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.
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.
Millennial workers are slightly more likely to stick with their employers than members of Generation X were when they were young.
A survey by the Society for Human Resource Management found that 66% of employers let workers who travel on business keep hotel points and 65% let them keep frequent flyer miles.
Creating a more casual dress code and doing away with cubicles may help draw the attention of some younger job candidates. But real improvement in recruiting and retaining of Millennials must go deeper, focusing on helping people build trust and connection to their work.
Employees have only a limited amount of time in which to file lawsuits. However, judges sometimes bend over backwards to give late filers a second chance. When that happens, it may be worth finding out why the delay occurred.
Some employees may not realize it, but filing an internal discrimination or harassment complaint doesn’t create immunity to legitimate, unrelated discipline.
If you have a progressive discipline system, give yourself some wiggle room. Make sure you retain the right to immediately terminate an employee when necessary.