One of the advantages of hiring internally is that the employees already know the company, has the knowledge of its activity, thus there is no need to start everything from scratch, like onboarding.

Engaging employees requires more than basic benefits and performance reviews. Today's workforce is diverse and expects purpose, meaning, and connection at work. Unconventional HR initiatives can effectively address these desires.

Team members can relay on each other, making the team more autonomous and successful. In this way empowering high-performing teams, can lead to organizational development with higher sustainability and stability over time. Self reliance is one of the strongest characteristics of the team empowerment.

An ethical employer always has as focus its employees and their interests. Ethical employers attract more valuable work force to join them.

HR KPIs are indicators that reflect the performance of a company. Monitoring the activity that are part of HR, like hiring new or leaving employees, trainings, costs of these activities will also reflect the health of the activity of the company. Thus implementing the HR KPIs (Key Performance Indicators) will help taking informed decisions at company level.

Discover how technostress and FOBO (Fear Of Better Options) are impacting employee well-being and productivity. Learn actionable strategies for HR and individuals to thrive in a hyper-connected, ever-evolving digital work environment.

Panning ahead for situations that would jeopardize the normal activity of a company is a strategic decision. While it is not possible to prepare for all situations, some can taken into consideration: natural disasters, employees leaving, liquidity issues or even cybersecurity attacks. The importance of contingency plans in HR has been increasing, and it had to be put on the to do list of this function.

Regular meetings are needed both to keep on track of the activity and also to review and establish next steps. There are different type of meetings, from scheduled, long ones to shorter ones. Standup meetings in HR are gaining in popularity, due to their short form and down to the point discussions. Their efficiency have been proven in the IT industry for long time.

Workforce analytics transforms raw HR data into actionable intelligence, enabling HR professionals and business leaders to make informed decisions about talent management, workforce planning, and organizational development.

HR has to adapt to the characteristics and needs of the each industry. Considering that the need of staffing in this industry is highly specialized, can create both scarcity, and high competition at the same time. HR in the aviation industry has to face many challenges and has to find solution for them in order to well serve the employees and the aviation companies too.

It is important to choose a job that fits each person's personality, thus jobs will be easier and more rewarding, more efficient, productive

Many factors contribute to the potential of a future employee. One of the most important the value of job experience, as knowledge cand skills can be acquired in a relative short period of time, however experience is gained over years, and in many cases it surpasses knowledge and skills.

Streamlining the hiring process makes candidate selection more efficient and reduces the time from searching for a candidate until they are hired. This ensures that the need for new workforce speeds up, which reduces costs for recruitment too.

On how compensation shapes motivation and trust, depends the efficiency of understanding the influence on the relationship with the employees. One way to showcase payroll relate information, beyond boring and number filled reports, is payroll story telling.

HR costs are reflected in finance. A closer look at these costs can give insights into HR activity. Some of the tools that help better understand the connection between HR and finance are the cost benefit analysis, optimizing budgets. Also strategic planning for effectiveness is a major step to ensure efficiency of the HR costs and investments.

Governance in HR is the base of the activity of this function withing an organization. The role of governance in HR increase, when a company grows in size or its extending its activity to multiple locations. This way, all areas which are involved in HR will operate on the same ground, maintaining the focus of its own and company's activity and goals.

HR expenditures don't refer only about, administration, salaries and taxes, but also about the operations regarding the operation itself.

While blockchain offers immense potential, challenges like regulatory compliance and adoption barriers remain. It is in use by companies.

HR for the financial industry has its own characteristics. As it is an environment that has to deal and comply with regulations and reglementation, the employees need to be flexible and adaptable to the changes, HR can support them by ensuring the right working environment and conditions.

Each job requires skillsets, experience, knowledge and expertise. These can acquired, there are soft skills that are result of personality.