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.
Job descriptions are the cornerstone of communication between you and your staff. Job descriptions can also be useful tools in court. Make sure you have job descriptions for all employees’ positions. Then keep those descriptions updated whenever the duties change.
Jargon can complicate the most simple of messages. So why in the name of Webster’s does the babble persist? “People use jargon because they want to sound smart and credible when in fact they … typically can’t be understood, which defeats the purpose of speaking in the first place,” says Karen Friedman, author of Shut Up and Say Something.
More than one-third (36%) of 500 HR professionals surveyed by OfficeTeam believe it’s “very likely” or “somewhat likely” that résumés will eventually be replaced by applicants’ personal profiles placed on social networking sites.
Some employees act like they expect everyone at work to be on their best behavior all the time, never doing or saying anything even mildly offensive. That’s just not realistic.
A recent 9th Circuit Court of Appeals decision highlights unexpected problems employers can face when gay employees are harassed because of their sexual orientation. The case—Dawson v. Entek International—illustrates what can go wrong when harassment occurs, HR is slow to respond and retaliation is alleged.
Can someone claim they’re so disabled they need Social Security benefits, yet still tell an employer they can perform a job’s essential functions? Sounds fishy, right? A judge thought so.
For-profit education company Nobel Learning Centers (NLC), has agreed to settle charges it excluded disabled children from its programs in violation of the ADA. Although the settlement involves ADA public-access issues, it has important implications for employers.
Think if someone complains to HR and you just kick it up the chain of command, the problem will just take care of itself? Think again.
The possibility of hidden bias is what makes it so important to never base a termination decision solely on one person’s recommendation. The key is to cut the connection between the supervisor’s attitude and the company’s termination decision.
Given the low cost and the easy accessibility of electronic records storage, many employers are making the digital leap to “paperless” HR. But despite the many benefits of going paperless, a host of legal problems could derail even the best-intentioned digital records plan. Carefully consider these legal issues when transitioning to an electronic personnel records system.