We at HR Hotline Associates are very excited to welcome you to our latest venture, the new HRHA! newsletter and blog. HRHA! is not only an acronym for the company name, but it also stands for Hurrah – a word that exemplifies feelings of achievement and celebration. The goal of HRHA! is to present the many ways in which we as Human Resources professionals and general managers can enhance our approaches and practices to help generate, celebrate and perpetuate success on the people side of the business.
One topic will be presented per newsletter each month, with additional details included in the HRHA! blog. Compensation, talent acquisition, employee development, engagement and all things performance will be the main topics covered. Straying off topic will happen at times, but only if we feel the topic is HR relevant and newsworthy.
HR Hotline Associates workshops, webinars and any surveys open for participation will also be announced at the end of each newsletter. This first edition is no exception.
I know many of you have been following along since our company began in 2001 and are thrilled to be connected in a new way. For those of you who do not know HR Hotline Associates, I am delighted for you to get to know us a little better. To all, I hope this newsletter helps you experience many HRHA! moments.
Julie Caspar President, HR Hotline Associates
Whether or not you agree or disagree with the famous late movie director, when it comes to money, employees today wish to be paid at a level commensurate with internal and external job value in line with a company’s compensation philosophy or strategy.
The last two blog entries discussed the critical nature of feedback and coaching, applying it throughout the year in informal as well as formal settings. This entry wraps up feedback and coaching with focus on how the manager can better position both for understanding and acceptance by the employee.
Informal performance chats should take place throughout the year. By doing so, the probability of increasing employee engagement, goal achievement and advancing an employee’s capability in their jobs and respective careers significantly rise.
For those companies on a calendar fiscal year, the annual review season is almost here. Many managers, especially those with large teams, look disparagingly on the process; wondering from where the time is going to materialize to complete everything on time – and complete they must.
Each year around this time national and local survey results are published, revealing actual and projected salary increases for the current and forthcoming year. HR, Compensation and Finance Managers among others, eagerly await this information for guidance on formulating their own salary budgets.
