The Pros & Cons of BYOD (Bring Your Own Device)

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The Pros & Cons of BYOD (Bring Your Own Device)

The relationship between work and home is constantly changing, with more people telecommuting and using their home, local café, or maybe an airport as a remote office. But there is an escalating trend in how employees bring their work life and home life together, BYOD: Bring Your Own Device. BYOD is an IT policy where employees are allowed or encouraged to use their personal laptop, smart phone and/or tablet for work to access enterprise data and systems.

However, there are always pros and cons for newer polices that are being introduced in the workplace.  Here are some to consider if you are going to allow employees to bring their own device.
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3 Technology and Social Media Policies To Consider

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3 Technology and Social Media Policies To Consider social media etiquette in the workplace social media etiquette for employees

Many technologies aim to make our lives better and make our work lives more efficient. These same technologies create unique situations within the workplace that could reduce productivity and cause security and privacy concerns. Having effective policies related to technology and social media etiquette for employees are essential to creating a culture of understanding around these situations. Here are a few policies to consider:

BYOD Policy

BYOD ("Bring Your Own Device") policies attempt to address the blurred lines between employee and company-owned technology and devices. A policy can help set expectations for the employer and the users, define ownership, and address support policies.

Here are some things to consider in a BYOD policy:
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Raises Remain Steady Among Northeast Ohio Employers

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Post-Recession Pay Adjustments are Stable

With raises over the few years to 2014 holding steady at 3% both locally and nationally, the results of the 2014-2015 ERC Wage & Salary Adjustment Survey came as no surprise - both the actual & projected overall average adjustments in 2014's survey remained at 2.9%. Figure 1 below provides an overview of actual and projected increases in Northeast Ohio since 2004, and more specifically, illustrates this post-recession consistency from 2012-2014 (not to mention the 2.9% increase projected for 2015 in 2014’s survey).

Raises are the Norm

Of the 145 participating organizations that reported data in 2014, only 4% of the total sample indicated that they did not provide raises in 2014 and an equal percentage indicated they also would not be providing raises in 2015. As shown in Figure 2, these figures are right on target with 2013's predictions and have not only fully recovered from the recession, but have actually surpassed pre-recession levels. Ultimately, it seems that although employers are not providing larger increases in terms of percentages, at the very least some pay increase has once again become almost universally expected.
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5 Potential Benefits of Telecommuting

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benefits of telecommuting 5 Potential Benefits of Telecommuting

It’s Monday morning. You hear the beeping noise from your alarm clock. You get up, ready for the work week ahead.  While still in your pajamas, you head to your morning pot of coffee, make some breakfast and shuffle over to the kitchen table or maybe your home office. You sit down and open up your computer and start opening emails from the weekend, or maybe a report that’s due in the next couple of days. This is what more and more employees in America are becoming accustomed to: Telecommunicating.

Since 2005, telecommunicating has grown by nearly 80%. But what are the benefits of telecommuting for both the employee and the employer? And what do you do if your employer doesn’t allow telecommunicating at the workplace quite yet? Here are the facts and some helpful tips about telecommunicating in today’s modern workforce.
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Challenges of an Aging Workforce: The Non-Profit Perspective

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Challenges of an Aging Workforce: The Non-Profit Perspective

Recently, much attention is being paid on a global scale to the negative impact that an aging, or in some countries even "super-aged," population will have on the global economy in the near future.

One industry where news of this generational shift in the workforce is not necessarily "new" is in the non-profit sector. For 10 years or more, researchers have been projecting that as many as three-quarters of all Executive Directors/CEOs of non-profit organizations plan to retire in the next several years.

The recession put many of these retirements on hold temporarily, but as the economic recovery builds, these impending retirements are now becoming a reality in the non-profit world. So, while concerns over global economic indicators make the headlines in the national news, let's take a look at how these generational shifts are impacting the non-profit world more specifically.
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Can Fantasy Football Be Good for the Workplace?

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Can Fantasy Football Be Good for the Workplace?

Even though summer may be coming to an end, it doesn’t mean winter boots and hot chocolate quite yet. Millions of people, predominantly men, are excited for another season: football season.

As people shed a tear putting away their shorts and tank tops, others are excited to dust off the dirt from their lucky jersey and get ready to root for their beloved team in hopes that this year will be the year to “win it all.” NFL and college football only scratches the surface of another football season: fantasy football. 

The Stats

With approximately 33.2 million people participating in fantasy football in 2014, it would be unrealistic to think that it wouldn’t come up in conversation or happen at the workplace.
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3 Surprising Social Media Uses for HR

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3 Surprising Social Media Uses for HR

When we hear "social media" and "HR" in the same sentence, it's usually in a negative context. "How can we keep employees off of social media at work?" or "I saw something bad on a candidates social media profile, what do I do now?"

But social media can also be used creatively in several areas of the HR function. Consider the following uses for social media that you may not have considered:

Employee Communications

Communicating important inner-office or organizational updates to employees often falls upon HR departments. The standard mass email can be a great medium for getting a quick message out, but what if your communications requires more collaboration, input or feedback?
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What is Organizational Climate?

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What is Organizational Climate?

Perhaps one of the most important and significant characteristics of a great workplace is its organizational climate.

Organizational climate, while defined differently by many researchers and scholars, generally refers to the degree to which an organization focuses on and emphasizes:
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20 Common HR Metrics and their Formulas

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20 Common HR Metrics and their Formulas

How often does your HR department measure its effectiveness? HR metrics and measurements can be powerful in showing us areas where we could improve and better meet the needs of our organization and its employees. They can also help provide meaningful data to help us make good decisions for our business and department.

There are an endless array of HR metrics you can use spanning payroll, compensation, benefits, engagement, retention, training, and more – all of which can provide incredible insight into how your HR function is performing. But, some measurements are more important than others depending on your organization’s goals, strategy, and the data it can feasibly track, analyze, and use. Four crucial considerations that HR professionals need to consider when using HR metrics include:
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What is the HIPAA Privacy Rule? An Overview

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What is the HIPAA Privacy Rule? An Overview

According to the U.S. Department of Health and Human Services, the HIPAA Privacy Rule "establishes national standards to protect individuals’ medical records and other personal health information and applies to health plans, health care clearinghouses, and those health care providers that conduct certain health care transactions electronically."

HIPAA stands for the Health Insurance Portability and Accountability Act of 1996. Title I of the Act protects health insurance coverage for workers and their families when they change or lose their jobs. Title II of the Act requires the establishment of national standards for electronic health care transactions and national identifiers for providers, health insurance plans, and employers.

Under Title II, the Privacy Rule, also known as The Standards for Privacy of Individually Identifiable Health Information, establishes a set of national standards for the protection of certain health information.
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