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<title>What Is A Staffing Agency And How It Can Help Your Hospitality Establishment</title>
<link>https://humanresourcesmag.com/what-is-a-staffing-agency-and-how-it-can-help-your-hospitality-establishment/</link>
<comments>https://humanresourcesmag.com/what-is-a-staffing-agency-and-how-it-can-help-your-hospitality-establishment/#respond</comments>
<dc:creator><![CDATA[staff]]></dc:creator>
<pubDate>Wed, 24 Apr 2024 09:17:10 +0000</pubDate>
<category><![CDATA[Technology]]></category>
<guid isPermaLink="false">https://humanresourcesmag.com/what-is-a-staffing-agency-and-how-it-can-help-your-hospitality-establishment/</guid>
<description><![CDATA[Key Takeaways: Rapid Staffing Solutions: Staffing agencies quickly fill vacancies, ensuring continuous service during peak times. Access to Specialized Talent: They provide skilled professionals ready to excel in diverse hospitality roles, enhancing service quality. Flexibility and Cost Efficiency: Agencies help adjust workforce size as needed, reducing recruitment costs and ensuring legal compliance. In the bustling [...]
The post <a rel="nofollow" href="https://humanresourcesmag.com/what-is-a-staffing-agency-and-how-it-can-help-your-hospitality-establishment/">What Is A Staffing Agency And How It Can Help Your Hospitality Establishment</a> appeared first on <a rel="nofollow" href="https://humanresourcesmag.com">Human Resources Mag</a>.
]]></description>
<content:encoded><![CDATA[<div>
Key Takeaways:
<ul>
<li style="color: rgb(0, 0, 0);">
Rapid Staffing Solutions: Staffing agencies quickly fill vacancies, ensuring continuous service during peak times.
</li>
<li style="color: rgb(0, 0, 0);">
Access to Specialized Talent: They provide skilled professionals ready to excel in diverse hospitality roles, enhancing service quality.
</li>
<li style="color: rgb(0, 0, 0);">
Flexibility and Cost Efficiency: Agencies help adjust workforce size as needed, reducing recruitment costs and ensuring legal compliance.
</li>
</ul>
In the bustling world of hospitality, managing a flexible and competent workforce is essential for success. From luxury hotels to cozy diners, businesses face the daunting challenge of adapting to seasonal fluctuations and high employee turnover, all while maintaining the gold standard of customer service. 
Staffing agencies emerge as vital allies in this endeavor, providing quick and reliable access to skilled professionals who can elevate service quality and handle operational pressures. That said, this guide will delve into the integral role staffing agencies play within the hospitality sector. 
<h2 id="What Is A Staffing Agency? ">What Is A Staffing Agency? </h2>
A staffing agency, also known as a recruitment or temp hospitality staff agency, is an organization that matches employers with potential employees. These agencies serve as intermediaries that help businesses fill vacancies ranging from temporary, part-time, or full-time roles across various levels of expertise and sectors.
The primary function of a staffing agency is to streamline the recruitment process, which saves businesses significant time and resources. Agencies handle initial screening processes, interviews, and sometimes even the training of candidates, ensuring that only those most suited to the job’s demands are forwarded to the employer for final selection. 
<h2 id="How A Staffing Agency Can Benefit Your Hospitality Business ">How A Staffing Agency Can Benefit Your Hospitality Business </h2>
A staffing agency can be a game-changer for hospitality establishments, which often experience unique challenges such as high turnover rates, seasonal peaks in business, and the need for specialized skills. Here’s how a staffing agency can help: 
<h3>1. Quick Staffing Solutions </h3>
Staffing agencies are exceptionally adept at providing quick and efficient staffing solutions, which is invaluable for hospitality businesses that need to adapt rapidly to varying demands. These agencies maintain a vast pool of potential candidates who have already been vetted, meaning they can immediately fill positions as they become vacant.
This capability is crucial during peak tourist seasons or major events when the demand for extra staff can surge unexpectedly. By minimizing the downtime associated with the hiring process and onboarding new staff, staffing agencies ensure that hospitality businesses can operate without interruption, maintaining a seamless service flow that is essential in this industry. 
<h3>2. Access To Skilled Professionals </h3>
One of the primary benefits of working with a staffing agency is the access it provides to a broad spectrum of skilled professionals. Hospitality establishments require a diverse range of new employees, from culinary experts and bartenders to customer service representatives and housekeeping staff. 
Staffing agencies specialize in sourcing candidates with specific skills and aligning them with the needs of the business. This tailored approach helps ensure that each role is filled by someone who not only meets the qualifications but also has the experience to perform at a high standard from day one. 
<h3>3. Flexibility </h3>
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Flexibility is a cornerstone of the hospitality industry, driven by seasonal trends, fluctuating customer volumes, and event-driven peaks in demand. Staffing companies offer solutions that include temp jobs, part-time, and full-time placements, providing businesses with the ability to scale their workforce up or down as needed. 
This elasticity helps manage labor costs effectively, ensuring that establishments are adequately staffed during busy periods without the financial strain of maintaining a large workforce during slower times.
 
<h3>4. Cost Efficiency </h3>
Collaborating with a staffing agency can lead to significant cost savings in several areas, including recruitment, training, and human resource management. Agencies take on the responsibility of advertising job opportunities, conducting interviews, and performing background checks, which reduces the administrative burden on the hospitality business.
Additionally, since the recruitment agency manages all HR aspects, including payroll and benefits for temporary employee hospitality managers can focus more on operational management and guest satisfaction. 
<h3>5. Compliance And Risk Management </h3>
Navigating the complexities of employment law and regulation can be daunting, especially in a sector as scrutinized as hospitality. Staffing agencies bring expertise in legal compliance, ensuring that all employment practices adhere to local and national laws. 
This reduces the risk of legal issues arising from contractual disputes or non-compliance with labor laws, providing peace of mind for business owners and allowing them to concentrate on the broader aspects of their operations. 
<h3>6. Improved Service Quality </h3>
Ultimately, the quality of service is what sets a hospitality business apart from its competitors. Staffing agencies contribute by providing employees who are not only skilled but often come with specialized training relevant to their roles within the hospitality sector.
This high level of professionalism helps maintain service excellence, enhances customer experience, and builds a positive reputation in a competitive market. 
<h2 id="What To Look For In A Staffing Agency ">What To Look For In A Staffing Agency </h2>
When selecting a staffing agency to partner with, especially in the hospitality industry, it’s crucial to ensure they meet specific criteria that align with your business needs. Here are key factors to consider: 
<h3>1. Specialization And Industry Experience </h3>
Choose a staffing agency that specializes in the hospitality industry or has extensive experience in it. Such employment agencies will have a deeper understanding of the specific skills and qualities required in hospitality roles, from front-of-house staff to executive chefs. They are more likely to have a ready pool of experienced candidates who can seamlessly integrate into your operations. 
