Adams & Martin Group’s 2026 Salary Guide & Engagement Insights report is here! https://bit.ly/4qklyHR Hard to believe, but 2026 is just around the corner, so it's a great time to make sure you're ready to thrive in today’s complicated hiring landscape. Our guide offers essential tips on pay projections, employee engagement and retention, AI in recruiting, benefits that matter most to employees, and much more — helping you attract and retain top talent. Complete the online form linked above and we’ll connect to discuss your hiring plans for legal roles! #salaryguide #salaries #hiring #jobmarket

Ledgent Technology’s 2026 Salary Guide & Engagement Insights report is here! https://bit.ly/475Tgtq Hard to believe, but 2026 is just around the corner, so it's a great time to make sure you're ready to thrive in today’s complicated hiring landscape. Our guide offers essential tips on pay projections, employee engagement and retention, AI in recruiting, benefits that matter most to employees, and much more — helping you attract and retain top talent. Complete the online form linked above and we’ll connect to discuss your hiring plans for technology roles! #salaryguide #salaries #hiring #jobmarket

Ledgent Finance & Accounting’s 2026 Salary Guide & Engagement Insights report is here! https://bit.ly/47zqQrH Hard to believe, but 2026 is just around the corner, so it's a great time to make sure you're ready to thrive in today’s complicated hiring landscape. Our guide offers essential tips on pay projections, employee engagement and retention, AI in recruiting, benefits that matter most to employees, and much more — helping you attract and retain top talent. Complete the online form linked above and we’ll connect to discuss your hiring plans for finance and accounting roles! #salaryguide #salaries #hiring #jobmarket

"Employee Self Service" is a crock. If you work for a large corporation, the odds are that you have a corporation-scale HR system, with the "convenience" of "employee self-service" to allow you to change details including your name, address, nationality, etc. First think, "How often do employees need to change that information, during their continuous employment with one company?" So ignore any times people move jobs and cities at the same time. I'm thinking around once per 10+ years on average. Now think, "How often do corporations change their HR management system?" I expect a similar amount, probably every 5-15 years. So now you, as the corporation, are expecting every employee in your company to learn and remember the details of your chosen "enterprise" (read "B.S.") system, so they can use it one time. Just what kind of thinking goes on in the mind of the corporation? If companies are people, as the courts say, they are some of the dumbest people.

𝗛𝗥 𝗙𝗼𝗿𝗺𝘂𝗹𝗮𝘀 Every HR Professional Must Know In today’s data-driven HR world, understanding key metrics is essential to make informed decisions, optimize performance, and drive employee engagement. Here are some of the most important HR formulas every HR professional should master 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗧𝘂𝗿𝗻𝗼𝘃𝗲𝗿 𝗥𝗮𝘁𝗲 Formula: (Employees who left ÷ Average employees) × 100 👉 Helps track workforce stability and retention performance. 𝗔𝗯𝘀𝗲𝗻𝘁𝗲𝗲𝗶𝘀𝗺 𝗥𝗮𝘁𝗲 Formula: (Absent days ÷ Available workdays) × 100 👉 Measures the level of employee absenteeism impacting productivity. 𝗖𝗼𝘀𝘁 𝗽𝗲𝗿 𝗛𝗶𝗿𝗲 (𝗖𝗣𝗛) Formula: Recruitment costs ÷ Total hires 👉 Evaluates hiring efficiency and recruitment ROI. Training ROI Formula: ((Benefits - Training cost) ÷ Training cost) × 100 👉 Shows the return on investment from employee training programs. 𝗢𝗳𝗳𝗲𝗿 𝗔𝗰𝗰𝗲𝗽𝘁𝗮𝗻𝗰𝗲 𝗥𝗮𝘁𝗲 Formula: (Offers accepted ÷ Total offers) × 100 👉 Indicates how attractive your job offers are to candidates. 𝗥𝗲𝘃𝗲𝗻𝘂𝗲 𝗽𝗲𝗿 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 Formula: Total revenue ÷ Number of employees 👉 Measures productivity and workforce contribution to revenue. 𝗢𝘃𝗲𝗿𝘁𝗶𝗺𝗲 𝗣𝗲𝗿𝗰𝗲𝗻𝘁𝗮𝗴𝗲 Formula: (Overtime hours ÷ Regular hours) × 100 👉 Identifies workload pressure and staffing adequacy. 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗣𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝘃𝗶𝘁𝘆 𝗥𝗮𝘁𝗲 Formula: Output (e.g., sales, units, services) ÷ Total work hours 👉 Helps analyze workforce efficiency and goal achievement. 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗘𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗜𝗻𝗱𝗲𝘅 Formula: (Sum of positive responses ÷ Total responses) × 100 👉 Measures engagement levels based on surveys and feedback. 𝗔𝗯𝘀𝗼𝗿𝗽𝘁𝗶𝗼𝗻 𝗥𝗮𝘁𝗲 Formula: (Number of employees retained after training ÷ Total employees trained) × 100 👉 Tracks how well training programs lead to career growth and retention. 𝗛𝗥-𝘁𝗼-𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗥𝗮𝘁𝗶𝗼 Formula: Total HR staff ÷ Total employees × 100 👉 Measures HR department size relative to the organization. 𝗕𝗲𝗻𝗲𝗳𝗶𝘁 𝗖𝗼𝘀𝘁 𝗽𝗲𝗿 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 Formula: Total benefits cost ÷ Total employees 👉 Shows how much your company spends on employee benefits. 📍Tip: Regularly reviewing these HR metrics helps HR professionals align business goals, reduce attrition, enhance productivity, and build a data-driven people strategy. #HumanResources #HRMetrics #PeopleAnalytics #HRStrategy #DataDrivenHR #HREssentials #WorkforceAnalytics

