A number of legislative changes and judicial decisions were made in 2014 that have significant implications for the workplace, and the news hasn't always brought clarity to the question of compliance. Human resources staff and compliance practitioners will need to work together to ensure their employees understand the changes and the company remains blameless in enforcing them.
Last month a CEO client contacted me to evaluate Dean, an executive who had come to him through a referral from a trusted source. The man who referred him knows both my client and the candidate and assured the CEO that the two should meet to explore how Dean could work for him. Hold on...
With all the unanticipated responsibilities that often accompany starting a new business, most employers put employee handbooks on the back burner, figuring they will get to them when they get to them.
Many hiring managers have accepted the illusion of hiring the best athlete for the opening, which too often is perceived to be an external candidate with more experience from a competitor firm.
Sometimes it is easy to overlook the importance of human resources and compliance issues. In fact, human resource departments face significant enforcement and compliance risks. In addition, the head of human resources is an important partner on compliance. If a company suffers from weak compliance programs, its human resource department is sure to be a liability ...
Ehics and compliance cannot be seen as “owned” only by the ethics and compliance department. The factors that lead to misconduct, scandals, and safety accidents are within the domain of those leaders in the organization who can influence behavior. And who is better equipped and trained to manage behavior in an organization than HR?
Because people touch all aspects of an organization, a focus on human capital risk is a very important part of an effective risk management and corporate compliance program. Yet it is also because of this “human factor” – the complex involvement of people in all aspects of the business – that ownership of human capital risk management can end ...
Yesterday Dan explained why companies should be concerned about fake social media profiles. Today he looks at how HR departments have incorporated social media checks into their hiring process. Then, he concludes with key takeaways. Human Resource Applications One of the places social media is gaining steam is in the pre-employment screening area. Companies are […]
“The public Web is full of anonymous users and fake identities. Most common on social networks are identities that are presumably true (look legitimate) but have not been verified.” – Information Week Everyone is talking about the use of social media applications in business, in fact it’s “all the rage!” While there’s no doubt it […]
Mark Floyd explains why human resources professionals must understand the consequences of remaining complacent in an increasingly changing and heavily regulated workplace environment.