Perhaps you were promoted recently or have someone on your team who was,and will now be conducting interviews and hiring for the first time. You want to ensure that you are compliant, yet you also want to ensure you have a process which allows you to select the best candidate for your opening.

At Helios, we have had a number of clients implement Unlimited Paid Time Off (PTO) policies. This approach to leave is a growing trend for innovative companies working in all industries. Numerous companies are utilizing unlimited PTO to encourage a culture of freedom and responsibility.

Often we hear much about the best practices in Human Resources Management (HRM). So much so that there is frequently confusion about what that exactly means and what the universal practices really are. While a segment of these best practices can be applied comprehensively in most organizations, what might be considered an HRM best practice in one corporate culture, industry, or organization might not be transportable as a best practice in another.

After weeks of combing through resumes and conducting interviews you have finally hired the right candidate for the position. The salary has been agreed to, the offer letter signed, and the start date is on the horizon. It is time to check the box on the to-do list; the office is fully staffed, right? Think again! The hard work is just beginning.

I have handled many employee relations issues in my time as an HR professional and over the years have said to myself on countless occasions, “gosh, if only the manager had managed the employee, we wouldn't be having these performance discussions right now.” I think, too often, great employees are promoted into manager positions because that seems like the next logical step in that individual’s career path.

Performance evaluations (also known as a performance review, a performance appraisal, or employee appraisal) are a part of career development and consist of regular reviews of employee performance within organizations. Clients often ask me, “what is the best time for appraisals to be given?” Typically, companies will either administer their performance appraisal process using the anniversary date (date of hire) or the focal approach; setting a review date to be used for all employees regardless of hire date. My experience has been many companies have recently moved to the focal approach; but which one is better? Here are the pros and cons to both approaches below, and you can be the judge!