Archives for SHRM - Page 103
Delay in Anticipated Overtime Final Rule Explained
The anticipated proposed rule on overtime has been in a holding pattern while Congress considers leadership nominations to the
Thinking of Eliminating an Employee Benefit? Do This First
Economic uncertainty and recession fears are pushing employers to rethink their offerings—and even eye cutting benefits. But smart employers will find a way to think
How to Handle Political Speech in the Workplace
HR professionals need to understand federal and state laws that govern when an employer can or can't discipline or fire someone for political diatribes that might be
Focus Your Efforts ‘Upstream’ to Change Company Culture
If you are constantly reacting to nagging turnover, performance and compliance issues, proactively identify the root of reoccurring problems within the company culture,
Onboard New Hires Thoughtfully to Encourage Retention
Just because the workweek often starts on Monday doesn’t mean new hires should start then. Try Wednesday instead to give IT and managers a chance to correct outstanding
HR Must Understand Risks, Benefits of AI
Human resource leaders must educate themselves about AI so they can utilize its benefits in their work and explain to all employees how it can be implemented through the
Data Leads CHROs to Proper Decision-Making
Data is helping HR leaders tackle their company's most crucial issues, driving discussions and decisions, said Zig Serafin, CEO of Qualtrics, during his opening Main
Communicate Better and Drive Change Through Empathy
Employers need to engage and care about employees as humans, said consultants Terri and Robert Bogue during their SHRM23 session on empathy. Putting forth the effort to
How to Create a Cutting-Edge Culture
Tracy Stock, a workplace expert and author, discussed how fostering a cutting-edge culture where employees are happy to come to work during a concurrent session at the
Are Employees Really Quitting Because of Pay?
Although employees may cite salary as a factor, most people are going to quit “because they feel disrespected,” Richard Finnegan, chief executive officer of consulting