How effective are your training programs? Do they result in greater productivity, fewer accidents, less expense, lower turnover, increased employee satisfaction or greater customer retention?  Do they change people’s attitudes? Do they lower your risk of lawsuits?

In many regions of the country, folks are enjoying the changing of seasons. Cooler temperatures, colorful leaves (on trees or in piles on the ground), pumpkin carving, cider and donuts, early holiday music (if you’re into that), and other evidence of late autumn abound.

At a recent conference, the keynote speaker stated that employees are NOT an employer’s greatest asset. Imagine, a room full of human resources professionals who suddenly set down their iPhones, sit up a little straighter and pay attention to this statement!

This is the second of a two-part series of blogs regarding dress codes. Today’s post deals with discrimination, which can be a major item of consideration for many organizations. Here are some of the areas you want to think about when drafting your policy.

As we look at the calendar and realize that another year has started, we may have made a New Year’s resolution or two, maybe to lose those extra few pounds or to try to get more organized.    Professionally, it’s time to turn over a new leaf as well. Companies are starting to execute new strategic plans and employees are excited to see what the New Year will bring.  With this, let’s review the top 5 New Year’s resolutions for HR professionals:

Employers and HR Professionals face “difficult” employees all the time.   We know who they are, they are those employees who are considered intimidating, demeaning, or even threatening to co-workers.