SHRM Blog

Employee turnover is the HR metric that is most closely analyzed and acted upon by organizations, but it shouldn’t get all the attention.

In fact, a recent survey of HR professionals found that time-to-fill, employee absence, and cost-per-hire were some of the other most analyzed metrics after employee turnover.

While all these metrics have earned their spot on organizations’ most-watched lists, lost in the wealth of employee life cycle information are the following impactful HR metrics your organization should be putting on its watchlist because of their ability to add organizational...

If you do not suffer from panic or anxiety attacks, it is hard to understand the feelings that overtake a person when an attack occurs. I suffer from panic and anxiety attacks. The worst thing about these attacks is they are front and center for the world to see: My face gets flushed. I perspire profusely. And the more conscious I am of the visible displays, the worse the symptoms become. It is challenging to maintain a sense of professional decorum when it looks like you were either caught in a...

I’ve been advocating for my industry in Washington, D.C., for almost 20 years. It’s been one of the most rewarding parts of my job as a chief compliance officer.

I remember my first congressional visit. Of course, I was nervous, but the association that I was working with assured me that I would be fine because one of the organization’s legislative team members would go with me to see my district’s congressman and my two senators.

That morning we had a brief breakfast meeting where we reviewed our...

If you’ve worked in employee relations for any length of time, you’ve probably been asked to help a manager terminate an employee. And, of course, it needs to happen, like, yesterday.

Sometimes these situations involve ongoing medical leave and the manager didn’t tell HR, which resulted in the employee’s remaining eligible for job-protected leave under the Family and Medical Leave Act (FMLA). So, we must now, for example, designate FMLA leave and add another 12 weeks to whatever length of time the employee has already been out. This will certainly frustrate managers even more and can lead to that all-too-familiar...