Search

Working with a labor and employment attorney is not always easy. Believe me, I know. I've seen the relationship from both sides of the fence, as a client and as [...]

'HR deserves a seat at the table.' 'HR must be a champion of change.' How many times have we heard these tired phrases? In recent years, human resources professionals have [...]

The final-salary pension schemes have been receiving a bad press, and a great fall in its amount is predicted. The companies today are trying to become more flexible, and are using modern approach that suits a changing workforce.

The Human Resource (HR ) research findings unaware related to the effective HR practices, based on responses by a large sample of HR managers, were pinpointed. The seven questions that exhibited the greatest disagreements between current research findings and respondent's beliefs were explored, along with the management implications and suggestions for implementing the findings.

HR at Deloitte Touche Tohmatsu revamped an international career development program, added assessment tools, and then marketed the program to candidates and executives. The result: more participation and better client [...]

PERSONNEL RECORD KEEPING, POLICY IMPLEMENTATION AND SKILLS DEVELopment carried out by someone dedicated to the task can be the how-to and the how-come factors that yield the strongest team possible [...]

An analysis of HR departments' function in valuing human capital and evaluating employees based on their contributions to the prosperity of their companies in UK is offered. Additional information on employee performance measurement and processes to maximize human capital is included.

The human resources outsourcing business is being transformed as large consulting firms acquire or establish alliances with smaller, more focused HR service provides. Many of these transaction blend the big [...]

Eastbound out of Birmingham on Interstate 20 you notice the motels and shopping centers eventually giving way to an Alabama countryside of forests and farms. At exit 65-Lincoln-you might expect [...]

In recent years, downsizing has become a ubiquitous phenomenon of organizational life, even though an increasing body of evidence suggests that it may produce few lasting benefits (Heenan 1989; Mentzer [...]

In order for human resources personnel to become players in the company rather than just partners, they need to be able to plan, build, coach, facilitate, lead, and be the company's conscience.

Discrimination lawsuits against companies have risen steeply in recent years, and so have plaintiffs' chances of prevailing and the amounts they're being awarded. Despite this, many employers are hesitant to [...]

When sued for sexual harassment, employers sometimes experience one of three common, but unpleasant, surprises: Surprise No. 1. The employee who engages in the most egregious sexual behavior in the [...]

In the midst of frenzied growth, most entrepreneurs have precious little time to spare a thought for their employees' golden years. And yet, about a year ago, Daniel Roth, CEO [...]

At chick-fil-A headquarters in Atlanta, Andy Lorenzen helps recruit the 30,000 front-line workers at the company's 1,000 restaurants across the country. It's a daunting task in the fast-food industry's revolving-door [...]

In early 1989, Bill Swartz went from working as a senior state government administrator in Harrisburg, Pa., to being a primary caregiver for five elderly relatives. Soon after leaving the [...]

In some organizations the human resource function is viewed narrowly, allowing HR professionals to operate only within traditional HR responsibilities. In others, HR performs a more expansive role in which [...]

Janet DePaulo, vice president of human resources at Systemtronics Inc., prided herself on her open-door policy and accessibility to her own staff and other employees. So, she always felt guilty [...]

Part of HR becoming a strategic business partner includes writing a measurable business plan and following through on its implementation. And just like its counterparts in finance, IT, operations, and [...]

Ruth G. Shaw's career includes some impressive accomplishments--but none of them quite prepared her for the leap she made in 1997 when she took on the role of the top [...]

What can HR do to prevent a potential national-origin harassment or discrimination claim? How can it keep harmony in these distressing days? There are clear-cut steps to take. And doing [...]

This article discusses the importance of shared services units for the success of companies. The authors offer advice on how senior management can help human resources departments move from cost centers to shareholder value creators.

Outsourcing is becoming a general principle of the knowledge economy as people focus on their competencies and engage specialists in other fields. The Reverse Request for Proposals approach to assessing outsourcing possibilities is presented.

Many employers are attempting to exert control over off-duty conduct of employees that could be detrimental to profitability. The laws have not been well developed in most jurisdictions, but many companies have implement policies restricting employees dating of other employees and setting up or participating in competing businesses.

Attracting and retaining qualified employees is one of the most important elements for success in today's business. A corporate culture that enables employees to utilize their talents and values the contributions of all workers is the key to this success.

It is essential that Human Resources managers understand their role in improving efficiency and competitiveness in regard to products and all customer services. The six sigma quality concept for measuring the effectiveness of business processes is described.

Succession Management improves employee retention, protects critical positions within a company, provides a career path for employees, maintains competitive advantages in the marketplace, and maintains a high level of product and service quality. The process of succession management for all positions within an organization is described.

The Labor Department's office of Federal Contract Compliance's proposed rule to revise its affirmative action regulations contains a survey requesting detailed information concerning the employee pay policies of federal contractors. The Equal Employment Opportunity Commission's manual offers guidelines for pursuing charges of discrimination in the workplace.

One of the major challenges facing US companies is the training of a workforce composed of nontraditional employees. Methods of assessing employee's aptitudes are described and the role of efficient and effective testing in quality training programs is discussed.

The true costs of an operational business culture that leaves employees feeling dispirited, disenfranchised and unmotivated are identified. Daniel Denison' model, which identifies the connection between a productive corporate culture and the bottom line, is discussed.

Many companies are employing new strategies that enhance business performance while helping employees to experience a better balance between work and their personal lives. Research by the Work in America Institute is presented.

Promoting the best people, male or female, is essential for the success of any global company. An organizational process designed to move women into senior leadership positions is described.

Formal executive development is a primary tool in the development global leaders. A Case study describes TRW's global leadership program.

The increasing internationalization of companies is creating expatriate careers for many employees. The stages of the expatriate journey and the complex nature of the experience are described.

Short-term business travel is viewed as an opportunity for developing skills necessary for global leadership. Case examples of the effective use of travel in developing such skills are presented.

International executive experience is invaluable to global organizations and can provide a competitive advantage. The benefits of such abilities are discussed and a program for developing employees with international experience into executives is presented.

Training global leaders requires serious and sophisticated training. The key aspects of successful global leadership training programs are discussed.

Global leadership is essential for the success of global organizations. Three group processes for developing global team effectiveness are describedl.

The effective management of human resources is vital to the success of international organizations. A Nokia Telecommunications case study shows that different types of expatriate managers in various situations should be managed individually.

International companies are recognizing the need to develop the abilities of employees who show potential as future senior executives. The management efforts of an $8 billion consumer products company are described.

Most human resource management is based on domestic leadership models, which are inadequate for global leadership. Current global leadership concepts are reviewed and a framework for the development of company-specific competency models is presented.

International organizations are increasingly focusing on the development of management skills necessary for success in global operations. Cross-cultural training programs, their success and effectiveness, are described.

Procter and Gamble board chairman John Pepper credits international assignments for shaping his career as an executive. Pepper lists four key areas in which his leadership style was enhanced by such experience.

3M's executive-level global competency model, which includes 12 competencies and generalized behavioral anchors for each competency, is described. The model was developed by the top corporate executives and a team of in-house professionals.

Human resource management and the issues of cultural change in organizations are examined. Truly diverse organizations are found to make good business sense, but may require a long-term commitment.

The year 2000 is a good time to review personnel management, now known as human resources, and its impact on lifestyle. Companies, through their human resources department, can have an impact on welfare, the environment, the arts, provision of good quality goods and services, education, training and the provision of fair employment. They can also affect people personally, through their human resources staff, in numerous ways, including looking at values and supporting others.