Has Your Company Adopted A Formal Separation Process With Employees?
Company’s should not separate employees from the organization without good reasons. If you are terminating someone and they feel dis-respected they will feel angry. If they feel like they have been mistreated they will look for something to file a lawsuit on. And if you have not been incompliance in wage and hour, or EEO matters, or safety or a myriad of other things that is what they will hang their hat on.
W. Garnett & Associates
Human Capital Management
1-303-658-9342
Human Resources Diamond in the Rough – Exit Interviews
Does your company have an internal process for speaking with employees leaving the organization? Those exit interviews are diamonds in the rough for Human Resources. They’re your best–and last–chance to capture actionable, honest and critical feedback from a departing employee. In this article, I’ll present an argument for this undervalued stage in talent management, and highlight the three components of an ideal offboarding strategy.
W. Garnett & Associates
Human Capital Management
1-303-658-9342
Review Your Hiring Practices Because The EEOC Will Be
The EEOC is focusing on failure to hire. In late September, it sued sporting goods retailer Bass Pro Outdoor World, LLC, alleging that it engaged in a pattern or practice of failing to hire African American and Hispanic applicants for jobs in its retail stores nationwide. The lawsuit also alleges that Bass Pro unlawfully destroyed or failed to keep records and documents related to employment applications and internal discrimination complaints and punished employees who opposed its unlawful practices.
W. Garnett & Associates
Human Capital Management
1-303-658-9342
Workplace Complacency – On the Increase
Workplace complacency is on the increases. Gone are the days when the human resources department’s primary function was to provide operational support and perform back-office personnel tasks. In today’s competitive and highly regulated market, the human resources function has developed into a significant advisory role, whereby senior leadership rely heavily on the human resources department to ensure that the company’s overall business strategy is consistent with the many complex laws and regulations that govern the workplace environment.
W. Garnett & Associates
Human Capital Management
1-303-658-9342
Company’s Need to Increase Their Human Resource Compliance and Audits
Perhaps no other area of human resource management causes as much stress or concern for executives and HR staff as the continual effort to remain in compliance. Today’s workforce is more mobile than ever. Employees’ lifestyles result in frequent changes in their employment and benefit status. Regulations are continually changing and expanding. All of these contribute to a more dynamic and complex work environment and tax even the largest HR staff’s time, resources and expertise.
W. Garnett & Associates
Human Capital Management
1-303-658-9342
Companies Will Face Additional Pressure From Department of Labor
The newly appointed Secretary of Labor, Hilda Solis, issued a statement on March 24, 2009 that the DOL is renewing its efforts to enforce labor laws across the country. With the addition of 250 field investigators provided to the DOL under the American Recovery and Reinvestment Act, businesses can be assured of increased audits.
W. Garnett & Associates
Human Capital Management
1-303-658-9342
What Is The Best Way To Hire Human Resources Management
Whether your business is big or little, sometimes an outside perspective from a human resource (HR) management consultant is a great idea. If you hire a large firm or a small consultant, you should have the advantage of professionals who can assess your current HR processes for compliance. HR management consultants could also help navigate through sensitive labor issues & the possible minefield of hiring, paying & benefits.
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Aligning Human Resource with the Business Unit
The first step to align HR function is in understanding the core business, the study starts from drawing the core value of what the business produce. This includes the operations, finance and strategic functions of a company.
W. Garnett & Associates
Human Capital Management
1-888-884-3910
HR Strategy For Your Small Business
Every small and mid-sized business deals with human resources at some level, but many business owners or staff members (who are not HR professionals) are not properly trained to deal with handbook creation and maintenance, hiring, compliance, performance management, employee relations, terminations and other HR issues.
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Human Resource Audits And Your HR Policies and Practices
Every organization regardless to its size and number of employees follows some particular HR policies according to which an annual human resource audit is a mandatory requirement to measure the current stand of the organization and inquire about the required improvements. This audit encompasses a methodical evaluation of different aspects of human resource to find out whether the companies policies are adhered to government rules so that the organization seldom faces an expensive lawsuit or fines.
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W. Garnett & Associates
Human Capital Management
1-888-884-3910
