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Matters such as turnover, employee burnout, employeerelations, workplace conflict and harassment, and lack of employee engagement all have the potential to negatively impact the company and prevent it from thriving. Employees also want to grow in their careers, and they look to broaden their skills within the workplace.
Insufficient EmployeeHandbooks – Outdated or incomplete employeehandbooks can become a liability or impede management efforts. An employeehandbook is an excellent business tool that enables employees to know what is expected of them and will help mitigate potential damage to the employer.
Employeerelations. Human resources existence in a company is crucial because they help nurture safe a safe work environment, mitigate risks, resolve issues, and nurture employee productivity and motivation. As a general rule, they should always be concise, easy to understand, and available to all employees.
When it comes to HR, public relations is actually one of the most important skills to master. Public relations and employeerelations require the same skills. You will see that effective human resources managers and public relations managers share many traits and have very similar job duties. Timing is everything.
By focusing on both skill enhancement and career progression, you boost overall workforce competence. Compensation and Benefits Administration You manage compensation and benefits to maintain employee satisfaction and retention. You handle issues like conflict resolution and employee grievances to ensure a harmonious workplace.
The PHR and SPHR exams focus on professional in-depth content, while the SHRM-CP and SHRM-SCP have specific guidelines for HR competencies and strategic work. It includes topics such as recruitment, compensation, and employeerelations. Both exams cover the SHRM Body of Competency and Knowledge (BoCK).
What are the competencies and behavioral attributes against which she is hiring? An employeehandbook? Does the organization provide letters of reference for an ex-employee’s next gig? Is the recruiting team working diligently to eliminate bias when creating an applicant pool? Does Susie Recruiter conduct phone screens?
1: The Essential HR Handbook Sharon Armstrong and Barbara Mitchell Aptly titled, this book is an essential guide for old and new human resources professionals. In fact, it works very well as a sister piece to The Essential HR Handbook — as it covers areas that the other book does not.
Human resources specialists perform specific HR functions like recruitment, training and development, compensation and benefits, rewards, and employeerelations. Employeerelations. Employeerelations specialists liaise between employees and managers. What is a human resources specialist?
These are defined in five parts: recruitment, placement & talent management , training & development, compensation, and employeerelations. Ulrich and colleagues list the key competencies of the modern HR professional. That’s what this book is all about. Ulrich’s work is always very well-researched, and so is this book.
The data you collect will make its way into the employee’s personnel file. This information will inform everything from your employee’s direct deposit to her tax withholdings. Onboarding forms, like all employee-related files, will protect you in the event of litigation or audits.
Download Guidebook Strategies to Prevent Conflicts of Interest At Work Unfortunately, employees aren’t always able to recognize or know how to deal with conflicts of interest at work. For example, it can address how employees should respond to issues concerning bribery, data protection, confidential information, and social media.
Because what’s more valuable for you and your business – that you spend lots of time getting mired in HR issues or that you focus on your core competencies and the big-picture things that: Attract customers Increase market share Drive revenue Are more personally fulfilling to you That’s not to say that HR issues aren’t important.
A solitary HR professional’s job description may include: Overseeing legal compliance and handling employeerelations concerns Coordinating recruitment and strategizing on plans for retention Overseeing payroll and benefits Implementing and reviewing employee performance reviews Creating and enforcing company policies.
However, if you are expected to build the HR department from the ground up, you will need to withdraw from your bank of HR competencies and organizational and interpersonal skills to be successful. However, if the business has at least $10,000 in federal contracts, that threshold drops to 50+ employees.
Credit: Kobu Agency/Unsplash The HR department handles a broad array of functions related to talent management. By doing so, it maintains positive employeerelations and makes the best use of its personnel. Additionally, HR ensures the organization follows regulations that pertain to employees.
Instead, try hiring competent and dependable people as first and use their achievements as templated for future hires. “Not only are small businesses competing for early talent with other small to medium-size businesses (SMBs), they have established brands to compete with as well. Always choose quality over quantity.
via Texas Employment Law Blog 31% Of Sick Employees Think Boss Appreciates Their Presenteeism — via Workplace Diva Bully For You? via Eric Meyer’s Employer Handbook Blog Does FMLA Leave and Short-Term Disability Leave Run Concurrently? — Yeah, you’d think that. —
Job skills refer to the abilities and competencies an individual possesses to effectively perform specific tasks or duties. Job skills can be categorized into hard skills, which are specific and measurable abilities, and soft skills, which are less tangible and related to one’s character or personality. What are job skills?
What skills and competencies do we need today? This needs to be a new, strategy-centred role, as Glenn Templeman says in The HR Business Partner Handbook. Credit: Fauxels/Pexels What does an HRBP do? The HRBP can help organizations, departments, and leaders answer pivotal questions like these: How can we work most effectively?
Professional employeehandbooks and internal employee communications. A company’s employeehandbook is a resource outlining expected and unacceptable behaviors for its staff. A poorly compiled and/or incomplete handbook is not only unprofessional, it can create legal liabilities as well.
A professional employer organization (PEO) is an outsourced solution that allows its clients to outsource many of their human resource functions, share employment liability, and, oftentimes, gain economies of scale to bring an improved benefits package to their employees. You can’t automate everything—especially when it has to do with people!
This allows SMBs to compete with big corporations when recruiting and retaining top-level talent. This includes but isn’t limited to HR consultations, handbook and policy management , compliance support, employeerelations, and performance management —all tailored to meet the unique needs of each client’s business.
— via Eric Meyer’s The Employer Handbook Blog. HR & EmployeeRelations. Employee theft robs US businesses of $50B annually — via HR Dive. Swimming Pool Company’s Non-Compete Claim Takes a Dive — via Suits by Suits. Don’t Steal My Employees When You Quit – the Anti-Raid Provision — via Smooth Transitions.
