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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Nearly one in five U.S. workers admit to lying at the office at least once a week, according to a CareerBuilder survey. A quarter of hiring managers say they’ve fired an employee for being dishonest. In such cases, it’s much easier to discipline and terminate an employee when you have a general honesty, ethics or misrepresentation clause in your employee handbook.
Progressive discipline often focuses on the end of the process—the written warnings that, if unheeded, can lead to firing. But the oral warnings that come at the beginning are just as important.
Q. Is it OK to ask members of our management team what their tentative retirement plans are so we can focus on having enough trained people ready to step up when vacancies occur?
Q. We recently hired an experienced salesperson. During her orientation, she told HR that she recently underwent a sex change procedure and that she is transgender. A few days later, another employee went to HR and explained that he had known the salesperson in a previous job before her sex change. This employee is clearly uncomfortable and asked for advice on what he can say to the new employee and others on the team about their former working relationship?
According to a recent Gallup poll, only 28.3% of college graduates believe “at work I have the opportunity to do what I do best every day.”
HR takes the lead in enforcing employer policies regulating how employees use social media, according to research by the Society for Human Resource Management.
Women of the Millennial generation are turning their backs on career paths that could give them the keys to the C-Suite. The problem lands squarely in HR’s lap—as do the solutions.
Some lucky employees have all kinds of options when choosing where to get their work done. Their employers have embraced what I call the “nonterritorial workplace.” It allows employees to work wherever they will be most productive on any given day.
You should have an envelope from the EEOC in your in-box. The contents: the 2013 EEO-1 Survey. By law, affected employers must file their EEO-1 reports by Sept. 30.
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