HR Management

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.

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It’s a good idea to track the age, race, religion, sex or other characteristics of employees you discipline. Being able to see, at a glance, a potentially discriminatory pattern can help you make a midcourse correction ...

If you don’t have an action plan in place for responding to sexual harassment complaints, develop one now. Don’t wait until the phone rings or an e-mail arrives detailing sexual wrongdoing. By then, it may be too late ...

When it’s time to decide on promotions, do you send employees’ personnel files over to a supervisor or hiring committee to help make the decisions? Make sure the files don’t contain references to past discrimination claims or investigations. Otherwise, you could be inviting a passed-over candidate to sue for retaliation ...

Here’s a classic study of HR run amok: A bitter feud at the Brooksville Police Department has prompted the city manager to resign and led to the suspension of the police chief, a lieutenant and the HR director ...

Georgia mirrors America’s growing diversity in many ways. Today, mosques occupy old churches; many workers wear burqas and yarmulkes; and some employees request “prayer breaks.” Religious diversity is a reason for celebration, but it also presents challenges in the workplace ...

It’s more important than ever to teach supervisors how to listen for leave requests that could fall under the umbrella of a “serious” condition qualifying for FMLA relief. Otherwise, don’t expect to plead ignorance if they make a mistake ...

While no federal or state law requires you to create and follow a progressive discipline policy, courts often come down hard on employers that promise progressive discipline but fail to deliver it ...

A sexual harassment policy is worthless unless it clues in those who really need to know what’s going on at the shop level. Don’t think you’re in the clear just because you have a policy and tell supervisors to stamp out harassment ...

Q. One of our drivers is not medically able to drive company trucks. Should we offer alternative employment? Should we adopt a formal policy covering disabled drivers?

Q. More employees are asking to telecommute, as are prospective hires for difficult-to-fill positions. If we have such a policy, what should be included to ensure there isn’t any favoritism among workers?

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