Latest news with #newhires
Geek Vibes Nation
09-07-2025
- Business
- Geek Vibes Nation
What Should You Look For In Onboarding HR Software
The choice of onboarding HR software is crucial for an organization's hiring process. An efficient system simplifies processes, improves the new hire experience, and keeps your company compliant. Understanding key features and benefits can go a long way in maximizing the efficacy of onboarding solutions. User-Friendly Interface A simple interface makes onboarding easy for managers and new hires. Onboarding HR software features intuitive navigation, which ensures ease of use and reduces the time needed to train staff. Users can get things done on a platform with clear instructions and an easy-to-use design. An interface that caters to different devices improves accessibility, making it easier for team members joining remotely or on-site to use the platform. Comprehensive Integration Integration capabilities are among the most critical functions in HR software onboarding. Integrating this tool should be seamless with the current systems, ensuring data consistency on all platforms. Such harmonization helps in avoiding repetition and makes the work easy and efficient. Integrating payroll, performance management, and communication tools can create a holistic network that benefits all parties Customization Options Since every organization has peculiar requirements, customizing it is crucial. It should bring flexibility to accommodate unique business needs. Customize workflows, forms, and processes to align with the organization's goals. This customization helps organizations retain their unique identity and leverage the software to the maximum. Automated Workflows Automating repetitive tasks helps save time and minimizes errors. The streamlined nature of onboarding HR software with workflows automating processes allows HR teams to develop a strategic plan rather than spending time on manual tasks. The entire process is streamlined: automatic document generation, document reminders, progress tracking, and more. Such automation ensures a seamless transition for the new hires, delivering a delightful onboarding experience. Compliance Management Compliance with both legal and organizational requirements continues to be a key focus. Onboarding software should include tools that make it easy for employees to follow every policy and regulation. It should also include built-in compliance management tools for tracking required documentation, certifications, and training. Organizations protect themselves from potential legal risks by reducing the risk of non-compliance. Fun Onboarding Process Onboarding is the starting point of a new employee's journey. Software that encourages interaction and engagement fosters a sense of belonging and encouragement. Specialties such as interactive modules, personalized welcome messages, and virtual tours create a friendly atmosphere. When new team members realize their worth, they will be even more productive and happy at work. Analytics and Reporting Statistics and data-driven insights are increasingly used to drive decision-making and process improvement. The leading onboarding HR software with a robust analytics and reporting feature provides key metrics. It identifies areas for improvement by analyzing completion rates, feedback results, and time-to-productivity. This ensures the onboarding process continuously improves based on these insights. Scalability and Flexibility Scalability is critical when organizations scale. HR software for onboarding must scale efficiently without any performance degradation. Solutions that provide seamless transitions can effectively support a growing workforce through transitions. Companies are building a foundation to cater to changing business landscapes and future growth with scalable software. Security Features Safeguarding proprietary information is still a top priority. Security is a must for onboarding software; this includes encryption, access controls, and regular audits. By protecting employee information, organizations also ensure trust and confidence in keeping it safe. By putting in place strong security, a business can reduce the chances of data breaches. Feedback Mechanisms Feedback is critical in understanding how the user experience goes once the onboarding software is in place. Continuous feedback offers clues to strengths and weaknesses. Survey and rating forms and comment sections foster direct communication with new employees and HR teams. Such a collaborative approach also ensures that all onboarding processes are constantly enhanced. Final Thoughts Onboarding itself is a small part of a much larger picture, and selecting an HR software solution to meet your needs means you have to weigh several factors before you make your choice, most importantly, ease of use, integration, customization, and more. Features like automation, compliance management, and security make things more efficient and make the system operate more reliably. Focusing on engagement and scalability prepares organizations for effective employee onboarding. Making better-informed decisions will help improve onboarding, thus benefiting the organization as a whole.
