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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There’s only so much an organization can do to help employees with their work/life balance. Some of it has to be up to them. Five simple steps:
Unions represent an ever-shrinking slice of U.S. employees, according to the Bureau of Labor Statistics. Only 11.3% of workers were unionized in 2012, down from 11.8% in 2011. In 1981, 20.1% of American workers belonged to a union. Several factors have contributed to the decline.
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Q. We have a policy requiring all machine operators to wear pants. Can we discipline a machinist who claims that she has converted to a religion that requires her to wear dresses?
Workplace romance has long been the bane of the HR profession. A December 2012 Iowa Supreme Court decision in Nelson v. Knight has further roiled the workplace romance waters by holding that an employer could terminate an employee for being “irresistible.”
If your organization’s telework program has hit a snag, try repairing it before you abandon it. Otherwise, you could face fallout from unhappy former telecommuters. They’ll either look for another flex-friendly employer or—worse—bring hard feelings with them when they report to the office.
Q. In an effort to encourage our employees to make healthy lifestyle choices, we plan to offer an employee wellness program starting this summer. Is there anything we need to be careful about?
Verizon invested nearly $400 million in the development, education and training of its employees last year, and spent $100 million in tuition assistance for more than 23,000 employees. But it’s the company’s employees themselves who may be teaching one another the most.
OSHA has released two new compliance assistance tools to help employers meet requirements of the agency’s revised Hazard Communication Standard.
When preparing to terminate a worker, you want to be able to produce the most solid documentation to defend a potential lawsuit. Just make sure supervisors know to document employee performance and behavior at the time it occurs—not just before or after the employee leaves the building.