Help wanted: implementing a new HR-cyclus
We are going to implement a new HR-cyclus at a SME and we need some help!
Before, there was no HR-cyclus, no performance reviews or anything like that. Since we are implementing a new e-learning platform and we would like to motivate our employees to really be actively engaged with their development, we want to stimulate that by connecting the learning platform with a new HR-cyclus. By offering these new things, we want to improve our employership.
But the thing is, we want to keep it all very positive, and a 'performance review' sounds already quite 'judgemental' and we want to stay away from that. Does anyone have some 'cool', modern ways to describe your HR-cyclus and your terms of employment? There are mostly students working at our organization so we would like to keep it 'fresh'!
Thanks in advance!
Three months ago, we announced the debut of our subscription model to the world. The response was amazing. Hundreds of pitch deck requests came in, 100+ follow-up calls were made, and 1,000+ new rebels have been (or will be) onboarded to the online Academy. At the same time, we learned a lot from the calls we received. For one, we've made a big change to our pricing structure. Time for an update.
Are you working your ass off? That's something to be proud of—hard work typically means putting in a lot of hours. At least five days a week, and a minimum of eight hours a day. And, of course, those with serious ambitions will not shy away from taking on even more hours... right?