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  • What are workforce analytics and why do you need them?

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    Jessica Miller-Merrell, blogging4jobs 

    Your Human Resources department most likely gathers and analyzes workforce data on a daily basis but you may not even realize that’s what you’re doing or how you can make the most of it. If you’re like one of the hundreds of thousands of companies that have upgraded their technology in the last several years, you probably have a wealthy of data about both past and current employees that you could be utilizing for more than just informational purposes. Though it does require some investment to establish criteria and additional databases, most companies have the beginnings of a fruitful workforce analytics system right under their noses.

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  • 3 ways to use workforce analytics to forecast your next hire

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    Jessica Miller-Merrell, blogging4jobs 

    Forecasting your organization’s hiring needs is one of the most difficult things to do. To really have a good idea of your hiring forecast, you’d have to have an incredible sense of your workforce’s attitudes, expectations, workloads and even personal lives. In fact, it would require almost daily follow up to keep a constant read on the situation. This is just one of the reasons that it’s difficult to anticipate which business areas will have positions to fill and when. However, there is a way to proactively gauge hiring needs without all but asking employees when they plan to quit. The answer lies within your workforce analytics.

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  • Big ego, small ego: Google’s Laszlo Bock talks humility in the workplace

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    Crystal Spraggins, SPHR

    Just about anyone who writes about the workplace can agree that American companies are facing a serious leadership void.

    In a recent survey, nearly 70 percent of employees reported not liking their jobs.

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  • PTO policy - what are your obligations as an employer?

    PTO policies

    Nearly every workplace has a paid time off (PTO) or earned time off policy to compensate employees who must take time off for personal reasons. This can sometimes be a complex benefit to manage, leaving human resource professionals wondering if they should even offer it in the first place. After all, what does a company have to gain by paying employees for time not worked?

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  • Warburg Pincus invests up to $100 million in PayScale

    Happy Day at PayScale

    Laleh Hassibi, PayScale

    In 2013 we added more than 700 new customers. We now power smarter compensation decisions for more than 2 million employees, and more than $85 billion in compensation spend. This grows every day. Learn more about a few of PayScale’s customers on our website.

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  • Measuring performance with workforce analytics

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    Jessica Miller-Merrell, blogging4jobs 

    Workforce analytics is earning its place in Human Resources departments but it can be a chore to determine how it fits into yours. The concept can be used in so many areas, from recruiting to hiring to learning and development and development. It cuts down on the guess work in many cases, helping to identify trends and have a good idea of what an outcome will be before its even reached, so it’s no surprise that it’s now reaching into employee performance evaluations.

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  • Why ask why? The importance of asking questions

    Ask more quetionsCrystal Spraggins, SPHR

    Did you know that the great inventor Thomas Edison was yanked out of school by his mom after a teacher complained that Edison asked too many questions? Silly teacher! How can someone ask too many questions?

    Curiosity makes the world go ‘round. Problems can’t be resolved without asking questions, and even if something fantastic is discovered by accident (like penicillin) the process would have never started without someone asking a question.

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  • Dealing with the emotional employee

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    Crystal Spraggins, SPHR

    What would you do if you criticized an employee’s performance, and she cried? What about if she got angry and raised her voice or became sarcastic and hostile?

    How would you handle a complaint about a manager who screams or throws things?

    (Yes, it happens. I once knew a manager who’d get disgusted about work—and granted, he had a crappy job and a crappy employer—and then throw large stacks of book galleys on the floor with a loud thud to show it.)

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  • Young love is wonderful. Young management? Not so much.

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    Crystal Spraggins, SPHR

    A few weeks ago, I interviewed for a writing assignment with a young and growing company, and for a while there things looked promising.

    But by the end of the conversation, I knew I wasn’t going to be pursuing this work.

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  • When your employees don't respect you

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    Crystal Spraggins, SPHR

    Oh, for a return to the good old days, when employees knew their place and didn’t expect to be heard. Not like today, when a worker with an opinion may have the nerve to share it. Why, he might even have the audacity to tell you that your management skills could stand some improvement! Outrageous. 

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  • Can the nuclear family survive on minimum wage – even it if goes up?

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    There is a lot of talk about the Federal Minimum Wage and how raising it to $10.10 per hour across the nation could help many more working Americans make ends meet. The question is, if the minimum wage is raised over the next 2 years, will this make a difference to the average nuclear family (Mom, Dad, and 2 kids)?

