Overview Human resources planning includes strategic management of a department responsible for your work force. In the human resources professional community, one of the topics revisited over and over is getting involved in organizational objectives to make an impact on business success. Your company can attain its goals by including the human resources department in […]
The human resources department is a critical component for employees in any business, regardless of its size. This support system is responsible for everything from payroll to hiring a new employee. Human resource planning is an extended part of this system, and is used to ultimately structure and meet organizational goals. Background While a traditional […]
As a small business owner, you must comply with employment regulations. If you offer your employees benefits, such as health insurance and retirement plans, you must properly administer those programs. Human resources employees establish workplace policies and oversee employee benefits. Some employers hire an onsite HR staff to perform those functions. However, more and more […]
Human resource strategies are designed to ensure that small businesses have the staff they need to meet customer demand. Considerations that impact human resource strategy include both internal and external environmental changes, such as anticipated turnover, the need for new types of skills and experience, growth or expansion into a new market, changing economic pressure […]
Human resources management in small businesses can be highly structured as in large organizations, or less structured to permit flexibility in workforce planning, staffing and HR control over the employer-employee relationship. In either case, the competency-based approach to HR improves the quality of HR productivity and credibility, both of which are fundamental to sustaining a […]
Obtaining aPHR certification is the perfect way for current and aspiring HR professionals to distinguish themselves as experts.
Employee objectives are a cornerstone of any effective staff development program. They serve as a roadmap for both employees and managers, guiding performance expectations, professional growth, and career advancement. During annual performance reviews, managers and employees can collaborate to establish clear, measurable goals that align with both the company’s needs and the employee’s ambitions. These […]
At its core, the distinction between operational and strategic human resources lies in perspective. Operational HR focuses on the company’s immediate and short-term needs handling day-to-day employee and administrative functions. Strategic HR, on the other hand, takes a long-term view, aligning HR initiatives with the organization’s overall mission, goals, and growth strategies. While they are […]
Effective human resources leaders balance dual advocacy for the organization and for its employees; however, many employees believe that HR favors management because it’s a member of the leadership team. It’s unfortunate, but in many cases, HR does favor management because the HR leader may feel beholden to prioritize management’s interests instead of the interests […]
If you’re wondering whether investing in the SHRM certification is worth it, you’re not alone. Unlike professions such as law, medicine, or teaching, human resources professionals are not legally required to hold a certification to practice. However, a quick look at job boards reveals that many employers prefer or even require SHRM-certified candidates when hiring […]
The primary goal of human resource management (HRM) is to maximize workforce performance and value so as to meet the company’s business needs. Achieving this goal requires several HRM competencies within each of the human resource disciplines – recruitment and selection, training and development, workplace safety and risk management, employee relations, and compensation and benefits. […]
The relationship between Human Resources (HR) and department managers is fundamental to the success of any organization. These two functions work hand in hand to ensure that employees are effectively recruited, trained, compensated, and managed. The extent and nature of their collaboration often depend on the specific needs of each department. For example, an accounting […]
