Business Commons^™

Ums_Hr_Paid Administrative Leave Available For Booster Shots Email, Loretta Shields

Office of Human Resources

Email from Loretta Shields, Chief Human Resources Officer, University of Maine System to University of Maine System staff regarding UMS allowing staff to take paid administrative leave for COVID-19 booster shots.

Ums_Hr_Employee Vaccination And Exemption Deadline Email, Loretta Shields

Office of Human Resources

Email from Loretta Shields, Chief Human Resources Officer, University of Maine System to University of Maine System staff regarding the deadline for employees to have received both doses of an approved two-dose vaccine (Pfizer or Moderna), or the single-dose Johnson & Johnson vaccine; or 2) confirmed a medical or religious exemption through the UMS online COVID-19 vaccination portal.

The Hr Connection, Georgia Southern University

Georgia Southern University Human Resources Newsletters

• Electronic Staff Performance Evaluations

• Helpful Hints

• November is American Diabetes Month!

• Recipe of the Month

• Wellness Tip of the Month

• Upcoming USG Well-Being Events

• Virtual Holiday Helper Tree

The Hr Connection, Georgia Southern University

Georgia Southern University Human Resources Newsletters

• Open Enrollment
• 2022 Benefits Comparison Guide
• October is Breast Cancer Awareness Month!

Ums_Hr_An Important Update Email, University Of Maine System Office Of Human Resources

Office of Human Resources

Email from the University of Maine System Office of Human Resources to University of Maine System staff updating them in regard to employee vaccination, exemption, and testing compliance on our University of Maine System campuses.

The Hr Connection, Georgia Southern University

Georgia Southern University Human Resources Newsletters

• Paid Parental Leave
• Happening This Month
• Wellness Tip of the Month
• Recipe of the Month
• USG Virtual Suicide Prevention Conference
• Upcoming USG Well-Being Events
• Hiring Timelines
• H.E.R.O. Folder
• Upcoming Inclusive Excellence Events

How Can Public Child Welfare Agencies Get And Keep A Great Workforce?, Quality Improvement Center For Workforce Development

QIC-Tips

Public child welfare agencies continue to face complex challenges including high workforce turnover. An examination of federal data found that, from 2003 to 2015, states experienced 14-22% annual turnover rates, with caseworkers staying on the job for an average of 1.8 years. Such turnover increases workloads for remaining workers and negatively impacts children and families. The QIC-WD is working with eight jurisdictions to better understand turnover and test interventions to improve workforce retention. The following tips were compiled based on the experience of QIC-WD sites. They are intended to help child welfare administrators, state legislators, or other local policymakers consider …

How Can Child Welfare Agencies Leverage Data To Address Important Workforce Questions?, Quality Improvement Center For Workforce Development

QIC-Tips

Child welfare agencies experience workforce turnover (14-20% annually) that can be costly and result in poorer outcomes for children and families. Although turnover is often acknowledged as a significant problem, it is not one that is easily understood or addressed. The following tips and strategies being implemented by jurisdictions working with the QIC-WD may be helpful for child welfare administrators, legislators, and other policymakers seeking to utilize agency data to answer pertinent child welfare workforce questions.

• Understand what data is collected and stored, and where. Oftentimes, there are multiple systems used by agencies during the employee lifecycle that may contain …

The Hr Connection, Georgia Southern University

Georgia Southern University Human Resources Newsletters

No abstract provided.

Policy Manual Section 800 Facilities, University Of Maine System

General University of Maine Publications

University of Maine System Policy Manual Section 800 Facilities

The Hr Connection, Georgia Southern University

Georgia Southern University Human Resources Newsletters

• The New Building A Better U
• Summer 2021 TAP Deadline Soon
• University Exit Checklists
• March Wellness Corner
• Upcoming USG Well-Being Events
• Leave Explained

The Hr Connection, Georgia Southern University

Georgia Southern University Human Resources Newsletters

• Employee Engagement Survey
• Accolade Personalized Support
• Employee Resource Groups
• February Wellness Corner
• Upcoming USG Well-Being Events
• Professional Development Calendar
• 2021 Gulf-South Conference

The Effect Of Covid-19 On The Human Capital Management In Start-Ups In Egypt, Fayrouz El Dabbagh, Mariam Walid, Shorouk Fouda, Shahjahan Bhuiyan

Papers, Posters, and Presentations

Start-ups are institutionally fragile companies that deal with high degrees of risk and uncertainty, especially during short-term shocks, such as COVID-19. This policy brief attempts to identify the needed development in the start-up supporting ecosystem under COVID-19 pandemic, with a special focus on human capital management (HCM), decent work, and labor resilience in start-ups in Egypt. The core question of the paper is: How did COVID-19 pandemic affect the HCM practices in Egyptian start-ups and what is needed for start-ups in Egypt to recover from the crisis and sustain decent jobs and labor resilience?

