Flex HR’s Jim Cichanski, Founder & CHRO, and Dr. John Cascone, Sr Vice President do it again with another successful 3-day Human Resources Bootcamp. So many companies come to Flex HR for general HR outsourcing help and realize they are lost when it comes to Human Resources. Thus, business owners and executives look to our bootcamps as an impressive learning tool for business owners themselves and their managers.
.
Human Resources can be extremely demanding but ask our consultants and staff and they will tell you that’s a part of what they love about their job – getting to solve the HR puzzle (in this case payroll) and turning a challenge into an accomplishment. At Flex HR we love sharing our success stories with you. Here’s our latest and greatest client case resolved.
The Greater North Fulton Chamber of Commerce invites Flex HR’s very own Founder & CHRO, Jim Cichanski, to present at their small business success series. This portion of the seminar will talk about talent attraction and retention in 2022.
Is your company looking for employees? Have you updated your job descriptions with additional employee benefits? Does your organization offer a hybrid work environment?
Employee retention is all the buzz right now during this post pandemic state of the ‘Great Resignation’ as the term has been deemed. The floodgate of new job opportunities has opened up and your staff members may be looking to see what else is out there for them.
Organizations need to reinvent their culture and update their policies and thus, are turning to their HR professionals, or hiring firms like Flex HR to support their HR functions for them. In order to continue to grow, employee retention rate must be measured to track how many workers are remaining at your company year over year.
As small and medium size business emerge from the pandemic, they are encountering two significant and interacting challenges: the retention of valued employees to the business and the redeployment of human resources to support the growth of the business and at the same time accommodate the needs of its employees.
These emerging forces are converging to compel corporate leadership to consider measured approaches to reengineering their workforce.
Karen Mangia of Authority Magazine interviewed Flex HR’s very own Senior Vice President, Dr. John Cascone, to get a Human Resources services expert’s explanation of how employers and their employees are reworking together during this Great Resignation.
Although training programs provide benefits for both employers and employees, most workplaces still don’t offer comprehensive training and development programs for their workers. Ipsos reports that only 41% of professionals have employers that provide workplace development programs.
Today’s top talents want more training programs from their jobs, and a lack of development opportunities may leave employees feeling frustrated. HR professionals can meet the demands of today’s workforce by offering improved training and development programs to employees. Below are a few suggestions.
Small businesses are great for a number of reasons: they are the backbone of the economy, they offer more opportunity and creativity, and they can interact with their employees on a more personal level.
Yet, due to limited resources in their HR departments, small businesses may struggle to meet the needs of their employees and to manage them most effectively.
Sometimes a need creeps up and a business has to fill a position immediately. They rush the hiring process to get a warm body to fill the vacancy, only to find that person isn’t the best fit. The hiring process is already costly when you add up recruitment, training, and benefits costs. When a business has to rehire for a position, money and morale go down the drain.
Maybe your company’s performance reviews have taken a hiatus in the past year or two with the Pandemic interrupting routine workplace practices. Tough, performance reviews are especially important for those businesses where employees are still working from home.
If we learned anything from the last two years, it is that we need to adapt in how and where we work. We learned that the world is becoming increasingly more home-centered as work becomes a virtual instead of a physical environment.
