Battle
In today’s highly competitive job market, finding good talent can be a challenge. But once you have found star employees, how do you keep them? Implementing a plan to retain your best employees should be a top priority. Here are five strategies for retention:
Provide feedback through regular one-on-one interactions and coaching
Know your employees career goals and aspirations
Promote from within
Help employees understand the meaning behind their work
Know the market and provide a competitive compensation and benefit package
Anticipated Top Paid Major - 2018
Based off the National Association of Colleges and Employers (NACE), the below diagram represents the undergraduate majors anticipated to make the most money. The salary information only includes base salaries
Should HR Participate in All Disciplinary Meetings?
There is no universal approach to all organizations and situations. However, here are some important issues to consider in determining whether HR should be involved:
Is the manager or supervisor properly trained in documenting disciplinary issues? New or untrained supervisors can create liability for an organization.
Will the meeting be contentious? If there is concern that a meeting will get out of hand, HR can serve as a mediator by setting and maintaining ground rules.
Is the disciplinary meeting a final warning of termination? If it appears that the employment relationship will be ending, liability increases and the presence of HR can serve not only as a witness, but an objective third party who can provide objective and specialized experience, eyes and input.
Even if HR is not in attendance at the meeting, always consider having an HR professional review the documented performance concern to ensure the disciplinary document reads clearly and does not create culpability for the organization.
EEO-1 Report Due by March 31st, 2018
Private employers with 100 or more employees, as well as some federal contractors and subcontractors, are required to complete the EEO-1 report each year, which categorizes employment data by race/ethnicity, gender, and job category. The preferred method to collect race and ethnic information is through voluntary self-identification by the employee. If an employee declines to self-identify, employment records or observer identification may be used. PPR is happy to provide you with an EEO-1 Voluntary Self Identification Form you can use to invite employees to self-identify their gender and race for EEO-1 reporting purposes. Please just ask us for one.
For more information about the annual EEO-1 reporting requirements, please contact us or visit the EEOC’s EEO-1 Frequently Asked Questions.