We’ve seen it with Haiti. We saw it on the Gulf Coast with Hurricane Katrina, and when floods and wildfires have ravaged other parts of the country. When employees see an organization taking the initiative to help victims of natural disasters or support charities in their own communities, it sends an important message: This is a good place to work because it’s about more than just making a buck.
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.
Does your selection process rely heavily on how applicants handle themselves during job interviews? If so, be aware that courts are often suspicious of such inherently subjective decision-making. That’s why it’s best to document how objective qualifications—such as education and experience—counted for more than the fleeting impression of an interview.
It’s fairly common for promotion opportunities to attract lots of candidates—especially when the promotion offers a pay raise and the chance for additional job security. Don’t let that competition end in litigation. The best way to stay out of court: Be very specific about the minimum requirements candidates must meet to qualify for promotion.
Whether it's deserved or not, the perception that management is "against" employees, once earned, is difficult to shake. That's why it's so important for supervisors and HR to treat all employees fairly and consistently at all times, especially when it comes to discipline. These five questions can help managers gauge whether their discipline is fair. BONUS: 7 tips for documenting your disciplinary process.
Balancing the annual benefits budget is one of your most important tasks. Why go it alone? Get employees involved in the process of deciding which benefits to keep and which to ditch. Your best bet for engaging employees: Convene a team of workers to serve as a benefits users group. They can serve as a sounding board for employee concerns, and help you make benefits choices that will be widely accepted by other employees.
When establishing or changing your Family and Medical Leave Act (FMLA) policy, make sure you include it in your employee handbook. Don't rely on references to the policy outside the book, and don't attach or staple the policy separately.