Gizmodo
01-07-2025
- Business
- Gizmodo
Tech Companies Have a New Thing to Waste Money On: ‘Etiquette Coaches' for Gen-Z Staff
A new report from The San Francisco Standard claims that Bay Area companies are investing in a service that can alleviate some of the stresses caused by hiring younger employees: etiquette experts. These experts are making good money explaining to new hires why it's inappropriate to show up to work in sweatpants or put your feet on the table during a meeting. The story quotes women employed in this apparently blossoming field, including Rosalinda Randall, a coach from Marin who claims that inquiries about her services have shot up 50 percent over the past two months. Companies hire Randall (for quite a hefty fee) to teach younger employees about how to behave in a workplace in a civilized manner. Many of the issues that companies encounter sound like just run-of-the-mill inconsiderate behavior: One supervisor told Randall a new hire repeatedly left food wrappers scattered on the communal lunch table, assuming janitors would clean it up. 'Their manager didn't know how to handle it, as they didn't want to sound like a parent,' said Randall. Another reported instance involved stinky new hires: One Bay Area tech firm asked her to address personal hygiene, because two new hires did not shower or change their shirts for weeks. 'They didn't want to deal with it, so they hired me,' said Randall. Other potential concerns mentioned in the story include inappropriate female attire, insubordinate attitudes, and poor command of how to speak to co-workers on Slack. It's difficult to understand how 'etiquette' services differ in any great capacity from what an HR department is supposed to provide but, according to the report, companies are paying a premium for such services. The Standard notes that Randall charges her clients as much as $2500 for a 90-minute workshop with employees to teach them stuff like 'how to make eye contact,' 'where to stick your name tag (always on the right),' and 'how to ask for — not demand — things from your boss.' I have a hard time believing that Gen-Z is any better or any worse than any other generation of American worker (weren't previous generations known for sexual harassment and doing coke in the bathroom?). That said, I don't really work with any Zoomers, so I have no strong reference point. There does seem to be a certain amount of inter-generational discontent out there. A story published by the Washington Post last year similarly reported that etiquette coach services were shooting upwards, partially because 'younger workers are making up an increasing share of the workforce and bringing with them a preference for more-casual working environments, which is creating friction with older generations.'
Yahoo
25-05-2025
- General
- Yahoo
Dixon school board OKs hirings, resignations, retirement
May 24—DIXON — The Dixon Public Schools District 170 Board approved several new hires, resignations and other personnel actions at its meeting Wednesday. New hires * Natalee Boone, special education teacher at Jefferson School * Angel Doyle, pre-K for all preschool teacher at Washington School * Ashley Henegar, assistant principal at Reagan Middle School * Stefanie Jordan, social worker at Washington School * Alexis Point, third-grade teacher at Jefferson School * Abby Risner, choir teacher at Dixon High School * Molly Stitzel, fifth-grade special education resource teacher at Madison School * Kaile Valdez, paraprofessional at Dixon High School * Amy Wilcox, paraprofessional at Dixon High School Change in status * Kayla Ankney, from paraprofessional at Washington School to paraprofessional at Reagan Middle School * Sydney Bittner, from office assistant at Reagan Middle School to building secretary at Dixon High School, effective July 1 * Brenda Quaco, from paraprofessional at Washington School to paraprofessional at Dempsey Therapeutic School Resignations * Danielle DeWitt, special education teacher at Washington School, effective at the end of the 2024-25 school year * Jon Kingry, crossing guard at Jefferson School, effective at the end of the 2024-25 school year * Melissa Palacio, lunchroom attendant at Madison School, effective May 1 * Annah Rosenbaum, paraprofessional at Jefferson School, effective at the end of the 2024-25 school year * Katrina Shirley, music teacher at Jefferson School, effective at the end of the 2024-25 school year * Elizabeth Stamm, Title I teacher at Jefferson School, effective at the end of the 2024-25 school year Retirements * Dorraine Kingry, Title I teacher at Jefferson School, effective at the end of the 2024-25 school year Dismissals * Esmeralda Rangel, custodian at Dixon High School, effective May 21 * Melissa Stowell, paraprofessional at Dempsey Therapeutic Day School, effective May 21 New facilitator * Maggie Curry, physical education facilitator at Dixon High School Facilitator resignation * Jennifer Kuehl, third-grade facilitator, effective at the end of the 2024-25 school year 2024-25 