Northcentral University

Sustaining Value: From Branding to the Bottom Line An effective recruitment and retention plan must create win/win situations within the employer/employee relationship. Over the last five years, RN turnover has become a significant concern because of the lack of knowledge the employers have about the true reasons employees leave their organizations and also because of the lack of initiative and effort to implement effective strategic retention measures to mitigate the risks and impact of turno...

Balancing the Bottom Line Companies are established to be profitable. Therefore, all efforts throughout the organization and the structure of every department impact the bottom line towards success. Business strategies, disruptive innovation, disruptive technology, and any implementation of ecosystems for intensive growth strategies must align to the corporate mission and vision of the company to achieve sustainable competitive advantage. Balancing the expectations of the workforce with the req...

A 90-day plan of work for a newly hired labor relations specialist is critical in helping to clarify tasks and assignments in alignment to the job description. According to the Human Capital Institute, the first 90 days can make or break a new hire’s commitment to the company (Robinson, 2017). The first 90 days is a highly impressionable time where new hires form their opinions about the employer and their experiences directly impact long-term engagement, retention, and performance. In additio...

Best Practices: The Future of Social Media and Hiring Preventing a lawsuit because of the access and misuse of information gathered from social media has become a challenge for human resource professionals to control the hiring process by ensuring only legitimate criteria is being used to make hiring decisions. There is a wealth of valuable information that an employer can legitimately consider from social media sites, such as relevant volunteer work, foreign travel, and language skills. Howeve...

The structure of an HR department depends on factors such as the size of the organization, employer growth, culture, organizational structure, strategy, industry, and client needs. As the needs of the organization grow, the employer may choose to expand the HR department to provide in-depth support to various HR areas of responsibility, such as recruiting, benefits, compensation, and other tasks. Other cost-effective strategies could include outsourcing some HR activities in alignment to the org...

Essentials For Nursing Practice, 8th Edition By Patricia A. Potter, Anne Griffin Perry, Patricia Sto