In today’s world, retaining “A” players can be a big challenge for any organization. Employers need qualified and dedicated people who can contribute to long-term organizational goals. In order for employers to get the greatest returns from their human capital investments, efforts must be made to retain and reward the best of the best.
 
So, what are the Best Practices that lead to high retention of your top employees? By addressing the areas contained in the full article and adopting strategic approaches and good employment methods, you are likely to improve employee morale, satisfaction and decrease attrition.

Is your organization using Twitter, LinkedIn, Facebook, industry blogs or other social media technologies to communicate and engage with clients and customers? Embracing social media presents incredible opportunities for you to expand your contacts and connect with your customers and stakeholders on an exciting new level. The influence of these new models for social media has grown to unprecedented proportions over the past few years, with profound significance for employers. While these spaces open themselves to numerous benefits, they can also expose your business to many legal issues and risks.
 
Social media technology has a significant impact on the workplace. Employees can inadvertently share non-public or confidential information that could possibly damage your company’s reputation. Employees are also able to upload personal information that is conflicting with an organization’s image or values. Thus in order to avoid exposure to considerable liability, a social media policy which outlines personal online conduct for employees has become a necessity for every organization. This article contains SCI’s Best Practices recommendations which will be useful as you develop online social media guidelines and strategies for your company and employees. 

 

According to Occupational Safety and Health Administration (OSHA) Recordkeeping Guidelines, a current OSHA Summary must be posted in your workplace location(s) annually from February 1 through April 30. The Summary, Form 300-A, must be posted in a conspicuous place where all employees of the company may have access to review it if they choose to do so.
 
Please see our Client Notice for more information.

Every business must think about serious incidents that can disrupt the continuation of normal operations causing damage to its vital infrastructure like office equipment, critical data and personnel. Natural disasters, hardware and software malfunctions and even terrorist attacks are some of the events that present the danger of a disaster to an organization. Proper planning for such events can ensure that your business is prepared for a disruptive situation and in the wake of a disaster can enable your workforce to resume their roles and meet their business and service level agreements. 

 

At times, each of us is faced with difficult problems that affect us at home and on the job. Given the current economic climate, stressors at home and work have only increased. Family and friends can give great support, but when you or a member of your immediate family needs expert assistance, turn to your Employee Assistance Program (EAP).
 
First Advantage offers confidential, professional assistance to help solve any problem that you or a loved one may be facing. First Advantage’s trained EAP professionals, who all have master-level degrees and extensive experience, are available to provide assistance at absolutely no cost to you. 

 

Some examples of challenges the EAP can help with and contact/access information are included in the full article.