“Here we go again.” It is the collective groan heard from employers across the country as they braced for the annual EEOC’s fiscal-year-end filing campaign. With 48 EEOC-initiated lawsuits filed in just the last 30 days, employers were understandably concerned. But when the EEOC’s 2013 fiscal year closed yesterday with a total of 134 lawsuits filed, and the dust settled, we saw a picture emerge about how the EEOC targeted employers in its enforcement efforts this year, and gain insight into what’s to come.
In case you haven’t heard, as of 12:01 a.m. this morning, thefederal government is closed. Your business will feel this shutdown in many ways, including in your interactions with the federal agencies that enforce the various labor and employment laws. Each has posted on its website a contingency plan for operations during the shutdown.
I’ve enjoyed watching the evolution of HR throughout my career. Gone are the days when HR’s primary role was to handle the Administration and Compliance requirements of the employee population. It wasn’t that long ago that being responsible for the Talent Management for those employees was HR’s primary mission.
This is part 2 of a 3-part post on why companies should eliminate the traditional annual performance review, what the alternatives are and how to do it successfully.
My first post highlighted why the annual performance review process is broken and why feedback should be given often -- monthly or every two weeks -- whatever works for the organization. It shouldn't be overcomplicated with a bunch of forms and boxes to check off.
The HR Department of 2020: 6 Bold Predictions
The human resources department will disappear in a matter of years. All HR functions will be taken over by software or outsourced. At least that’s what some are saying.