HRComatrix

So much buzz on social HR lately...But did it ever occur to you that job postings buzz as much about loss than opportunities? One can argue that it does not tell the whole story. There is a new trend in HR . Check out this recent story in this organization of 100. © 2014 AR_HRCom-Al_TO & SocialHR How would the public know that turnover is voluntary or not? Irrelevant because your people will tell the stories they know and perceive to be true...Reality: your ROI on people is at least depleted. Moreover: the less you share, the worse  the impact could be. Communication is never easy to manage. These days employees at least connect on Facebook or text messages to each other. You could not possibly ignore that fact. So, yes, it does affect your ROI as much as your company morale and branding. Your stats will let you see another side of the story: those numbers will be in your scoreboard. Your stories will be told to others based on what they see and hear. They connect the d

From Normal to Dysfunctional TO Whenever there is an organizational change, we reasonably expect some "coming" and "going." What is unusual is the fact that following peak hiring times and completion of all planned hiring, employees seem to be heading out to the door faster than the time it takes to get them on board. Can we reverse the situation or should we optimize turnover? Stuart Miles - AR_HRCo TO Costs Cost of turnover (TO)  is higher than usually thought or perceived. It is easy to say that TO is normal, expected, or good, if the departing employer does not deliver as needed. But how did we let that happen? What are your trends and your costs? Did you have time to get any return on investment (ROI)? Revolving doors truly exist, in many shapes and sizes of organizations. In my previous post I mentioned that "normal" turnover is generally accepted to be around 10%. A survey by the American Management Association shows that nearly 50%