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  • Botox or die: ageism in the workplace

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    Apparently, it’s the survival of the youngest in Silicon Valley. According to a recent New Republic article, by writer Noam Scheiber, that details the desperate measures that professionals in their early 40s are doing to stay employable, these efforts that include getting regular Botox injections and hitting the gym for hours a day to stay youthful are on the rise. No longer are seasoned employees looked at as valuable to the success of the technology firms they work for. Instead, a growing disdain for anyone born before the 1980s has reared its ugly head.

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  • How to stop nitpicking and lead your team to better performance

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    Crystal Spraggins, SPHR

    NIT-PICK (v.) to be excessively concerned with or critical of inconsequential details (http://dictionary.reference.com/browse/nitpick)

    The problem with the nitpicking manager is that he often lacks self-insight. In other words, the nitpicking manager doesn’t view his behavior as unhelpful. And that makes perfect sense, because if this manager viewed his behavior as unhelpful, one can only imagine that he wouldn’t be acting this way, right?

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  • Does crowdsourcing in the workplace destroy the bully mentality?

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    Jessica Miller-Merrell, blogging4jobs 

    Most of us have probably seen bullying in the workplace up close and personal. Whether it has been directed toward you or you have just witnessed it, many of us can tell tales of people backstabbing, lying, clawing, pushing and bullying their way to the top. It’s not only painful to watch but also it’s frustrating to see them be placed in a position of power after finding out their true character. Once you’ve seen this happen a few times, it can be easy lose faith in other professionals, mainly because you expected more from them, at least in the workplace.

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  • 5 truths about pay your employees don’t want you to know

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    Crystal Spraggins, SPHR 

    Quick—what’s the one topic many job seekers are advised to avoid during the interview process?

    You guessed it. Money. When job seekers are focused on money during the interview stage, it shows a lack of real interest and commitment to the work—or so the thinking goes.

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  • Is it time to ban bossy?

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    Evan Rodd, PayScale

    Are women called Bossy more often than men? If so, what impact does that have on the overall picture of gender equality in leadership positions? The gender wage gap and women’s roles in leadership are popular, and sadly sometimes polarizing topics of conversation. Recently there has been a lot of buzz regarding Sheryl Sandberg’s Ban Bossy campaign, which is “a public service campaign to encourage leadership and achievement in girls.”

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  • Crowdsourcing and employee engagement: what employees wish you knew

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    Jessica Miller-Merrell, blogging4jobs

    It’s no secret by now that crowdsourcing in the workplace is one of the easiest, cheapest and most effective ways to increase employee engagement. HR consultants and bloggers talk a lot about ways that HR practitioners can incorporate crowdsourcing into their workplaces, but what isn’t talked about much is what employees do and don’t want in terms of crowdsourcing, how they receive and internally process crowdsourcing opportunities and what about the crowdsourcing makes them more engaged. I recently had the chance to talk with several employees in various positions and leadership levels about their take on the issue and am happy to share some insight from their point of view for a change.

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  • 7 steps to managing pay for your remote workforce

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    Managing all the unique responsibilities of a remote workforce is challenging enough. Staying on top of compensation is an entirely different matter. With some 30-45 percent of the adult global workforce working from home at least part of the time, employers must be able to find ways to handle the demands of compensation administration in a modern world. (Source: Forbes) Companies are increasingly turning to outsourced labor pools too, using above average compensation strategies and attractive benefit programs to reel in the best talent.

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  • The PayScale Index Q1 2014: A Slow, Tepid Recovery

    Laleh Hassibi, PayScale

    The PayScale Index for the first quarter of 2014 shows that rising wages are not the whole story. The PayScale Real Wage Index reports real wages are down almost 8 percent since 2006 after analyzing statistics from the Consumer Price Index together with PayScale’s rich compensation data. In addition, The PayScale Index predicts a slight uptick of 0.3 percent in quarterly wage growth for Q2 2014, resulting in annual wage growth of only 0.8 percent over Q2 2013. PayScale’s forecast for Q1 2014 accurately matched the exact wage growth experienced by the economy.

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  • Seven signs your compensation strategy needs a do-over

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    Perhaps no area of human resources is as uncomfortable to talk about as the annual compensation update with the executive team. It seems as if every HR manager is tasked with proving that an improved compensation offering is good for business.

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