💼 HR Is More Than Just Hiring and Payroll When people hear HR, they often think of job postings, onboarding, or salary slips. But the truth is — HR is so much more than what meets the eye. Behind every smooth process, engaged team, and stable workplace, there’s a group of HR professionals working tirelessly to make it happen. ✨ They’re the culture builders — setting the tone for how people work, communicate, and grow together. ✨ They’re problem solvers — stepping in during conflicts, personal crises, or team breakdowns, often carrying emotional weight that goes unseen. ✨ They’re strategists — aligning people plans with business goals, designing policies that balance empathy with effectiveness. ✨ They’re silent support systems — ensuring every employee feels heard, valued, and supported, even when they’re managing hundreds of different needs at once. ✨ They’re change navigators — driving transformation, learning programs, engagement activities, compliance, and talent development — all while adapting to evolving workplace dynamics. The work HR does is often invisible, but its impact is undeniable. So the next time someone says “HR just hires people,” remind them: 👉 HR shapes the heartbeat of an organization. 👉 HR carries responsibilities that require empathy, strategy, resilience, and vision. 👉 HR isn’t easy — it’s powerful. #HumanResources #PeopleManagement #WorkCulture #HRProfessionals #Leadership #LinkedInPost #BehindTheScenesHR

Still think HR is just about attendance and payroll? If that’s your definition of HR, then you probably think coffee = caffeine. HR today is the engine behind performance, retention, and culture. We’re not paper pushers; we’re business enablers. We analyze data, predict turnover, design experiences, and align people strategy with business goals. Companies that get this right: - Scale faster - Retain talent better - Encourage a workplace where employees enjoy coming to work Companies that don’t? They find themselves hiring for the same role every six months.

"HR is dead!”. “HR is outdated!” I’m weary of all these HR death notices. Because HR isn’t dying. HR is evolving. Just like everything else. The HR I joined 25 years ago has been gone for years. The HR challenge is the purpose and the mindset. Why are we here? Our purpose, our “why”. What lenses do we have on? And whose perspective does HR apply? The HR mindset focused on compliance, policy, and admin must go. To be replaced by an HR mindset that builds capability, nurtures culture, drives execution, and creates value. Enabling people to deliver the strategy and create value. An HR mindset thinking “speed, risk, capacity, and growth”. HR is growing up! That is what’s happening. Finally. I moved from Finance into HR 25 years ago, and I have been longing for this shift. Technology won’t kill HR. It will amplify the ones who understand value creation through people. The question now is how HR creates business value, together with people. That is when HR will matter. I know. I have lived it! From being told “HR is a luxury we cannot afford” to being a trusted contributor, adviser, and part of the group that takes the decisions. HR isn’t dead. We don't need to rethink HR, but transition the HR mindset. But is HR evolving fast enough to matter? What do you think? ------------------------------------- 🖥 Check out unlockHR on IG 🔁 Reshare if you find this useful 🔔 Hit the BELL on my profile ✅ FOLLOW me

Upgrading the HR Generalist Role for Maximum Impact. This week’s HR Pioneer Blog assesses the role of the HR Generalist, which is often maligned as overly administrative and tactical, yet offers advantages that can significantly enhance HR’s delivery on its strategic promise.  The post reviews the role and its typical responsibilities, along with the limitations and downsides that come with its most common job design. It outlines how the unique positioning of the role can be leveraged to the advantage of both the HR function as well as the operational needs of the business to which it is assigned. A brief explanation of the evolutionary shifts that are impacting how the role contributes follows. Seven (7) leading-practice recommendations are offered that create a roadmap to hiring, developing, managing, and supporting high-performing HR Generalists in the current environment. This is a must-read for all CHROs and HR leaders in organizations of all sizes, from SMB’s to large enterprises, who employ people in these crucial roles. 👉🏽 Check the blog post here: https://lnkd.in/gsVyhEcr ~~~ Get access to valuable resources for FREE. Sign up at Wowledge.com                                                                                                        ⤷ We’re ending the cycle of reinventing the wheel in HR by providing a shortcut to amplifying HR impact with: ✔ A scalable system of best practices » wowledge.com/catalog ✔ Expert-built guides and execution-ready tools » wowledge.com/tools ✔ An intelligent Strategic HR Roadmap » wowledge.com/roadmap ✔ Affordable year-round memberships » wowledge.com/pricing

When people hear "HR," they often think of one person who handles everything from recruitment to resolving employee issues. But did you know that HR is a powerhouse made up of several specialized teams, each with a unique focus?  🤔 🔹HR Operations: Ensures smooth day-to-day HR functions and compliance with company policies. 🔹Compensation & Benefits: Managing salary structures, bonuses, and benefits packages. 🔹Exit Team: Facilitating smooth transitions when employees leave the organization. 🔹Learning & Development: Focuses on training, growth, and helping employees advance in their careers. 🔹Employee Engagement: Crafting initiatives to keep employees motivated and connected. 🔹Business HR (BHR): Aligns HR practices with the company’s strategic goals, ensuring organizational success. 🔹Recruitment: Handles hiring, onboarding, and shaping the future workforce. 🔹Employee Relations: Maintains healthy relationships between employees and management, ensuring a positive work environment. 🔹Performance Management: Works on setting performance standards, conducting reviews, and managing employee development. 🔹Compliance & Legal: Ensures adherence to labor laws and organizational policies, managing contracts and regulations.   HR isn't a one-person job. It's a collaborative ecosystem of experts working together to create a better workplace for everyone. 🤝 #HR #HRTeams #HRProfessionals #HumanResources