Insightful Weekly Roundup: Spotlighting the Top HR Articles From Across the Web (001)

In this week’s roundup of the top HR articles from across the web, we delve into key issues and innovative ideas that are currently shaping the human resources landscape. The digital age has ushered in a variety of unique challenges for HR professionals, with the focus shifting from traditional practices to compensation philosophies, training benchmarking, and the influence of Gen Z in the workspace. These articles offer valuable insights into these trending issues.

Our first article unravels the actual essence of a compensation philosophy, emphasizing that it’s downstream actions – not formalized words on paper – that truly define it. Next, we explore the significant role of training evaluations in boosting employee engagement and overall performance. Lastly, we delve into a fresh perspective on career advice for Gen Z and millennial employees, examining the proliferation of TikTok as an unconventional platform for career coaching. Each article provides critical learnings for HR professionals to help navigate the modern HR landscape. Join us as we unfold these fascinating insights.

Compensation Philosophy does not need to be formalized and written on a piece of paper

A compensation philosophy is reflected in an organization’s actions, not just its words. No matter what an organization claims about its philosophy, employees will understand the real priorities based on what the company actually does when it comes to compensation and rewards. To develop an accurate philosophy, organizations need to analyze their pay practices relative to the market and survey employee perceptions. This reality check between rhetoric and practice is critical.

Even organizations that say they lack a formal compensation philosophy still have one reflected in their pay programs. Employees watch what happens and make judgments, whether or not the philosophy is made explicit. When there’s a disconnect between stated philosophy and actual practice, it breeds employee skepticism. To build a credible philosophy, analyzing competitive benchmarking data and surveying employee perceptions provides a truth check.

The bottom line is that compensation philosophy is defined by actions, not rhetoric. Employees are not fooled by lofty words that don’t match reality. They will believe the philosophy they see enacted in pay and reward decisions. For compensation philosophy to have credibility, organizations must align it with market data and employee perceptions rather than wishful thinking. Deeds speak louder than words when it comes to compensation philosophy.

Read more here.

Training Evaluation and Employee Engagement

Training evaluations are a valuable tool for boosting employee engagement and performance. When done well, they show employees that their feedback is taken seriously. The Kirkpatrick model outlines four levels of evaluation: reaction, learning, behavior, and results. Gathering feedback at each level provides insights into the participant experience so training can be continuously improved.

Incorporating participant suggestions into future training demonstrates their input is valued. This fosters engagement. Evaluations also confirm whether training objectives were met. If not, participant feedback uncovers why and how to enhance the program. When employees know their recommendations will be implemented, they offer thoughtful feedback.

Overall, training evaluations drive engagement when organizations use them properly – to gather participant insights, identify areas for improvement, and confirm training goals were achieved. Employees feel empowered knowing their perspective matters. In turn, they provide constructive criticism to develop better training, which ultimately boosts their performance. Evaluations show participants their voice is heard.

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Gen Z looks for career advices on TikTok

A recent survey from Resume Builder found that about half of Gen Z and millennial employees look to TikTok for career advice. Around 20% said they’ve made major career decisions based on tips from TikTok creators. However, most of this “career coaching” comes from creators simply sharing personal experiences, not professional expertise.

The survey also revealed that 11% of respondents have paid TikTok creators up to $1,500 for one-on-one career coaching. While some find this advice helpful, most users also report encountering misleading information on the app. Still, a third of TikTok career advice followers made positive career changes based on the guidance.

Given the popularity of TikTok career advice, HR may want to strengthen in-house coaching and mentorships. Offering robust training and mentorship opportunities could help meet employee needs and reduce anxiety around job roles and expectations. This is especially relevant for Gen Z workers, who are vocal about wanting more guidance and realistic expectations from management.

Read more here.