Get access to the exclusive HR Resources you need to succeed in 2018.
Sign up for free email newsletters and get more SHRM content delivered to your inbox.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 14 cities across the U.S. this fall.
Gain the skills you need to rise to the next level in your career. Jon us at SHRM's Leadership Development Forum, October 2-3 in Boston.
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
From succession planning to a new job training law to quelling the tension between HR and line managers, the following organizational and employee development stories resonated with
SHRM Online readers, making them among the most viewed for that discipline in 2014.
SHRM Identifies Top OD Trends Affecting HR
Developing five generations of workers and managing the environments and tools they need to be effective are among the key challenges OD and HR professionals face, according to a trends report that the Society for Human Resource Management (SHRM) produced.
HR Can Boost Workers' Skills Under New Job Training Law
The Workforce Innovation and Opportunity Act, supported by the Society for Human Resource Management and signed into law on July 22, 2014, replaces the Workforce Investment Act, which had been on life support for years. The new legislation was crafted to unsnarl existing training programs and to encourage businesses, educators and community organizations to collaborate more closely to close the country’s skills gaps.
Will They Be Ready to Lead When You’re Ready to Leave?
Succession plans can be as intimidating to make as wills and funeral arrangements. Company leaders have a hard time addressing the issue emotionally and an even harder time talking practically about who might take over for them when they’re gone. Many succession plans are irrelevant to today’s business challenges because they aren’t integrated into businesses’ strategies.
Employers, Students Benefit from High School Internships
Career development activities, such as internships and volunteering, are becoming increasingly important for high school students who want to get into better colleges and find future employment, according to a study released Feb. 3, 2014, by Internships.com and the research and consulting firm Millennial Branding. Companies are finding that they, too, can benefit from such arrangements.
More than One Way to Close a Skills Gap
There’s book learning and there’s on-the-job training, and when it comes to the subject of bridging the skills gap, the question of how much of each makes individuals employable is a confounding one. But it is becoming quite clear that a continuing combination of both is one of the best ways to ensure industry skill gaps are addressed. The oil and gas industry addresses needs through technical and soft-skills training.
Massive Open Online Courses at Work
Experts believe the different dynamics at play with massive open online courses (MOOCs), which can include more motivated learners, have the potential to make them valuable and cost-effective enhancements to internal training curricula. But the key to their success rests in their design.
HR, Line Managers: Can’t We All Just Get Along?
A November 2013 Hay Group study,
Bringing the Line to Life: How Activating the Relationship Between HR and the Line Can Impact Organization Performance, suggests that tension between HR and line managers is stifling employers’ ability to design and implement workforce strategies to achieve business objectives.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Become a SHRM Member
SHRM’s HR Vendor Directory contains over 10,000 companies