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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In late January, the National Labor Relations Board released an “Operations Management Memo” that purports to offer additional guidance to employers and HR professionals concerned about employees’ use of social media. I can sum up the NLRB’s report in three words: What a mess.

Summer is still a long way off, but you can be certain employees are already eyeing the July calendar in hopes of grabbing the prime weeks to block off for their summer vacations. You’ll probably be stuck refereeing who gets which days. Here’s some help from HR pros:

To be successful, employee feedback should be routine, not a once-a-year event. In the same way, managers should make documentation of employee performance, behavior and discipline a regular habit. But how managers document their observations can mean the difference between winning and losing, should an employee ever decide to take you to court.

The EEOC received a record 99,947 charges in 2011. Given this sharp increase in charge activity, now's a good time to review your personnel policies. Consider two EEOC enforcement trends: scrutiny of background checks and inflexible leave policies.

If your employee handbook hasn’t been updated in the past six months, it’s out of date. Because employment laws and your business are in a constant state of flux, it’s critical to keep your personnel policies up-to-date. In light of recent legal changes, be sure your policies include these updates:

A quick scan of the world’s 156 million blogs reveals plenty of employees discussing their work. Sometimes that spells legal trouble for employers. By implementing an effective company blogging policy, you may avoid many of the pitfalls.
A major focus of emergency planning concerns how to help people with disabilities. However, employers must remember that federal laws may restrict what employers can do in emergencies.
When asked to provide FMLA certification of their serious health condition from a health care provider, some employees may realize they can’t. One answer? Fake it. What’s an employer to do? There are several approaches you can take.
Test your knowledge of recent trends in employment law, comp & benefits and other HR issues with our monthly mini-quiz.

Because absenteeism typically comes under the "minor problem" category, the first step is a precounseling session between the individual and his supervisor. In this session the supervisor determines if the employee understands the company's policy on absences. The positive discipline approach then consists of the following stages:

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