<h3>2. Reputation And Reliability </h3>
Investigate the agency’s reputation within the industry. Look for reviews or testimonials from other hospitality businesses to gauge their satisfaction with the agency’s service and the quality of staff provided. A reputable agency should be known for reliability, prompt communication, and high-quality placements. 
<h3>3. Recruitment Process And Candidate Vetting </h3>
Examine the agency’s recruitment process to ensure it is thorough and effective. This includes how they source qualified candidates, the rigor of their vetting process, and their success rate in filling positions. Ensure they conduct comprehensive background checks, reference checks, and any necessary certification verifications to maintain high standards.
<h3>2. Flexibility And Scalability</h3>
The agency’s ability to provide flexible staffing solutions that can adapt to your business’ changing needs is essential. They should be able to handle requests for both short-term and long-term placements and scale their services up or down depending on your seasonal demands or any unexpected staffing shortages. 
<h3>5. Support And Customer Service </h3>
Specialized staffing agencies provide excellent ongoing support to their clients. This includes handling any issues that arise with their placements, offering regular follow-ups, and being responsive to new staffing needs. Effective communication is critical to maintaining a productive relationship between your business and the staffing agency. 
<h3>6. Cost Structure </h3>
Understand the fee structure of the staffing agency. It should be transparent, competitive, and offer good value for money. Consider how they charge for their services—whether it’s a flat fee, a percentage of the employee’s salary, or a tiered pricing structure based on the services provided. 
<h3>7. Compliance And Legal Expertise </h3>
Ensure that the agency strictly adheres to all relevant employment laws and industry regulations. This is particularly important in the hospitality industry, where compliance with health and safety standards is a must. The agency should manage all aspects of legal compliance, reducing the risk to your business. 
</div>
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<title>Lendingkart appoints former Paytm Payments Bank executive Mukund Barsagade as Group CFO —</title>
<link>https://humanresourcesmag.com/lendingkart-appoints-former-paytm-payments-bank-executive-mukund-barsagade-as-group-cfo/</link>
<comments>https://humanresourcesmag.com/lendingkart-appoints-former-paytm-payments-bank-executive-mukund-barsagade-as-group-cfo/#respond</comments>
<dc:creator><![CDATA[staff]]></dc:creator>
<pubDate>Wed, 24 Apr 2024 07:49:37 +0000</pubDate>
<category><![CDATA[Talents]]></category>
<guid isPermaLink="false">https://humanresourcesmag.com/lendingkart-appoints-former-paytm-payments-bank-executive-mukund-barsagade-as-group-cfo/</guid>
<description><![CDATA[Lendingkart Group announced the appointment of seasoned finance leader Mukund Barsagade as its Group Chief Financial Officer (CFO). As a group CFO, Mukund will lead the finance, capital markets, legal, and secretarial functions, playing a pivotal role in shaping the company’s next growth phase. With over 28 years in the BFSI and IT sectors, Mukund [...]
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]]></description>
<content:encoded><![CDATA[<div id="story__content_41037">
Lendingkart Group announced the appointment of seasoned finance leader Mukund Barsagade as its Group Chief Financial Officer (CFO). 

As a group CFO, Mukund will lead the finance, capital markets, legal, and secretarial functions, playing a pivotal role in shaping the company’s next growth phase.
With over 28 years in the BFSI and IT sectors, Mukund has joined Lendingkart from Paytm Payments Bank, where he oversaw financial management.
A qualified Chartered Accountant with a Diploma in International Financial Reporting (DipIFR) from the Association of Chartered Certified Accountants (ACCA), UK, Mukund has experience working with large organizations and in matrix environments, such as GE Capital, Experian, Transamerica, Utkarsh Small Finance Bank and Fino Payments Bank, in leadership roles.
“Mukund’s deep financial and business experience, strategic insight, and leadership qualities make him a vital addition to our team. He will be critical in helping to drive the step-up in Lendingkart’s performance that we are all determined to deliver. We look forward to working with him to deliver the action plan we have set out to drive our growth and realise our potential” said Harshvardhan Lunia, Founder and CEO, Lendingkart Group.
“I look forward to working with the team, and together, we will surely aid in achieving the company’s goal of simplifying finances for MSME’s across the country,” said Mukund.

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<title>A Guide to Choosing the Right Entertainment Recruiters in Los Angeles</title>
<link>https://humanresourcesmag.com/a-guide-to-choosing-the-right-entertainment-recruiters-in-los-angeles/</link>
<comments>https://humanresourcesmag.com/a-guide-to-choosing-the-right-entertainment-recruiters-in-los-angeles/#respond</comments>
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<pubDate>Wed, 24 Apr 2024 00:49:50 +0000</pubDate>
<category><![CDATA[Benfits]]></category>
<guid isPermaLink="false">https://humanresourcesmag.com/a-guide-to-choosing-the-right-entertainment-recruiters-in-los-angeles/</guid>
<description><![CDATA[With the advancing technology, the Los Angeles entertainment industry is experiencing massive changes, considering the region is the heartbeat of showbiz. Its Hollywood entertainment section is known for producing numerous movies, digital content, music, and television shows. However, entertainment in LA is not just about having a script and a few individuals to make things [...]
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]]></description>
<content:encoded><![CDATA[<div>
With the advancing technology, the Los Angeles entertainment industry is experiencing massive changes, considering the region is the heartbeat of showbiz. Its Hollywood entertainment section is known for producing numerous movies, digital content, music, and television shows. However, entertainment in LA is not just about having a script and a few individuals to make things happen. You need a professional content creation team to meet your goals. So, how do you identify a suitable talent among thousands of options? This is where entertainment industry headhunters LA come in to streamline your candidate sourcing process.
Keep reading to understand entertainment recruiters’ roles, how to identify the best, and more. 
<h2>The Role of Entertainment Recruiters in Los Angeles</h2>
Entertainment recruiters in Los Angeles are required by their clients (employers) to source and assess the best candidates for various roles within their entertainment companies. The recruiters use their vast experience and connections to find candidates possessing the required skills and being culturally fit for a business.
Note that recruiters take advantage of job boards to share their job descriptions for the best talent. They can also utilize social media platforms like LinkedIn and entertainment industry networking events to create a talent pool for future reference. By matching candidates’ resumes to clients’ job descriptions, they easily find suitable talent. 
It is also the role of entertainment recruiters to create solid working relationships with your hiring management team. 
<h2>Factors to Consider When Choosing an Entertainment Recruitment Agency or Search Firm</h2>
With hundreds of recruiting agencies in Los Angeles, choosing a suitable one can be a lengthy and overwhelming process. As experts in the employment industry, we share below some of the elements to assist in identifying the best option. 
