When we interview a potential new hire, HR professionals assess the candidate against a list of key skills and personal characteristics needed for the job. Let’s turn the tables and see what that list of key attributes would look like for a human resources management professional.
In today’s Advisor, business and leadership blogger Dan Oswald offers his thoughts on qualities of great leaders. (Oswald, CEO of BLR® offers these thoughts weekly in The Oswald Letter.)
Sometimes it seems as though there are a thousand ways supervisors and managers—with the best of intentions—can practically beg for a lawsuit. We’ve distilled it down into 10 major sins you can talk to your supervisors about (and you might as well include your managers).
QUESTION: My company often sends employees home without pay for various offenses, such as egregious dress code violations, insubordination, and slacking off. Sometimes, the employee is told to return the next day, and sometimes the suspension runs for a few days or more while we investigate. I wouldn’t want anyone to know I’m asking, but […]
Many employers start employees off with probationary periods during which the employer can let the new employees go without worrying about just cause and lawsuits. Sounds good, but there’s a downside, says attorney Sandra Rappaport.
In a previous Advisor, we featured the California Employment Law Letter’s take on the importance of a good job description. Today, we look at the key components every job description must contain.
Performance appraisals are perhaps the best way to not only let your employee know how she’s doing, but also to get feedback about how your organization is doing, whether your employees are committed to your goals, and what you can do to improve morale. A performance appraisal that is mutually beneficial to both an employee […]
Some organizations have very structured job descriptions, with detailed processes and automated systems to keep up with job descriptions. However, other organizations have more limited resources or may not have a formal human resources department, or may not have an embedded process for creating and maintaining effective job descriptions.
Do employers have to pay out the wage equivalent of the accrued vacation time for an employee upon termination? Does the answer depend on whether the employee quits or is terminated for cause? Does the answer depend on whether the employee belongs to a union?
The big buzz at the SHRM Annual Conference and Exposition revolved around SHRM’s announcement that it will start offering its own professional certifications. Why is it happening and what does it mean for HR pros?