Attracting Millennial Talent
The Millennial generation is entering the workforce at a fast and furious pace. By 2020, Millennials will make up 50 percent of the workforce. That means that hiring teams must be able to present themselves in a way that is attractive to Millennials, which is no easy feat, as the younger generation is notoriously finicky when it comes to employment choices.
Sleep Aid: Work closely with business leaders to create a strategy to target Millennials. Highlight your company's most Millennial-friendly attributes. Consider enacting BYOD policies, flex-time options and corporate responsibility programs. These perks are easy to implement and have been noted as attractive to the younger generation.
Resolving Conflict
Every department in every organization experiences conflict between employees. Most of the time, these conflicts can be resolved quickly. They can sometimes spiral out of control, however, especially when supervisors don't identify the conflict early.
Sleep Aid: Develop training programs to help managers identify conflict before it bubbles over, and keep the lines of communication open so that employees come to HR sooner rather than later. Be sure that all harassment and diversity training programs are up-to-date, as well.
Employee Terminations
Terminating an employee is probably the most difficult task for any HR professional. Termination has a direct impact on the employee's self-esteem, livelihood and their ability to provide for their family. Terminations also have a negative impact on employee morale, leaving the remaining team members to wonder how secure they are in their positions.
Sleep Aid: Clear policies, consistent enforcement of those policies and quarterly performance reviews ensure that employees will always know where they stand with the organization. When it comes to layoffs, be sure the process is fair and consistent, and whenever possible, provide severance and outplacement assistance.training programs are up-to-date, as well.
Meeting Project Deadlines
When hiring for special projects, HR is expected to provide a crop of talent that will ensure that project's success. Unfortunately, delivering that talent can be difficult when managers do not effectively communicate what they need or wait too long to communicate their needs. If the project fails, blame is often placed on to the hiring team.
Sleep Aid: Conduct regular outreach with department heads to open the lines of communication and will keep the HR team abreast of projects in the pipeline. Create checklists for managers to help them get the right information to HR when staffing new projects.
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