Coronavirus. COVID-19. These two words have been increasingly on our minds and in conversations daily. At this point, most of the world has been affected by the current coronavirus strain, COVID-19.
Human Resources may at times find itself at odds with Finance when seeking approval for proposals. While both groups, hopefully, have the organization’s best interests in mind, different approaches and terminologies underscore the differences that often exist between these two departments.
Around the middle of the calendar year, we here at Astronology® like to reflect on 2019’s changes that federal and state governments may have already made, or intend to make, that impact Human Resources.
At the beginning of 2018, the US Department of Labor (DOL) announced an increase in the civil penalties for certain violations of the federal Fair Labor Standards Act (FLSA).
As the dust settles surrounding last week’s midterm elections, Human Resource professionals naturally ask, “How does any of this affect HR?” In this Astronology® we discuss some changes to anticipate in the coming months.
With new members in place, the National Labor Relations Board (NLRB) has been busy reviewing policy. Three of the five members of the NLRB are from the current president’s political party, continuing a trend that has existed in previous presidential terms.
In the 1970s, management theorist Peter Drucker suggested that top executive compensation should be 20 times the amount of the average worker’s pay.
Harvey, Irma, Sandy, & Katrina. All four names have been associated with hurricanes that have hit various areas of the United States in recent years.
Without a prompt and visible response, even the best designed employee opinion survey or exit interview process will fall prey to employee cynicism.
O.C. Tanner reports that 69% of employees are more likely to stay with their places of employment for at least three years after a great onboarding experience.