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Top tips to ensure that employee separations, lay offs, and downsizing transitions are seamless, consistent, and keep you in compliance. Terminating employees often requires adherence to compliance issues. Having a well-designed process makes a big difference.You can’t talk about onboarding without giving proper attention to its opposite, offboarding. In fact, the topic of offboarding resonates across industries and company sizes because it's so important. What does offboarding mean? Offboarding is the strategic process for transitioning employees out of an organization, and unlike onboarding, it is often ignored. According to an Aberdeen report published last year, only 29 percent of organizations have an offboarding program in place. While it’s not surprising that new employees receive more organizational resources than departing ones, this approach is short-sighted. Departing employees have power. They can take intellectual property and they can go online and share inside information or, worse, horror stories. So treating departing employees, no matter what the circumstances helps secure your employment brand from entry to exit. How do you create a consistent employee offboarding process? First create an employee offboarding checklist which everyone in your organization can use. We've created a free offboarding checklist for you to copy and modify. You may want to use this free employee offboarding infographic. Some employee offboarding top tips for you to consider:
- Consider your offboarding strategy to be as critical as your onboarding strategy. This means devoting similar effort and resources.
- When initiating an offboarding program, make sure you provide for involuntary separations and retirements as well as voluntary separations. According to Aberdeen, offboarding development, implementation, and evaluation should be relatively consistent across the organization.
- Offboarding messages and offerings can be customized for different departments in the organization, especially if you have groups in different geographies.
- The most basic offboarding process should cover all of the administrative bases including financials, health insurance, physical and intellectual property handover, and non-compete and non-disclosure agreements.
- Don’t be afraid to include exit interviews as part of your offboarding process. An exit interview performed respectfully and diplomatically can glean useful data for taking your talent management practices to the next level.
- Creating an alumni portal in which you offer current company information and job opportunities and encourage discussion will keep former employees interested and involved. Portals are especially helpful if much of your workforce is seasonal, or if employees are known for rotating in and out of the company.
In future years, the employee experience will emerge as a critical HR focus due to its potential to impact business results. Experiences need to move beyond engagement and focus on “activating employees” to outcomes such as greater productivity, agility, competitive advantage and the like.
What will HR look like in 2025? Four HR industry experts recently shared their thoughts on the future in an engaging and high-energy panel discussion.
Frequent feedback in the workplace is being demanded by employees. Recent research by Tiny Pulse, found that 64% of employees surveyed said they wanted their supervisor to check in with them at least every two weeks, with 42% of millennials wanting feedback every week. This white paper lays out a plan to create a culture […]
Performance management processes are in a state of flux. The traditional systems we’ve grown accustomed to are being updated and enhanced to reflect today’s workplaces and employees. These shifts in performance management are not the result of a spur of the moment decision or a trend du jour. They are in reaction to years of ineffective performance management cycles.
Are your employees contributing to organizational success? The Ultimate Guide to Performance provides the information needed to improve how companies manage and track employee performance, to ensure employees are aligned with the proper goals and objectives to increase business performance.
It’s time to move beyond traditional performance management. Leading HR experts recommend getting started on a fresh look at performance management, emphasizing real-time, agile and a focus on results. Learn how agile performance works, typical cost and productivity savings, best practices, and more.
We asked HR professionals to share with us the pains and challenges they face each day in effectively managing and engaging their talent.
Learn key findings from the 2016 CLO Innovations in Onboarding Survey, onboarding best practices and success stories.
Learn why traditional reviews still reign as most popular but performance management change is on the way. An eBook, Seeking Agility in Performance Management, reports on the survey results from over 200 HR leaders in this important area.
Get recruiting right with the Source of Hire Report. The Source of Hire report is back and more comprehensive than ever, covering more than 13 million applications, 600,000 interviews, and almost 300,000 hires. The job market is back. And so is increased competition for top candidates.
Learn formulas to calculate how much you could save by using an applicant tracking system or a recruiting technology solution to manage your talent acquisition processes. Includes strategic guidance, practical tips, and recruiting metric formulas to lead ROI discussions.
Productivity gains come from effective performance management. This requires a system that gives HR, managers, and employees a clear line of sight into goal setting, the review process and more. Learn some of the key areas where you can increase productivity, reduce turnover, and decrease costs.
Radical changes in HR, from agile performance to analytics, will make 2016 a defining year in the HR world. Job seekers are gaining more power than recruiters and technology is becoming an ever present asset.
First impressions matter—a career portal can make or break a hiring strategy. Learn the 5 key elements to attract the best candidates with a career portal that works.
The potential employee experience is key to the success of any company. Learn the 5 key elements to welcome them with an onboarding portal that works.
HR in the C-Suite: How to Take—and Keep—Your Place at the Table discusses the emerging role of the chief human resources officer (CHRO). After decades of being relegated to a tactical function, HR is growing in power and prestige. Why now? The recent recession is the major reason. As budgets tightened, CEOs required HR’s counsel to manage a shrinking workforce and keep staffing reductions from impacting operations too much.
In these buyers’ journeys, you’ll discover the paths of different companies who implemented SilkRoad Life Suite, an integrated talent management platform. In addition to experiencing the results of integrated talent management, the HR leaders who led these initiatives proudly discuss their success as a badge of honor with gratifying personal rewards. You’ll also find a wealth of resources to help you identify the best solution, define the return-on-investment (ROI) and present it to your management team.
When vendors enter alliances from positions of strength, everyone benefits – including the user. SilkRoad has recently displayed this by forging a number of partnerships yielding capabilities complementary to their own. The latest example is their decision to join forces with SmartRecruiters, a vendor of progressive solutions for talent acquisition.
SilkRoad’s latest survey asked 329 HR Professionals what were the top concerns they had in their organizations HR department. Below are the top concerns in 2015 that’s keeping HR Up At Night.
Action and new ideas that can strengthen HR’s contributions to business success and clarify those contributions to others.
Ranking just behind leadership, engagement is now the #2 issue on the minds of HR leaders today.
There are several reasons why HR is having trouble leveraging talent analytics’ full potential. The first takes us back to the name of our function – human resources. HR is about working with people, and as such, many practitioners are reluctant to give up the emphasis they place on instincts or gut feelings.
HR professionals may be willing to dip a toe in, implementing basic analytics functions as part of recruiting, applicant tracking, training, and compliance systems. However, data is typically siloed and often provides conflicting information, and the technology that collects it is unwieldy and inflexible. And, even good data is subject to the fact that, per Deloitte, more than 80 percent of HR practitioners score themselves low in their ability to analyze it.
The employer brand determines the quality of the workforce. It drives the level of engagement, motivation and retention, which is strongly linked to higher revenues, profit margins and overall returns on investment. Companies capable of attracting the best talent simply perform better!
Many companies can’t hold on to their Millennial employees.
SilkRoad conducted a survey to find out what HR Professionals thought about Millennials and what programs their organizations had in place for them. One of the most consistent issues HR professionals had was retaining their Millennial employees after they trained them and they developed their skills.
Learning Management Systems (LMS) allow companies to focus on the right component of the learning process – and that is the learning. Administrative activities like registering for training or recording training completion are automated. Required compliance programs can be delivered online, reducing costs. Managers can share training feedback that supports the company’s business goals.