Workplace violence is on the rise, but a safety policy that addresses security, culture, and management can help mitigate the risk.
By Marta Chmielowicz
For Jill Geimer and many other HR executives, February 15, 2019 is a day that will be hard to forget. According to reports from The Washington Post, after being terminated from his position at Henry Pratt manufacturing company in Aurora, Ill., employee Gary Martin opened fire, killing five people and wounding six others. This hit particularly close to home for Geimer, whose company, Ecentria Group, houses a large inventory warehouse in the region.
We rank the top providers based on customer satisfaction surveys.
By The Editors
HRO Today’s Baker’s Dozen Customer Satisfaction Ratings are based solely on feedback from buyers of the rated services; the ratings are not based on the opinion of the HRO Today staff. We collect feedback annually through an online survey which we distribute to buyers directly through our own mailing lists and indirectly through service providers. Once collected, response data for all providers with a statistically significant sample size are loaded into the HRO Today database for analysis.
Organizations need to take a proactive approach to eliminate bullying and create a healthy culture.
By Chris Dyer
People do their best work when they’re supported socially, so the opposite must also be true: Interpersonal strife interferes with achievement. This is why the topic of bullying, whether in the academic or professional sphere, has come to the forefront in the past 30 years. It’s real and it’s really detrimental.
Five steps to ensure employee safety through location awareness and active shooter preparedness drills.
By Cara Antonacci
Executives, HR leaders, and security professionals have a “duty of care” to uphold to keep their people safe. Given the increased prevalence of workplace violence and active shooter situations, this responsibility has only been magnified. According to the Bureau of Labor Statistics, 16,890 workers in the private industry experienced trauma from nonfatal workplace violence in 2016. To compound that issue, the workforce is becoming increasingly mobile and remote. In fact, IDC predicts that 72 percent of workers will be mobile in some capacity by 2020. Employees are more vulnerable than ever to global travel, security, and safety risks, and many HR departments are unsure about where to begin to secure the safety of their entire organization.
These strategies can prevent claims and promote a safe, inclusive workplace.
By Michele McDermott
Over the past three years, Google, Ford Motor Company, 21st Century Fox, Bank of America, and the New York Knicks are among an exhausted list of companies that have experienced employment practice liability (EPL) lawsuits due to sexual harassment claims. Companies of all sizes can experience harassment or employment practice-related claims. Employees at every level, as well as vendors and customers, can perpetrate a claim.
By Elliot H. Clark
With all due respect to Isaac Asimov, the continuing reliance on technology has yet to produce the predatory examples of “I, Robot,” or the scary dominance of machines of “Terminator” (which threatened to come back and kept on doing so in sequels, sadly), or the terrifyingly logical and murderous Hal of “2001: A Space Odyssey.” In truth, software robots, manufacturing robots, and even those Roomba vacuum cleaners are pretty boring (unless you see a YouTube video of a cat riding one). For HR, the questions are: What are robots? And what are they not?
HR applications of technology are different than automobile assembly plants, which deal with inanimate production products. The frothy excitement that is seen in the HR press about “bots” and their future is pretty speculative and at some level, in spite of the promise of technology, I just don’t care. And as you will see below, that is the point.
Even though some workers are temporary, organizations should strive to leave a permanent positive impression.
By Marta Chmielowicz
In a business world where 41.5 percent of the average enterprise’s overall workforce is composed of non-employee labor, according to Ardent Partners’ The State of Contingent Workforce Management 2018-2019 report, organizations are putting the role of contingent workers front and center. In fact, the growth of the gig economy is serving as the catalyst for a new world of work—one that is increasingly innovative, dynamic, and responsive to transformative market pressures and global challenges.
Two organizations share how they made significant improvements to their candidate attraction and selection processes through technology.
By Debbie Bolla
Hilton Grand Vacations (HGV) is in the business of providing memorable experiences to its guests, and it strives to do the same when it comes to candidates who are looking to grow their careers with the organization.
Three best practices to engage and retain a changing workforce.
By Lilith Christiansen
The age of digital disruption driven by technologies like machine learning, automation, and artificial intelligence is here, and organizations are witnessing its impact on their talent. Is HR ready? Amid the uncertainty of how machines and humans will best work together, one thing is clear: Humans will be a necessary piece in realizing the benefits that new technologies bring.
Creative solutions to HR challenges can help organizations stay relevant.
By Anthony Onesto
HR has long been viewed as a rule-oriented profession for those who excel at balancing regulatory, legal, and employee concerns while also helping companies recruit great talent. But recruiting talent today is not as straightforward as it once was—and neither is creating a company culture that retains employees.
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