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New advances in talent management have rendered the corporate ladder of yesterday obsolete. Studies show that less than 20 percent of employees have better than a 50 percent chance of succeeding at the next level, making the traditional concept of career progression rather passé.

The secret is out: to be the strategic leader your business needs, follow these three best practices. Know your business in addition to the business of HR. To really know the business inside and out you must be able to answer questions like, How does our organization make money? What are our costs? What does […]

Whether HR professionals and executives realize it or not, the workplace is changing. Baby Boomers are slowly beginning their exit from the workforce and millennials are filling the vacancies. In fact, research from the Pew Research Center indicates that millennials are now the largest age group in the U.S. labor force.

Focusing efforts on engaging employees can be a slippery slope. Even employers with the best of intentions can find themselves spending their resources on free lunches and on-site gyms to make employees happy, only to lose sight of what true engagement means, why it matters and what fully engaged employees can do for their business.

Finding, retaining and engaging top talent is more important than ever before, as more than 2 million Americans voluntarily leave their jobs every month, and 74 percent of the workforce would consider finding a new job. Forward-thinking companies already invest their time and resources in identifying top talent, because they know that if they don’t, someone else will, and the cost of losing high performers can be anywhere from 1.5 times to more than triple their burdened salaries.

Have you ever bought anything from a store’s “as seen on TV” section? I’m guilty of it and the proud owner of my own personal Snuggie – an ingenious idea. Odds are, many of the impulse items you purchase end up on top of a bookshelf where it serves as a dust collector. Perhaps the same is true of your HRIS software, but unlike The Shake Weight, your HR software serves a more profound purpose.

Up until this point, small businesses – those with less than 50 full-time or full-time equivalent employees – were not faced with costly fines like their Applicable Large Employer (ALE) counterparts under the Affordable Care Act (ACA). But that’s no longer the case, according to a tax imposed under Internal Revenue Code Section 4980D.

Under the Free Labor Standards Act (FLSA), many salaried employees with managerial jobs who receive more than $450 a week aren’t entitled to overtime pay, but that would change under a new proposal by the Obama administration. Workers classified as manager or professional who earn up to $970 a week would have to be paid overtime, per the plan devised by the Department of Labor (DOL).

Shortly after the Affordable Care Act’s (ACA) subsidies were upheld by the U.S. Supreme Court, President Barack Obama signed into law a trade bill that, in some cases, more than doubled the fines associated with the Affordable Care Act’s (ACA) employer mandate reporting requirements.

Millions of Americans could become eligible for overtime pay in the coming months.

Just like you and me, sharks have their own set of personality traits, and these attributes have set both species apart as apex predators. In honor of one of the greatest weeks featuring our misconstrued finned friends from the sea, TV’s Shark Week, we are discussing the parallels shared between sharks and the job titles that make up corporate America.

In an effort to reduce income tax rates for individuals, North Dakota recently released new tax withholding tables that will affect businesses and their employees immediately for tax years beginning on or following Jan. 1, 2015.