A 401(k) can be a powerful employee retention tool that helps your employees think of their role with your company as a long term play. The challenge is in communicating that message as different benefits are important to different age groups and demographics within your organization. So, where do you begin when it comes specifically to increasing employee participating rates in your company’s 401(k)? Read on for three ways to drive participation rates.
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Jessica Miller-Merrell, SPHR (@blogging4jobs), is an author and workplace technology strategist, who writes at Blogging4Jobs.com. Her company, Xceptional HR, offers technology, mobile, and social media consulting for HR, Recruiting and senior leadership teams. Jessica is the author of Tweet This! Twitter for Business, a how-to business guide for Twitter. She is listed as the 2nd most influential recruiter online and as the 8th most powerful woman on Twitter. She also writes for a number of leading publications, including Fortune, HR Magazine, SmartBrief, and HR Executive Magazine.
Whether you’re an employer, a job seeker or an employee, it’s nice to know how your 401(k) compares to the rest. As an employer, your 401(k) can be a great employee retention and candidate recruitment tool. In looking at 401(k) plans that really stack up, there are five major characteristics and features that make your 401(k) into a candidate recruitment machine.
Given that many employees work 12 to 14 hour days, it’s no surprise that feelings and attraction develop between co-workers. In fact, according to a Glassdoor survey, 37% of employees report they have been involved with a co-worker romantically and a surprising 12%admit to making love while at work. Shared interests and passions create chemistry, and long work nights create opportunities to get a bit cozier than what might feel appropriate during the day.
We all know that employees are the most expensive investment for an organization. And, there are a number of reasons cited for employees leaving their job for new adventures including lack of feedback, training, and career planning. Read on for four ways to improve employee retention.
Difficult conversations with employees rank up there on the list of things no one wants to do, but someone has to do – and that’s where the HR professional comes in. So, what are the top 5 toughest conversations for HR to have with employees (but really don’t want to, but have to because it’s your job)?? Consider these 5 difficult conversations every HR pro should be prepared for.
The economy is like a pendulum and appears to have started its swing back toward prosperity. As a hiring manager or organizational leader, you might be ready to hire. What about all those great employees the recession forced you to let go? Read on for rehire tips.
The job search is changing for the employer and the employee. Even though unemployment remains high, the market for qualified job seekers, particularly those with very technical skills, is extremely challenging. In fact, the focus is now on the job seeker, building a relationship and making a positive lasting impression so that when the job seeker begins their search, you’ll be the first they seek. So let’s talk about 3 ways HR pros can make a lasting positive impression that stands out from your recruiting competition.
No HR department is the same and is unique to the company’s culture and the employees within that organization. When it comes to human resources measurement and metrics, there has been no short of conversations and controversy around what metrics are important to executive and organizational leadership. Here are 8 human resource metrics and formulas to get you started in demonstrating your department’s ROI for the organization.
With 52 percent of Americans saying they work during vacation, having a focus on work-life balance at your organization is more important than ever, according to a July 2012 Harris Interactive report. Because of the increased financial pressures and economy, people are working harder and longer hours than before. This extra work often leads to a less engaged and productive workforce who are resentful, angry, and left feeling less than appreciated.