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As retail companies continue to compete for employees while maintaining profit margins, you need best practices and tools to help you create a successful, strategic talent management program. Here you’ll find tips on finding and attracting top talent, onboarding processes, employee engagement, blended learning, social recruiting, and more.
Is Talent Management and HR Automation Right for Retailers?Retail is a people business. From greeting customers at the door to ringing up a purchase, your employees have a huge impact on business success. A powerful talent management strategy and use of automation give you an edge as you complete for top talent - and customers. It helps you find employees and keep them motivated with great onboarding, strong engagement, and simpler processes. With the right people and technology in place, you can reduce turnover, save time, and refocus energy on growth.
The HR ChallengesRetail industries experience high turnover in the best of times, but the numbers fluctuate significantly during seasonal and economic swings. And it’s not just hourly, seasonal, and contingent personnel that are affected. Salaried staff feels the pain, too. The revolving door in retail is costly: both in time and in revenue lost. It also takes your HR department away from business initiatives that benefit the whole company. SilkRoad’s resource center will help you address these challenges with practical tips, efficiency ideas, and the latest research. Get started today:
How to Attract Talent: Retail’s Seasonal HurdleCompanies share their most successful sourcing approaches in SilkRoad’s annual Top Sources for Hire 2014. Results? Internal sources produced more hires. Online recruitment efforts were vital. Discover the Top Sources of Hire in the full report.
Retailers: Ready to Recruit and Onboard Millennials?Millennials have already changed the workplace. The first wave of this cohort has been on the job for a few years. They’re already poised to assume store management positions. Whether employees or managers, they communicate differently, want to level corporate ladders, and bring a fresh approach (theirs) to work. These tech-savvy Millennials expect hiring, onboarding, learning, performance, and evaluation processes to be easy-to-use, online, and mobile. Learn how to Recruit and Engage Millennials: Manager 3.0 by Brad Karsch and Courtney Tempin, download it in SilkRoad Book Club.
How to Connect People to Business Success?For the biggest impact, a company’s business strategy should be connected to its people strategy. These signs can indicate a disconnect: no input into the HR budget, last minute staffing requests, not part of the merger conversation and more. To strengthen the connection, check out Aligning Human Resources with Business Value.
How Retailers Take Advantage of Mobile RecruitingAs you walk down the street or shop in a mall, you see a mobile device in almost every hand. Mobile is a massive trend in life and it can be a tremendous recruiting force, especially with Millennials. If you haven’t started a mobile recruiting program, it’s time to get going and review Top 9 Tips for Mastering Mobile Recruiting.
Training Your Workforce Consistently Across Multiple Store LocationsAs retailers grow, HR and training groups face daunting challenges. How to provide the consistent level of training for every employee over a wide region or country or continent. Delivering in-person, group training means high costs, lost productivity, and time away from the store location and sales floor. Online training offers the answer. A branded cloud-based training portal makes it easy for employees to receive the training you want to provide, at the time and choosing of the employee. Retailer, Levin Furniture, saved significant training dollars and found employees were more engaged and motivated to continue training using a self-service training portal. Watch how Levin Furniture delivers retail training.
How to Motivate Employees from Day OneWith competition tight for retail employees, you also need to focus on retaining new hires. Organizations that support and engage their employees from Day One, and on an ongoing basis, are proven to have higher rates of retention satisfaction, and productivity. Explore more in Engaging Your New Hires on Day One and Killer Portals
Energizing Performance Management and Evaluations:Performance management in a retail environment is particularly challenging. With dispersed locations, employees, and managers, it’s difficult to bring a cohesive approach to this important process. Then there’s the challenge of energizing employees with feedback, not turning them into another turnover statistic. A performance management system can be exactly the breath of fresh air that your company needs. Watch Performance Management: 5 Reasons Technology Benefits the Bottom Line to learn more. Take a look at our full library of research, eBooks, white papers, and more. “SilkRoad's OpenHire makes it possible for us to screen almost 100 applicants a day. We couldn't screen people without it. In fact, 100% of our hires are done using OpenHire.” Starbucks Coffee
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.