Strategic human resource management is the end product of success in conduction workplace investigations, vendor management, human capital management, and more.
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Most lawsuits are not triggered by great injustices. Instead, simple management mistakes and perceived slights start the snowball of discontent rolling downhill toward the courtroom. Here are 12 of the biggest manager mistakes that harm an organization’s credibility in court.
Nearly 1 in 5 (17%) Americans who telecommute at least part of the time spend one hour or less per day on work, according to a recent survey of 5,300 employees conducted by CareerBuilder.
What if you suspect a supervisor/subordinate relationship, but the two people deny it? You probably can’t do anything more than reiterate your workplace rule against it. If it turns out the supervisor lied, you can certainly terminate him or her—both for breaking the rule and then lying about it.
Make a fresh start in 2012 by creating a new employee record-keeping system. Whether you’re going to stick with paper files, create computer-based folders or go high-tech and store your records in the cloud, you need to create at least four separate sets of records for each employee:
The economy is a shambles, and employers are doing everything they can to stay in business. That includes terminations, salary and wage cuts and temporary furloughs. Nearly every one of those moves carries litigation risk. With little to lose, more and more employees are willing to stake bias claims, hoping to score a big settlement. Their allies are attorneys who will look for any reason to sue. What should employers do?
Employees of HR consulting firm Aon Corp. are kicking three soccer balls across six continents in eight months. The goal: to demonstrate Chicago-based Aon’s global connections among colleagues.
Repetitive stress injuries (RSIs) can strike almost any worker at almost any job in any office building, plant or factory. Employers need to be aware of the early warning signs of RSIs and carpal tunnel syndrome, as well as healthy strategies to employ so workers stay on the job and productive.
Dealing with an aging, financially unprepared workforce is a reality that should concern employers. It’s in the best interests of employers to improve the retirement outcomes for their employees by creating a culture of retirement readiness. Here's a six-step plan that works:
Treading carefully on today’s uncertain social media terrain, many employers might hesitate to punish employees for posting workplace comments online. But the National Labor Relations Board recently found in several scenarios that employers didn’t violate the National Labor Relations Act when they terminated or disciplined the employees.
In light of the highly publicized scandal at Penn State University, one HR lesson is obvious: Employers can never ignore reports of misconduct or harassment by employees against anyone. But at what point does harassment cross the line into something more serious (like assault) that requires an employer to call the police?