A strategic workforce or succession plan should be created before an organization needs it, not in reaction to a leadership vacancy or talent shortage. This
What gets measured, gets done. The most valuable HR metrics are those that can connect people strategy to business performance. The most valuable metrics organizations
In many cases, job postings that include wage will yield a greater candidate pool – provided the wage is competitive with the market. Yet, before
Determining whether employees are paid a fair and competitive wage requires more than just checking out a competitors job postings. Regular compensation benchmarking using a
Employment law compliance is hard – especially for business leaders who aren’t HR or legal experts. The best way for an organization to determine if
Employment laws that apply to a small business depends on several factors including employee headcount, the location at which work is performed (it could be
An HR audit or assessment involves a comprehensive review of an organization’s people practices, policies, procedures, documentation, and compliance requirements. The goal of the audit
Employee handbooks should be reviewed at least annually. Handbooks should also be updated whenever there are applicable changes to federal, state, or local laws, when
Every organization should have a core set of policies that cover employee conduct, anti-harassment and anti-discrimination, attendance, performance expectations, and compliance with applicable federal, state,
The first step in improving culture is identifying what an organization’s culture actually is. What does the company value? How do the values align with
