Welcome to the fifth edition of the \”compensation corral\”, a monthly summary that summarizes 10 topically relevant items in space. The regulation of the general protection of the European Union (EU) (GDPR) entered into force on May 25, 2018 and justified a large number of talks in the work world, even within the human resources industry. Compliance, History of Salaries Research Prohibitions and Artificial Intelligent (AI) also continued to dominate much of the conversation this month.
These are the 10 main items that we feel worth doing the click:
1) Tips to ensure that your comp plan does not comply with the law
[123 ] When designing, implementing and managing a full payment plan, it is not only the employer and employees, those who must agree that the agreement is fair. The government, both federal and state, has a seat on the table to decide what Equi isTative, and it is important to comply with the applicable laws or the risks faced with expensive sanctions.
You need an update course in a federal course. And local labor laws to take into account? Our blog post can help you review the basic concepts.
2) 2018 Study of the employment seeker nation
The study of the 2018 employment search nation surveyed 1,500 US employment applicants and examined the relationship between the Recruiters and candidates, expectations on both sides and what a successful hiring trip is seen. In summary, the findings suggest that there are new standards, concerns and objectives for both employment applicants and employers.
Say more deeply in the studio of the 2018 employment search nation,
3 Court: Philly Salar History Ban Viola freedom of expression, but thes companies can not use data to pay
on a lawsuit against the City, US District Judge UU Judge Mitchell S. Goldberg has ruled that the Philadelphia prohibition in employers who force Employers. To disclose your past salaries violates the guarantees of free freedom of the amendment. However, the judge accepted that the city could let employers use the salary history to establish the payment of the staff, if that means they will collect less than others with similar history and work responsibilities.
Read more about this case and the constitutionality of the prohibition of salary history research.
4) Why do you need to pay attention to gene leaders X
Although the Ganges Although Xers are often overlooked and eclipsed by the largest generations that were before and after them, they have some unique leadership attributes and theirInfluence is growing in the working world.
Learn more about how the transversal strengths of this group are affecting the workforce.
5) GDPR says that companies must have a data privacy officer. Who should it be?
U.S. Employers who must comply with the regulation of the general data protection of the European Union (EU) must also appoint a data protection officer and issue a notification within 72 hours upon discovering a violation that qualifies. The appointment of the Data Protection Officer only applies if a company is involved in data at great scalprocessing, but there is no real guide about what that means, according to Philip Yannella, a lawyer with Ballard Spahr in Philadelphia.
Read more about GDPR requirements.
6) Technical Recruitment Report 2018
Hackerrank surveyed almost 1,000 technical recruiters and GErentes of recruitment to understand the highest priorities, pain points and opportunities when it comes to hiring software developers. Among other findings, it was discovered that, regardless of the size or role of the company, both contracting managers and recruiters say that finding qualified candidates is the most difficult part and consumes a lot of time to contract technology.
See more of Hackerrank’s findings.
7) Employee turnover: Calculating the actual cost
There are always a lot of numbers that float around the Internet stating that it represents the amount of money companies that They lose when one of its employees abandons it. While there is no rotation of doubt, it is extremely expensive, the real money lost to vary depending on the unique data points of your organization.
Discover the actual cost of employee billing, since it relatesOna with your organization.
8) Automation of changes in skill and the future of the workforce
Automation and AI are changing how we work. According to McKinsey Global Institute, the new research suggests that automation is causing a change in the demand for skills of the workforce and how work is organized within companies.
Learn more about how the demand for skills of the workforce is changing due to automation.
9) State of California: The Labor Development and Working Agency announces the record number of apprentices
The Secretary of the California Labor and Labor Development Agency, David M . LANIER, he announced that there are almost 82,000 active apprentices in California, and the State is on track to reach 100,000 at the end of 2020. This is the highest number in the 79-year history of formal learning work training EN California.
Read Massobre How California strengthens learning opportunities in the state.
10) Employees who use social networks for work are more committed, but it is also more likely to abandon their work
in a newestudio, Harvard Business Review He found that employees who use social networks were more likely to participate in work, but they are also more likely to leave an organization. When it comes to a compromise, users of social networks tend to be more motivated and creative ideas arise, But they are also more likely to participate with possible new employers than their fewer social partners.
Read more about which are the losestudio discovered, and how they find the enigma present quite a while for employers. Thanks for the reading. Enjoy a trip by Memory Lane reviewing the April compensation corral.