<h3>1. Reputation</h3>
The best recruitment agency in the entertainment landscape should be reputable. You can analyze user reviews and understand how they are regarded when it comes to professionalism, ethical conduct, and integrity. You should also confirm a recruiter’s credibility and track record to avoid falling victim to scammers who have dominated the market. 
<h3>2. Experience</h3>
It is also crucial to partner with an entertainment recruiter with a proven track record of success in placing candidates in the entertainment industry. Conduct their previous clients and understand how their work relationships were. Entertainment recruiters in Los Angeles with extensive experience bring valuable insights, networks, and industry knowledge to the table. As a result, you are guaranteed a seamless recruitment process. Plus, you will maximize your chances of finding quality talent and boosting your reputation as an employer.
<h3>3. Specialization</h3>
The entertainment industry is vast. So whether you are into movies, music, digital content creation, or more. In this case, ensure the entertainment recruiter you hire is well-versed in your niche. This way, you are guaranteed to meet the right talent that will fit your open position and business culture. The last thing you want is to spend money in multiple hiring processes simply because you couldn’t meet a talent to work long-term. 
<h3>4. Availability</h3>
Availability is paramount in a recruiter. You want to partner with media and entertainment recruitment agencies LA that are easily reachable. They should be able to communicate at all times to keep you up to date with the process. The recruiter must also be willing to partner with your hiring management team. This is so they can understand your hiring requirements and work towards satisfying your needs. 
Plus, you want entertainment recruiters who can engage the candidates and be flexible in scheduling meetings, interviews, and follow-ups. Remember, some of the best candidates might not be patient. So, prioritize a recruiter willing to keep them around for a more extended period during the recruitment process. 
<h3>5. Confidentiality</h3>
No one wants their personal information shared. Therefore, partner with music, media, or film industry recruiters willing to keep candidates’ details private. This is especially required when dealing with candidates’ sensitive information or high-profile placements. The best entertainment recruiter must understand this element and be committed to safeguarding sensitive information. As a result, not only will you achieve employee satisfaction, but you will also earn an excellent reputation whether you hire a candidate or not.
<h2>Navigating Entertainment Recruiters’ Fees</h2>
As an employer in the entertainment industry, you probably must be wondering how to navigate entertainment recruiters’ fees. First, you need to understand the available fee structures for the recruiters, which apply depending on the value of their services. 
There is a contingency fee structure, whereby an entertainment recruiter earns payment once a candidate has been successfully placed. A retained search fee structure also allows you to pay a recruiter a portion of their service fee upfront. You will then complete the balance upon successful placement. Other employers prefer the flat fee structure. Here, you pay a requested flat fee by a recruiter, regardless of the salary an employee hired is to be paid.
Overall, contingency and retained fee structures are based on a certain percentage of a candidate’s annual salary. This rate can range between 20% and 30%, depending on your negotiation skills. Below, we share some tips to help you find the best recruiter who aligns with your budget. 
<ul>
<li style="font-weight: 400;" aria-level="1">Research market fee structures and rates to gauge fair market value. Knowledge empowers negotiation.</li>
<li style="font-weight: 400;" aria-level="1">You should have a clear understanding of the services covered by the fee. These include candidate sourcing, screening, and more throughout the hiring process.</li>
<li style="font-weight: 400;" aria-level="1">If engaging multiple recruiters, use competing offers to negotiate better terms. This is whether it’s a lower fee percentage or additional services.</li>
<li style="font-weight: 400;" aria-level="1">Consider incentivizing recruiters based on the quality of candidates presented rather than solely on successful placements. This can align their interests with yours.</li>
<li style="font-weight: 400;" aria-level="1">Negotiate payment schedules that align with your cash flow while still providing fair compensation to the recruiter.</li>
<li style="font-weight: 400;" aria-level="1">Request transparency regarding any additional costs or expenses associated with the recruitment process.</li>
<li style="font-weight: 400;" aria-level="1">Evaluate the value-added services offered by recruiters. These can include market insights, candidate assessments, or post-placement support. Plus, assess their impact on your hiring goals.</li>
</ul>
<h2>Tailored Solutions for Every Need</h2>
In the past, many employers in the entertainment industry staffing Los Angeles preferred the one-size-fits-all recruitment approach. However, since every organization has its own individual needs, many were not able to meet and hire suitable talent for various positions. 
As professionals in the employment landscape, we advocate for personalized recruiting solutions. This approach caters to every entertainment company’s unique hiring requirements. Tailored solutions not only streamline the hiring process but also ensure that the right candidates are identified and seamlessly integrated into your organization’s culture and goals.
See below how personalized recruiting solutions can benefit your company’s hiring process.
<h3>1. Opportunity to Find Candidates Suitable For Your Business Culture</h3>
Every entertainment company has its own culture, values, and long-term goals. Tailored recruiting solutions enable entertainment recruiters to deeply understand these aspects. They will then use their knowledge to find candidates who possess the requisite skills and align with the company’s values. As a result, you get to nurture a harmonious and productive work environment.
<h3>2. Efficiency and Effectiveness</h3>
Focusing on each client’s specific hiring needs allows recruiters to streamline the hiring process, thus saving time and resources. Rather than sifting through a generic pool of candidates, tailored solutions enable recruiters to target their efforts towards individuals who are the best fit for the role and the organization.
<h3>3. Increased Employee Retention Rate</h3>
Hiring candidates well-suited to the company’s culture and goals increases the likelihood of long-term retention. You see, employees who are satisfied with their specific roles and work environment are more likely to be committed and loyal. They might also turn out to be your brand ambassadors, thus contributing to your company’s success. 
Overall, personalized recruiting solutions have helped many recruitment professionals source and hire top talent. They understand your specific requirements and dig into their talent pool to identify a candidate who will stay long-term. Recruiters may also take advantage of social media platforms like LinkedIn and networking events to find a perfect fit for your open position. 
<h2>How Recruiters LineUp Can Help to Find Los Angeles Entertainment Recruiters?</h2>
Recruiters LineUp has been successfully connecting global employers to potential recruitment partners. We believe that every employer deserves the best entertainment recruiter and conducting market research for one can be daunting. In this case, we did all the legwork by spending hours in this process. 
Feel free to visit our homepage and discover the best options available in Los Angeles based on your recruitment needs. All you have to do is fill in the form provided by selecting the industry you are recruiting in and your state’s name. We will then list the best recruiters in your region without any added cost. 
The best element about film and music industry recruiters in LA we recommend is that they have been thoroughly vetted. They also have an excellent track record, and you do not need to worry about their credibility. 
