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Showing up is half the battle, and documenting is the other half. That isn’t exactly true, but sometimes it may feel that way as an HR professional. Having a system for tracking time means that you at least have a way to document employee attendance. 

Remember when the only ‘secrets’ you were allowed to keep were the combination on your bike lock and your school locker? Simple three or four number combinations that kept our life's belongings secure. Now, the reality is that if you live and breathe on Earth you have not just one or two combinations to stay secure, but instead, you have dozens of digital codes and passwords that allow access to absolutely everything. A code to open the garage and front door, turn off an alarm, to access your phone, computer and tablet. Once you have accessed a device, there are literally a plethora of number, digit, and special character combinations to open an application, start a class, or call a colleague. You must log in to absolutely everything! It can be maddening. So as human nature does, we migrate toward the path of least resistance, we create a password that will work for every single thing we need to get into, and then when our browser asks us if we want to save that password we say, “Yes” of course we do, and whisper, “thank you” because you know you were probably going to forget the unforgettable password you created just minutes before. It's human nature. 

Professional development, continued education, workplace training. Regardless of the term used to describe the process of improving employees’ skills, organizations should have a structured system in place to administer and track the program. There are a number of benefits that come from employing a learning management solution (LMS) to organize the effort. If your organization does not currently use a learning management solution, here are some questions to keep in mind:

Evaluating and improving your recruitment process can make a huge impact on the types of candidates you attract. There are several strategies to improving diversity within companies. Regardless of which path you choose, embedding inclusive best practices into each step of the recruitment process is key. From job descriptions and photos on the website to training hiring managers about bias awareness, be sure to address each layer of your recruitment activities with a mindset toward inclusiveness.