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People Operations
People operations, sometimes referred to as people ops, is a professional field and organizational function that deals with the management and development of employees, through various aspects of employment. These include organizational culture, education, upskilling, compliance with labor law, recruitment, hiring and onboarding, interpersonal relations, performance management, policy and process development, employee engagement, employee recognition, and working to ensure that a system of personal and professional development is maintained for all employees at a given organization. People operations is a holistic reinvention of traditional human resources, and is tailored to a more modern workplace and work practices, such as remote roles and global teams. It aims to people first in company decision-making. While there is some overlap between human resources and people operations in teams of tasks and responsibilities, the overarching methodology of people ops is quite distinct ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Employment
Employment is a relationship between two party (law), parties Regulation, regulating the provision of paid Labour (human activity), labour services. Usually based on a employment contract, contract, one party, the employer, which might be a corporation, a not-for-profit organization, a co-operative, or any other entity, pays the other, the employee, in return for carrying out assigned work. Employees work in return for wage, wages, which can be paid on the basis of an hourly rate, by piecework or an annual salary, depending on the type of work an employee does, the prevailing conditions of the sector and the bargaining power between the parties. Employees in some sectors may receive gratuity, gratuities, bonus payments or employee stock option, stock options. In some types of employment, employees may receive benefits in addition to payment. Benefits may include health insurance, housing, and disability insurance. Employment is typically governed by Labour law, employment laws, o ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Happiness At Work
Despite a large body of positive psychological research into the relationship between happiness and productivity,Carr, A.: "Positive Psychology: The Science of Happiness and Human Strengths" Hove, Brunner-Routledge 2004Isen, A.; Positive Affect and Decision-making. In M. Lewis and J. Haviland Jones (eds), "Handbook of Emotions" (2nd edition), pp. 417–436. New York, Guilford Press 2000 happiness at work has traditionally been seen as a potential by-product of positive outcomes at work, rather than a pathway to business success. Happiness in the workplace is usually dependent on the work environment. During the past two decades, maintaining a level of happiness at work has become more significant and relevant due to the intensification of work caused by economic uncertainty and increase in competition. Nowadays, happiness is viewed by a growing number of scholars and senior executives as one of the major sources of positive outcomes in the workplace.Boehm, J K. & S. Lyubomirsky'', ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Employee Surveys
Employee surveys are tools used by organizational leadership to gain feedback on and measure employee engagement, employee morale, and performance. Usually answered anonymously, surveys are also used to gain a holistic picture of employees' feelings on such areas as working conditions, supervisory impact, and motivation that regular channels of communication may not. Surveys are considered effective in this regard provided they are well-designed, effectively administered, have validity, and evoke changes and improvements.Knapp, Paul R. and Bahaudin G. Mujtaba. May 2010. "Designing, administering, and utilizing an employee attitude survey." ''Journal of Behavioral Studies in Business''. Volume 2 History The first employee surveys, commonly known as employee-attitude surveys, surfaced in industrial companies in the 1920s. Between 1944 and 1947, the National Industrial Advisory Board saw a 250% jump in companies that chose to conduct an attitude survey (within a 3,500 company group) ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Employee Engagement
Employee engagement is a fundamental concept in the effort to understand and describe, both qualitatively and quantitatively, the nature of the relationship between an organization and its employees. An "engaged employee" is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests. An engaged employee has a positive attitude towards the organization and its values. In contrast, a disengaged employee may range from someone doing the bare minimum at work (aka 'coasting'), up to an employee who is actively damaging the company's work output and reputation. An organization with "high" employee engagement might therefore be expected to outperform those with "low" employee engagement. Employee engagement first appeared as a concept in management theory in the 1990s, becoming widespread in management practice in the 2000s, but it remains contested. Despite academic critiques, employee ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Human Resource Policies
Human resource policies are continuing guidelines on the approach of which an organization intends to adopt in managing its people. They represent specific guidelines to HR managers on various matters concerning employment and state the intent of the organization on different aspects of Human Resource management such as recruitment, promotion, compensation, training, selections etc. They therefore serve as a reference point when human resources management practices are being developed or when decisions are being made about an organization's workforce. A good HR policy provides generalized guidance on the approach adopted by the organization, and therefore its employees, concerning various aspects of employment. A procedure spells out precisely what action should be taken in line with the policies. Each organization has a different set of circumstances and so develops an individual set of human resource policies. The location an organization operates in will also dictate the conten ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Performance Appraisal