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<title>Young Canadian workers expecting pay increase if forced to abandon hybrid work model</title>
<link>https://humanresourcesmag.com/young-canadian-workers-expecting-pay-increase-if-forced-to-abandon-hybrid-work-model/</link>
<comments>https://humanresourcesmag.com/young-canadian-workers-expecting-pay-increase-if-forced-to-abandon-hybrid-work-model/#respond</comments>
<dc:creator><![CDATA[staff]]></dc:creator>
<pubDate>Tue, 23 Apr 2024 17:02:51 +0000</pubDate>
<category><![CDATA[News]]></category>
<guid isPermaLink="false">https://humanresourcesmag.com/young-canadian-workers-expecting-pay-increase-if-forced-to-abandon-hybrid-work-model/</guid>
<description><![CDATA[While many employers have made a push to bring workers back to the office, many workers say they can still be part of the company culture without seeing their colleagues often, according to a report. Nearly six in 10 (59 per cent) Canadians believe that you don’t need to see coworkers in person every day [...]
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While many employers have made a push to bring workers back to the office, many workers say they can still be part of the company culture without seeing their colleagues often, according to a report.
Nearly six in 10 (59 per cent) Canadians believe that you don’t need to see coworkers in person every day to form strong relationships, consistent across different age groups, found IWG.
And taking that option away from workers and demanding that they commute to the office five days a week can be very costly for employers: Nearly all (95 per cent) of Gen Z employees and 84 per cent of Millennials would anticipate some form of salary increase if they are forced back to the office; 71 per cent of Gen X and 61 per cent of Baby Boomers have the same claim.
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<title>UAW Unionization at Volkswagen Confirmed, Mercedes Alabama Vote In May</title>
<link>https://humanresourcesmag.com/uaw-unionization-at-volkswagen-confirmed-mercedes-alabama-vote-in-may/</link>
<comments>https://humanresourcesmag.com/uaw-unionization-at-volkswagen-confirmed-mercedes-alabama-vote-in-may/#respond</comments>
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<pubDate>Tue, 23 Apr 2024 14:01:33 +0000</pubDate>
<category><![CDATA[Law]]></category>
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<description><![CDATA[After a historic win against the Detroit Big Three last year, the UAW unionization plans at Volkswagen’s Chattanooga factory in Tennessee have also borne fruit. The United Auto Workers (UAW) union has been hard at work to unite autoworkers under a single banner and their efforts have ramped up significantly in recent times. The Tennessee [...]
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<content:encoded><![CDATA[<div>
After a historic win against the Detroit Big Three last year, the UAW unionization plans at Volkswagen’s Chattanooga factory in Tennessee have also borne fruit. The United Auto Workers (UAW) union has been hard at work to unite autoworkers under a single banner and their efforts have ramped up significantly in recent times. The Tennessee Volkswagen UAW vote resulted in a 73 percent consensus to join the union, marking an important milestone in the UAW Southern expansion plans. Under President Shawn Fain’s leadership, the South could see another win when the Mercedes Alabama UAW union vote is held in May this year.
<div id="attachment_35467" style="width: 1010px" class="wp-caption alignnone"><img post-id="13186" fifu-featured="1" fetchpriority="high" fetchpriority="high" decoding="async" aria-describedby="caption-attachment-35467" class="size-full wp-image-35467" src="https://www.thehrdigest.com/wp-content/uploads/2024/04/UAW-unionization-at-Volkswagen.jpg" alt="UAW unionization at Volkswagen" width="1000" height="600" srcset="https://www.thehrdigest.com/wp-content/uploads/2024/04/UAW-unionization-at-Volkswagen.jpg 1000w, https://www.thehrdigest.com/wp-content/uploads/2024/04/UAW-unionization-at-Volkswagen-300x180.jpg 300w, https://www.thehrdigest.com/wp-content/uploads/2024/04/UAW-unionization-at-Volkswagen-768x461.jpg 768w" sizes="(max-width: 1000px) 100vw, 1000px">
Image: UAW
</div>
<h2 style="text-align: justify;">UAW Unionization at Volkswagen Takes Naysayers By Surprise</h2>
The UAW unionization efforts at Volkswagen were the first domino in the UAW’s expansion strategy according to Shawn Fain. Volkswagen itself didn’t do anything to actively encourage or obstruct the vote, but the southern states are known for having a stronger stance against unions. Previous elections conducted in 2014 and 2019 saw only losses for the UAW, which is why the current win comes as a surprise for many. Back then, the union was embroiled in controversy of its own, as a bribery-and-embezzlement scandal had prompted federal investigations that led to a shift in the leadership at the UAW.
<h3 style="text-align: justify;">What Prompted the Strong Support for the UAW Expansion Strategy?</h3>
Apart from the change in leadership, the positive results of the Tennessee Volkswagen UAW vote have been linked to the recent success of the union that brought many benefits to the workers who were employed at the Detroit Big Three—General Motors, Stellantis, and Ford. The strike which began on November 15, continued well into October, causing an estimated $9.3 billion USD in economic losses to the companies according to Anderson Economic Group. The six-week campaign came to a close on October 30, 2023, when General Motors became the last to fold to the demands of its workers. The deal marked a significant raise for all workers and addressed the divisive wage tier systems that were active then.
The deal with Ford won them a 25 percent wage increase over the next 4.5 years—the duration for which the current agreement will hold. Starting wages increased by 68 percent and top wages saw a 30 percent wage hike agreement. GM agreed to make five $500 dollar payments to retirees and their surviving spouses, and improvements were made towards the retirement and pension plans as well. With such significant deals being struck, the UAW unionization at Volkswagen makes a lot of sense for workers who want the same sense of security and stability in their jobs.
<h2 style="text-align: justify;">Preparing for the Mercedes Alabama UAW Union Vote</h2>
Employees on either side of the Tennessee Volkswagen UAW vote now have five days to file any objections to the results. If no disputes arise, the automotive company and the UAW will see the opportunity to meet for negotiations that address any demands the union has. Volkswagen had already made improvements to the base wages of employees at the company following the UAW’s last win, but they might have to make additional adjustments following discussions. The company’s other factories across the globe are already unionized so the Chattanooga factory will have some catching up to do.
Despite the progress on the UAW’s expansion strategy, however, things may not necessarily work out as smoothly with the Mercedes Alabama UAW union vote. The Mercedes-Benz factory near Tuscaloosa, Alabama will vote between May 13-17 and employees will have the opportunity to decide for themselves whether the union offers them enough to join up. 
<blockquote>
“Volkswagen workers just made history and voted UAW YES! It’s time for autoworkers to win a better life at Toyota, Honda, Hyundai, Tesla, Nissan, BMW, Mercedes-Benz, Subaru, Mazda, Rivian, Lucid, Volvo and beyond.” 
—United Auto Workers
</blockquote>
The UAW Southern expansion plans hinge on the union’s ability to convince workers that there is room for greater profit sharing throughout the company rather than restricting the benefits for the top executive. “Mercedes’s profits have grown by 200% in just the past few years. From March to November 2023, the company spent $1.9 billion on stock buybacks instead of sharing those record profits with their workforce,” the UAW reports. According to APNews, there were 6,100 workers at the Mercedes facility at the end of 2023, UAW states that 5,000 of them have shown support for the union vote. Mercedes has remained unopposed to the workers’ right to vote but the governors of many Southern states have threatened the jobs of those who vote to unionize.
