With Hurricane Harvey and the “unprecedented” flooding top of mind, questions are likely to arise among the workplace. Here, we present answers to questions receiving the most buzz.
The United States is in the midst of an opioid epidemic. With all the hype in the news, employers are wondering how to address the situation in the workplace. The National Safety Council has offered advice worth noting.
Shopping for HR technology is a daunting dask. We’ve identified 4 questions to keep in mind while evaluating what’s best for your organization.
You’re not going to like everyone you meet, and the people you supervise are no exception. You spend most of your day with these people, so you are going to have to find a way to deal with it.
Many companies are offering outrageous perks to attract millennials, from napping rooms to ice cream socials. Yet they may be missing out on the one thing they are demanding — benefits that ensure their financial security.
It’s almost payday for Stan and Dan’s employees Brett and Chet. Good thing because they need to make a down payment on a trip. Stan uses an HRIS with payroll preview, Dan does not. What happens when both men encounter a payroll glitch?
When you’re in the market for new HR software, the options available can be overwhelming. Are all the features really necessary? We’ve identified 7 essential ones you shouldn’t do without.
When hiring for culture fit, there are only four questions that really matter. They will tell you everything you need to know about the person you are interviewing, and how compatible he/she will be with your company’s culture.
If you haven’t evaluated your HR software recently, now is a good time to do so. With so many advances in HCM software you shouldn’t settle on what works “fine.” In this article we present 8 warnings signs to look out for that indicate you’re due for an upgrade.
Once you’ve finally found the candidate, the one that possesses the right blend of skill and cultural fit that is perfect for your organization, it’s time for the offer. First comes the verbal offer, then comes the letter. Utilizing best practices will ensure the process is efficient and free of legal liability. It also sets your new hire up for success.