Regardless of what the emergency is, a responsible company knows that preparedness is a key factor in minimizing risk and keeping people safe. So whether a fire breaks out in the coffee room or someone walks into your company in a bomb vest, how your firm responds is key to safety.
There’s no denying social media is here to stay, and its impact on the workplace can’t be ignored. So employers are smart to be proactive and have policies in place to help them avoid potential liability connected to employee use of social media.
In yesterday’s Advisor, Deedee Myers, PhD, MSc, PCC, discussed the SWOT approach to strategic planning. Today, Myers contrasts SWOT with appreciative inquiry theory and SOAR.
Yesterday we continued our “is this harassment” three-part series. Today, the final installment.
In yesterday’s Advisor, guest columnist Cynthia J. Sax discussed personality assessments and how they can be used to help human resources. Today, Sax explains how these assessments can be helpful not just for hiring but also for employee development.
Hiring, onboarding, and training new employees are some of the most important—and challenging—functions that an HR professional may be called upon to perform. Personality assessments can help HR with these efforts. To explain how, we present an article by Cynthia J. Sax, senior vice president at Caliper, a global employee assessment and organizational effectiveness firm.
Yesterday’s Advisor highlighted a few legal cases that serve as reminders that antidiscrimination and antiharassment training is essential for employers that want to avoid becoming a defendant. Today, we present a few more costly examples of cases that proper training could have averted.
Supervisors and managers with the best of intentions say the worst possible things. Some are said out of concern and some out of a desire to “act like a manager.” But they’re all dangerous. Here’s a rogues’ gallery of 7 of the most troublesome.
Yesterday we looked at why it’s ill-advised for managers retaliate in any way against their employees, especially when it comes to firing. Today we’ll take a look at how connections between an adverse action and firing can be established, plus some important bottom lines on the topic of retaliation firing.
Complain about me to EEOC? I don’t think so. No raise for her. Sound like any of your managers? Retaliation is the dumbest thing managers and supervisors do.