• LinkedIn
  • YouTube
  • Twitter
  • Facebook
  • Google+

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.

Page 328 of 421« First...102030...327328329...340350360...Last »

Only 23% of execs say HR plays a key role in shaping company strategy and affecting operating results, says a new Deloitte survey. The key for you: “Pick a project that impresses executives, impacts the bottom line and makes good use of your time,” says Dave Ulrich, co-founder of the RBL Group and a University of Michigan business professor ...

As summer winds down, the pace of work and life picks up. But living life at too fast a pace can hurt your career and your health. To find out if you need to reserve more quiet "think time" in your day, take this simple 16-question self-quiz.

Remind supervisors, managers and HR staff: Don’t brush off or make light of sexual harassment complaints. Doing so can just add more fuel to the fire. When employees are ignored, they may begin to see every slight that comes their way—getting the cold shoulder at meetings or missing out on promotions—as retaliation for voicing their concerns about sexually hostile behavior. And that can make them much more likely to file lawsuits against your company ...

When it comes to determining employee wrongdoing and setting punishment, it’s essential to use a  complete and independent investigative process. Otherwise, the company can wind up being responsible if it turns out that a supervisor who was “out to get” an employee—perhaps in retaliation for filing a discrimination claim— trumped up performance problems or other employee deficiencies ...

As if you don’t have enough to worry about. Now a federal court interpreting California law has concluded that supervisors and managers may be personally liable if they don’t provide a harassment-free work environment or if they harass a disabled employee ...

The EEOC recently issued enforcement guidance declaring that disparate treatment of employees who care for children, parents or other family members violates federal law. “Disparate treatment” generally means an employer intentionally treated employees differently because of a protected factor such as race, gender, age or—in this case—their need to care for family members ...

When it comes to recruiting and retaining, organizations don’t need to reinvent the wheel or create bold initiatives to attract and keep the best workers. Sometimes, simply doing the tried-and-true things right are all you need ...

While attendance is an important goal, refusing to allow disabled employees some leeway is a sure way to the courtroom. Before you adopt a strict no-excuses tardiness policy, make sure you consider the special problems disabled employees may have. You can’t just declare that being on time is an essential function of every job and leave it at that ...

You have a robust sexual harassment  policy, and everyone from the lowest level employee to the company president knows how it works. But what happens if an employee tells a supervisor about possible harassment and then asks him or her not to take it up with HR? ...

Supervisors can discuss discipline with co-workers if the situation warrants and not fear a defamation lawsuit. As long as the discussion is necessary for a legitimate business reason, such as preventing workplace violence or squelching rampant and erroneous rumors, the employer won’t be liable. Otherwise, mum’s the word ...

Page 328 of 421« First...102030...327328329...340350360...Last »