/blog > author > Wendy Mejia

As a human resources professional, one of your most important jobs is screening prospective employees to determine if their skills and personality will mesh with your company’s corporate culture. But that can be hard to do. Sometimes the applicant whose resume appears perfect on paper doesn’t measure up to his or her written word. Another job seeker may come across as gregarious, friendly and knowledgeable during a face-to-face interview, but may not “fit in” with his colleagues after being hired. And there’s nothing worse than realizing  90 days after a new hire comes aboard that made a mistake.Read More…

A recent survey finds that HR spending is on the rise for the first time since 2011. A new report by professional services company, Tower Watson, shows that companies are investing more money in human resource (HR) this year than they have since 2011. According to the survey the top three areas that companies are spending money are on talent management, HR data and analytics, and integrated talent management and compensation. Towers Watson found that HR technology spending continues to be strong, in spite of cost reductions in other parts of organizations. They believe this reflects an understanding that technology is a large and increasingly important driver of HR effectiveness and efficiency. It is no surprise then, that more and more progressive companies are turning to innovative and game changing HR technology like SkillsMapper that engages employees in the HR management process and provides companies insight into the skills and…

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Believe it or not, sometimes, “Wow, you’re brilliant!” is the wrong thing to say.          Praise motivates. Praise encourages. Praise inspires. Sometimes. According to Inc. Magazine Contributor Jeff Hadden, depending on the approach you take, praising an employee can actually have the opposite effect. The difference lies in whether we assume skill is based on innate ability or on hard work and effort. Put another way, are people born with certain talents, or can talent be developed? Jeff seems to believe they can be developed. In his article, Jeff looks into two types of mental approaches to talent that according to research on achievement and success by Stanford psychologist Carol Dweck, people tend to embrace: Fixed mindset or growth mindset. Fixed mindset: The belief that intelligence, ability, and skill are inborn and relatively fixed–we “have” what we were born with. People with a fixed mindset typically say things like “I’m just not…

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Contrary to what many people think, a leader is not someone who creates followers. Instead, as my mother puts it, a true leader is someone who creates new leaders. Leadership comes in many forms. You don’t have to be on the organization’s executive team to be a leader.  According to Tony Robbins, “A leader is someone who inspires others to become more of who they truly are. They bring out the greatness that lies within each human being, and enables individuals to put that greatness into practice consistently. Leaders inspire themselves and others to do, be, give, and become more than they ever thought possible, thereby creating more leaders in the process.” Today, more than ever, there is a need for true leadership in the workplace in order to build high performing organizations with committed employees, loyal customers and followers, and increased performance and sustainability.  Below, are several leadership qualities…

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We have great news to share! Zapoint has been named one of Boston Business Journal’s fastest-growing private companies in Massachusetts!  We are extremely proud of this recognition made possible by our exceptional team at Zapoint. This year’s list includes 70 privately held businesses that recorded the state’s fastest revenue growth from 2010 through 2013. To be considered, companies needed a baseline of $1 million in revenue for 2013. Read the full article here.    Read More…

The quality of the talent within an organization and the ability to retain that talent provides corporations a powerful competitive advantage. Additionally, research shows that well‐trained employees are more productive, more engaged and remain loyal to the company. Therefore, it is no surprise that companies devote a lot of time, effort and money to corporate learning. According to the American Society for Training and Development, U.S. firms spent about $156 billion on employee learning and development in 2011. Although most organizations have internal training programs, for those who rely on external providers, formal training is costly and typically requires paid time off for the employee. More and more companies are utilizing online learning as a cost-effective alternative to traditional training programs for its flexible schedule, easy access to courses and more time efficient way for employees to expand their skills and knowledge. However, despite the focus on training, most companies…

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