These days, applicant-tracking systems are a part of every organization. In today’s fast-paced, technology-oriented, and data-driven work world, you can’t help, but minimize human intervention. Even during the employee onboarding process. However, that doesn’t mean that the software is stealing the job of your HR managers and department. It’s only simplifying their tasks by lifting an otherwise heavy burden off of their shoulders. So, what are we talking about here?

Employee retention is a complex issue. There are a multitude of factors at play, and those factors are changing as work is changing. The current employee retention statistics show that HR and managers must rethink retention strategies. Classic approaches aren’t working, but employees respond well to personalized and empathetic leadership. We’ve identified key themes in employee retention statistics that highlight the challenges and help managers make targeted decisions.

HR analytics, particularly predictive HR analytics, is a powerful tool that leverages data and machine learning algorithms to understand employee productivity, work patterns, and behaviors. Your organization’s greatest asset is its workforce. Productive employees are foundational to efficient operations. A 2020 Gallup report found that engaged employees lead to a 21% increase in business profits. However, more recent studies show that just 23% of employees report being engaged at work.

How do you handle a disgruntled employee without escalating the situation? No matter how experienced you are, unhappy employees can be tough to manage and can hurt team morale and employee productivity if not addressed properly. Understanding the root causes of dissatisfaction is crucial in resolving conflicts and maintaining a harmonious work environment. This knowledge equips HR professionals with the tools to address issues effectively and keep operations running smoothly.

In the realm of human resources, HR service delivery determines how effectively an organization can support its employees and meet their needs. This practice refers to the solutions, processes, and models a company uses to deliver services to employees, including onboarding, payroll, benefits enrollment, and document management. This handbook is designed to provide a comprehensive guide for HR professionals looking to optimize their service delivery processes.

Let’s imagine for a moment that you have no idea what HR Service Management is, and picture how many Human Resources departments used to operate just a few years ago. Even today, some HR teams rely on manual processes, like chasing down signatures from legal or making trips to the IT department for hardware requests. It’s clear that this isn’t the most efficient way to handle HR services within an organization. Fortunately, there’s a more streamlined and effective approach.

Adam Weber, Chief Evangelist at 15Five, recently gave a webinar titled “5 Secrets of the Top 5% of HR Leaders,” during which he provided helpful insight on what makes the best HR leaders stand out. One of the main topics of conversation was the passion behind choosing a career in HR. This blog article explores the core of such enthusiasm and what it implies for future human resources specialists.