The 2021 State of Employee Communications was presented this week at an HR.com conference on employee engagement and communications. It shines a light on important updates in what is happening with internal corporate communications and insights into what leading organizations have done to pivot to accommodate the changes in the work environment.
Hear more from the team in our Blog! Reporting on developments in technology, delivering pro-tips on workforce management, and examining the changing needs of workforces in a digital world.
Jacksons Point, Ontario, Canada – HR.com, the largest network of human resources (HR) professionals, has announced the ‘Future of Performance Management’ Advisory Board for 2021. The board will advise on primary research and best practices to help senior HR executives understand how performance management (PM) is evolving today and where it is likely to head over the next several years.
Upward mobility is the ability for employees to enter at one level and ‘climb the corporate ladder’ of jobs with progressively more responsibility within an organization. It is the role of Human Resources to ensure that employees are engaged, motivated and see a future with the organization rather than leaving to advance their careers.
Biometric time clocks offer a streamlined way to manage employees’ time, attendance and automate payroll processes. Most biometric time clock systems capture and use an employee’s face or a fingerprint as identification. Biometric information is a highly sensitive form of data that needs to be stored carefully and correctly. Biometric time clock laws help protect employees and their personal data by giving clear and structured guidance on how a company must store and secure this information. Additionally, these laws protect employees by ensuring their employer and/or third parties are not profiting from the data by selling or leveraging it.