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<title>Federal budget 2024: considerations for HR</title>
<link>https://humanresourcesmag.com/federal-budget-2024-considerations-for-hr/</link>
<comments>https://humanresourcesmag.com/federal-budget-2024-considerations-for-hr/#respond</comments>
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<pubDate>Tue, 23 Apr 2024 12:58:23 +0000</pubDate>
<category><![CDATA[News]]></category>
<guid isPermaLink="false">https://humanresourcesmag.com/federal-budget-2024-considerations-for-hr/</guid>
<description><![CDATA[With the 2024 federal budget released on April 16, there are a few considerations for employers in terms of total rewards and benefits offerings. For one, stock options may see an impact because of changes to the Capital Gains Inclusion Rate, said Matthew Fisher, barrister and solicitor at Lecker & Associates. The budget proposes to [...]
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<content:encoded><![CDATA[<div class="wrapper--detail__body">
With the 2024 federal budget released on April 16, there are a few considerations for employers in terms of total rewards and benefits offerings.
For one, stock options may see an impact because of changes to the Capital Gains Inclusion Rate, said Matthew Fisher, barrister and solicitor at Lecker & Associates.
The budget proposes to increase the rate from one-half to two-thirds for corporations and trusts, and from one-half to two-thirds on the portion of capital gains realized in the year that exceed $250,000 for individuals, for capital gains realized on or after June 25, 2024.
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<title>Bayer announces shift to ‘decentralized’ management structure – can it work for your organization?</title>
<link>https://humanresourcesmag.com/bayer-announces-shift-to-decentralized-management-structure-can-it-work-for-your-organization/</link>
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<pubDate>Tue, 23 Apr 2024 11:57:09 +0000</pubDate>
<category><![CDATA[News]]></category>
<guid isPermaLink="false">https://humanresourcesmag.com/bayer-announces-shift-to-decentralized-management-structure-can-it-work-for-your-organization/</guid>
<description><![CDATA[Pharmaceutical company Bayer recently announced that it plans to drastically cut bureaucracy and move to a decentralized system that will see its nearly 100,000 employees largely managing themselves. Bill Anderson, Bayer CEO since 2023, calls the plan “dynamic shared ownership”, and hopes the shake-up will revitalize the 160-year-old company, which has seen its stock decline [...]
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]]></description>
<content:encoded><![CDATA[<div class="wrapper--detail__body">
Pharmaceutical company Bayer recently announced that it plans to drastically cut bureaucracy and move to a decentralized system that will see its nearly 100,000 employees largely managing themselves.
Bill Anderson, Bayer CEO since 2023, calls the plan “dynamic shared ownership”, and hopes the shake-up will revitalize the 160-year-old company, which has seen its stock decline more than 50 percent in the last year.
“People love the company; they love the sort of culture and the science and the commitment to patients, but they basically said, ‘Increasingly, we can’t get anything done,'” Anderson said in an interview with Business Insider.
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<title>The HR Technologies Show 2024: unlocking thriving employee experiences with technology and AI</title>
<link>https://humanresourcesmag.com/the-hr-technologies-show-2024-unlocking-thriving-employee-experiences-with-technology-and-ai/</link>
<comments>https://humanresourcesmag.com/the-hr-technologies-show-2024-unlocking-thriving-employee-experiences-with-technology-and-ai/#respond</comments>
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<pubDate>Tue, 23 Apr 2024 11:36:38 +0000</pubDate>
<category><![CDATA[Management]]></category>
<guid isPermaLink="false">https://humanresourcesmag.com/the-hr-technologies-show-2024-unlocking-thriving-employee-experiences-with-technology-and-ai/</guid>
<description><![CDATA[The HR Technologies Show 2024: Unlocking thriving employee experiences with technology and AI in summary: One of the more popular talks at this year’s HR Technologies Show discussed the role of HR technology and AI in improving the employee experience. The talk examined how businesses must adapt to using new technologies, leverage automation and not [...]
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<content:encoded><![CDATA[<div>
<h3>The HR Technologies Show 2024: Unlocking thriving employee experiences with technology and AI in summary:</h3>
<ul>
<li>One of the more popular talks at this year’s HR Technologies Show discussed the role of HR technology and AI in improving the employee experience.</li>
<li>The talk examined how businesses must adapt to using new technologies, leverage automation and not be afraid of the spread of artificial intelligence (AI) in the workplace.</li>
<li>However, the speakers did both advise against believing AI was a magical silver bullet and required organisations to carry out data diligence. AI must be used enhance the role of employees, not simply replace them.</li>
</ul>
<hr>
<h3>The HR Technologies Show was back with a bang this year, as the sprawling event returned to the vast ExCeL Arena in London’s Docklands.</h3>
For the world of HR, this was one of the key events of the year: with both industry leaders and technology experts converging to showcase the latest innovations shaping the future of human resources management. The two-day event was a vibrant hub of ideas, solutions, and discussions centered around revolutionising HR practices through cutting-edge technologies and new ways of thinking.
As I navigated through the bustling exhibition hall, I was captivated by the diverse array of booths representing leading HR tech companies. From talent acquisition platforms, to advanced analytics tools and sophisticated HRIS software… Every corner of the show floor was buzzing with demonstrations and presentations. All highlighting the transformative impact of technology on modern people operations – including the lively Cezanne stand!

The Cezanne stand took pride of place in the middle of the venue, and it was a hive of activity all day long! As well as insightful demonstrations of the Cezanne HRIS, visitors were also treated to a delicious selection of pick n’ mix sweets… not to mention bundles of sweet Cezanne swag.
But, away from the HRIS software stands, there were a wealth of lively discussions taking place from industry thought leaders… and there was one in particular that caught my attention…
<h3>Unlocking thriving employee experiences with technology and AI</h3>
One of the more thought-provoking discussions at the HR Technologies Show this year discussed the impact of technology on the employee experience – something we’ve also investigated in our recent Employee Satisfaction report.
The keynote seminar featured three highly influential HR voices from two of the world’s largest businesses. Chairing the session was Clare Holley, Financial Services Sales Director at Microsoft UK Ltd. And, sharing their thoughts on the subject were Microsoft UK Ltd’s General Manager of HR Service Delivery Phil Gillingham, and Stuart Martin, Group People Operations and People Platform Leader at Lloyds Banking Group.
<h3>Just what does it meant to have a thriving employee experience?</h3>
The session started with Clare asking the core question: just what does it mean to have a thriving employee experience? Stuart answered that he believed it’s any organisation that’s taken the time to nurture a good employee experience. Specifically, investing in the right tools and the right time, to help employees do their jobs to the best of their abilities.
