Strategic human resource management is the end product of success in conduction workplace investigations, vendor management, human capital management, and more.
Our human resource management articles can help you vastly improve your human resources planning, HR policies, and human resource training.
According to a survey by the office supply chain Banner Business Services, pens and Post-it notes lead the list of things that somehow manage to jump into our purses and briefcases and make their way into our homes (or the kids’ school backpacks).
Q. A long-term employee has been working part time for a year due to double knee replacement surgery. She takes painkillers, but not during work hours. Recently, she’s displayed poor judgment, doesn’t concentrate well and sometimes shakes all over. We’re concerned she may be addicted to the painkillers. We reassigned her to a job that carries less risk. What can we legally do to address this?
Some recent polls reveal current trends in salaries, vacation usage and how slowly young adults are leaving the nest.
Sometimes, it’s clear from the moment that you decide to terminate an employee that she will sue. If that’s the case, a small severance payment may prevent litigation. But if you offer to settle, make sure you follow through promptly.
Almost two-thirds of small businesses have been victims of employee theft, and 40% of the time, the employee took money, according to University of Cincinnati criminal justice researcher Jay Kennedy.
The federal Office of Personnel Management has pulled the plug on a massive five-year, $5 billion HR project that would have revamped the government’s system for managing HR processes and training civil servants.
In a poll of 6,400 U.S. workers, 41% said they have observed misconduct on the job. Then they named the culprits.
Want to arbitrate employment disputes rather than drag them out in state or federal court? Then make sure the arbitration agreement you use is fair to both sides and doesn’t include any obviously one-sided clauses favoring the employer.
Q. Our employees recently voted for a union and we are now negotiating. Our policies say full-time employee status starts at 30 hours per week. All of our full-time employees currently work 40 hours per week. We want to decrease the hours of some employees (about 25% of them) from eight to six per day. Do we have to bargain with the union on this change or can we just notify them?
A good succession plan ensures that your workforce is prepared to meet your organization’s future challenges. Make these measures part of your succession planning process: