Kevin Silva, chief HR officer of Voya Financial, helped create a company culture that emphasizes training, coaching, succession planning, diversity and charitable contributions. "Going into Voya, we understood that culture was the accelerant of financial performance," he says.
To improve open enrollment, offer high-performing networks, videos, personalized assessment tools and mobile-accessible websites, writes Betsy Woods Brooks from HR consultancy Buck. "The bottom line is that helping employees get smart about how they use health care and choose insurance options will save your company money," Brooks writes.
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Consider replacing job descriptions with roles that focus on employees' talents and the company's changing needs, writes Heather Hanson Wickman. "With a role-based structure, anyone can propose a change to a role at any time by simply calling for a brief team meeting, sharing a proposal, and gaining approval," Wickman writes.
Most chief financial officers focus on labor costs and downplay HR's financial effect, a Paycor survey says. "When it comes to key business issues of employee engagement, turnover and compliance, this research proves that there is a disconnect between what business leaders perceive is happening and why, and what is actually taking place and how to solve it," Paycor President Stacey Browning says.
The 6 Biggest Talent Selection Mistakes In today's tight labor market, you can't afford hiring mistakes. Yet that's what can happen if you adopt best practices that turn out to be anything but. Find out if your company's approach is backfiring—and how to get it right. Check out 6 Talent Selection Mistakes You Don't Know You're Making.
Inclusivity and its emphasis on individuality is essential for corporate growth, but it's a difficult mindset to adopt for many brands set in old ways of governance and consumer outreach, writes Glenn Llopis. Companies are inclusive when they learn the values and desires of these stakeholders, cater to the ones they share and train employees to welcome everyone's perspective, he writes.
Make better use of technology in performance management by connecting HR systems with productivity tools that focus on employee development and ongoing feedback, writes Doug Dennerline. "For employees, end-of-year feedback about an issue that occurred months beforehand is too late to be useful," Dennerline writes.
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California Pizza Kitchen created a multi-language concierge service, videos about benefits and an internal social platform to engage employees and give them a consumer experience, says Shannon Kirk, vice president of people. "It puts us in their seat to help us understand how they feel and what do we need to do to make it a better experience for our employees," she says.
Let your best employees know they're valuable, give them opportunities to learn and grow and don't rely on money alone to keep them happy, writes Tomas Chamorro-Premuzic, chief talent scientist at ManpowerGroup. "In short, your stars do deserve star treatment, but there is a rational, data-driven, and fair way to provide it, which will minimize perceptions of a rigged or nepotistic culture in your team or organization," he writes.
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