Latest Exclusive/Premium HR White papers & Resources

In today’s lean business environment, companies are maximizing the value of their people. Your people undefined or talent undefined is an asset you can leverage to dramatically impact your success. The more you know about your talent, the more you can drive performance.

Read and discover how to:

• Develop a social recruiting strategy to get in front of the right people at the right time
• Engage your line managers to talk about performance with their direct reports
• Prepare for the talent shortage in 2016
• Automate all of your talent management 
• Cascade company-wide goals to ensure business objectives are targeted across the organization
• Integrate talent management, linking performance data to the recruiting process to help identify high performers internally and externally

Download this report from The JHRS Knowledgebase under the "Talent & Workforce Management" sub-folder. (Requires Professional Level access.)

For first-time mangers, the responsibility of leading and motivating a team to produce first-rate results can be a daunting challenge. As a leader in your organization, don’t let the pressure and inexperience stifle their progress.

Help your first-time managers learn to successfully manage, motivate and communicate with their teams.

Download this report from The JHRS Knowledgebase under the "Talent & Workforce Management" sub-folder. (Requires Professional Level access.)

• Benefits of hiring assessments
• The most common types of assessments and their strengths
• A successful real-world example 

Download this report from The JHRS Knowledgebase under the "Recruiting/Staffing/Selection" sub-folder. (Requires Professional Level access.)

Most companies have a well-defined strategy that is intended to align the actions of all individuals, teams, and business units to achieve corporate goals. But when it comes time to execute, they can run into trouble. To close the gap between strategy and execution, companies need to align business strategy with actual initiatives, projects, and daily activities across the organization.

Best practices include:

• Define strategy & align initiatives with corporate goals
• Clearly communicate strategies and plans
• Use incentives to drive employee behaviors needed to meet objectives
• Measure performance using key performance indicators

Download this report from The JHRS Knowledgebase under the "HR Special Interest Subjects" sub-folder. (Requires Professional Level access.)

Profiles International's study, Creating a Team Building Culture explores the use of predicative performance patterns and job matching to improve employee engagement, accelerate performance and build your employee brand loyalty. Engaged employees:

• Resist distractions
• Exceed job expectations
• Volunteer for difficult assignments
• Encourage higher levels of performance
• Stay with the company for the long term

Download this report from The JHRS Knowledgebase under the "Talent & Workforce Management" sub-folder. (Requires Professional Level access.)

Profiles International's study, Leaders Guide to Managing Workplace Stress is designed to help executives understand, recognize and effectively deal with stress in the workplace. It will help:

• Raise awareness of the causes and effects of excessive stressors
• Encourage the use of good practices and preventative measures by employees
• Provide tools for managing stress within a workgroup
• Help employees recognize signs of stress and take appropriate measures

Download this report from The JHRS Knowledgebase under the "Other HR White Papers, Publications, and Resources" sub-folder. (Requires Professional Level access.)

Profiles International's study, Executives Guide to Employee Assessments examines how assessments help leaders and managers make smarter people decisions. The specific benefits include:

• Selecting people most likely to succeed in a job
• Accelerating time for people to become fully productive
• Improving alignment and communication
• Reducing conflict, absenteeism and turnover
• Increasing overall workforce capability, productivity, and agility

Download this report from The JHRS Knowledgebase under the "General HR Management" sub-folder. (Requires Professional Level access.)

Sales leaders face the unique challenge of hiring reps who have personalities, interests and behaviors that align with the needs of a specific sales job. In a job interview situation, you can expect a candidate to do their best to “sell” you on why they should be considered for a position. Usually only a highly trained and experienced interviewer can determine if the candidate is truly cut out for the job and has the potential to succeed. However, far too few sales hiring managers possess this expertise and there are simply too many sales hiring mistakes. These mistakes are costly and highly disruptive to the rhythm of a high producing sales team.

As a result, we sought to identify the top sales hiring mistakes and identified some best practices to help our clients avoid these pitfalls. We conducted comprehensive research that asked managers about their top sales hiring mistakes. This report seeks to better understand these mistakes and offers solutions to avoid making them in your company.

Given the importance of hiring the right sales employees, our study had three objectives:

• Identify the common hiring mistakes for sales organizations.
• Uncover the sources of challenges companies face when making sales hiring decisions.
• Explain how sales companies can avoid making common mistakes when hiring new employees.

Download this report from The JHRS Knowledgebase under the "Recruiting/Staffing/Selection" sub-folder. (Requires Professional Level access.)

Recently, Profiles International conducted a survey entitled, “The Leader’s Guide to Motivating Without Money.” This survey addresses an important issue facing many organizations in motivating employees in ways other than through payroll.

Motivating employeesto perform to their maximum potential is the responsibility of an organization’s leaders. In today’s economy, many companies no longer have the luxury of using money as a motivational tool. We constructed this study to find out how organizations are motivating their employees without the use of money.

Given the importance of motivating without money, our study had three objectives:

• Identify the prevalence of employee motivation in the workplace and how it can influence an organization and its employees.
• Uncover the sources of challenges companies face when trying to stimulate employee productivity.
• Understand how an organization can motivate employees without money.

Download this report from The JHRS Knowledgebase under the "Other HR White Papers, Publications, and Resources" sub-folder. (Requires Professional Level access.)