Rapid change is common in the business world today and an increasingly frequent reason for employees to unionize, a recent organizing drive shows.
More recruiting budgets will stay flat in 2017 compared with the previous year, despite the expectation that hiring volume will increase for many companies, according to new research from LinkedIn.
The U.S. Department of Homeland Security added St. Vincent and the Grenadines to the 2017 list of countries whose citizens are eligible to come to the U.S. on temporary work visas starting Jan. 18.
Most companies screen employees for red flags in their background once, at the prehire stage. In the near future, the new normal may call for continuous, post-hire monitoring, which can alert HR to potential risks from staff, reducing the prevalence of insider threats.
Employee 401(k) contributions for plan year 2017 will once again top off at $18,000 with an additional $6,000 "catch-up" contribution allowed for those turning age 50 or older. But maximum contributions from all sources (employer and employee combined) will rise by $1,000. While not all plan participants can fund their 401(k) accounts up to the maximum, the contribution cap is a goal that may encourage those who can defer extra dollars for retirement savings to do so.
Affordable Care Act's (ACA's) final Section 1557 nondiscrimination rule, which took effect on Oct. 16, are designed to provide equal access to health coverage. While the rules apply primarily to health care providers and insurers, of particular interest to employers—and causing some confusion at the moment—are the provisions addressing limited English proficiency
Today’s global economy evolves at breakneck speed, with technology, consumer trends and generational shifts constantly reshaping the business landscape. The labor force is changing, too. In fact, it has reached a tipping point in terms of what employees expect from work, according to HR experts Jeanne C. Meister, founding partner of the consulting firm Future Workplace LLC in New York City, and Kevin J. Mulcahy, a business professor at Babson College in Babson Park, Mass.Their new book, The Future Workplace Experience: 10 Rules for Mastering Disruption in Recruiting and Engaging Employees (McGraw Hill Professional, 2016), examines research compiled from 2,100 HR leaders and managers suggesting that the conventional wisdom about work and the role of HR departments is obsolete. They outline a way forward for employers willing to commit to building the future workplace.You state that future work will be more personalized. What does that mean?Meister: The personalized experience t
Few are better positioned than HR professionals to assess the current economy and give us a sense of where we’re headed. According to results from the latest annual Society for Human Resource Management (SHRM) Jobs Outlook Survey, which polled public- and private-sector human resource practitioners, the outlook is mostly positive. While their confidence in the job market has fallen compared to a year ago, most respondents said their organizations’ finances are in good shape and few expect job cuts as 2016 comes to a close.Job growth over the first half of 2016 was fairly strong, with 43 percent of HR professionals surveyed by SHRM saying that their companies added jobs during that period. Another 41 percent maintained staffing levels, and 16 percent reduced head count. The main reasons organizations held off on hiring were because business was not expanding; because improved efficiencies reduced the need for staff (through technology, automation or other business process improvements)
A thought-provoking presentation on how—and how not—to have a deep discussion with co-workers and employees about race in the United States kicked off the second day of the Society for Human Resource Management's (SHRM's) Diversity & Inclusion Conference & Exposition on Oct. 26.
Grace Anne Stevens shared her personal story of transitioning and professional insight during a concurrent session Oct. 26 at the Society for Human Resource Management’s Diversity & Inclusion Conference & Exposition.
Short-term strikes are likely to become more common because of actions taken by the National Labor Relations Board's general counsel.
Identifying passive candidates is always a struggle. Recruiters value them because they typically have higher retention rates, but how can sourcers find them among millions of online profiles?
Two new technology tools are now on the market to make that endeavor a little easier. One tool allows passive candidates to self-identify; the other points out passives to recruiters before the candidates even know they’re being observed.
Employers are hiring about one in every 100 candidates, with applicants being the biggest source of hire, followed by sourced candidates and employee referrals, according to new research.
When it comes to job-based health coverage, high-deductible consumer-directed health plans (CDHPs) continue to increase in popularity—with more employers offering them and more employees enrolling in them—even as they offer less savings on premiums relative to traditional plans than they did a year ago, new research indicates.
The recent release of the Equal Employment Opportunity Commission (EEOC) report on sexual harassment shouldn’t be cause for a collective yawn. Rather, the report contains the seeds for great ideas to fight harassment of all stripes, including that based on race, gender, national origin and religion.
EEOC Chair Jenny Yang first announced the creation of a Select Task Force on the Study of Harassment in the Workplace early last year, and her message then was simple: We have made a lot of progress, but the problem persists. Fast-forward to June, which was the 30th anniversary of the Supreme Court’s recognition that sexual harassment is a form of sex discrimination. After more than a year of study, including numerous public hearings, EEOC commissioners Chai Feldblum and Victoria Lipnic issued
their report.One key aspect of the study is the importance of training supervisors and management. Let’s focus on the following 17 tips for upgrading your training that are based not
On some of the world’s most visible stages, women appear to be making huge professional strides. At press time, we are waiting to see if the U.S. will elect its first female president. Meanwhile, the U.K. has chosen its second female prime minister. Women are outnumbering men by a 3-to-2 ratio on college campuses, and they have earned more doctoral degrees than men for seven straight years. Even at this year’s Summer Olympics, the U.S. fielded a team of athletes made up of a female majority for the first time.But reality is different in the executive suite. Among Fortune 500 companies, a mere 27 are run by women. At this rate, according to a new report from McKinsey & Co. and LeanIn.org, it will take more than 100 years to achieve gender parity at the C-suite level.The gap starts growing early. Women are significantly less likely to get that first critical promotion to manager: For every 100 women who advance, 130 men do, so fewer women wind up on the track that will take them
As the gig economy grows, many HR professionals are being left out of the loop as hiring managers make their own arrangements to meet immediate and sporadic staffing needs.
"Often, a manager brings someone in and pays them, and it doesn’t even show up in HR’s system," says Jens Audenaert, vice president and general manager of business incubator ADP Ventures in New York City. Such situations highlight the need for an end-to-end HR process that includes contingent workers along with full-time employees, he says. For that to happen, HR must inject itself into the processes surrounding the acquisition and management of independent contractors, many of whom may be hired through online marketplaces for freelancers such as Upwork or Fiverr. In smaller firms, this might mean educating managers about why it’s important for HR to keep track of how many hours a contractor works over the course of a year, for example, or about tools to accelerate the onboarding process.
Gig or Freelance
An addition to the state's Labor Code signed into law last month requires that work-related claims be handled in the Golden State so workers benefit from the protections of California law.
A financial nightmare for veterans of the National Guard and a public relations nightmare for the Department of Defense (DoD) soon may be coming to a close.
Leadership and strategy consultant Grace A. Odums of Philadelphia gave attendees at the Society for Human Resource Management (SHRM) Diversity & Inclusion Conference tried-and-true tips about being a D&I leader.