Spencer Thomas’ Post

Yes, a "dry promotion" is a real concept in many organizations. It involves promoting an employee to a higher position or giving them more responsibilities without a corresponding increase in salary. The responsibility for a dry promotion typically falls on several parties within an organization: 1. **Department Management:** 2. **Human Resources (HR).** 3. **Payroll Team:** 4. **Senior Leadership:** Ultimately, while the decision for a dry promotion is made by department management and senior leadership, HR and payroll teams play critical roles in implementing and managing the unfair process. #diversity #womanempowerment #drypromotion #promotion #hr #payroll #management #leadership #humanresources #salary #appraisal #workday #sucessfactor #trainee #intern #lowcost #hireing

Partner with universities and colleges to attract top graduates and entry-level talent! Struggling to find fresh talent? Why not tap into the potential of tomorrow's leaders by forming strategic partnerships with educational institutions. By engaging with universities and colleges, you not only attract top graduates but also build a pipeline of entry-level talent eager to make their mark. Stay ahead of the competition by nurturing these relationships and cultivating a diverse, skilled workforce for the future. Simplify employee scheduling, time tracking, and payroll! – https://lnkd.in/gX6RRZa2 #HR #HumanResources #Job #Hiring #Talent #Recruiting #Interviewing #JobInterviews #Careers #Strategy #Growth

Some Excel HR Formulas 1. Turnover Rate. Calculates the turnover rate. High turnover rate can indicate potential issues with recruitment, work environment, or job satisfaction. Monitoring this rate helps in retaining valuable employees and reducing recruitment costs. Formula: =(Number of Employees Who Left / Average Number of Employees) * 100 Benchmark Guideline: Industry-specific turnover rates may vary, but generally, a rate below 10% is considered low, while over 30% is high. 2. Employee Tenure. Calculates an employee’s tenure in years. This provides insights into workforce stability and can be useful for recognising long-term employees, which can positively impact company culture. Formula: =DATEDIF(HireDate, Today(),”y”) Benchmark Guideline: Comparable to the guideline in #1, it really depends on the industry average. But nowadays, when I talk to people, it seemed that 3 years is good enough already =S 3. Absenteeism Rate: Calculates the absenteeism rate, indicating the % of workdays lost due to employee absences. Tracking this rate helps identify patterns, allowing interventions to address employee health and well-being. Formula: =(Total Days of Absence / (Total Workdays * Number of Employees)) * 100 Benchmark Guidelines: It should not be more than 3.5% per year. 4. Benefits Cost per Employee. Calculates the average benefit costs per employee, providing insights into HR budget management and ensuring competitive compensation packages. Formula: =(Total Benefit Costs / Total Number of Employees) Benchmark Guideline: Varies by industry too, but between 30% and 40% of employee’s salary sounds okay. 5. Compensation Ratio. Calculates the compensation ratio, which compares an employee’s actual salary to the market salary midpoint for their position. This helps in ensuring that employee salaries are competitive within the market. It guides salary adjustments and helps attract and retain top talent. Formula: =(Actual Salary / Market Salary Midpoint) * 100 Benchmark Formula: On top of industry standards, this one also depends on market conditions. The goal is to exceed 100 to ensure competitiveness. Each of these measurements serves a specific purpose in HR management, enabling HR professionals to make informed decisions and improve various aspects of the workforce, from hiring and retention to overall productivity and satisfaction. #hrcommunity #hrexecutive #hrconsulting #hrcareers #hrgeneralist #hrinternship #hradvisor

Approaching the 3 month mark in HR employment after a decade of being self employed so I had a few thoughts on the experience so far. 1. Working 9-5 is completely bliss. I can easily switch off and relax after work. I get a regular wage for hours worked and there are paid holidays. 2. Can advance my HR skillset quickly. I only need to focus on my role and build my HR skillset without juggling marketing, sales, accounts and more. 3. Bank holidays! I got to enjoy the first bank holiday I have ever had in my life. Before self employment I was in hospitality and bank holidays don't exist. 4. HR FPH Metrics My HR Facepalms per hour idea definitely needs to become a regular metric for business performance. 5. I should have entered employment a long time ago as it suits me better personally. 6. HR professionals should stop gate keeping the profession. My story is proving that it is worth hiring someone with the right transferable skills even if they don't have 'HR environment experience'. There are many skilled professionals who would do great in HR but can't get their foot in the door. The story continues :) #humanresources

