Commentary: Public Law 108-390 amended the Immigration and Nationality Act to allow electronic signature and electronic storage of I-9 forms, but the regulations implementing it have created a web of confusion.
An IT career website reports that the Big Apple leads other major metro areas, with 8,200 employment openings in July.
Options abound for employers as vendors seek to carve out new pieces of the ‘software as a service’ market for HR technology.
The Germany-based business software company is taking a close look at HR software delivered as a service, which refers to companies accessing applications over the Internet and typically paying for them on a subscription basis for a limited time.
In a sign that people management is a priority these days, three of the 10 finalist entries in a business innovation contest co-sponsored by the Wharton School involve human resources.
The high-tech product and service provider to the aerospace and building industries says the extension includes adult children up to age 26 not currently enrolled in its plans.
By 2014, social networking will replace e-mail as the primary form of communication for 20 percent of business users, according to Gartner Inc., a research and advisory firm.
When there’s praise for an HR job well done at Rockwell Automation, the applause is often not for Rockwell employees, but for people who work at Hewitt Associates, the firm that handles many HR tasks for Rockwell as part of an outsourcing agreement. The engagement level of Hewitt employees is as important as the engagement level of Rockwell’s own employees, says the compay’s senior VP of HR.
Daniel Pink’s newest book, Drive: The Surprising Truth About What Motivates Us , disputes the long-held corporate notion that handing out rewards—money, for example—is the best way to motivate employees. This carrot-and-stick approach, he says, is not only outdated, but is counterproductive and crippling to company morale.
Although there is growing use of E-Verify by private employers, a large percentage of those companies are using it because they are required to—either because they operate as employers in a jurisdiction where it is legally required or because they are federal contractors or subcontractors. For the vast majority of employers in the U.S., E-Verify is still optional. The chart below shows the circumstances in which E-Verify must be used, and when it’s merely an option for an employer to consider.