HR Insights

Employee turnover is inconvenient and costly, but what does turnover really mean for the health of an organization?

HR researchers say there's a sweet spot for turnover: too little and a company grows stagnant; too much and there's a deep problem somewhere in the organization.

One way to learn important lessons from departing employees is to make the most out of exit interviews, and communicate several times over weeks with an outgoing worker.

Perhaps the best way to increase profitability is not an endless search for great talent, but to develop the talent you already have onhand.

Employee coaching is a relevant pursuit in today's business world, and more HR departments are employing independent talent coaches to take individual employees to the next level.

Wellness programming has been one of the big HR conversations of 2015. Everybody agrees that a healthy workforce is more productive and less costly.

But no one seems able to agree about how this is best achieved. Lots of strategies have been rolled out in recent years: from wearable tech to financial incentives to healthy snacking at the office.

Now that we know a lot of ways for employees to improve health, experts are calling for an emphasis on Customization and Flexibility.

There are many aspects of the typical manager's job – monitoring, reporting, maintaining procedures, sharing information – which will be taken over by computers in the near future.

Does this mean that human managers will go the way of the dinosaur? That's highly unlikely say industry analysts, but the nature of human management is likely to change.

2016 will be the year that Millennials attain managerial roles in great numbers. 

This professional coming of age is sure to bring with it many changes for the American workplace landscape, but how much of the Millennial culture hype will actually result in innovation?

The conversation surrounding "healthy work-life balance" is more relevant than ever before. 

Surveys show that Millennials would rather have work flexibility than high pay or prestige.

HR does best when they craft a culture where employees can create individual solutions.

For HR teams crafting employer benefits options, it's important to understand that different generations of employees tend to have much different preferences.

In a study by MassMutual, Millennials and Baby Boomers were found to value one benefit above all: vacation time.

Generation X workers, however, far preferred high standards of retirement benefits.

Every company – whether healthcare, defense contracting, publicly traded equities, or international trade – must have a corporate compliance program.

Compliance programs are required to feature annual training for all employees, an anonymous hotline, and promotion/enforcement of a code of ethics.

In many ways, Compliance and HR have the same goals in mind, but they don't always cooperate intentionally (or at all).

When a company loses an employee, HR has terms like "Voluntary" and "Involuntary" to explain what happened.

While this may help account for company-wide turnover rates, these terms do nothing to explain why an employee leaves. 

Many employees choose their place of work according to more feelings-oriented thinking, and turnover-aversion methods that don't acknowledge this will miss the mark.

The holiday season is hiring season for staffers.

Late September and October, followed by January and February, are the biggest months in American hiring.

Most human resources teams look to independent staffing agencies to help fill positions at this time of year., but only 35% of employees report using such companies to find job opportunities.