Stuart added that his organisation has worked incredibly hard to ‘de-clutter’ the world of work and make all interactions between employees more ‘meaningful’. He highlighted how their use of online technologies enable this, and also help their employees both learn on the job and enjoy their work at the same time.
<img decoding="async" class="aligncenter size-large wp-image-81581" src="https://i0.wp.com/cezannehr.com/wp-content/uploads/2024/04/Unlocking-thriving-employee-experiences-with-technology-and-AI-discussion-at-HR-Technologies-2024.jpg?resize=660%2C391&ssl=1" alt="Unlocking thriving employee experiences with technology and AI at HR technologies 2024" width="660" height="391" srcset="https://i0.wp.com/cezannehr.com/wp-content/uploads/2024/04/Unlocking-thriving-employee-experiences-with-technology-and-AI-discussion-at-HR-Technologies-2024.jpg?resize=1024%2C606&ssl=1 1024w, https://i0.wp.com/cezannehr.com/wp-content/uploads/2024/04/Unlocking-thriving-employee-experiences-with-technology-and-AI-discussion-at-HR-Technologies-2024.jpg?resize=300%2C177&ssl=1 300w, https://i0.wp.com/cezannehr.com/wp-content/uploads/2024/04/Unlocking-thriving-employee-experiences-with-technology-and-AI-discussion-at-HR-Technologies-2024.jpg?resize=768%2C454&ssl=1 768w, https://i0.wp.com/cezannehr.com/wp-content/uploads/2024/04/Unlocking-thriving-employee-experiences-with-technology-and-AI-discussion-at-HR-Technologies-2024.jpg?resize=1536%2C908&ssl=1 1536w, https://i0.wp.com/cezannehr.com/wp-content/uploads/2024/04/Unlocking-thriving-employee-experiences-with-technology-and-AI-discussion-at-HR-Technologies-2024.jpg?w=1728&ssl=1 1728w, https://i0.wp.com/cezannehr.com/wp-content/uploads/2024/04/Unlocking-thriving-employee-experiences-with-technology-and-AI-discussion-at-HR-Technologies-2024.jpg?w=1320&ssl=1 1320w" sizes="(max-width: 660px) 100vw, 660px" data-recalc-dims="1">
Phil agreed with Stuart’s comments. He added that ultimately, both business leaders and HR teams want people to be energised by the work they do. But, they need to have data-driven insights to identify the dimensions of work that can be improved for everyone’s benefit.
<h3>So, what’s the role of an HR leader in this?</h3>
Clare went onto ask where HR’s role came into play. Stuart answered that he believed the fast changing world of work means HR technology must be leveraged to help support the employee experience and support their place in the C-suite. In his opinion, the days of ignoring tech such as HRIS solutions are long gone! His belief is that adoption isn’t a choice: it’s fundamental to the future of work.
HR leaders must be on board with the digital transformation of people management as it can benefit everyone. They need to be the leaders to drive this forward.
<h3>Should businesses incorporate AI into the employee experience?</h3>
Clare’s next question centred around the rise of Artificial Intelligence (AI) – a subject that certainly dominated this year’s HR Technologies show! She asked if AI had a role to play in supporting employee experiences, and if so, what role should it be?
Phil responded that at Microsoft UK, they were taking advantage of AI to remove the more mundane tasks for employees, enabling them to be more agile and productive. He likened the implementation of their AI to switching from a typewriter to a computer – it’s being used to a practical effect. But, he added that before implementing any kind of AI system, it’s best to contextualise what value it can bring to an organisation.
Phil also mentioned they’ve encouraged people not to be scared of AI – it’s co-pilot, not an auto pilot. He believes that when used a careful and considered way, AI can be used to help you learn about things in a much more rapid way. Plus, it frees you up to be more creative and innovative – not less so.
Stuart agreed with Phil’s comments and added that there’s a huge amount of fear and myth about AI – especially generative AI. But, many of their systems already use it – especially with automating repetitive tasks.
Stuart concluded by stating they’re being more cautious with generative AI, and there needs to be guidelines and safety measures implemented before it’s rolled out more widely. Organisations need to be more ‘data diligent’ now, and remember that AI should be a co-worker, not a people replacement.
<h3>The role of AI in HR</h3>
Clare’s last question was about the role of AI in HR, and what the panel’s thoughts on how it could affect people operations both now and in the future.
Phil responded by saying that AI can make a huge difference in the current skills shortage. He believes that as a tool for identifying employees who can be upskilled and reskilled, it can be hugely valuable. Plus, it can also ensure that no-one is left behind. Stuart agreed with this sentiment, and added they’re using AI to identify what individuals can do next in their career.
From an HR function perspective, Phil added that the generation of new HR policy is one way generative AI can be a real asset. He stated that whilst HR policy may be boring, it’s critical to business success – but drafting new policies for every eventuality can be incredibly time consuming for people professionals.
Phil believes AI can give people teams a grounding and a basis to work from when a policy needs to be created from scratch – not just starting with a blank piece of paper. When used correctly, it can be incredibly practical and support more agile and strategic HR activities. Plus, it can allow line manager and team leaders to move faster when it comes to answering employee questions on company policies.
<h3>A word of caution…</h3>
Closing out the talk, Phil did advise caution. Whilst AI can be instrumental in automating many of HR’s more mundane tasks, it shouldn’t be responsible for the more people-orientated activities – especially recruitment.
Phil highlighted the fact that AI uses existing data to formulate its output – but that same data could be faulty, untrue or inaccurate. He mentioned unconscious bias being a huge issue in AI right now, and one that just about every AI platform is struggling to overcome. So, thinking HR and businesses can hand over every aspect of their operations to AI is – he believes – both incredibly short sighted and even dangerous!
Stuart agreed with Phil’s statement and concluded by reiterating that Data diligence is key now. Whilst AI can’t be ignored, it certainly has its negatives, and we’re only at the very beginning of AI’s journey into becoming a core component of the world of work.
<h3>Join us for the CIPD Festival of Work on the 12th-13th June 2024! </h3>
Missed the HR Technologies Show this year? Then why not come along to the HUGE CIPD Festival of Work instead? To find out more about this exciting event, just head over to their website via this link.
