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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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Some supervisors hate including negative feedback in performance reviews of good employees. But nearly everyone has some room for improvement. It’s up to HR to insist on accurate evaluations, including negative feedback when warranted.
When disciplining employees, try to stick to objective facts. For example, if a worker isn’t abiding by a dress code, state what rule she is violating. Keep the editorial comments to yourself.
The American workplace is physically and emotionally taxing, with workers frequently facing unstable work schedules, unpleasant and potentially hazardous working conditions, and an often hostile social environment, according to a new study.
Simply put, a bad review all by itself isn’t usually grounds for a lawsuit in most cases. However, punishing someone with a bad review because they complained about discrimination may land you in legal trouble.
A significant percentage of Americans often work 10 or more days per month of at least 10 hours. Even more routinely work at least 48 hours per week.
Here’s a lesson for small employers that may be tempted to ignore legal pleadings, thinking there’s no merit to a worker’s claims. Doing so likely will result in a default judgment.
Sometimes, investigations don’t go as planned. An employer can have good policies and the best of intentions and still make mistakes. Fortunately, that’s not necessarily the kiss of death for a workplace investigation. Just be prepared to clearly explain what happened.
TV personality Steve Harvey got ripped in the media earlier this year. The controversy shined a light on open-door policies in the workplace. Rob Wilson, president of Employco USA offers these suggestions.
If they’re doing their jobs, HR and managers must periodically have “the talk” with problem employees. How this meeting is conducted can mean the difference between turning around a marginal employee and opening the organization to costly litigation.
Smart employers make sure they document—in advance—the underlying reasons for any disciplinary actions. When preparing documentation, be sure to provide all the details, especially if two employees committed arguably similar offenses but were punished differently.
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