Employeerelations. Employee benefit administration, and more. That means that you need to be selective about your choice, finding someone who won’t make you give up your employeehandbook policies, for example. HR outsourcing allows your business to stick to its core competency. Hiring and onboarding.
HR & EmployeeRelations. A new Senate bill would make your non-compete agreements worth less than the paper on which they’re printed. — via Eric Meyer’s The Employer Handbook Blog. Ninth Circuit: No Crime Policy Coverage for Social Engineering Fraud Losses — via The D & O Diary. Wage & Hour.
via Eric Meyer’s The Employer Handbook Blog. HR & EmployeeRelations. Are Non-Compete Agreements for Independent Contractors Enforceable? — via Who Is My Employee? A post shared by Jon Hyman (@jonhyman) on Aug 16, 2017 at 8:26am PDT. Here’s what I read this week: Discrimination. Want to Be More Productive?
HR & EmployeeRelations. via Delaware Non-Compete Law Blog. Don’t Cry Over Spilled Milk: Best Practices for Handling Nursing Employees — via The Labor Dish. FMLA and Migraines and Facebook and other things that will make you want to click — via Eric Meyer’s Employer Handbook Blog. Labor Relations.
via Eric Meyer’s The Employer Handbook Blog. HR & EmployeeRelations. 40% of Employees Say Flexible Work Hours are the Most Valuable Perk — via EntertainHR. The Email Every Employee Wishes They Sent After Leaving! — Episode 18 – The Nurse Capades on Ice — via Hostile Work Environment Podcast. You’re Fired! —
Welcome to the intersection of ADA and FMLA — via Eric Meyer’s Employer Handbook Blog. Beware of Email Requests from the C-Suite to Transfer Employee Data — via Labor Employment Law Blog. Leave No E-mail Unturned in Trade Secret and Non-Compete Cases — via Trading Secrets. HR & EmployeeRelations.
via Eric Meyer’s The Employer Handbook Blog. What can you do when an employee gains unauthorized access to coworkers’ e-mail? — Can connecting to former clients on social media get me sued for breaking a non-compete? — HR & EmployeeRelations. Why do women get all attractive if they don’t want to be harassed?
via Eric Meyer’s The Employer Handbook Blog. HR & EmployeeRelations. Why EmployeeHandbooks Matter — via ERC Insights Blog. My Employee Came To Work Drunk — via Evil Skippy at Work. Non-Compete Legislation – The Jimmy John’s Backlash — via Smooth Transitions. The “E” in E-Mail stands for Exhibit.
Remember, your employees are the single source of unique competitive advantage for your business. Their skills, talent, and competencies cannot be imitated, and failing them means failing the organization. Besides that, addressing employee grievances appropriately offers a ton of additional benefits for your business.
— via The Emplawyerologist Social Media & Techology The Worst Possible Response to a Bad Glassdoor Review — via Suzanne Lucas, the Evil HR Lady, at Inc.com Can a plaintiff change her social media privacy settings after filing a lawsuit? —
HR & EmployeeRelations. The Secret Reason Your Employees Keep Complaining — via Projections. Cab Companies: Trade Secret Edition — via Trade Secrets & Non-Compete Blog. Your FMLA notices may be defective if… — via The Employer Handbook Blog. Labor Relations. Wage & Hour.
via employeescreenIQ Blog Federal judge reincarnates atheist’s religious bias claims — via Eric Meyer’s Employer Handbook blog Parental Leave Can’t Just Be for Mothers — via Harvard Business Review Social Media & Workplace Technology Believe This?
— via Eric Meyer’s The Employer Handbook Blog. Zoo employee fired over “racist” social-media post — via wpxi.com. HR & EmployeeRelations. MOVE Act Introduced; Non-Compete Agreements Would Be Limited, if Passed — via Dan Schwartz’s Connecticut Employment Law Blog. Social Media & Workplace Technology.
Facebook Live and the hella-icky, vomitous workplace implications — via Eric Meyer’s The Employer Handbook Blog. Employees as Brand Ambassadors on the new LinkedIn Company Pages — via Blogging4Jobs. HR & EmployeeRelations. How to tell an employee “no nose rings” — via Ask a Manager. Wage & Hour.
New EEOC lawsuit highlights the discrimination risks of mandatory flu shots — via Eric Meyer’s The Employer Handbook Blog. HR & EmployeeRelations. President Obama and Non-Competes — via Smooth Transitions. Abercrombie rule doesn’t cover ADA bias — via Business Management Daily. Technology & Social Media.
via FisherBroyles Warn managers: If you slander former employees, you can expect to be sued — via Business Management Daily Is cursing common in your workplace? — via Jeff Nowak’s FMLA Insights On religious exemptions in discrimination law — via Walter Olson’s Overlawyered Caught on tape!
Employeerelations. Employees can self-onboard online via digital new-hire forms and signatures. Access to automated workflows, employee management, document management, company handbooks, and PTO policy creation. The good news is that the vast majority of HR processes can be automated, either fully or partially.
PEOs pool together worksite employees when receiving rates from insurance companies. This means you can access big benefits at affordable prices using the PEO model, letting you better compete with large companies in terms of recruiting and retention. What services do PEOs offer? What else can PEOs provide beyond payroll and benefits?
The data you collect will make its way into the employee’s personnel file. This information will inform everything from your employee’s direct deposit to her tax withholdings. Onboarding forms, like all employee-related files, will protect you in the event of litigation or audits.
This structured approach ensures we address high-priority items while systematically tackling lower-priority ones, enabling us to manage competing demands with greater clarity and purpose. Document Everything: In case of audits or disputes, maintain thorough records of compliance efforts, employeehandbooks, and policy updates.
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