Human resources executives are people, too, and as such they have biases. At their core, biases are not meant to be disruptive or malicious, experts say.
The entry of the millennial generation into the workforce is changing the way companies recruit and retain employees. Ten years ago, employers sought new candidates mainly through job fairs and postings in local newspapers and on college notice boards.
The debate surrounding the grim statistics for Black professionals and entrepreneurs in the $2 trillion-plus STEM-based “innovation economy” is fervid, and rightly so.
Our earliest memories about food were most likely with family, whether at home or at a family outing. Wherever it occurred, the family is where our food choices, eating habits, and health practices started.
With national health spending at more than $2 trillion a year, and 30 million to 40 million Americans expected to enter the system in 2014 under the Patient Protection and Affordable Care Act, health care represents a giant market and a giant opportunity for professionals and entrepreneurs alike.
The law’s appellation aside, the debate surrounding what has become the president’s signature achievement—the overhaul of the nation’s health care—has polarized the nation, reaching a climactic phase in January, when the first half of the law’s open enrollment period ended.
As the clamor for greater diversity and inclusion in the workplace grows and the pressure of scrutiny mounts, companies are trying to figure out how to create a work environment and organizational culture that embrace the differences people bring.
Three years ago, the Society for Human Resource Management, the country’s largest professional human resources organization, commissioned the Economist Intelligence Unit to find out what the typical company would look like in 2020 and what corporate leaders could do to prepare workers for change.
As this generation approaches the age of retirement, and takes a hard look at their personal finances, writer Terry Savage looks at two areas of particular focus: life insurance and social security benefits.
As this generation approaches the age of retirement, and takes a hard look at their personal finances,
writer Terry Savage looks at two areas of particular focus: life insurance and social security benefits.