The health of your human capital should be one of your organization’s top priorities year after year. All levels of management should be just as concerned about this issue as they are other financial objectives and goals you are trying to achieve. Studies have shown a healthy and engaged organizations lead to better customer service, increased retention and better bottom line results. As an HR Business Partner to various organizations in the DC Metro area, I find many organizations focus on the costs of healthcare and don’t focus on creating a healthy organization through strategic initiatives. This leads to programs that are incomplete and don’t accomplish what they are set out to do. The rest of this article will provide your organization with the seven steps necessary to develop the best wellness program for your firm.

The hardest part about being a Recruiter, in my opinion, is letting a candidate know that they were not selected for the position for which they interviewed. Over the past six years of recruiting, this was never an easy task, nor does it ever get any easier and it is safe to say it is my least favorite part of my job. While recruiters should try to avoid developing personal relationships with their candidates, the Human factor of Human Resources always comes into the picture when disqualifying a candidate, especially if you have been working with them throughout a lengthy interview/selection process forming a bond. While these tips/techniques may not alleviate the knot in your stomach when you relay the unfortunate message, it may provide you and the candidate a bit more comfort:

For Immediate Release

It's that time of year again where every holiday imaginable hits at the same time: Thanksgiving, Hanukkah, Christmas, Kwanzaa and New Year's Day. Oh and let's not forget about Christmas Eve and New Year's Eve. Despite the holiday season, the business must move forward and there is still a need to recruit for quality candidates. This can actually be a great time of year to make strategic hires.

As you manage an employee through the progressive discipline process, your ultimate goal is focused around offering the employee as many opportunities as possible to improve performance in order for him or her to have a successful career at your organization. Performance feedback conversations, written warnings, and performance improvement plans are some of the tools used to give the employee an opportunity to improve and the resources to achieve a successful result and ultimately meet the expectations of the organization. Unfortunately, there may come a time in your career where your efforts to manage performance do not result in the desired outcome and you find yourself asking “now what?”

Do you remember when social media outlets such as LinkedIn, Facebook, Twitter, YouTube, Instagram, or even MySpace were new and maybe even a little intimidating? Social media started out as means for individuals to communicate and share information, but has quickly crossed lines into the business and professional realm. This in turn has had an effect on Human Resources (HR) and its role in the workplace. Let’s take a look at some of the best benefits social media has provided for the HR industry: