So, what happens when you have defined clear roles and responsibilities, expectations, compensation structures, performance tracking, and your efforts to develop a culture of accountability begin to take hold? It is time to act.
We constantly wonder why things keep falling through the cracks with no consequences to the offenders even when a performance review and/or reward system is in place. Remembering what goes on every day so it can be used and evaluated at a later time is a real challenge.
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.