Guidance on HR Management & Professional Development

Editor's Note: Evolving laws and technologies challenge HR professionals.

Peggy Carter-WardOverview: The role of the HR professional in the workplace continues to evolve as HR laws evolve and workplace strategies adjust to changing priorities. Workforce planning, ever-changing municipal, state and federal employment laws, talent management, employee development and so much more require the continual development of HR management. Every HR professional, from the generalist to the VP, are constantly challenged to evolve with these changing priorities and evolving laws. Training, networking, and other development opportunities are vital HR management tools in filling the vital role in every workplace.

Trends: Numerous technological solutions continue to emerge and evolve to help HR with their workforce planning, talent management and employment law compliance responsibilities. Staying current with these developments and ensuring they address the needs of the employer require focus and skills that shouldn't be underestimated.

Author: Peggy Carter-Ward, Head of Content

Latest items in HR Management

  • Performance Appraisals: Florida

    Type:
    Employment Law Manual

    In-depth review of the spectrum of Florida employment law requirements HR must follow with respect to performance appraisals.

  • Employee Communications: Connecticut

    Type:
    Employment Law Manual

    In-depth review of the spectrum of Connecticut employment law requirements HR must follow with respect to employee communications.

  • Date:
    28 May 2015
    Type:
    Legal Timetable

  • Oklahoma Bans Texting While Driving

    Date:
    26 May 2015
    Type:
    News

    Oklahoma has become the 46th state to ban texting while driving. An Oklahoma employer that uses commercial drivers or that requires employees to drive as part of their work assignments (e.g., traveling sales professionals) will need to update its driving policies to comply with this new law.

  • ERISA Fiduciaries Must Continuously Monitor Plan Investments

    Date:
    21 May 2015
    Type:
    News

    The US Supreme Court has confirmed that plan fiduciaries have a continuing obligation to monitor investments in a plan under § 401(k) of the Internal Revenue Code (IRC). Plan fiduciaries need to take concrete steps to minimize liability risks.

  • Employer Liability Concerns in Employee Management

    Type:
    Employment Law Manual

    This section assists HR professionals in minimizing liability risks. The section also highlights the federal government's major enforcement initiatives and possible damages, fines or penalties resulting from noncompliance.

  • Date:
    19 May 2015
    Type:
    Legal Timetable

  • Employee Communications: Oklahoma

    Type:
    Employment Law Manual

    In-depth review of the spectrum of Oklahoma employment law requirements HR must follow with respect to employee communications.

  • Union Organization and Labor Relations

    Type:
    Employment Law Manual

    This section helps HR professionals understand how a union is formed, including the secret ballot election process conducted by the National Labor Relations Board; strategies for employers for preventing and/or handling a union organizing campaign in the workplace; and discusses "Right to Work" states and union decertifications.

  • Employee Communications: Wisconsin

    Type:
    Employment Law Manual

    In-depth review of the spectrum of Wisconsin employment law requirements HR must follow with respect to employee communications.

About this topic

Legal and ethical considerations for employers regarding HR management. Support and advice for the HR professional on managing all aspects of the job.