{"id":4674,"date":"2019-03-13T07:22:02","date_gmt":"2019-03-13T07:22:02","guid":{"rendered":"http:\/\/5c82cb02e38991111f2f4bb7"},"modified":"2019-03-13T07:22:02","modified_gmt":"2019-03-13T07:22:02","slug":"the-6-best-articles-from-february","status":"publish","type":"post","link":"https:\/\/squarehr.com\/index.php\/2019\/03\/13\/the-6-best-articles-from-february\/","title":{"rendered":"The 6 Best Articles from February"},"content":{"rendered":"
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There is never a dull moment in HR.\u00a0 It is constantly changing.\u00a0 Some of the best published content from the previous month proved that fact.\u00a0 Topics included talent acquisition, social capital, digital HR, and making the future of work work for you.\u00a0 Here are the six best articles from the month February 2019.<\/p>\n

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  1. Boring office wellness alternatives that actually work<\/strong><\/li>\n<\/ol>\n

    It\u2019s an employee\u2019s world and the employer just lives in it.\u00a0 Workers are quick to leave jobs \u201cthat don\u2019t work\u201d for them and are \u201cmore likely to career hop.\u201d\u00a0 That\u2019s according to the BBC.\u00a0 The article sites data from the U.S. Bureau of Labor Statistics that indicate men between the ages of 25 and 34 spend less time with each employer; some 2.9 years, as compared to 1983 when the average was just over three years.\u00a0 As a result, employers are trying every strategy possible to retain workers including what the article refers to as \u201cboring\u201d alternatives that work.\u00a0 Some of those include unlimited time off, perks at the office, and wellness programs.\u00a0 To read more, click here<\/a>.<\/p>\n

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    1. Talent Acquisition Strategy: Hiring Smarter<\/strong><\/li>\n<\/ol>\n

      A talent acquisition strategy is more than just a strategy.\u00a0 It\u2019s about a talent acquisition strategy framework that helps hire smarter.\u00a0 This doesn\u2019t only include hiring talent that best fits a company\u2019s needs, but also considering the needs of the prospective employee.\u00a0 In this article by HR Exchange Network editor Mason Stevenson, the focus is put on really understanding what an intelligent talent acquisition strategy looks like from the perspective of the HR professional.\u00a0 It also details several key components to the strategy including workforce planning and improving the candidate experience.\u00a0 To read the article in its entirety, click here<\/a>.<\/p>\n

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      1. Make Learning a Part of Everyday Work<\/strong><\/li>\n<\/ol>\n

        With the meteoric rise of the millennial and the pending rise of Generation Z, learning has become instrumental to employees.\u00a0 HR professionals within the learning function have become much more important to the overall business as a result.\u00a0 Of course, it\u2019s not just younger workers but more experienced ones as well who want to continue their professional education.\u00a0 In a Harvard Business Review piece by Josh Bersin and Marc Zao-Sanders, a case is made for why \u201clifelong learning has become accepted as an economic imperative.\u201d\u00a0 The two go into detail about how learning impacts the daily workflow and how to make it more \u201cmainstream.\u201d\u00a0 The two also look at learning from the perspective of the individual, a bottom-up view, and then from the perspective of the corporate executive, a top-down view.\u00a0 Read it here<\/a>.<\/p>\n

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        1. Leveraging Social Capital<\/strong><\/li>\n<\/ol>\n

          \u201cThere should be little doubt that human capital is a firm\u2019s greatest asset.\u201d\u00a0 But General Motors chief talent officer Michael Arena says companies have to do more such as making sure employees are in the right place to be successful.\u00a0 It\u2019s not enough for HR to bring in the best people.\u00a0 Companies also have to bring out the best in people.\u00a0 That requires HR to \u201cintentionally leverage social capital.\u201d\u00a0 In his latest contribution to the HR Exchange Network, Arena explains why organizations need to \u201cdeliberately focus on unleashing the latent potential of the talent that they already employ.\u201d\u00a0 Click here<\/a> to read more.<\/p>\n

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          1. The Future of Remote Work is Happening Now. Here\u2019s How to Make It Work for You<\/strong><\/li>\n<\/ol>\n

            There is little doubt, at this point, you\u2019ve come into contact with working remotely.\u00a0 In just a few years, the remote workforce has grown exponentially.\u00a0 And it\u2019s not just the workers at the bottom who are working from home.\u00a0 Corporate executives are as well.\u00a0 Working remotely is one of those topics that fits firmly under the \u201cfuture of work\u201d umbrella.\u00a0 In his latest article for Inc., Scott Mautz takes a deep dive into the remote workforce and takes a real look at how companies can make remote work work for them.\u00a0 Suggestions include managing objectives and setting clear goals and expectations.\u00a0 Read more here<\/a>.<\/p>\n

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            1. Digital HR: What Is It and What\u2019s Next?<\/strong><\/li>\n<\/ol>\n

              Technology has changed the game for everyone, including human resources.\u00a0 In his latest piece published on the HR Exchange Network, Dave Ulrich focuses on the implications of HR Technology, which he says can be grouped into four phases of evolution in Digital HR.\u00a0 Those include efficiency and information as well as innovation and connection.\u00a0 Ulrich takes a closer look at each one and explains how technology is being used in these areas.\u00a0 Click here<\/a> to read more.<\/p>\n

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              Read best articles from January here<\/a>.<\/em><\/p>\n<\/blockquote>\n