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.
Nearly one-third of employees show up for work at least five days a year when they know they are too stressed to be effective. And “presenteeism”—when workers clock in even though they are physically or mentally unable to work at full speed—has risen to 22%, according to a new ComPsych survey.
Recognition from “the company” is one thing, but for most employees, their manager and direct supervisors are the face of the organization. Any positive reinforcement from them means something extra special. Here are some suggestions you can pass on to managers and supervisors.
Q. Our policy states employees must provide a doctor’s note if they take sick leave of three or more days. Are we violating any laws by demanding the doctor’s note, which includes a diagnosis?
Providing opportunities for promotions is often just the thing to keep top talent from jumping ship. But before you haphazardly start promoting from the ranks, consider these tips to help the right workers move up the ladder, without setting your organization up for a legal fall.
Wonder what your organization’s staff is stressing over? For 28% of employees in a new Accountemps survey, it’s making a mistake at work.
The federal government, most states and some municipalities all have agencies charged with enforcing employment laws. Employers are most likely to have contact with agencies that enforce anti-discrimination laws. How you deal with those enforcement agencies when discrimination charges surface matters a lot.
For the fourth year, Google tops the list of companies business students would most like to work for, according to “World’s Most Attractive Employers 2012” report. Students cited Google’s great benefits and culture of innovation.
Q. We received a charge from the EEOC and we’re dealing with it. Now we’ve received correspondence from the state equal opportunity agency, too. What’s up? Are we going to be investigated twice?
Your sexual harassment policy may not be worth the paper it’s printed on if doesn’t spell out an alternative reporting option for employees who allege they were harassed by their supervisors. You must allow employees to bypass their bosses.
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