Building The Business Case for Talent Management
Corporate value is increasingly dependent on employees, and talent optimization is becoming a serious business issue.
The Brookings Institute has reported that 85% of a company’s market value is now calculated with intangible assets such as knowledge, reputation, and human talent. Just 25 years ago that figure was less than 40%, so the value shift has been dramatic and swift.
Evidence of the Business Value of Talent
Businesses are increasingly realizing their worth has less to do with buildings, machinery, and inventory, and more to do with the intangible assets of the people across their organizations.”Read on.
Hire Only Fully Formed Adults
Under the direction of Reed Hastings and Patty McCord, Netflix prospered with groundbreaking HR policies, which Patty wrote about in “How Netflix Reinvented HR.” The first of five basic precepts that drove Netflix’s HR policies is, “Hire, reward, and tolerate only fully formed adults.”
McCord was the chief talent officer for Netflix at the time. She believes the majority of workers will try to do the right thing and act in the company’s best interests when making business decisions.Read on.
I keep everything. I am always afraid of throwing items away that deal with my employees. Does it matter? Why shouldn’t I just keep everything?
Record DESTRUCTION is almost as important as recordkeeping. Keeping files that are no longer required (legally) can present other unique issues for human resources. Old records that are no longer pertinent could be pulled in an audit or lawsuit and create other problems for you. As an employer, be sure to have policies and procedures in place to govern your company’s record retention guidelines and be sure to review state and federal rules.
New OSHA Rule Creates Concern for Employers' Drug and Alcohol Testing Policies
As we reported in May 2016, OSHA recently published a rule that phases in new requirements for employers. Certain portions of the rule that protect employees against retaliation for reporting injuries and illnesses are giving employers significant cause for concern regarding what had previously been fairly "routine" drug and alcohol testing policies. Although these provisions become effective on August 10, 2016, OSHA recently announced that it would delay enforcement until November 1, 2016, to conduct additional outreach and provide guidance to employers. Read more.
NLRB Makes It Easier for Employers with Temp Workers to Become Unionized
On July 11, 2016, the National Labor Relations Board ("Board") reversed decade old precedent requiring consent from the host employer and a staffing agency before a union election that includes temporary employees could take place. Through its 3-1 decision in the Miller & Anderson, Inc. case, the Board revoked its 2004 Oakwood Care Center holding and reinstated its 2000 decision in M.B. Sturgis by finding that bargaining units covering both regular employees and temporary employees do not require employer approval.
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Hire Only Fully Formed
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New OSHA Rule Creates
Concern for Employers
NLRB Makes It Easier for
Employers with Temp Workers
to Become Unionized
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