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Careerminds

Martina Markovska

Recent Posts

02 February

Why Understanding the Older Workers Benefit Protection Act Is More Important Than Ever

The Older Workers Benefit Protection Act (OWBPA) was introduced as a precautionary measure for employees over 40. The OWBPA protects older employees from discrimination by employers based on their age during the hiring, working, and termination of employment process. It amends the Age Discrimination in Employment Act (ADEA) which preserves the rights of employees over 40 in all conditions of employment.

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29 January

How Age Diversity in the Workplace Is Disrupting HR Practices

The growing influence of age diversity in the workplace is driving HR professionals to reevaluate their current HR practices to better fit the needs of particular employee age groups.

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19 January

The Biggest Trends We Will See in Discretionary Benefits In 2018

With a tight job market, companies are becoming more and more flexible and accommodating to the needs of employees by offering a range of attractive discretionary benefits. What may have previously been considered an additional expense is now seen as a smart investment. As a result, many companies are offering discretionary benefits as a strategic maneuver to attract and retain talent, as well as to establish themselves as an employer of choice.

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17 January

The 3 Job Analysis Methods Every HR Professional Needs To Know

Job analysis in human resource management (HRM) refers to the process of identifying and determining the duties, responsibilities, and specifications of a given job. It encompasses the collection of data required to put together a job description that will attract the right person to fill in the role. Job analysis in HRM helps establish the level of experience, qualifications, skills and knowledge needed to perform a job successfully.

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12 January

Employee Warning Notice Template: HR's Ultimate Guide

Things at work can sometimes get out of line. An employee may come in late, leave early, take frequent breaks, make numerous personal calls during their shift, AND fail to meet their KPIs. What should you do when this kind of behavior becomes intolerable? How many strikes should you allow before the employee is out?

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