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.
As Yogi Berra noted, “You can observe a lot by watching.” The time-honored management-by-walking-around concept is based on this theory. It's an effective way to discover employment problems no one would normally tell you about.
While vigilant HR pros might bristle at the notion of “work friends” and office romances, cubicle camaraderie can be awfully good for morale—and, it turns out, the bottom line.
Say you want to implement a new training program for sales reps. But every time you propose a new HR initiative like this, executives question whether it can work or say the company can’t afford it. Next time, take a different approach: split-sample testing.
Three-quarters of companies surveyed are somewhat or very likely to expand their focus on the financial well-being of their employees in 2014, according to a poll by Aon Hewitt.
While having a union in the workplace may not be ideal, having a union contract in place clarifies many of the work rules your employees must follow, as well as how your disciplinary process must work.
Nearly one-fifth of married employees met their mates at work—so it’s a good bet that plenty of your organization’s workers are dating, flirting or at least friending each other on Facebook. Accept that, and then create a fraternization policy that lets employees know exactly what relationships are and are not acceptable. A good policy has four sections:
Test your knowledge of recent trends in employment law, comp & benefits and other HR issues with our monthly mini-quiz.
It’s not too soon to start planning for your 2015 budget request. When you start projecting costs for next year, how will you know how many employees your organization will need? Involve your line managers in the process.
Q. Recently, one of our delivery drivers was hurt at home and is now unable to drive. Should we offer alternative employment?
Q. We are having a hard time keeping discipline consistent between supervisors. To promote consistency, upper management would like to implement a new discipline policy setting out what disciplinary steps should be followed. Do you recommend this?