The Effect Of Gender-Diversity Training On Perceived Organizational Justice, Lauran Star Raduazo

Walden Dissertations and Doctoral Studies

The purpose of this quantitative study was to examine gender-diversity training content and design and their effect on employees perceived organizational justice. A total of 205 employees specializing in science, technology, engineering, mathematics, and finance (STEM&F) participated in this study. A quantitative quasi-experimental study design occurred with a baseline, posttraining, and 2-month final follow-up. A mixed ANOVA was run to test for mean differences for Colquitt’s Organizational Justice Scale (COJS) overall and subscale scores. Baseline, posttraining, and final scores were compared by intervention and control group. There was a statistically significant interaction within intervention between time and groups (F(2,406) = …

Understanding Successful Strategies Human Service First-Level Managers Utilize When Addressing Workplace Incivility, Mary Elizabeth Barlow

Walden Dissertations and Doctoral Studies

The social problem of workplace incivility is a well-researched issue that impacts employees, work groups, and organizations across the nation. The purpose of this study was to understand how first-level human service managers describe employee turnover in relation to workplace incivility and what first-level human service managers view as successful strategies they have used to address workplace incivility. The theoretical framework utilized for this study was incivility spiral theory, as described by Andersson and Pearson. The purpose of this generic qualitative study was to gain an understanding of successful strategies that first-level human service managers utilize when addressing workplace incivility …

Strategies Used To Retain United States Veterans, Lucy Rene Moore

Walden Dissertations and Doctoral Studies

AbstractThe United States has a 20% average overall turnover rate, requiring employers to absorb the additional costs related to employee turnover, which can exceed 300% of each departed employee’s annual salary. Human resource leaders who lack strategies to retain veterans as employees experience increased turnover and replacement costs. Grounded in person organization fit theory and human capital theory, the purpose of this qualitative multiple case study was to explore the strategies leaders in human resource departments use to retain United States veterans. The participants included three human resources leaders in Washington who developed successful retention strategies for veterans. Data were …

Understanding Successful Strategies Human Service First-Level Managers Utilize When Addressing Workplace Incivility, Mary Elizabeth Barlow

Walden Dissertations and Doctoral Studies

The social problem of workplace incivility is a well-researched issue that impacts employees, work groups, and organizations across the nation. The purpose of this study was to understand how first-level human service managers describe employee turnover in relation to workplace incivility and what first-level human service managers view as successful strategies they have used to address workplace incivility. The theoretical framework utilized for this study was incivility spiral theory, as described by Andersson and Pearson. The purpose of this generic qualitative study was to gain an understanding of successful strategies that first-level human service managers utilize when addressing workplace incivility …

The History Of Human Resources In The United States: A Primer On Modern Practice, Robert Lloyd, Wayne Aho

Management Open Educational Resources

This book details the elements of modern labor practices in the United States and includes a comprehensive review of the history of human resources in the United States. Chapter 2 describes the inexorable link between human resource practices and the laws and regulations guiding them. Chapter 3 provides an overview of the modern HR practices of talent acquisition, total rewards, diversity and inclusion, U.S. employment laws, technology and data, employee relations, employee engagement, organizational effectiveness and development, learning and development, HR structure, HR strategy, risk management, global context, and corporate social responsibility (CSR). Chapter 4 provides an in-depth summary of …

The Hr Connection, Georgia Southern University

Georgia Southern University Human Resources Newsletters

• COVID-19 Manager's Guide
• Policy Updates
• Ahead Of Phase 1A+ of Vaccine Administration
• January Wellness Corner
• Introducing Percipio
• State Business Transactions Disclosure Reports

Alternatives To Teaching, University Of Maine

General University of Maine Publications

University of Maine Alternatives to Teaching

University Of Maine Legal Services Guidelines, University Of Maine

General University of Maine Publications

University of Maine Legal Services Guidelines

University Of Maine Pet Policy, University Of Maine

General University of Maine Publications

University of Maine Pet Policy

University Of Maine Volunteer Policy, University Of Maine

General University of Maine Publications

University of Maine Volunteer Policy

University Of Maine Human Subjects Of Research, University Of Maine

General University of Maine Publications

University of Maine Human Subjects Research

University Of Maine Parking Services, University Of Maine

General University of Maine Publications

University of Maine Parking Services

University Of Maine Partner/Spouse Accommodation Policy, University Of Maine

General University of Maine Publications

University of Maine Partner/Spouse Accommodation Policy

University Of Maine Affirmative Action, University Of Maine

General University of Maine Publications

University of Maine Affirmative Action

University Of Maine Aids Policy, University Of Maine

General University of Maine Publications

University of Maine AIDS Policy

Workplace Harassment And Violence Policy, University Of Maine

General University of Maine Publications

The purpose of this policy is to communicate The University of Maine’s approach to addressing workplace harassment and violence and to establish a “zero tolerance” policy for such behavior.

Domestic Partner Policy, University Of Maine

General University of Maine Publications

University of Maine Domestic Partner Policy