Dixon High School coaches/activities * Jesse Arjes, JV softball, 1/2 stipend, effective for the 2024-25 school year * Rick Shroyer, JV softball, 1/2 stipend, effective for the 2024-25 school year * Denise Ewers, accompanist, effective for the 2024-25 school year * Richard Dingraudo, accompanist, effective for the 2024-25 school year * Zack Heitz, head summer strength, effective for the 2024-25 school year * Brad Winterland, assistant summer strength, effective for the 2024-25 school year * Tyler Matteson, assistant summer strength, 1/2 stipend, effective for the 2024-25 school year 2024-25 coaching/activities resignations * Eric Fergusion, RMS assistant Scholastic Bowl coach, effective May 21 * Candance Lind, RMS Scholastic Bowl coach, effective at the end of the 2024-25 school year
National Post
15-05-2025
- Business
- National Post
Aksia Welcomes Sebastiaan van den Berg, Christopher Schelling, and Benjamin Parks
NEW YORK — Aksia is pleased to announce the addition of three distinguished professionals to our team: Sebastiaan van den Berg, Christopher Schelling, and Benjamin Parks. Their extensive experience and expertise will further strengthen Aksia's capabilities and commitment to delivering exceptional service to our clients. THIS CONTENT IS RESERVED FOR SUBSCRIBERS Enjoy the latest local, national and international news. Exclusive articles by Conrad Black, Barbara Kay and others. Plus, special edition NP Platformed and First Reading newsletters and virtual events. Unlimited online access to National Post. National Post ePaper, an electronic replica of the print edition to view on any device, share and comment on. Daily puzzles including the New York Times Crossword. Support local journalism. SUBSCRIBE FOR MORE ARTICLES Enjoy the latest local, national and international news. Exclusive articles by Conrad Black, Barbara Kay and others. Plus, special edition NP Platformed and First Reading newsletters and virtual events. Unlimited online access to National Post. National Post ePaper, an electronic replica of the print edition to view on any device, share and comment on. Daily puzzles including the New York Times Crossword. Support local journalism. REGISTER / SIGN IN TO UNLOCK MORE ARTICLES Create an account or sign in to continue with your reading experience. Access articles from across Canada with one account. Share your thoughts and join the conversation in the comments. Enjoy additional articles per month. Get email updates from your favourite authors. THIS ARTICLE IS FREE TO READ REGISTER TO UNLOCK. Create an account or sign in to continue with your reading experience. Access articles from across Canada with one account Share your thoughts and join the conversation in the comments Enjoy additional articles per month Get email updates from your favourite authors Sebastiaan van den Berg joins Aksia as a Partner on the Private Equity team. Sebastiaan will work closely with Aksia's Pan-Alts and Private Equity teams to support the Firm's EMEA clients' Private Equity programs. With over 25 years of experience in global private equity, Sebastiaan brings a wealth of knowledge in portfolio management, investment underwriting, deal sourcing, and the private equity ecosystem. Most recently, Sebastiaan served as Partner, Co-Head GP Equity Solutions at Astorg. Christopher Schelling joins Aksia as a Managing Director on the Pan-Alts team. Chris will be working with Aksia's data, risk and asset class teams on research projects that benefit Aksia's clients and bring together insights and data from multiple alternatives asset classes. Chris brings a robust background in alternatives both from a practitioner and researcher perspective with five years' experience building portfolios for clients and ten years as an institutional allocator to alternatives. Benjamin Parks joins Aksia as Chief Financial Officer (CFO). As CFO, Ben will be responsible for Aksia's financial management, reporting and planning. Prior to joining Aksia, Ben was the Corporate Controller at Pretium Partners, where he handled all aspects of accounting and finance functions for the private markets investment manager. He also served as CFO at Fortem Properties and was the Management Company Controller at Alphadyne Asset Management, a hedge fund. Ben began his career at Ernst & Young, followed by roles at KPMG and MKP Capital Management. As Aksia continues to expand globally with experienced professionals, the expertise of Sebastiaan, Chris, and Ben will be instrumental. We are excited to welcome them to the Aksia team and look forward to their contributions. Aksia has over $370 billion of assets under supervision and provides alternative investment solutions for institutional investors globally out of offices in North America, Europe and Asia. Aksia employs over 480 professionals and is 100% employee owned, serving clients including public pensions, corporate pensions, healthcare organizations, sovereign wealth funds, insurance companies, endowments and foundations, and financial institutions.
