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.
Q. A worker in my department is in his 70s and starting to slow down. The job he performs is very physical and I’m afraid he’s going to get hurt. I’d like to get rid of him before he hurts himself or someone else. What should I do?
The effects of domestic violence don't wait for victims to get home from work. They follow them into the workplace every day. That's why it's imperative for employers and HR to prepare management staff should this issue arise in their workplaces.
Employers are increasing employees’ options for managing when and where they work, while reducing some options that affect how much they work, according a new study by researchers at the Families and Work Institute.
ARAMARK employees are putting the culinary, hospitality, nutrition and facilities management skills they use at work to good use in their communities as well. The Philadelphia-based professional services company has devoted more than $7 million to its volunteer and philanthropic program.
The Fort Lauderdale law firm of Elizabeth R. Wellborn, P.A. apparently has several openings. Tip for job-seekers: Don’t wear orange to the interview.
If you have an internal training program designed to help employees advance their careers, make sure that it doesn’t unintentionally spur sex or other discrimination lawsuits.
Here’s a lesson learned from an employer that responded correctly when an employee complained about sexual harassment. Not only did it conduct a thorough investigation that helped it win a lawsuit, but it also prevented another potential sexual harassment claim when it discovered even more egregious behavior—from the original complainant himself.
When it comes to promotions, smart employers make sure they carefully document the selection process. That way, if an employee challenges the decision, the company will have something compelling to show the court.
Before you can fix a problem like offensive graffiti in the workplace, you have to know it exists. Short of conducting spot inspections, the only way you will know what’s going on away from headquarters and in the trenches is from employee and supervisor complaints.
Q. Some of our employees are quite heavy. We’re concerned they may become a liability at insurance renewal time because we suspect they have health problems (they also smoke and eat junk food). Can we ban smoking near our premises and make the workplace a snack-free zone?