HR people are not only there to enforce company policies and rules. However, they also play a crucial role in employee development and well-being." #hrcommunity #hrgeneralist #hrcareers #hrhiring #hrservices #hrstrategy #hrstrategies #hrpolicies #hrpayroll #hrinternship #hrconsulting #hrexecutive #employeeretention #employeeengagement

Share your designation with respect of below mentioned HR hierarchy. 👇😉 #recruitment #hr #hrbp #hrconsulting #hrgeneralist #hradvice #hrbusinesspartner #hrinternship #hranalytics #hradviseur #performance #increment #performance #increment #performance #increment #promotional

The hourly paid are talented, like everyone else In brief: hourly paid is a biased label we should remove and recognize their talents. Why are entry-level, low skilled jobs defined by the method of reward i.e., paid hourly? Other employees are not labeled as salaried, that would seem ridiculous since there are so many across the hierarchy, why would we lump them all under the method of reward? But we do when it comes to those paid hourly. I am from the UK living in the US, I'd never heard this term until working in America. It is a huge bias. They are treated differently, and they know it. It is time to remove this discriminatory practice and treat them equally, not least because they too are talented. Thanks to modern neuroscience, the undeniable talent that everyone possesses can be identified, irrespective of background, circumstance, or education, through simple surveys that create unprecedented insights. Neuroscience is the great equalizer. It enables the democratization of talent and enables equitable access to skilled jobs. Let’s put an end to the biased label of hourly paid and give recognition for the talent every hourly paid worker possesses. Does your organization recognize their talent and undertake the same talent activities used with other employees? If yes, how are these affecting retention? If your organization does not include them in talent systems and programs, why not get started? #talentmanagement #neuroscience #frontline #employeeretention #careerpathways

#YetHR We the Rangoli, leave cutting, salary making department are so clichéd and demeaned like no other function in any organization. Our job is ridiculed, yet we are responsible for hiring, onboarding, hand holding, listening, advising, creating a conducive workplace, giving salary on time, counseling, Retaining, building competencies and future leaders of any organization. Yet Yet - we are termed as Salary cutting dept. All depts get incentives, appreciation and validation for various things ( sales for targets, production for timely delivery, finance for maintaining treasury, IT for project execution). However we never get any incentives ( sourcing, Retaining, training) and Yet r on radar of everyone including a fresher who is yet to understand the corporate nuances. Last but most important irony is that since we are also hiring, we also know the depth of each profile we hire including their credentials. Yet we never demean anyone as we know and understand that all these employees have to come to HR either for entry or smooth exit as we are the unrecognized torch bearers of any organization so we cannot be like any other department and have our personal opinions take precedence over the job to be done. Yet we are ignored. Everyone feels HR will be redundant in coming years ( happening since a decade) - am Yet to see any heads up or institutes not pursuing HR as a degree or the department being redundant.....so let's c 😀 BTW - all organizations need HR to wash their linen or someone who can bell the Cat who else than #YetHR #DontbemeanYetonHR.

Asalamoalikum #linkdln fellows. Attention to this Matter ‼️‼️‼️‼️ When we make the #workplace a good and comfortable place for employees and offer them fair pay, they tend to stay without needing extra encouragement. It's like creating an #environment that naturally keeps them happy and willing to work here. I wanted to tell this to all the #HRs and employees because sometimes, when #HR negotiates too much about salaries with new hires, they might agree to join, but later on, they start looking for other jobs. This happens because they don't feel happy with what they got, even if they agreed at first. it's important for #HR and even #employees to understand that trying too hard during negotiations might get someone to agree initially, but it won't make them want to stay in the long run. I always prioritize fair deals without pushing for excessive negotiations. I firmly believe that creating an #environment where employees feel valued and fairly treated from day one is crucial. thoughts? #hrcommunity #hrmanagement #strengths #humanity #managers #kindnessmatters #leadershipcoaching #skillsshowcase #talentacquisition #peoplemanagement #negotiation #leadershipcoaching #recruiters #recruitmentcareers #careers #goal #traininganddevelopment #humanities