<img decoding="async" class="aligncenter wp-image-81216 size-full" src="https://i0.wp.com/cezannehr.com/wp-content/uploads/2024/03/Click-here-to-read-our-latest-report-and-discover-why-HRs-place-in-the-c-suite-is-in-danger.png?resize=660%2C159&ssl=1" alt="Click here to read our latest report and discover why HRs place in the c-suite is in danger" width="660" height="159" srcset="https://i0.wp.com/cezannehr.com/wp-content/uploads/2024/03/Click-here-to-read-our-latest-report-and-discover-why-HRs-place-in-the-c-suite-is-in-danger.png?w=1248&ssl=1 1248w, https://i0.wp.com/cezannehr.com/wp-content/uploads/2024/03/Click-here-to-read-our-latest-report-and-discover-why-HRs-place-in-the-c-suite-is-in-danger.png?resize=300%2C72&ssl=1 300w, https://i0.wp.com/cezannehr.com/wp-content/uploads/2024/03/Click-here-to-read-our-latest-report-and-discover-why-HRs-place-in-the-c-suite-is-in-danger.png?resize=1024%2C246&ssl=1 1024w, https://i0.wp.com/cezannehr.com/wp-content/uploads/2024/03/Click-here-to-read-our-latest-report-and-discover-why-HRs-place-in-the-c-suite-is-in-danger.png?resize=768%2C185&ssl=1 768w" sizes="(max-width: 660px) 100vw, 660px" data-recalc-dims="1">
<div class="card-bio">
<div class="card-bio__img">
<img decoding="async" alt="Paul Bauer author image" src="https://secure.gravatar.com/avatar/17bb3df53fe4d52fef619a96ea099688?s=250&r=g" srcset="https://secure.gravatar.com/avatar/17bb3df53fe4d52fef619a96ea099688?s=500&r=g 2x" class="avatar avatar-250 photo" height="250" width="250"> </div>
<div class="card-bio__container">
<div class="card-bio__info">
<h2 class="card-name">Paul Bauer</h2>
Paul Bauer is the Head of Content at Cezanne HR. Based in the Utopia of Milton Keynes (his words, not ours!) he’s worked within the employee benefits, engagement and HR sectors for over four years. He’s also earned multiple industry awards for his work – including a coveted Roses Creative Award.
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<title>Alberta joins N.B., Saskatchewan in school pronoun policy – what will this mean for workplaces?</title>
<link>https://humanresourcesmag.com/alberta-joins-n-b-saskatchewan-in-school-pronoun-policy-what-will-this-mean-for-workplaces/</link>
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<pubDate>Tue, 23 Apr 2024 10:55:27 +0000</pubDate>
<category><![CDATA[News]]></category>
<guid isPermaLink="false">https://humanresourcesmag.com/alberta-joins-n-b-saskatchewan-in-school-pronoun-policy-what-will-this-mean-for-workplaces/</guid>
<description><![CDATA[Saskatchewan and Alberta are joining New Brunswick in taking a stance on the rights of students to be called by their chosen pronouns. Last week, Alberta announced its intention to intervene in a legal challenge against Saskatchewan’s controversial Parents’ Bill of Rights. Passed late last year, the bill prevents children under the age of 16 [...]
The post <a rel="nofollow" href="https://humanresourcesmag.com/alberta-joins-n-b-saskatchewan-in-school-pronoun-policy-what-will-this-mean-for-workplaces/">Alberta joins N.B., Saskatchewan in school pronoun policy – what will this mean for workplaces?</a> appeared first on <a rel="nofollow" href="https://humanresourcesmag.com">Human Resources Mag</a>.
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<content:encoded><![CDATA[<div class="wrapper--detail__body">
Saskatchewan and Alberta are joining New Brunswick in taking a stance on the rights of students to be called by their chosen pronouns. Last week, Alberta announced its intention to intervene in a legal challenge against Saskatchewan’s controversial Parents’ Bill of Rights.
Passed late last year, the bill prevents children under the age of 16 from changing their names or pronouns in school without permission from their parents. In New Brunswick last year, the Conservative government amended Policy 713 to add similar requirements in the province’s schools.
While school policies aren’t the same as workplace policies, what happens if political rhetoric like this creeps into workplaces, leading to discriminatory issues?
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The post <a rel="nofollow" href="https://humanresourcesmag.com/alberta-joins-n-b-saskatchewan-in-school-pronoun-policy-what-will-this-mean-for-workplaces/">Alberta joins N.B., Saskatchewan in school pronoun policy – what will this mean for workplaces?</a> appeared first on <a rel="nofollow" href="https://humanresourcesmag.com">Human Resources Mag</a>.
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<title>Exploring Cost-Effective Employee Perks for Small Businesses</title>
<link>https://humanresourcesmag.com/exploring-cost-effective-employee-perks-for-small-businesses/</link>
<comments>https://humanresourcesmag.com/exploring-cost-effective-employee-perks-for-small-businesses/#respond</comments>
<dc:creator><![CDATA[staff]]></dc:creator>
<pubDate>Tue, 23 Apr 2024 07:45:44 +0000</pubDate>
<category><![CDATA[Technology]]></category>
<guid isPermaLink="false">https://humanresourcesmag.com/exploring-cost-effective-employee-perks-for-small-businesses/</guid>
<description><![CDATA[Small businesses tend to be restrained by tight budgets, so even if you’ve got ambitions to poach top talent, it’s not easy given that large corporations have the resources to lure them with juicy benefits packages. Rather than throwing in the towel, it’s better to go back to the drawing board and think about ways [...]
The post <a rel="nofollow" href="https://humanresourcesmag.com/exploring-cost-effective-employee-perks-for-small-businesses/">Exploring Cost-Effective Employee Perks for Small Businesses</a> appeared first on <a rel="nofollow" href="https://humanresourcesmag.com">Human Resources Mag</a>.
]]></description>
<content:encoded><![CDATA[<div>
Small businesses tend to be restrained by tight budgets, so even if you’ve got ambitions to poach top talent, it’s not easy given that large corporations have the resources to lure them with juicy benefits packages.
Rather than throwing in the towel, it’s better to go back to the drawing board and think about ways to win over the right people for available roles via perks that are cost-effective rather than profligate. 
With creativity and strategic thinking, small enterprises can coax prospective employees away from larger rivals – so here are a few examples of what this looks like when applied practically.
<h2 id="Providing Health-Focused Perks That Pay Off">Providing Health-Focused Perks That Pay Off</h2>
In every glittering skyscraper you’ll find an embarrassment of gym equipment – used as a lure to keep employees on-site long after their contracted hours have ended. And on top of that, the old stereotype of well-stocked snack bars and free drinks all round still rings true for the Googles and Apples of this world. 
So small businesses would be forgiven for assuming that wellness perks are out of their financial reach – even though that’s not the case.
In fact it’s arguably a savvy step to implement wellness programs in-house, since average levels of absence are at 3.4% annually, which is higher than at any point in the previous 10 years. So as well as getting the right applicants and retaining talented team members, you need to have health-oriented benefits in order to keep your workforce fighting fit.
Here are a few cost-conscious options to consider:
<ul>
<li>
Launch an in-office fitness challenge with small rewards for milestones reached. The likes of Couch to 5k and Parkrun are perfect for measuring the metrics involved – and those that succeed could receive anything from branded swag to extra time off.
