More than an HR trend, performance management is integral to meeting corporate objectives. It does so by focusing on employee skills, resources and support to maintain and improve their performance, in line with the company’s goals.
But guess what? A performance management program delivers a number of added benefits that increase its value to your organization. And employee retention is one of the most valuable of all.
If you are in HR, have direct reports, or own your own business, you probably don’t look forward to those ‘difficult conversations that you must have with employees from time to time.
But, with the right approach and consideration, you can make a difficult situation as productive and positive as possible.
If there is one thing we can say for sure about the COVID pandemic, it is that nothing’s for sure. Among other implications for business owners and HR professionals, that lack of certainty has meant setting and putting off several target dates for when your workforce can return to the workplace.
The silver lining of that uncertainty is that you have more time to research, create and implement a Return-to-Work Plan.
A good return-to-work (RTW) plan will help your business safely transition to having employees on-site. It will also help you be prepared to manage issues as they arise, and help your business maintain health, legal and ethical standards and requirements
A key question for employers is: How can companies better cultivate emotional intelligence within their organization? To help answer this question and more, our Founder and President, Luisa De Jesus sat down with Teresa Quinlan. Teresa is a Coach, Leadership Specialist, Master Facilitator and Speaker who builds emotionally intelligent organizations. She is an advocate for exceptional performance that is a direct result of each individual knowing how to be personally responsible for using their EQ in reaching their highest potential.
Engaging student employees is an important part of ensuring a successful placement. The Founder and President of LD Human Resources, Luisa De Jesus, sat down with Nancy Sammon, Business Relationship Manager at the Smith School of Business at Queen’s University, to discuss. Some of the topics covered in this interview include: how companies can engage students and encourage them to do their best work, the top requirements students are looking for in the companies they choose to work with upon graduation, and what to know about Gen-Z and their working style.
Addressing diversity and inclusion within an organization is an important part of building a thriving company. If employers don’t have previous diversity training, this topic can be feel intimidating at first. Oftentimes employers may delay having conversations around equity with their team simply because they don’t know how or where to begin. The Founder and President of LD Human Resources, Luisa De Jesus, sat down with Equity and Inclusion Consultant, Charline Grant, to get some of her best advice for how employers can make diversity and inclusion a priority in their workplace.
According to Facebook’s survey, 31% of small and medium-sized businesses have shut down in the last 3 months. The unpredictable business climate created by the global pandemic has shown employers the importance of planning ahead, something we often push to the wayside. There is a direct link between human resources planning and strategic organizational planning – neither one can be successful without the other. Watch our recorded webinar for a more in-depth explanation of the organizational planning process.
Mental health is a pervasive global issue, but the Covid-19 pandemic has worsened this problem. People are having difficulty coping with the negative effects of social isolation and lockdown measures. Companies are struggling to find the resources to help their employees’ cope. That’s why LD Human Resources has prepared five simple mental health strategies for organizations to support the wellbeing of their employees. Read the blog or watch our recorded webinar for more.
Businesses across the globe have experienced economic results that span the spectrum as a result of the COVID-19 pandemic. Some have slowed and are struggling to meet business objectives and others are thriving. So much so, that employers are in need of additional support and human capital to keep up with demand. As a result, business owners are faced with exploring new and unchartered recruitment and hiring strategies. This includes exploring short-term and contract opportunities and creating a variable workforce to avoid employee layoffs should the market go into lockdown once again.
Microaggressions stemming from conscious or unconscious verbal and non-verbal racism can have damaging effects on one’s self esteem, confidence and mental health. It also decreases feelings of job satisfaction. Individuals on the receiving end of microaggressions are less likely to speak up at work or contribute ideas and this directly prevents diverse perspectives from being shared, creating a culture where people feel scared to make change. So, how can you as an employer work to ensure this cycle ceases to occur in your organization? LDHR offers several practical tips to help.
