Everybody talks about how HR should be a strategic function in any business. The thinking goes that once HR masters its day-to-day processing activities (e.g., hiring, training), it should be able to move on to more strategic endeavors like succession planning and/or talent acquisition.
The concept of tying compensation to accountability seems simple enough on the surface. However, making it real is way harder than it looks. And the biggest challenge is deciding what to measure performance against.
We all know that the risks associated with the employee terminations in any business should be carefully managed and mitigated. Being aware of the most common risks should help GE develop effective mitigation strategies during this massive layoff.
It seems like everyday we hear about yet another story about sexual harassment in the workplace. Have you wondered what is the best way to minimize the risk of this happening in your company?
Healthcare providers face the constant fear of falling behind on HIPAA compliance and facing punishments and fines from the federal government. So, what is the best and most cost effective way to make sure things get done when it comes to HIPAA compliance?
More companies these days are choosing to outsource their human resources function. With so many available options and variants (ASO, PEO, HRO), finding out which option is best can be daunting.
Every Human Resources professional has faced the issue of developing and sticking to a hiring methodology. It seems like you have to sift through more and more resumes and potential candidates than ever to make sure that all components of your HR recruiting process are running on schedule.
It seems like nowadays everybody is talking about accountability in the workplace and how critical it is to make sure things get done. There are so many conversations about how hard it is to implement accountability and how hard it is to change the culture of the business so that it becomes a permanent change.