</li>
<li style="color: rgb(0, 0, 0);">
Negotiate corporate rates with local gyms to offer discounted memberships – perhaps setting up a reciprocal deal where you offer these establishments services in return for their partnership, as a way of saving cash.
</li>
<li>
Treat top performers to convenient, healthy food on a regular basis. For instance, you could offer Green Chef’s weekly meal plans to team members who are looking to up their nutritional intake, and who also hit personal targets they’ve set for their professional responsibilities.
</li>
<li>
Implement a Cycle to Work scheme that assists employees in purchasing bicycles for commuting, promoting physical health and environmental responsibility – while also having tax benefits involved to lessen the burden.
</li>
<li style="color: rgb(0, 0, 0);">
Provide access to mental health resources, such as subscriptions to meditation apps or virtual counseling services, which often come at group discounts.
</li>
<li style="color: rgb(0, 0, 0);">
Offer standing desks or ergonomic office chairs through a cost-sharing initiative that helps employees invest in their workstation comfort.
</li>
</ul>
 
<h2 id="Building a Culture of Work-Life Harmony">Building a Culture of Work-Life Harmony</h2>
With people now accustomed to having more flexibility in terms of where and when they work, delivering a balance rather than enforcing rigid policies is one key thing that small businesses can do to set themselves apart.
Once again there’s hard evidence to support this as a salient strategy, with a survey from Randstad showing that 39% of professionals now see having the option to work remotely as being a bare minimum when weighing up job opportunities. 
In addition, 37% of respondents said that if they were required to dedicate more of their working week to office visits, they would think about handing in their notice.
This is clearly something that up and coming companies have to accommodate, so here are a few work-life benefits to table:
<ul>
<li style="color: rgb(0, 0, 0);">
Introduce flexible working hours or remote work days to accommodate different life schedules.
</li>
<li style="color: rgb(0, 0, 0);">
Implement a ‘compressed workweek’ option, allowing employees to complete their standard hours in fewer days for longer weekends.
</li>
<li style="color: rgb(0, 0, 0);">
Establish a policy for paid time off (PTO) on birthdays or personal milestone events, emphasizing employee recognition and celebration.
</li>
<li style="color: rgb(0, 0, 0);">
Create opportunities for occasional early releases on Fridays, giving staff a head start on the weekend and demonstrating respect for their personal time.
</li>
<li style="color: rgb(0, 0, 0);">
Offer a set number of “no questions asked” mental health days per year to emphasize the importance of psychological well-being.
</li>
</ul>

<h2>Delivering Empowerment Through Education</h2>
A culture of continuous learning within a company has advantages for individuals, but more importantly can contribute to the continued growth of the organization as a whole. 
The annual Workplace Learning Report from LinkedIn provides a good backing for this – with the latest iteration showing that 90% of businesses have fears over their ability to retain team members, and most see personal development opportunities as the main tactic to prevent an exodus.
Small businesses can use this to their advantage by offering learning and development perks that require minimal expenditure, so you could:
<ul>
<li style="color: rgb(0, 0, 0);">
Partner with online course providers to give employees access to professional development courses at reduced rates.
</li>
<li style="color: rgb(0, 0, 0);">
Host monthly “lunch and learn” sessions where team members share expertise or external speakers are invited, often for modest honorariums.
</li>
<li style="color: rgb(0, 0, 0);">
Set up a library of business-related books that employees can borrow from, incentivizing self-directed professional growth.
</li>
<li style="color: rgb(0, 0, 0);">
Offer to cover or subsidize certification exam fees for qualifications that enhance an employee’s role and the company’s service offering.
</li>
<li style="color: rgb(0, 0, 0);">
Create a mentorship program pairing seasoned employees with newer staff, fostering a knowledge-sharing culture where everyone can learn and teach.
</li>
<li style="color: rgb(0, 0, 0);">
Establish a set number of hours each month for employees to engage in self-directed learning during work hours, showing trust in their professional development choices.
</li>
</ul>
 
<h2 id="Fostering Team Spirit Beyond the Office">Fostering Team Spirit Beyond the Office</h2>
The cohesion of a team can significantly influence job satisfaction and performance. A Gallup study found that close work friendships boost employee satisfaction by 50%, while those with a best friend at work are significantly more likely to engage fully in their work – particularly now that more people are working remotely.
And since there are many factors at play in influencing business objectives, having a sturdy team to support organization-wide goals is sensible.
Recognizing this, small businesses can create community-focused perks that build relationships without hefty investments, so why not:
<ul>
<li style="color: rgb(0, 0, 0);">
Organize regular team volunteer days for local charities or environmental efforts, showing company values in action.
</li>
<li style="color: rgb(0, 0, 0);">
Host quarterly meals or picnics, allowing employees to bond over shared food and stories.
</li>
<li style="color: rgb(0, 0, 0);">
Sponsor team participation in local sports leagues or fun runs, promoting both health and camaraderie within the group.
</li>
<li style="color: rgb(0, 0, 0);">
Initiate a “bring your pet to work” day, enhancing the workplace atmosphere with moments of joy and relaxation.
</li>
<li style="color: rgb(0, 0, 0);">
Implement an “employee of the month” recognition program which highlights individual contributions and fosters a culture of appreciation.
</li>
<li style="color: rgb(0, 0, 0);">
Set up a company bulletin board – physical or digital – for employees to share personal milestones, celebrations, and classified ads, encouraging a sense of community.
</li>
</ul>
 
<h2 id="Key Takeaways">Key Takeaways</h2>
As we’ve hopefully shown, the pursuit of top talent by small businesses need not be held back by budget concerns. Instead, with an inventive approach to employee perks, a small business can lay out an attractive spread that competes with larger entities, offering a unique and compelling work environment.
Focus on the following:
<ul>
<li style="color: rgb(0, 0, 0);">
Health is wealth: Affordable wellness programs can lead to healthier employees and reduced long-term costs.
</li>
<li style="color: rgb(0, 0, 0);">
Time as currency: Flexible schedules and PTO demonstrate respect for work-life balance, drawing in professionals seeking more autonomy over their hours.
</li>
<li style="color: rgb(0, 0, 0);">
Invest in growth: Educational opportunities suggest a career trajectory within your company that values upskilling and self-improvement.
</li>
<li style="color: rgb(0, 0, 0);">
Community counts: Fostering strong team bonds transcends the workplace and can increase overall job engagement.
</li>
</ul>
Implementing these affordable yet valuable perks means any small businesses can create an enriching culture that attracts diligent workers who are looking not just for a job, but for a place where they feel valued and invested in.
</div>
The post <a rel="nofollow" href="https://humanresourcesmag.com/exploring-cost-effective-employee-perks-for-small-businesses/">Exploring Cost-Effective Employee Perks for Small Businesses</a> appeared first on <a rel="nofollow" href="https://humanresourcesmag.com">Human Resources Mag</a>.
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