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Top HR Trends for 2017

Human Resources saw significant growth in 2016 and experts agree that it is posed for even more growth in 2017. HR departments will continue evolving, becoming even more dependent on technology, especially as more Millennials enter the workforce.

  • Big Data – Big data has become a dominant analytic tool. Information is easy to filter, which will make it easier for HR to create detailed job descriptions. Big data will play one of the most important roles in recruiting talent into companies.
  • Integrating Work and Life – Past trends have focused on having employees create a good work and life balance. In fact, with today’s social media advancements, employees can talk, chat or video chat their family or friends during their breaks, which in turn makes them feel more connected to their personal lives. Happier employees are more productive. Having a good work-life balance is very important for Generation Z and Millennials.
  • Employee Engagement – Studies show that underperforming companies have one thing in common: employee disengagement. This year, employee engagement is one thing that mid-size companies can no longer ignore.
  • Employee Skills – Older generations will need to be trained to keep up-to-date with Millennials in the job market. Managers will need to organize company-wide technology training sessions. Larger companies may wish to hire off-site trainers to complete this training. If employee skills are there, it is cost-effective for companies to simply expand their training efforts.
  • Freelancing – The past several years has seen a significant increase in freelancing. Many people enjoy the freedom that freelancing offers, including the ability to better balance their home and work lives. Freelancers bring fresh, new and exciting ideas to projects, which means this field cannot be overlooked this upcoming New Year. The latest employment data shows that nearly 15-percent of people in the workforce are freelancers.
  • Cloud to Mobile – Cloud technologies will remain a steady force in the work environment, but this upcoming year will see mobile dominant apps. For example, employees can use their mobile devices to clock in and out of work, check their employee benefits and better manage their time.
  • Employee Flexibility – Retaining good employees is essential, as turnover costs companies approximately 20% in salaries. This amount increases approximately 200% for executive positions. Companies can consider implementing supplements for annual reviews, offering more performance feedback throughout the year. Regular and ongoing feedback helps produce better employees that provide higher quality work performance.
  • Artificial Intelligence (AI) – This upcoming year will see an increase in HR departments incorporating AI into their everyday routines. For example, AI can review job applicants’ resumes, analyze application forms, institute tests and even analyze applicants’ personal attributes. Video interviewing with AI is also posed to be very promising.

Ninja Gig offers online job applications, which makes it simple and easy for potential job applicants to apply for open positions. You can then take the information contained in the online employment application and filter it, making it easy to find qualified candidates for the position.  Sign up today for your free trial and see how great going digital can be!

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Tips for End of Year Reviews

It is that time of year again and the dreaded end of year performance reviews is right around the corner. However, this time of year does not have to be painful. Ninja Gig has put together a helpful guide to making your end of year reviews more positive.

One way to make reviews less stressful is to make them into a discussion instead of an interrogation. For example, instead of approaching an employee about performance issues, make this into a time where you both openly discuss challenges he/she can overcome. By approaching it this way, it makes it more positive than expressing weaknesses in an employee’s work style.

The Society of Human Resources Management (SHRM) recommends using the review to help employees’ become better at their jobs. This means open conversation while discussing, planning and reviewing employee performance on a one-on-one basis.

Human Resources professionals can help do reviews better by instituting the following:


  • Help employees to define and understand their job-related responsibilities;
  • Provide clear and straightforward criteria for how performance is evaluated;
  • Identify all employees that have the potential to advance within the company;
  • Offer employees suggestions to help them improve their day-to-day work performance;
  • Develop a fair way for employees to receive compensation based on their merit; and
  • Work with managers to develop, achieve and distribute department goals.


Always focus on facilitating a two-way conversation during an end of year review instead of just pointing out criticisms. It is important to point out both the employee’s achievements and weaknesses in a positive manner.


A review should engage employees into a question and answer session, instead of managers dominating the entire conversation. It is also important for managers to address areas that need work because a review is useless unless both parties understand their goals.


Each team or department within the company should have goals. This allows each employee within the team to be held to certain objectives. Having measurable goals will make annual reviews easier and less subjective. Always conclude reviews with written goals, as this will make it easier for employees to know where they need to boost performance.


Balancing both the positive and negative during a review leads to employees that are happier and want to grow with a company long-term.


Let Ninja Gig help you this year! We offer the ease of online job applications. Potential employees can apply online, and you can use different filters to capture the right applicant for your company.  Sign up now for a free trial!