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The Challenge of Change: The Obama Administration's Impact on HR
Change is coming fast and furiously As predicted from the minute President Obama took office his Administration unleashed a number of new initiatives as well as reforms of old policies that impact human resources and businesses in this country While this administrations focus is varied there is no question that labor and business is under the microscope The alterations made in the human resources field not to mention those on the horizon make immediate and long range adjustments to how HR practitioners conduct their daytoday business This article offers a summary of the major accomplishments in early 2009 as well as a peek forward as to the biggest concerns for HR that lie ahead
Surviving the Downturn: Considerations Before Trimming Your Workforce
If your company is facing revenue shortfalls and/or a decline in business opportunities, cost reduction has probably become a significant goal. You may be considering a layoff of employees to bridge the gap and reduce costs. But is a layoff truly the best course of action?
Managing Diverstiy from a Leadership Perspective
There is a difference between a true harasser, a racist, or a sexist and a person who has exercised poor judgment. True harassers are not interested in anything I have to say. They maintain a closed attitude indicating their opinion that the training is a waste of time – and it usually is. In comparison, those who have exercised poor judgment, though defensive at first, usually want to understand how and why their behavior was offensive and how to avoid making the same mistakes. In many cases, they recognize their actions are based on a lack of information or misinformation, and they are eager for clarification. In my experience, executives and managers are especially interested in mending relationships and improving their interactions with people at work. They seek to regain respect and become better role models. They want soft-skills.
Assessing Credibility in Workplace Investigations
Human resources professionals are often confronted with situations in which they must determine whether what someone is saying is credible. When interviewing candidates, selecting vendors, handling employee relations, and most frequently, in conducting investigations, HR professionals must cut through the clutter and noise, hone in on the crux of the matter, assess the information in terms of what is most likely true, and make decisions accordingly. While is it true that the more experience one has doing this, the better he or she is at making accurate assessments, there is guidance that can help the less experienced make better assessments of credibility.
New Federal Law Outlaws Genetic Discrimination Nationwide
GINA was enacted to protect individuals from genetic discrimination in both employment and health care. The federal government, however, has given employers and health insurance providers plenty of time to prepare for the law: GINA’s employment law provisions are effective November 21, 2009, while the health care provisions are effective May 21, 2009.
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