Recognition Professionals International’s (RPI) first Best Practice Standard for recognition programs is having a Recognition Strategy. Does your organization have a written recognition strategy? If you do, what is your recognition strategy’s intention?
I want to address what the strategic intent is behind your recognition strategy. And if you don’t have a recognition strategy yet, I will clue you in how important it is to know your strategic intentions.
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HR leaders have taken center stage from the onset of the pandemic, helping their organizations navigate unprecedented challenges and risks. The role of HR has not only expanded; a greater focus on the importance of talent has created the need for new approaches and programs for engaging, motivating and incentivizing employees.
Our latest best practices report, Revitalizing Performance-Based Recognition, offers practical guidance for HR leaders and recognition program managers who seek to identify, recognize and reward behaviors that are aligned with today’s most important organizational goals and objectives.
In our last conversation session, I had a chance to speak with Darren Findley, president of recruitment solutions, to discuss the latest updates of the labor market. During the session, we discovered what recruiters are seeing in candidates’ expectations and how employers can improve the hiring process.
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An unfortunate consequence of today’s social media-influenced, click-driven news environment is that facts often take a back seat to the truth. A recent survey of 25,000 journalists at Northwestern University’s Medill School of Journalism revealed that 94.3% of respondents blamed social media for spreading inaccurate news.
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