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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Curtiss-Wright Corporation was ordered to pay $9 million to former HR exec Joyce Quinlan after a Newark Superior Court jury found that the company denied her promotions because of her gender and then fired her when she filed a complaint ...

Q. Some of our employees have been getting a lot of spam e-mail that advertises porn sites. I'm concerned that an employee will consider this junk as creating a hostile work environment. What can we do to protect ourselves? —M.C., Minnesota

When deciding whom to promote, make sure you're using an impartial selection process to pick the best candidate. That's the only way to stay on safe legal ground ...

While many employees view a transfer to a different location as a positive career move, others don't see it that way. Some employees may assume discrimination in what your organization thinks of as normal career development ...

Execs talk a lot about external threats to their organization, but they often overlook the elephant in the room: a tuned-out work force that isn't giving 100 percent.

How do employees at your organization feel about their compensation? If the answer is “Not good,” a bit of explanation from you or their supervisors can calm those troubled waters and help reduce turnover ...

Amid much fanfare, the U.S. Labor Department in 2004 rewrote the rules that determine which employees are exempt from the Fair Labor Standards Act (not eligible for overtime) and which are nonexempt (eligible for overtime). The goal was to ease confusion and lawsuits. But, so far, that hasn’t happened ...

One of the toughest tasks for HR is to decide which employees are supervisors. Employers need to know this because supervisors are excluded from a collective bargaining unit for union organizing and voting purposes ...

Q. We have salaried, exempt employees who take increments of vacation time (anywhere from one hour to seven hours at a time) instead of one full day. Is this legal? Or should they take only full-day vacation? —C.D., New Jersey

Q. Currently, our company pays 70 percent of employees' health insurance premiums. But we need to either decrease the percentage or possibly ask employees to pay the entire premium. How much notice must we give employees before making such a change? —D.O., Louisiana