A performance appraisal, also referred to as a performance review, performance evaluation, (career) development discussion, or employee appraisal, sometimes shortened to "PA", is a periodic and systematic process whereby the job performance of an employee is documented and evaluated. This is done after employees are trained about work and settle into their jobs. Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations. Performance appraisals are most often conducted by an employee's immediate manager or line manager. While extensively practiced, annual performance reviews have also been criticized as providing feedback too infrequently to be useful, and some critics argue that performance reviews in general do more harm than good. It is an element of the principal-agent framework, that describes the relationship of information between the employer and employee, and in this case the direct effect and respo ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Employee Recognition
Employee recognition is the timely, informal or formal acknowledgement of a person's behavior, effort, or business result that supports the organization's goals and values, and exceeds their superior's normal expectations. Recognition has been held to be a constructive response and a judgment made about a person's contribution, reflecting not just work performance but also personal dedication and Employee engagement, engagement on a regular or ad hoc basis, and expressed formally or informally, individually or collectively, privately or publicly, and monetarily or non-monetarily (Brun & Dugas, 2008). Theoretical foundation The track of scientific research around employee recognition and motivation was constructed on the foundation of early theories of behavioral science and psychology. The earliest scientific papers on employee recognition have tended to draw upon a combination of needs-based motivation (for example, Herzberg 1966; Maslow 1943) theories and reinforcement theory (M ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Organizational Identity
Organizational identity is a field of study in organizational theory, that seeks the answer to the question: "who are we as an organization?" The concept was first defined by Albert and Whetten (1985) and later updated and clarified by Whetten (2006), According to Whetten (2006) the attributes of an organizational identity are central, enduring, and distinctive/distinguishing (CED). * Central attributes are ones that have changed the history of the company; if these attribute were missing, the history of the organization would have been different. * Enduring attributes are ones deeply ingrained in the organization, often explicitly considered sacrosanct or embedded in the organizational history. * Distinguishing attributes are ones used by the organization to separate itself from other similar organizations, but can also set minimum standards and norms for that type of organization. An attribute of a company must satisfy all three of these requirements in order to be considered an ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Credible Labs
Credible is a financial technology company headquartered in San Francisco and incorporated under the name Credible Labs Inc. The company also does business through its subsidiary Credible Operations, Inc. Its online marketplace offers consumers the ability to compare and refinance loans, mortgages, and other financial products from lenders. Credible became a subsidiary of Fox Corporation in 2019. In December 2021, Credible acquired digital insurance platform Young Alfred, adding various kinds of insurance including home, auto, and pet to its platform. Products and services The Credible marketplace allows consumers to compare financial products from multiple providers side by side. The company itself is not a lender, a bank, or a credit card issuer. Instead, its integrations with lenders and credit bureaus allow the company to provide pre-qualified rates based on a consumer's credit history, a capability that distinguished the company from comparison sites that only provide gene ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Propel (company)
Propel, Inc. is an American fintech software company that builds services for low income families. It is best known for Providers, a mobile app that allows users to track their Supplemental Nutrition Assistance Program (SNAP) balances and other government benefits. Approximately one quarter of American households receiving SNAP benefits are enrolled in the app. History Propel was founded in 2014 in Brooklyn, New York City by Jimmy Chen, a former Facebook engineer, through a fellowship at Robin Hood Foundation's tech incubator ''Blue Ridge Labs''. The company initially developed a website to help New York City residents apply for SNAP benefits. The company raised $11,000 in crowdfunding from Kickstarter, but failed to get any additional funding after pitching the idea to around 60 investors. The company pivoted to FreshEBT, an app that allows SNAP users to check their SNAP balances without calling their state's benefits provider. The app was released on the Google and Apple ap ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Relativity Space
Relativity Space Inc. is an American aerospace manufacturer, aerospace manufacturing company headquartered in Long Beach, California. Relativity Space is new product development, developing manufacturing technologies, launch vehicles, and rocket engines for commercial orbital launch services. As of March 2025, Relativity has announced plans to launch its in-development launch vehicle Terran R for the first time in late 2026. History Founding and funding (2015–2023) Relativity Space was founded in 2015 by CEO Tim Ellis (engineer), Tim Ellis and CTO Jordan Noone on the idea that existing private spaceflight companies were not tapping enough into the potential of additive manufacturing (3D printing). Relativity was founded with the intent of being the first company to successfully launch a fully 3D-printed launch vehicle into orbit. In November 2020, Relativity Space announced its US$500 million Series D funding at a calculated US$2.3 billion valuation. In June 2021 Relativity ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Yelp
Yelp Inc. is an American company that develops the Yelp.com website and the Yelp mobile app, which publishes crowd-sourced reviews about businesses. It also operates Yelp Guest Manager, a table reservation service. It is headquartered in San Francisco. Yelp was founded in 2004 by former PayPal employees Russel Simmons and Jeremy Stoppelman. It has since become one of the leading sources of user-generated reviews and ratings for businesses. Yelp grew in usage and raised several rounds of funding in the following years. By 2010, it had $30 million in revenue, and the website had published about 4.5 million crowd-sourced reviews. From 2009 to 2012, Yelp expanded throughout Europe and Asia. In 2009, it entered unsuccessful negotiations to be acquired by Google. Yelp became a public company via an initial public offering in March 2012 and became profitable for the first time two years later. As of December 31, 2023, approximately 287 million reviews have been contributed to Y ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
